Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18 Page 19 Page 20 Page 21 Page 22 Page 23 Page 24 Page 25 Page 26 Page 27 Page 28 Page 29 Page 30 Page 31 Page 32 Page 33 Page 34 Page 35 Page 36 Page 37 Page 38 Page 39 Page 40 Page 41 Page 42 Page 43 Page 44 Page 45 Page 46 Page 47 Page 48 Page 49 Page 50 Page 51 Page 52 Page 53 Page 54 Page 55 Page 56 Page 57 Page 58 Page 59 Page 60 Page 61 Page 62 Page 63 Page 64• Reference your statement of faith and state whether employees must affirm it. • Expressly invoke your legal rights as a religious organization. • Include a religious accommodation policy that satisfies the Title VII obligation to “reasonably accommodate” the religious exercise of employees, unless doing so would cause an “undue hardship.” • Articulate the scriptural/theological basis for employee conduct requirements. • Include a good Harassment Policy. Harassment Policies. The Harassment Policy is an area of hidden legal risk. The absence of a Harassment Policy by itself can establish legal liability for your mission if harassment occurs. Unfortunately, too many religious ministries merely adopt an “off-the-shelf” Harassment Policy designed for secular employers and fail to recognize that these policies do not properly fit a religious organization. Among other things, a religious organization’s Harassment Policy should recognize that religion is special and Ī WWW.AGRM.ORG JULY/AUGUST 2016 15