We hope that you find these below resources helpful:
Here’s a quick diagnostic—“Where are you from?” Can you answer that question without hesitation? There are 220 million people who live in countries that are not their own, many of whom are children. Those children are third culture kids (TCK). It’s called third culture because their culture is not the parent’s culture and it’s not the country’s culture. The term was coined in the 1950s and is as relevant today as ever. With globalization increasing and cultural barriers decreasing, the number of TCKs will continue to grow.
This excellent article by Mr. Sebastian Modak discusses the tendency of TCKs to observe and quickly adapt to local cultures, while never staying long enough in one place to belong. For TCKs, this leads to challenges including unresolved grief, questions about identity, rootlessness, and restlessness. Many of these traits and feelings continue throughout TCKs’ lives. Mr. Modak suggests that for TCKs, people are more important than the places they’ve lived, and that traveling to unfamiliar places often feels like home. To read this article in its entirety, click here.
Retaliation or whistle-blower lawsuits are the hottest thing in employment litigation, and missions should be aware of this. Good policies are important. Missions should encourage internal reporting of the violation of these policies, and have a well-defined investigation process. Leaders should also know how to avoid issues with retaliation, including how to deal with troublemakers.
Allegations about a former employee could be completely new, or they may revisit allegations that were raised earlier. The principles that apply to other investigations are still used, though in a slightly different way...
In the sexual assault or child sexual abuse arena, the alleged victim typically sues the organization for claims such as negligent supervision. Recently, we have seen more lawsuits by the alleged offenders. These lawsuits give some helpful principles for organizations to follow, and perhaps needed warnings.
A good investigation requires many complex skills that include managing the investigation, doing interviews, and making credibility determinations. A credibility determination requires the investigative team to analyze the facts and decide the truth of the matter, sometimes with conflicting evidence. The investigation must be done skillfully and must consider legal issues.
Whether restoration is limited is going to depend on our definitions of restoration. The first is relationship. The second involves position. The third involves location.
As part of a dialogue between Theresa Sidebotham, Esq. and Dr. Brent Lindquist: "Brent, you propose two ways that an abuse investigation may not be clear-cut. The first is that you are not able to gather evidence. The second is that the evidence may be conflicting."
"Although allegations of leadership misconduct are one of the hardest things for ministries to handle, they offer a great opportunity to seek truth and justice and to minister to people." ...from the official publication of the Christian Legal Society, The Christian Lawyer, Summer 2015 Issue
Recently, a court has allowed to go forward most of a case against the Roman Catholic Archbishop of San Francisco. The case alleges that the school did not investigate, refused to apply the ministerial exception defense, and did not find any formal religious decision-making process. What lessons can be learned here?
Part Three of this three-part series on employment investigations for religious organizations addresses how to best handle the wrap-up of an investigation, including reporting the findings and taking remedial action.
This post cautions about what not to do in an internal employment investigation and provides four helpful tips to avoid mishandling a complaint of sexual harassment.
Listen to Bonus: #MeToo with Ashley Judd, Ronan Farrow, and Tarana Burke from WorkLife with Adam Grant in Podcasts
Listen to Adam Grant in this podcast as they discuss the #metoo movement with Ashley Judd, Ronan Farrow, and Tarana Burke. It underscores the idea of having a healthy organizational culture.