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2.4.c.1 Examples of Sexual Misconduct
GCM believes that the Holy Scriptures state that sexual practices outside of a heterosexual marriage are sexual sins (Romans 1:26-27; 1 Corinthians 6:9-10; Leviticus 18:22; 20:13). Any sexual practices that GCM determines to be Biblically forbidden are considered a violation of GCM's standards. Some examples of sexual misconduct include, but are not limited to, child molestation, rape, incest, adultery, premarital sex, homosexual conduct, sexual harassment, voyeurism, exhibitionism, indecent liberties, obscene phone calls, and sexual addictions.
2.4.c.2 Definition of Sexual Harassment
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment;
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual; or
- 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.
2.4.c.3 Procedure for Reporting and Investigating Sexual Harassment and Other Forms of Sexual Misconduct
All GCM employees are required to report any incidents of sexual misconduct to their supervisor and Missionary Resources as soon as possible. If a report of sexual harassment involves an employee's supervisor, the claim should be made directly to Human Resources. If a report of sexual harassment involves Missionary Resources, the claim should be made directly to the Executive Director. If a report of sexual harassment involves the Executive Director, the claim should be made directly to the Chairman of the Board of Directors.In cases not involving Missionary Resources or the Executive Director, Missionary Resources will oversee an investigation of the report and make recommendations to the Executive Director for appropriate action. GCM employees and volunteer staff shall take appropriate steps to maintain and protect the confidentiality of the testimony of victims, those accused, and witnesses during the investigation. However, no guarantee of confidentiality can be given. This action shall be taken consonant with GCM's responsibility, both as a Christian ministry and an employer, to investigate, respond to, and deal appropriately with such situations. All involved parties are encouraged to be absolutely candid and cooperative. Victims and fellow workers should be assured that they will not suffer retaliation from GCM for reporting any incidents of sexual harassment or other forms of sexual misconduct.
2.4.d Misuse of Ministry Influence and Trust
GCM employees will often gain the trust of individuals such as students, parents, donors, and others. Therefore, GCM employees have an obligation to respect that trust and not take advantage of it. An abuse of trust may arise when a GCM employee uses the trust built through ministry means for personal gain. An example of this would be a staff member selling a product or service to ministry team donors for personal profit. GCM employees must not misuse or abuse their position of influence or the trust established through GCM ministry. Questions about particular situations should be directed to Missionary Resources. The misuse or abuse of ministry influence for personal profit may result in discipline, up to and including termination.
2.4.e Relationships With Students
GCM employees involved with ministering to college and high school students will often win the admiration and trust of some students. Also, a student may confuse the newly experienced love of God with feelings for the person whom God uses to bring that message. In light of this, GCM employees ministering to college and/or high school students may not date or have a romantically-based relationship with a person under the age of 18. Employees who fall under the parameters of this policy must not engage in any activity that expresses a romantic interest with a person under the age of 18.
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Regardless of age or having received parental consent, GCM employees are urged to use extreme caution whenever a romantically-based relationship develops with a person within their sphere of ministry. Employees must be aware of the potential negative effect on their ministry that can result from such behavior. Supervisors and employees must report a violation of this policy to Missionary Resources. After investigation by Missionary Resources, if GCM determines, in its sole discretion, that an employee has inappropriately used his or her position of influence to develop or advance such a relationship, then discipline, up to and including termination, may result.
2.4.f Counseling Students
Due to the nature of ministry, GCM employees may find that at times people will ask them to play the role of a counselor. Field employees may also find that during the discipleship process they begin to touch on a person's weaknesses, struggles, and hurts from the past. To some degree, basic level counseling is an important part of ministering to an individual and occurs naturally through listening and being a friend. However, employees should refer any counselee to a trained pastor or trained counselor whenever the employee has a reasonable basis to believe that the counselee poses a danger to his or her own well-being or to the well-being of another person (including the employee) or is in need of professional counseling. If the employee believes that the person poses a significant danger to himself or herself or to others, the employee should take reasonable steps to notify appropriate law enforcement authorities.
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