Bullying by Clergy-EPILOGUE

A friend of mine was instructing water safety at a summer camp. He was supposed to demonstrate the proper way to get into a canoe. In the process of getting into the canoe he capsized it. Recovering from the embarrassing ordeal he said to the laughing onlookers, “Now that is how not to get into a canoe.”

As an epilogue to my series on bullying by clergy, I decided to leave you with a case history of “How Not to Deal with a Bullying Complaint.” It is based on a real incident so I will give concise facts.

1.       Complaint is filed in accordance with employment policy.

2.       The accusation is about acts of bullying and harassment against the employer experienced and witnessed by the complainant.

3.       The Board of Directors strike a committee of the Board to deal with the complaint.

4.       No policy in place to deal with a complaint of this nature so a higher authority is consulted on how to proceed.

5.       A meeting is called and the complainant and the accused are invited to appear before the committee. The accused decided not to appear and briefed the committee of his decision before the meeting.

6.       The meeting proceeded and the complaint was presented.

7.       At the conclusion of the meeting the complainant requested protection because he was a whistle blower against his employee. (Request was not granted).

8.       The accused responded to the written complaint with an email.

9.       The complainant requested an opportunity to respond to the email in person. (Request was denied).

10.   The accused remained in his position during the investigation of the complaint. The complainant was required to work under his authority.

11.   The accused was in direct contact with the committee during the investigation.

12.   The accused contacted people who were party to the complaint and questioned them on the matter. One person was requested to write the Board of Directors in his support.

13.   The committee issued a letter concerning their findings during their investigation.

14.   The Complainant met with the chair to receive the findings. Objections were raised concerning the process and certain contents of the letter. No opportunity was given to express these concerns to the Board of Directors and a formal request was not honored. No action was taken against the accused.

15.   The complainant decided not to appeal. The issue remained unresolved.

AFTERMAT.

Within 4-10 months after the complaint was filed the department that was headed by the complainant was abolished. Two of the employees implicated in the complaint as victims were let go. The other party, who resigned in the process, withdrew the resignation, wrote a letter to the board of directors in support of the employer and is still employed. The action was initiated by the accused and it appears to have the approval of the Board of Directors and their Superior Officers in the organization. What’s wrong with this picture?????? Post your comment.

WHAT A TRAVESTY OF JUSTICE!!!!!

Maybe someone would like to email me a policy on how to deal with a complaint of bullying the right way. I will be glad to forward it to this particular organization which desperately needs direction in this type of a matter.

Pastor H