EthicsCode
Temple Sinai's Board of Trustee's approved the the following Ethics Code on February 1, 2023, and amended it on June 29, 2023.
The Ethics Code comes in three sections, stating our standards for the conduct of Temple members, our Religious School, and for members of our clergy and staff. The Code sets out a procedure for addressing incidents of harassment, discrimination, or bias in the congregation.
The need for such a Code should be clear to all. Our society and the American legal system have become more sensitive to issues of sexual harassment and of hateful speech. Having an Ethics Code will clearly explain the standards and principles for respectful conduct that have always been a part of Temple Sinai’s moral character and our community’s expectations. Further, having a written Ethics Code protects the congregation in the event of an accusation and provides a systematic process by which grievances can be adjudicated.
This is why the Union for Reform Judaism asked all of its member congregations to consider and adopt an Ethics Code in January of 2023. Temple Sinai is fortunate that we convened a committee under the leadership of Cantor Deborah Johnson the previous summer to begin the process of drafting this Ethics Code.
The Ethics Code comes in three sections, stating our standards for the conduct of Temple members, our Religious School, and for members of our clergy and staff. The Code sets out a procedure for addressing incidents of harassment, discrimination, or bias in the congregation.
The need for such a Code should be clear to all. Our society and the American legal system have become more sensitive to issues of sexual harassment and of hateful speech. Having an Ethics Code will clearly explain the standards and principles for respectful conduct that have always been a part of Temple Sinai’s moral character and our community’s expectations. Further, having a written Ethics Code protects the congregation in the event of an accusation and provides a systematic process by which grievances can be adjudicated.
This is why the Union for Reform Judaism asked all of its member congregations to consider and adopt an Ethics Code in January of 2023. Temple Sinai is fortunate that we convened a committee under the leadership of Cantor Deborah Johnson the previous summer to begin the process of drafting this Ethics Code.
Temple Sinai Codes of Ethics
While the documents below constitute ethical conduct principles as drafted by the Temple Sinai 2022 Ad Hoc Ethics Committee (see below), each of the three components can and should be seen as distinct and autonomous.
FOR OUR CONGREGANTS:
At Temple Sinai, we hold ourselves to the highest standards of personal responsibility, integrity, moral conscience, and social responsibility. All the members of our community – including our Temple members, clergy, and staff – are expected to regard themselves as partners in a sacred covenant. All are expected to treat others with high levels of dignity and respect in all interactions.
We welcome people of all ages, races, genders, gender identities, sexual orientations, abilities, national origins, immigration statuses, political views, and veteran or active military statuses. We commit ourselves to a community in which harassment and discrimination of any type have no place.
We are particularly sensitive to the need to guard ourselves against sexual harassment and assault. This includes all forms of unwelcome sexual advances, repeated unwanted touching, leering, sexual gestures, verbal abuse, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Temple Sinai is a Jewish religious community for families that include one or more Jewish members. Serving the needs of Jews and the Jewish community is a central part of our mission and we set aside leadership in some religious practices for people of the Jewish faith. Nonetheless, we do not tolerate harassment or discrimination based on religion or past religion with regard to membership on Temple committees, service on the Board of Trustees, or participation in programs.
This policy covers all interactions among people in connection with Temple Sinai, whether they are communicating in-person, by phone, text, mail, email, blog posts, or social media.
Because of the sacred nature of worship, we empower our clergy and ushers to take immediate action to address violations of conduct during services, up to and including removing individuals from the worship space.
Complaints of Harassment and/or Discrimination
Temple Sinai congregants who believe that they have been subjected to harassment or discrimination are strongly encouraged to report such complaints to the Temple Sinai Ethics Committee which will consider and investigate all complaints thoroughly and expeditiously and will produce written findings.
If a person accused by a complaint fails to cooperate with the Ethics Committee or its designee (for example, by not responding to written communications, by not answering requests for information, or by denying accountability), that failure shall itself constitute a violation of conduct. Retaliation against anyone who has made a complaint or anyone who has participated in an investigation of alleged misconduct also constitutes a violation of conduct.
Ethics complaints against clergy and staff will be addressed through the procedures in the Temple’s Staff Policy (see below). For complaints against other Temple members, the Ethics Committee will recommend a disposition that must be approved by the Executive Committee to take effect. Such disposition may include dismissal of the complaint, reprimand, counseling and reconciliation, or removal from Temple membership. In addition, suspected criminal behavior will be reported to appropriate law enforcement authorities.
We have created these policies to make clear and evident the standards to which we will hold ourselves as a community. The intent is, wherever possible, to resolve misconduct in a spirit of dialogue and reconciliation, not of recrimination or intimidation. We will be guided by the Jewish value of t’shuvah, defined as thoughtful and compassionate renewal and self-improvement.
IN OUR RELIGIOUS SCHOOL:
The Religious School at Temple Sinai strives to be a sacred community. In addition to instruction in the Jewish religion and Hebrew language, the School promotes and nurtures the identity of the children in our charge both as Jews and as whole individuals in a diverse world. The purpose of this policy is to set forth the expectations of the community in dealing with incidents that undermine and/or deviate from these goals.
Our community is committed to promoting and maintaining an environment free from all forms of discrimination, bullying, abuse, and harassment. All students have the right to feel safe and included in learning communities where individual identities are affirmed and all students can thrive and achieve their full potential.
Discrimination, including harassment on the basis of race, color, religion, sex or gender identity, sexual orientation, national origin, ethnicity, genetic information or testing, age or disability (referred to as “protected class”) will not be tolerated.
Discrimination is defined as treating persons differently, interfering with, or preventing them from enjoying the advantages or privileges afforded to others because of their membership in a protected, or unprotected, class.
Harassment includes oral, written, graphic, electronic, or physical conduct that is sufficiently severe, pervasive, or persistent so as to interfere with or limit that person’s ability to participate in programs or activities by creating a hostile environment. Harassing conduct may include, but is not limited to:
● Degrading, demeaning, insulting or abusive verbal or written statements,
● Taking personal belongings, taunting, teasing, name-calling, or spreading rumors,
● Drawing or writing graffiti, slogans, visual displays, or symbols on another’s property,
● Telling degrading or offensive jokes,
● Unwanted physical contact of any kind,
● Threatening letter, email, instant message, or websites,
● Defacing, damaging, or destroying another’s property.
Bullying is defined as the use by one or more persons of a written, verbal, or electronic expression, especially, a physical act or gesture or any combination thereof directed at a student by a contemporary or an adult. These include but are not limited to conduct that:
● Takes the form of physical violence, threats of bodily harm, physical intimidation, or stalking,
● Causes emotional harm to the student or damage to the student’s property,
● Places the student in reasonable fear of harm to herself/himself or of damage to his/her property,
● Creates an intimidating, threatening, hostile, or abusive environment for the student,
● Infringes on the rights of the student to participate in activities.
● Creates an intimidating, threatening, hostile, or abusive environment for the teacher, staff member, or clergy.
Cyber-bullying is defined as bullying through the use of technology or any electronic communication, including but not limited to written, oral, or video communication via social media, gaming platforms, and/or private messaging.
Complaints of Harassment and/or Discrimination
Any child, or parent who believes that he or she, or his or her child, has been subjected to, or who has witnessed bullying, discrimination and/or harassment is strongly encouraged to report such complaints to the Director of the Temple Sinai Religious School, the Chair of the Temple Sinai Ethics Committee, or Temple Sinai’s Rabbi or President. Any teacher, employee and/or volunteer who has witnessed bullying, discrimination or harassment in violation of this policy shall similarly report such behavior to the individuals listed above. The Temple Sinai Ethics Committee will consider and investigate all complaints thoroughly and expeditiously. Please note that no child will be interviewed without the presence of a parent or guardian.
During the complaint process, the privacy of the information received, the privacy of the individuals involved, and the wishes of the complainant will be protected to as great a degree as is possible. The complainant(s) will be expected, however, to use his/her/their names at the time complaints are filed. The wishes of the complainant for confidentiality will be considered in the context of the nature of the conduct complained of, the needs of the investigation, and any legal obligation of the School. Legal representation is neither required nor allowed and every effort will be made to ensure that all parties are on equal footing throughout the process, including recusal of Temple representatives when appropriate.
If a person fails to cooperate fully with the Ethics Committee or its designee (for example, by not responding to written communications, by not answering requests for information, or by providing incomplete or false responses), that failure shall itself constitute a violation of conduct. Retaliation against anyone who has made a complaint or anyone who has participated in an investigation of alleged misconduct also constitutes a violation of this policy.
Child Abuse
Incidents of suspected child abuse or neglect are very serious allegations. Per Rhode Island law, a child is defined as a person under the age of 18. Reportable abuse and neglect include, but are not limited to:
• Physical abuse,
• Sexual abuse,
• Emotional abuse,
• Physical endangerment,
• Lack of supervision,
• Medical abuse,
• Deprivation of basic needs,
• Psychological neglect,
• Substantial risk of harm.
The Temple Sinai Religious School recognizes the fact that teachers and others within the Temple community are in a unique position to identify and report suspected cases of such abuse. All persons in Rhode Island are required by law (RIGL §40-11-3) to report known or suspected cases of child abuse and/or neglect to the Department of Children, Youth and Families (1-800-RI-CHILD, 24 hours a day, seven days a week) within 24 hours of becoming aware of such abuse/neglect. The caller may remain anonymous.
Employment Protocols
Any applicant for a paid or volunteer position in the Temple Sinai Religious School who interacts directly with individual children one-on-one must undergo a screening process to help ensure the safety of the children in our care. In addition to formal application and interview, he or she must provide the names and contact information of at least two references outside of his or her family. A BCI check, including all available criminal records and sex offender registries, will also be conducted and must be completed before the individual begins interaction in the School. Finally, a Department of Motor Vehicles (DMV) records check is needed if transporting children as part, or an extension, of his or her work in the Religious School.
The Director of the Religious School shall monitor and supervise the behavior of adults and children in the School to ensure appropriate conduct and healthy boundaries. This will consist of regular check-ins by the Director with both children and teachers.
To help ensure that the School remains a safe space for children and adults, it is necessary to anticipate and avoid circumstances in which children are exposed to inappropriate consumables, materials, unmonitored adult contact, or unsupervised peer contact. No child should be left unattended. When individual meetings between a teacher, Director of School, or clergy member is conducted with a single child, these meetings will take place in a well-monitored, visually accessible space on Temple grounds, ideally one that maintains visual contact with another unrelated adult.
The above policies are established by the Temple Sinai Ethics Committee for the purpose of maintaining a safe and loving environment of prayer and learning on our premises and beyond.
FOR OUR STAFF:
The Board of Temple Sinai strongly believes that each individual has the right to work and participate in a professional environment in which everyone is treated with respect and dignity.
Temple Sinai has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination, and retaliation. Temple Sinai will make every reasonable effort to ensure that all concerned are familiar with this policy and are aware that any complaint in violation of such policy will be investigated and resolved appropriately.
Any employee who has questions or concerns about this policy should speak with the Temple President.
Equal Employment Opportunity
It is the policy of Temple Sinai to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, national origin, sex, age, physical or mental disability, sexual orientation, gender identity or expression, genetic information, veteran status, or any other protected, or unprotected, characteristic. Discrimination and harassment are strictly prohibited and will not be tolerated. Those found in violation of this policy will be subject to disciplinary action up to and including termination.
Individuals and Conduct Covered
This policy applies to all Temple Sinai employees, regardless of position or status, whether related to conduct engaged in by fellow employees or by Temple Sinai affiliates, including but not limited to, contractors, volunteers, committee members, vendors, visitors, and attendees at Temple programs or events. Conduct prohibited by this policy is unacceptable onsite on the Temple premises as well as at any work-related setting, including at any offsite program, event, meeting sponsored by or on attended by an employee on behalf of the Temple.
Sexual Harassment
Sexual harassment constitutes a form of discrimination and is a violation of Rhode Island law, including the state’s Fair Employment Practices Act, and federal law, including Title VII of the Civil Rights Act. The law defines this type of harassment as:
Specific examples of sexual harassment include, but are not limited to:
Harassment
Temple Sinai will not tolerate harassment or discrimination. Harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, or any other characteristic that: a) has the purpose or effect of creating an intimidating, hostile, or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes, but is not limited to, epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group.
Complaints Process
Temple Sinai cannot fulfill its obligations and meet its goals of creating and preserving a workplace free of discrimination and harassment unless the proper representatives are notified. Any employee who believes that he or she has been subjected to harassment is strongly encouraged to report such complaints to the President of Temple Sinai or the Chair of the Temple Sinai Ethics Committee who will consider and investigate all complaints thoroughly and expeditiously. The President or Chair will report to the employee upon the conclusion of the investigation in a manner which respects the rights of all parties concerned. Please note that anonymous complaints will not be investigated.
The complainant(s) will be expected to use his/her/their names at the time complaints are filed. The privacy of the information received, the privacy of the individuals involved, and the wishes of the complainant will be protected to as great a degree as is possible. These will be considered in the context of the nature of the conduct complained of, the needs of the investigation, and any legal obligation of the Temple. The Temple Board and/or Ethics Committee members must be particularly mindful not to discuss any case outside of Committee to ensure that confidentiality will not be broken. In the interests of fairness to all parties, any individual in a position to consider a complaint may be asked to step down in the case of potential lack of impartiality.
If a person fails to cooperate fully with the Ethics Committee or its designee, that failure shall itself constitute a violation of conduct. Examples of a failure to cooperate include, but are not limited to, not responding to requests to meet, failing to provide requested information or documents in a timely manner, and/or providing incomplete or false responses.
If an employee is determined to have acted contrary to this policy, the Temple Board will take such action as it deems necessary under the circumstances to address any offending conduct, and may include the imposition of disciplinary action, up to and including termination. Suspected criminal behavior will be reported to appropriate law enforcement authorities.
Retaliation
Retaliation, including any form of harassment, against anyone who has made a complaint or anyone who has participated in an investigation of alleged misconduct is absolutely prohibited and constitutes a violation of this policy.
No hardship, loss, or penalty may be imposed on an employee in response to:
Any person who is found to have engaged in retaliatory behavior in violation of this policy will be subject to discipline, up to and including termination of employment.
State and Federal Discrimination Enforcement Agencies
In addition to filing a complaint with the Temple, anyone who believes that he or she has been subjected to harassment in violation of this policy may file a formal complaint with either or both of the government agencies listed below:
The United States Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
475 Government Center, 4th Floor
Boston, MA 02203
(800) 669-4000
Rhode Island Commission for Human Rights
180 Westminster Street
3rd Floor
Providence, RI 02903
(401) 222-2661
Respectfully submitted,
Cantor Deborah Johnson
Paula Annenberg
Attn. Judy Assad
Dr. Katharine Batlan
Raymond Buttero
Rabbi Jeff Goldwasser
School Administrator Susan Oclassen
Temple Sinai President, Gregg Rosen
Temple Administrator Dottie Swajian
While the documents below constitute ethical conduct principles as drafted by the Temple Sinai 2022 Ad Hoc Ethics Committee (see below), each of the three components can and should be seen as distinct and autonomous.
FOR OUR CONGREGANTS:
At Temple Sinai, we hold ourselves to the highest standards of personal responsibility, integrity, moral conscience, and social responsibility. All the members of our community – including our Temple members, clergy, and staff – are expected to regard themselves as partners in a sacred covenant. All are expected to treat others with high levels of dignity and respect in all interactions.
We welcome people of all ages, races, genders, gender identities, sexual orientations, abilities, national origins, immigration statuses, political views, and veteran or active military statuses. We commit ourselves to a community in which harassment and discrimination of any type have no place.
We are particularly sensitive to the need to guard ourselves against sexual harassment and assault. This includes all forms of unwelcome sexual advances, repeated unwanted touching, leering, sexual gestures, verbal abuse, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Temple Sinai is a Jewish religious community for families that include one or more Jewish members. Serving the needs of Jews and the Jewish community is a central part of our mission and we set aside leadership in some religious practices for people of the Jewish faith. Nonetheless, we do not tolerate harassment or discrimination based on religion or past religion with regard to membership on Temple committees, service on the Board of Trustees, or participation in programs.
This policy covers all interactions among people in connection with Temple Sinai, whether they are communicating in-person, by phone, text, mail, email, blog posts, or social media.
Because of the sacred nature of worship, we empower our clergy and ushers to take immediate action to address violations of conduct during services, up to and including removing individuals from the worship space.
Complaints of Harassment and/or Discrimination
Temple Sinai congregants who believe that they have been subjected to harassment or discrimination are strongly encouraged to report such complaints to the Temple Sinai Ethics Committee which will consider and investigate all complaints thoroughly and expeditiously and will produce written findings.
If a person accused by a complaint fails to cooperate with the Ethics Committee or its designee (for example, by not responding to written communications, by not answering requests for information, or by denying accountability), that failure shall itself constitute a violation of conduct. Retaliation against anyone who has made a complaint or anyone who has participated in an investigation of alleged misconduct also constitutes a violation of conduct.
Ethics complaints against clergy and staff will be addressed through the procedures in the Temple’s Staff Policy (see below). For complaints against other Temple members, the Ethics Committee will recommend a disposition that must be approved by the Executive Committee to take effect. Such disposition may include dismissal of the complaint, reprimand, counseling and reconciliation, or removal from Temple membership. In addition, suspected criminal behavior will be reported to appropriate law enforcement authorities.
We have created these policies to make clear and evident the standards to which we will hold ourselves as a community. The intent is, wherever possible, to resolve misconduct in a spirit of dialogue and reconciliation, not of recrimination or intimidation. We will be guided by the Jewish value of t’shuvah, defined as thoughtful and compassionate renewal and self-improvement.
IN OUR RELIGIOUS SCHOOL:
The Religious School at Temple Sinai strives to be a sacred community. In addition to instruction in the Jewish religion and Hebrew language, the School promotes and nurtures the identity of the children in our charge both as Jews and as whole individuals in a diverse world. The purpose of this policy is to set forth the expectations of the community in dealing with incidents that undermine and/or deviate from these goals.
Our community is committed to promoting and maintaining an environment free from all forms of discrimination, bullying, abuse, and harassment. All students have the right to feel safe and included in learning communities where individual identities are affirmed and all students can thrive and achieve their full potential.
Discrimination, including harassment on the basis of race, color, religion, sex or gender identity, sexual orientation, national origin, ethnicity, genetic information or testing, age or disability (referred to as “protected class”) will not be tolerated.
Discrimination is defined as treating persons differently, interfering with, or preventing them from enjoying the advantages or privileges afforded to others because of their membership in a protected, or unprotected, class.
Harassment includes oral, written, graphic, electronic, or physical conduct that is sufficiently severe, pervasive, or persistent so as to interfere with or limit that person’s ability to participate in programs or activities by creating a hostile environment. Harassing conduct may include, but is not limited to:
● Degrading, demeaning, insulting or abusive verbal or written statements,
● Taking personal belongings, taunting, teasing, name-calling, or spreading rumors,
● Drawing or writing graffiti, slogans, visual displays, or symbols on another’s property,
● Telling degrading or offensive jokes,
● Unwanted physical contact of any kind,
● Threatening letter, email, instant message, or websites,
● Defacing, damaging, or destroying another’s property.
Bullying is defined as the use by one or more persons of a written, verbal, or electronic expression, especially, a physical act or gesture or any combination thereof directed at a student by a contemporary or an adult. These include but are not limited to conduct that:
● Takes the form of physical violence, threats of bodily harm, physical intimidation, or stalking,
● Causes emotional harm to the student or damage to the student’s property,
● Places the student in reasonable fear of harm to herself/himself or of damage to his/her property,
● Creates an intimidating, threatening, hostile, or abusive environment for the student,
● Infringes on the rights of the student to participate in activities.
● Creates an intimidating, threatening, hostile, or abusive environment for the teacher, staff member, or clergy.
Cyber-bullying is defined as bullying through the use of technology or any electronic communication, including but not limited to written, oral, or video communication via social media, gaming platforms, and/or private messaging.
Complaints of Harassment and/or Discrimination
Any child, or parent who believes that he or she, or his or her child, has been subjected to, or who has witnessed bullying, discrimination and/or harassment is strongly encouraged to report such complaints to the Director of the Temple Sinai Religious School, the Chair of the Temple Sinai Ethics Committee, or Temple Sinai’s Rabbi or President. Any teacher, employee and/or volunteer who has witnessed bullying, discrimination or harassment in violation of this policy shall similarly report such behavior to the individuals listed above. The Temple Sinai Ethics Committee will consider and investigate all complaints thoroughly and expeditiously. Please note that no child will be interviewed without the presence of a parent or guardian.
During the complaint process, the privacy of the information received, the privacy of the individuals involved, and the wishes of the complainant will be protected to as great a degree as is possible. The complainant(s) will be expected, however, to use his/her/their names at the time complaints are filed. The wishes of the complainant for confidentiality will be considered in the context of the nature of the conduct complained of, the needs of the investigation, and any legal obligation of the School. Legal representation is neither required nor allowed and every effort will be made to ensure that all parties are on equal footing throughout the process, including recusal of Temple representatives when appropriate.
If a person fails to cooperate fully with the Ethics Committee or its designee (for example, by not responding to written communications, by not answering requests for information, or by providing incomplete or false responses), that failure shall itself constitute a violation of conduct. Retaliation against anyone who has made a complaint or anyone who has participated in an investigation of alleged misconduct also constitutes a violation of this policy.
Child Abuse
Incidents of suspected child abuse or neglect are very serious allegations. Per Rhode Island law, a child is defined as a person under the age of 18. Reportable abuse and neglect include, but are not limited to:
• Physical abuse,
• Sexual abuse,
• Emotional abuse,
• Physical endangerment,
• Lack of supervision,
• Medical abuse,
• Deprivation of basic needs,
• Psychological neglect,
• Substantial risk of harm.
The Temple Sinai Religious School recognizes the fact that teachers and others within the Temple community are in a unique position to identify and report suspected cases of such abuse. All persons in Rhode Island are required by law (RIGL §40-11-3) to report known or suspected cases of child abuse and/or neglect to the Department of Children, Youth and Families (1-800-RI-CHILD, 24 hours a day, seven days a week) within 24 hours of becoming aware of such abuse/neglect. The caller may remain anonymous.
Employment Protocols
Any applicant for a paid or volunteer position in the Temple Sinai Religious School who interacts directly with individual children one-on-one must undergo a screening process to help ensure the safety of the children in our care. In addition to formal application and interview, he or she must provide the names and contact information of at least two references outside of his or her family. A BCI check, including all available criminal records and sex offender registries, will also be conducted and must be completed before the individual begins interaction in the School. Finally, a Department of Motor Vehicles (DMV) records check is needed if transporting children as part, or an extension, of his or her work in the Religious School.
The Director of the Religious School shall monitor and supervise the behavior of adults and children in the School to ensure appropriate conduct and healthy boundaries. This will consist of regular check-ins by the Director with both children and teachers.
To help ensure that the School remains a safe space for children and adults, it is necessary to anticipate and avoid circumstances in which children are exposed to inappropriate consumables, materials, unmonitored adult contact, or unsupervised peer contact. No child should be left unattended. When individual meetings between a teacher, Director of School, or clergy member is conducted with a single child, these meetings will take place in a well-monitored, visually accessible space on Temple grounds, ideally one that maintains visual contact with another unrelated adult.
The above policies are established by the Temple Sinai Ethics Committee for the purpose of maintaining a safe and loving environment of prayer and learning on our premises and beyond.
FOR OUR STAFF:
The Board of Temple Sinai strongly believes that each individual has the right to work and participate in a professional environment in which everyone is treated with respect and dignity.
Temple Sinai has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination, and retaliation. Temple Sinai will make every reasonable effort to ensure that all concerned are familiar with this policy and are aware that any complaint in violation of such policy will be investigated and resolved appropriately.
Any employee who has questions or concerns about this policy should speak with the Temple President.
Equal Employment Opportunity
It is the policy of Temple Sinai to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, national origin, sex, age, physical or mental disability, sexual orientation, gender identity or expression, genetic information, veteran status, or any other protected, or unprotected, characteristic. Discrimination and harassment are strictly prohibited and will not be tolerated. Those found in violation of this policy will be subject to disciplinary action up to and including termination.
Individuals and Conduct Covered
This policy applies to all Temple Sinai employees, regardless of position or status, whether related to conduct engaged in by fellow employees or by Temple Sinai affiliates, including but not limited to, contractors, volunteers, committee members, vendors, visitors, and attendees at Temple programs or events. Conduct prohibited by this policy is unacceptable onsite on the Temple premises as well as at any work-related setting, including at any offsite program, event, meeting sponsored by or on attended by an employee on behalf of the Temple.
Sexual Harassment
Sexual harassment constitutes a form of discrimination and is a violation of Rhode Island law, including the state’s Fair Employment Practices Act, and federal law, including Title VII of the Civil Rights Act. The law defines this type of harassment as:
- submission to sexual advances or requests for sexual favors, or other verbal or physical conduct of a sexual nature is made, either explicitly or implicitly, a term or condition of another’s employment or a basis for any employment decision affecting an employee; or
- unwelcome and inappropriate verbal or physical conduct, or coercive behavior where the behavior is known or reasonably ought to be known as unwanted or unwelcome and such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Specific examples of sexual harassment include, but are not limited to:
- unwelcome sexual flirtations, advances, or propositions
- repeatedly asking a person to socialize during off-duty hours when the person has said no or has indicated he or she is not interested (supervisors, in particular, should be careful not to pressure their employees to socialize)
- verbal abuse of a sexual nature, subtle pressure, or requests for sexual activities
- unwelcome touching of an individual (such as hugging, pinching, patting, grabbing, or brushing against another individual’s body) or repeatedly standing too close to another person or invading their personal space
- graphic or verbal commentaries about an individual’s body
- sexually degrading words used to describe an individual
- display of sexually suggestive objects or pictures in the workplace
- sexually explicit or offensive jokes
- sexually oriented gestures, noises (such as whistling or sounds of a sexual nature), remarks, jokes, or comments about a person’s sexuality or sexual experience
Harassment
Temple Sinai will not tolerate harassment or discrimination. Harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, or any other characteristic that: a) has the purpose or effect of creating an intimidating, hostile, or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes, but is not limited to, epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group.
Complaints Process
Temple Sinai cannot fulfill its obligations and meet its goals of creating and preserving a workplace free of discrimination and harassment unless the proper representatives are notified. Any employee who believes that he or she has been subjected to harassment is strongly encouraged to report such complaints to the President of Temple Sinai or the Chair of the Temple Sinai Ethics Committee who will consider and investigate all complaints thoroughly and expeditiously. The President or Chair will report to the employee upon the conclusion of the investigation in a manner which respects the rights of all parties concerned. Please note that anonymous complaints will not be investigated.
The complainant(s) will be expected to use his/her/their names at the time complaints are filed. The privacy of the information received, the privacy of the individuals involved, and the wishes of the complainant will be protected to as great a degree as is possible. These will be considered in the context of the nature of the conduct complained of, the needs of the investigation, and any legal obligation of the Temple. The Temple Board and/or Ethics Committee members must be particularly mindful not to discuss any case outside of Committee to ensure that confidentiality will not be broken. In the interests of fairness to all parties, any individual in a position to consider a complaint may be asked to step down in the case of potential lack of impartiality.
If a person fails to cooperate fully with the Ethics Committee or its designee, that failure shall itself constitute a violation of conduct. Examples of a failure to cooperate include, but are not limited to, not responding to requests to meet, failing to provide requested information or documents in a timely manner, and/or providing incomplete or false responses.
If an employee is determined to have acted contrary to this policy, the Temple Board will take such action as it deems necessary under the circumstances to address any offending conduct, and may include the imposition of disciplinary action, up to and including termination. Suspected criminal behavior will be reported to appropriate law enforcement authorities.
Retaliation
Retaliation, including any form of harassment, against anyone who has made a complaint or anyone who has participated in an investigation of alleged misconduct is absolutely prohibited and constitutes a violation of this policy.
No hardship, loss, or penalty may be imposed on an employee in response to:
- filing or responding to a bona fide complaint of discrimination or harassment,
- appearing as a witness or otherwise cooperating in the investigation of a complaint, or
- serving as an investigator of a complaint.
Any person who is found to have engaged in retaliatory behavior in violation of this policy will be subject to discipline, up to and including termination of employment.
State and Federal Discrimination Enforcement Agencies
In addition to filing a complaint with the Temple, anyone who believes that he or she has been subjected to harassment in violation of this policy may file a formal complaint with either or both of the government agencies listed below:
The United States Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
475 Government Center, 4th Floor
Boston, MA 02203
(800) 669-4000
Rhode Island Commission for Human Rights
180 Westminster Street
3rd Floor
Providence, RI 02903
(401) 222-2661
Respectfully submitted,
Cantor Deborah Johnson
Paula Annenberg
Attn. Judy Assad
Dr. Katharine Batlan
Raymond Buttero
Rabbi Jeff Goldwasser
School Administrator Susan Oclassen
Temple Sinai President, Gregg Rosen
Temple Administrator Dottie Swajian