Process for Handling Complaints of Misconduct
In addition to broad support for safe congregations and right relations, the Ethics in Congregational Life Program also includes a system for response to complaints of professional misconduct that is grounded in principles of restorative justice and reconciliation. These principles are expressed by:
- pastoral concern and response to persons victimized
- concern for the health and well being of congregations
- concern for the integrity of the ministry and the Unitarian Universalist Association (UUA)
- congruency with Unitarian Universalist (UU) principles
- transparency
The process, managed by the UUA Consultant, Office for Ethics in Congregational Life*, will:
- receive and investigate complaints
- coordinate support services to affected individuals and congregations
- present cases for adjudication by the Ministerial Fellowship Committee
- involve a corps of volunteer investigators and volunteer liaisons, the latter providing both pastoral support and process information/advice to the complainant
- involve, when needed, a crisis response team, to provide support to congregational staff and leaders
- include an education and training component for congregational leaders
Unlike many other religious bodies, the UUA is an association of member individual and independent congregations. The role of the UUA is to provide support to its member congregations. It does not govern them. In our tradition of congregational polity, each member congregation has the power to ordain, call/hire, supervise and dismiss ministers and other staff; and to do so independently of the UUA. It is the congregation, not the Association, that takes responsibility for regulation of its own policies and staff. Knowing the correct procedures for screening paid and volunteer staff is an essential piece of responsible staffing.
In May of 2000 an Ad Hoc Task Force on Ethics and Congregational Life was convened by Unitarian Universalists Association (UUA) of Congregations Executive Vice President Kay Montgomery to recommend clarifying positive changes in the UUA process for responding to complaints of ministerial misconduct. In March of 2001 the Task Force concluded its work, presenting recommendations for improvements. In July 2002, as a part of the restructuring of UUA staff, those recommendations were used to guide changes in the process for handling complaints of misconduct. The revised process is described below.
The Process
(Note: the term religious professional is used to refer to (1) ministers and (2) religious educators who are members of Liberal Religious Educators Association (LREDA), including those who are or may be seeking credentialing with the UUA.)
The UUA Consultant is the primary point of contact for any person wishing to report an alleged instance of misconduct by a religious professional. This function was with the Director of Congregational Services and before that with the Director of the Department of Ministry. Moving the primary point of contact away from the Department of Ministry was made to offer a "safer" institutional contact for a victim/complainant.
At the "intake" stage the UUA Consultant, has the discretion to refer matters not suitable for adjudication by the Ministerial Fellowship Committee (MFC), to other resources such as District Staff, Ministry and Professional Leadership staff, Unitarian Universalist Ministers Association (UUMA) or LREDA Good Offices, etc.
At any point in the process the UUA Consultant, may consult with the Director for Ministry and Professional Leadership and/or the UUA Executive Vice President.
At the "intake" stage, the UUA Consultant hears the complaint, provides information on the process and responds to questions from the complainant.
The UUA Consultant may ask to receive the complaint in writing. This will always be done when the complaint may result in adjudication by the MFC.
When/if a complaint is received in writing; the UUA Consultant contacts the religious professional to inform him/her of the complaint.
If the complaint warrants, the UUA Consultant will assign a volunteer investigator or investigators to conduct interviews and other fact-finding activities. The investigators will submit their reports to the UUA Consultant. It is the Consultant's responsibility to define the scope of the case to be presented to the MFC.
In certain instances, the religious professional may not contest the factual basis for the complaint. This is referred to as self-disclosure. In cases of self-disclosure, the religious professional may enter into negotiations for a voluntary resolution without the necessity of an investigation. The UUA Consultant will be a focal point for such negotiations and the complainant will be consulted with respect to the proposed resolution.
If it is determined that the case is to be adjudicated by the MFC, the UUA Consultant will have responsibility for presenting the case to the Committee. The Consultant may decide to exclude certain parts of a complaint that are not supported by evidence developed during an investigation.
In cases to be investigated and possibly adjudicated by the MFC, a complainant "liaison" will be a point of contact and communication between the aggrieved party and those involved in the process on behalf of the UUA.
All participants in any complaint process will be informed that confidentiality may be breeched to protect against harm.
*Hereafter referred to as the UUA Consultant
UUA Consultant, Office of Ethics in Congregational Life: voice mail for issues of professional misconduct: (617) 648-6462; General questions regarding congregational safety and ethics: (617) 948-6461
For more information contact safecongregations @ uua.org.
Last updated on Tuesday, July 28, 2009.
