PART 1: INTRODUCTION
Bet Shalom is a Reform Synagogue affiliated with the Union for Reform Judaism (URJ). Our Synagogue is an inclusive congregation that demonstrates respect for the needs of all. Through worship, learning, and a concern for social justice, we strive to better ourselves, our community, and the world at large.
Our Jewish values embody the teaching that every human being is created in the image of God (b’tzelem Elohim). We therefore strive to hold ourselves to the highest standards of personal integrity, social responsibility, and human decency. When we behave ethically and hold ourselves accountable, Bet Shalom is a safe, welcoming, and sacred environment.
This values-based code of ethics sets forth the principles and expectations for adherence to standards of conduct for our clergy, Board of Trustees, congregants, staff, visitors, and guests, whether participating in a Bet Shalom activity that is in the building, online, or offsite.
PART 2: CODE OF ETHICS
EXEMPLIFY HOLINESS (K’DUSHAH)
Bet Shalom welcomes all who wish to engage with our community.
We embrace everyone without regard to religious background, age, ability, race, ethnicity, nationality, gender, gender identity, sexual orientation, marital status, or socioeconomic status.
We strive to make all who participate in our community feel a sense of belonging with the expectation that their ideas and concerns can be openly stated and responded to with respect.
HONESTY (YOSHER)
Bet Shalom expects all who engage in our community to conduct themselves in an honest manner.
We promote open and honest communication that allows for addressing differences constructively.
We protect the confidentiality of information, either about an individual or the synagogue, and do not disclose it without permission. For example, this includes personnel information such as employment status, compensation, and performance review, as well as personal information about an individual’s health, financial status, or family matters.
We respect the efforts of others and do not take credit for their work.
We make decisions regarding synagogue-related matters with transparency, openness, and accountability, unless confidentiality dictates otherwise.
HONOR (KAVOD)
Bet Shalom values acting with integrity.
We act solely according to the synagogue’s best interest when acting on its behalf.
We refrain from using one’s synagogue position for personal advantage or benefit.
We are bound by sacred obligation to uphold financial agreements made with the synagogue. If a change in personal circumstances occurs, we will inform those charged with managing synagogue finances and make appropriate arrangements.
We conduct employment practices and related decision-making in an ethical and legal manner. We establish and enforce the appropriate policies and procedures to protect the employees of the congregation, such as fair employment policies, grievance reporting, and conflict resolution procedures.
COMPASSION (RACHAMIM)
Bet Shalom embraces the fundamental value of performing acts of loving kindness (g’milut chasadim).
We treat others with respect, dignity, fairness, and compassion.
We refrain from derogatory speech, negative talk, gossip, and slander, whether in person or on social media.
We oppose bullying, including any unwanted behavior that degrades, humiliates, or oppresses another. Verbal, physical, or cyberbullying is never acceptable.
JUSTICE (TZEDEK)
Bet Shalom believes everyone entering our sacred space has the right to feel safe and respected, and that we are morally and ethically responsible for one another (kol yisrael areivim zeh bazeh).
We do not tolerate sexual harassment, including unwelcome sexual advances, requests for sexual favors, and other verbal, physical, written, or visual conduct of a sexual nature.
We do not tolerate acts or behaviors that exploit the vulnerability of another, take advantage of a power imbalance, compromise one’s moral integrity, or create an intimidating, offensive, abusive, or hostile environment.
We strive to protect those who appear to be the victims of abuse or neglect, including spousal abuse, child abuse, verbal abuse, physical abuse, and other types of domestic violence.
Procedures for addressing allegations of unethical behavior are available on request from Bet Shalom’s main office.
PART 3: ADDRESSING ALLEGATIONS OF UNETHICAL BEHAVIOR
Bet Shalom’s Ethics Code will be made available to all congregants, staff, and clergy. Visitors and guests will be able to see the Code, on request, from the Bet Shalom main office. The Code will also be published on the Bet Shalom website. The Code, and Addressing Allegations of Unethical Behavior document, will be updated as appropriate. Examples contained in the Code are not all-inclusive.
THE FOLLOWING PROCEDURES DELINEATE HOW ALLEGATIONS OF UNETHICAL BEHAVIOR BASED ON THE BET SHALOM ETHICS CODE WILL BE ADDRESSED.
The Board President will appoint a congregant to chair an ad hoc Ethics Committee for receiving and addressing allegations of unethical behavior. They will also select a minimum of two committee members based on the following qualities: integrity, leadership, independence, and ability to handle challenging situations. The Board President shall be an ex-officio member of the Ethics Committee. The Board President, if unable to serve, shall appoint a member of the Executive Committee to serve in that capacity. Members of the Ethics Committee must recuse themselves if an allegation pertains to them in any way.
An allegation of unethical behavior, oral or in writing, should be directed to the Board President, Senior Rabbi, or Ethics Committee chair. In order to initiate an Ethics Committee process, the person who received the allegation will share the information with the other two. If the allegation pertains to any one of the three, that person must recuse themselves.
If an allegation of unethical behavior pertains to a member of a professional organization with its own code of ethics such as the Central Conference of American Rabbis (CCAR), American Conference of Cantors (ACC), Association of Reform Jewish Educators (ARJE), National Association for Temple Administration (NATA), or Union for Reform Judaism (URJ), the Ethics Committee will coordinate the congregation’s process with that of the professional organization, balancing the needs of the congregation and those of the professional body.
When an allegation of unethical behavior is made to the Ethics Committee chair, the chair will decide with the Board President whether they should consult independent legal counsel representing the synagogue.
Where an allegation raises the possibility of imminent and substantial harm to the person(s) of concern, legal obligations will take precedence and supersede any procedures otherwise delineated by this Code. The Board President, in consultation with the Ethics Committee chair, may take such action as deemed appropriate.
The Ethics Committee will decide on a process that includes information gathering, deliberation, and resolution based on the particularities of each allegation that is received. All efforts will be made to resolve matters as promptly as possible.
Everyone involved in an Ethics Committee process is expected to comply with all Ethics Committee requests to assist in information gathering. All steps, from an initial allegation of unethical conduct to ultimate resolution, will be documented in writing by the Ethics Committee.
Confidentiality will be maintained throughout any Ethics Committee process to the extent practicable and consistent with thorough assessment and restoration of the matter.
Bet Shalom does not allow for any retaliation against those who make an allegation of unethical behavior. The Ethics Committee will pursue and act upon any breach of this.
Ethics Committee processes will balance the Jewish principles of judgment (din) and compassion (rachamim). All allegations will be responded to with sensitivity and compassion. Judgment will be withheld pending completion of a full evaluation. During information gathering and/or consideration of a resolution for an ethics violation, the committee shall bear in mind that, as a sacred community, healing and reconciliation are important goals to achieve.
While there is no time limit to making an allegation of unethical behavior, the time that has elapsed since the alleged violation will be one of many factors in the totality of circumstances considered by the Ethics Committee.
The synagogue is committed to promptly investigating any reported violations. The following procedures delineate how allegations of unethical behavior based on the Ethics Code will be addressed.
PART 1: INTRODUCTION
Bet Shalom provides members of its community with a confidential avenue for addressing alleged breaches of the Bet Shalom Ethics Code. The synagogue Ethics Committee reviews all submitted allegations and collaborates with the involved individuals to achieve appropriate and timely resolution of a complaint. Its decisions are subject to the Board’s ultimate authority.
Confidentiality shall be maintained throughout the Ethics Committee process to the extent practicable and consistent with thorough assessment and resolution of the matter. No person shall disseminate any information regarding a complaint or the facts and circumstances relating to such matters, except as necessary to conduct a fair, adequate, and timely investigation.
No person who in good faith reports or assists in the investigation of a violation of the Code shall suffer retaliation, harassment, or adverse employment consequences. Retaliation against any person who makes or is involved with investigating a good faith report of unethical conduct under the Code is itself unethical conduct and will be investigated as such.
PART 2: SELECTION, ROLE AND TERM OF ETHICS COMMITTEE AND CHAIR
The Committee is composed of three individuals selected by the president in keeping with the by-laws of the congregation, one of whom serves as the Chair. After the founding members of the Committee have served for three years, there will be a cycle of staggered three year terms to ensure continuity and overlap of new and existing members. Each member may serve up to two terms.
Committee members should possess qualities of good judgment, integrity, leadership, independence, and ability to handle challenging situations. Members should be able to balance a strong sense of right and wrong with an ability to see multiple sides of a situation. At the discretion of the Committee chair, members may be asked to participate in training related to conflict resolution and ethics investigations within 90 days of appointment to the Committee.
The Committee meets at least annually to welcome and orient new members and discuss any outstanding issues. Subject to the Board’s oversight, the Committee works to develop processes for resolving complaints, evaluates the Code and its implementation and recommends changes if necessary.
The Committee is notified by the Ethics Committee Chair (Chair) of all complaints received by the Chair, the President, the Senior Rabbi or any other member of the Board or staff and assists in resolving complaints that require action beyond a meeting between the Chair and the complainant. Such assistance may include discussions with other affected individuals; internal discussion of the breadth of the problem; potential implications of the problem and the possible need for further action; and research regarding generally accepted standards of ethical behavior (both civil and Judaic).
Committee members must recuse themselves if an allegation pertains to their own conduct. A member of the Committee may take the place of the Chair in the event the issue involves conduct of the Chair, or the Chair is unavailable.
The Chair is appointed by the Board for a three-year term and may not serve on the Board during their tenure in this role. The Chair receives and reviews all allegations reported by congregants or staff regarding possible Code violations, ensures that the allegation is communicated promptly to the Committee and is pursued in a timely manner and, in consultation with the Committee, makes a determination regarding the appropriate process and/or people required to address the allegation.
The Chair communicates directly with the President regarding receipt and resolution of complaints and may also communicate with the Senior Rabbi, Executive Committee and/or Board (if needed/appropriate); and ensures that the complainant and other involved parties receive documentation regarding resolution of the matter.
PART 3: REPORTING
A person can report an alleged violation to any of the following: the Chair, an Ethics Committee member, a Board member, or the Senior Rabbi. The communication may include a request for a personal meeting to discuss the incident or a written description of the issue of incident. All such communications, verbal or written, shall be forwarded to the Chair, who notifies the Board President. The Chair can be contacted directly via email at [email address].
All communication regarding alleged Code violations will be confidential as stated in the first paragraphs of this policy.
PART 4: INVESTIGATIVE PROCESS
Additional communication between the Chair and the person submitting the complaint may be necessary to determine what type of violation may have occurred, including the possibility of a criminal offense.
When an allegation of unethical behavior is made to the Ethics Committee Chair, the Board President, after consultation with the Chair, will decide whether they should consult independent legal counsel representing the synagogue.
Where an allegation raises the possibility of imminent and substantial harm to the person(s) of concern, legal obligations take precedence and supersede any procedures otherwise delineated by this Code. The Board President, in consultation with the Chair, may take such action as deemed appropriate.
If it is determined that a Code of Conduct violation may have occurred, the Chair, in consultation with the Committee, Senior Rabbi, and Board President, determines the appropriate process for working towards resolution. Process options include, but are not limited to:
One-on-one discussions with the complainant and/or person about whom the complaint was lodged;
Informational discussions between the complainant and the subject of the complaint and/or,
Further Committee investigation, including interviews with others who may have been involved or witnessed the incident in question.
Within 14 days of receiving a complaint, the complainant will be contacted regarding high-level next steps for addressing the complaint.
Everyone involved in an Ethics Committee process is expected to comply with all Ethics Committee requests to assist in information gathering. All members and staff are expected to cooperate with any requests to assist in an investigation. Failure to do so is itself an ethical violation and may lead to sanctions as the Ethics Committee may deem appropriate, subject to review by the Board upon request of the person sanctioned.
If the alleged ethics violator is a member of the Central Conference of American Rabbis (CCAR), American College of Cantors (ACC), Association of Reform Jewish Educators (ARJE), National Association for Temple Administration (NATA), or Union for Reform Judaism (URJ), the Ethics Committee must consult with the Ethics Committee Chair of that organization to coordinate the congregation’s process with that of the professional organization, balancing the needs of the congregation and those of the professional body.
PART 5: CONFLICT RESOLUTION/HEALING PROCESS
Some alleged ethics violations may warrant or benefit from meetings aimed at facilitating healing of a breach between the involved individuals. The Chair, a committee member, the Senior Rabbi, or the Board President may encourage and/or facilitate such a meeting if those individuals are interested and willing. Upon the request of any individuals involved, the Chair shall provide referral information for professional help.
PART 6: OUTCOME
Every possible attempt will be made to conclude the matter as soon as possible. Possible outcomes may include but are not limited to:
Satisfactory resolution of the issue, as agreed upon by the individuals involved in the complaint;
Continued contention or disagreement between the individuals, with an agreement to move forward with the complaint;
Continued disagreement and request for additional intervention and/or appeal; and
Recommendation to the Board by the Committee that one or more involved individuals be removed from congregational membership or have a probationary period defined and implemented. In such cases, the Senior Rabbi is also informed and consulted regarding a final plan.
All steps in the process, from initial allegation to ultimate or recommended resolution, are documented in a report written by the Ethics Committee. The Committee must review the report, and once finalized, the Chair provides this confidential document to the Board President and the Senior Rabbi for their approval. They may request further action, including the possibility of consulting legal counsel if this has not already been done.
The final report and the outcome documentation will be kept by the Senior Rabbi in a locked confidential file.
PART 7: APPEALS
If any of the involved individuals are unsatisfied with the outcome, they may request reconsideration within 20 days of receiving the results by submitting a written request for reconsideration to the Chair. The Board President reviews and addresses all appeals, except for the following:
Appeals regarding issues involving employees will be referred to the Executive Committee;
Appeals regarding legal issues will be referred to the congregation’s counsel.
Acknowledgment of receipt of requests for reconsideration will be provided within 5 days. Every effort will be made to provide the requestor with a final decision within a reasonable time frame.
The process for addressing the appeal is determined by the person/group charged with the reconsideration and will include a review of the findings of the initial complaint. The person appealing may request additional investigation or other discussions with the parties to the complaint. A written final decision will be provided to the requesting party within 5 days of the final determination.