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 64different from other protected categories in important ways; define prohibited harassment carefully to exclude free exercise of religion and religious speech; and expressly invoke legal rights as a religious organization. By the way, extra care is needed to determine whether and how best to address SOGI-related harassment in light of relevant state laws and federal guidance. Position Descriptions. Your mission should have written job descriptions for each position in the organization that clearly identify both the essential functions and responsibilities of, and the essential and the desirable require- ments for, the position. The descriptions should expressly include any justifiable religious functions, responsibilities, and requirements. Such descriptions provide an important basis for properly applying religious criteria in the hiring and termination processes, in evaluating job performance, and in asserting that religious criteria are “bona fide occupational qualifications” for the position. Employment Applications. Employment appli- cations should make clear that your mission is a religious organization and, as allowed by law, uses religious criteria in employment decisions. Employee Benefits Documentation. Docu- mentation related to employee benefits plans should be carefully reviewed to ensure that benefits are consistent with your mission’s religious convictions. In addition, review overtime policies and classification of employ- ees as exempt or non-exempt in light of the recently revised FLSA regulations. 3. Strengthen Your Mission’s Religious Identity in Key Policies Your mission should also review other key policies. For example, if your mission makes its facilities available for use by outside organiza- tions and individuals, the facilities may be considered “public accommodations” under state or local laws. This could restrict your ability to refuse to allow certain groups or individuals to use the facilities on the same basis. One way to help manage this risk is to implement a good Facilities Use Policy that articulates the basis for, and specific limitations upon, the use of mission facilities by outsiders. As another example, any policies regarding intake and assignment of individuals to specific shelters or programs—particularly on the basis of sex and/or gender—should be reviewed in light of potentially applicable federal, state, and local laws and regulations. Among the most significant considerations is the recently revised HUD 16 WWW.AGRM.ORG JULY/AUGUST 2016 Your mission should have written job descriptions for each position in the organization that clearly identify both the essential functions and responsibilities of, and the essential and the desirable requirements for, the position. The descriptions should expressly include any justifiable religious functions, responsibilities, and requirements.