Return to Table of Contents

Definitions

Sexual Harassment

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment. Examples of sexual harassment include:

  • Repeatedly standing too close to or brushing up against people;
  • Repeatedly asking people to socialize when they have said no or have indicated they are not interested;
  • Giving gifts or leaving objects that are sexually suggestive;
  • Repeatedly making sexually suggestive gestures;
  • Making or posting sexually demeaning or offensive pictures, cartoons or other materials;
  • Any unwelcome conduct of a sexual nature.

Sexual Harassment and Employees

Sexual harassment is a form of sex discrimination and violates Title VII of the Civil Rights Act as well as State discrimination laws. The Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces the federal law. The EEOC’s guidelines define sexual harassment as unwelcome sexual advances, requests for sexual favors, and other unwelcome verbal or physical conduct of a sexual nature when:

  • Submission to such conduct is made an implicit or explicit condition of employment;
  • Submission to or rejection of such conduct affects employment opportunities;
  • The conduct unreasonably interferes with an individual’s performance or creates an intimidating, hostile or offensive environment;
  • Any indication, expressed or implied, that any aspect of employment conditions, depends or may depend on the granting of sexual favors or on a willingness to accept or tolerate conduct or communication of a sexual nature.

Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

Both victim and the harasser can be either male or female, and the victim and harasser can be the same sex.

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a congregant.

Any employee who believes he or she has been sexually harassed by another employee, a supervisor, or any other person encountered in the course of employment should report that conduct immediately to his or her supervisor. If the report or complaint involves the supervisor the individual receiving the report or complaint should immediately report it to the president of the congregation.

Retaliation or reprisal against employees who report sexual harassment claims is prohibited and will not be tolerated. Any violation of this policy will be treated as a serious matter and will result in disciplinary action, up to and including termination.

Abuse

Abuse includes non-accidental conduct that involves bodily injury or impairment; offensive physical or sexual contact, including physical or sexual abuse; physical or sexual harassment; physical or sexual molestation; or physical or sexual exploitation.

Verbal Abuse

Verbal abuse is the excessive use of language to undermine someone’s dignity and security through insults or humiliation in a sudden or repeated manner.

Sexual Abuse

Sexual abuse means any sexual touching of a child, or any activity that causes a person to engage in any sexual act or conduct without that person’s consent, or in circumstances where that person is unable to give consent due to age or mental capacity or unusual vulnerability derived from the person’s mental health or from the existence of a relationship of significant dependency or trust.

Child Abuse

According to Georgia Law (OCGA § 49-5-180), child abuse includes the following acts:

  • Physical injury or death inflicted upon a child by a parent or caretaker thereof by other than accidental means; provided, however, that physical forms of discipline may be used as long as there is no physical injury to the child;
  • Neglect or exploitation of a child by a parent or caretaker thereof;
  • Sexual abuse of a child; or
  • Sexual exploitation of a child.

Child sexual abuse may also include exposing any child under the age of 16 to any immoral or indecent act with the intent to arouse or satisfy the sexual desires of either the child or the person, which can include committing the act in the presence of the child or transmitting images of such acts.