May 2020
One Heart Sangha does not tolerate harassment or misconduct of any kind, including harassment on the basis of age, sex, race, color, national origin, sexual orientation, disability or religion.
As noted in Article 10 of the Bylaws, “Engaging in harassment is not supportive of the purpose of the organization and Sangha and therefore the Council may investigate complaints of misconduct that adversely impact the Sangha” and “may deny or terminate membership and participation to anyone who engages in serious misconduct as determined by the Council.”
Sexual harassment may include intentional physical conduct that is sexual in nature, such as touching, pinching, patting; non-physical conduct, such as staring in a suggestive manner; sexually-oriented gestures, noises, remarks, jokes, or comments about a person’s sexuality, sexual experience, or appearance; and displaying pictures, posters, calendars, graffiti, objects, reading materials, or other materials that are sexually suggestive, sexually demeaning, or pornographic.
Other forms of harassment and misconduct include bullying, intimidation, stalking, aggressive behaviors or words, making others feel unsafe, etc.
One Heart Sangha response to Harassment
Anyone in charge of or in a leadership role at sangha events, is expected to provide a welcoming and safe environment for attendees. Anyone in charge of or in a leadership role who witnesses harassment is expected to intervene and make clear that harassment is not tolerated and to stop any harassing behavior immediately.
Harassment Complaint Procedure
Any sangha member or participant who feels that he or she has been harassed by any sangha member, including a teacher, may raise the issue with any Council member or any member, who must then raise it to the Sangha President. The Sangha President, or his or her designee shall promptly investigate the complaint by talking to the complainant, and the member alleged to have engaged in harassment, and any alleged witnesses to the harassment and determine whether harassment occurred. The sangha must first make sure the complaint feels safe and if appropriate, has been referred to resources, whether legal authorities, counseling, or medical professionals.
The President or designee, when talking to the complainant, should, among other things, ask what responsive action the complainant desires. If the investigator determines that harassment did not occur either because the alleged conduct did not occur at all or the conduct did not rise to the level of actionable harassment, the complainant and the alleged harassing member shall be advised of the outcome of the investigation. If the investigator determines that harassment did occur, both the complainant and the harasser shall be so advised orally and followed up in writing.
Depending on the circumstances, including the nature and severity of the harassment, President (or if the President is the alleged perpetrator the Vice President), in consultation with the Council, may determine whether informally admonishing the harasser and/or an apology from the harasser to the complainant is sufficient to address the alleged harassment. If the President determines that more severe action, which may include a suspension or termination of membership rights, is warranted in response to harassment, the issue shall be brought before the Council for a determination of what action should be taken.
The Council also must ensure that the member who made the complainant feels listened to, safe from threat or harm, and has been advised and referred to seek resources to assist. This can include a complaint to legal authorities, counseling, mental or physical health assistance.
This process must be handled in a manner of wholehearted integrity and compassion for all involved, to the best of our abilities.