Part One: The Code

1. Preamble
2. Responsibility to Members
3. Confidentiality
4. Competence, Integrity, and Self-Awareness
5. Responsibility to Colleagues, the Congregation, and the Community
6. Financial Arrangements
7. Handling of the Sacramental Materials
8. Advertising

Part Two: The Grievance Process

1. Statement of Purpose
2. Ethics Committee
3. Description of the Grievance Process

1 Preamble

Ethics protect and support relationships. Ethical practice begins with a minister’s awareness and understanding of social, cultural, historical, and psychological influences and requires relational intelligence, sensitivity, and respect. This applies especially to marginalized communities. While this Code cannot guide the more nuanced, qualitative aspects of ministerial relationships, it can provide a foundation for the cultivation of shared values and principles and standards of practice for facilitating ceremonial work and spiritual practice. In the face of uncertainty and complexity, an ethical code helps us make more sound and wise choices, supported by self-reflection and dialogue.

This Code seeks to be both inspirational and proscriptive in support of formal Minister–Member relationships. Given the range of activities that ministers can be engaged with, it seeks to not only support the ethical maturation of the individual minister but also the safety of the Congregation as a whole. The code is inspirational in the support of your own maturation of your own ethical process. It is proscriptive by stating clearly what behaviors are beyond the boundaries of the ethical conduct of ministers.

A ministerial relationship exists when a member of the Congregation approaches a minister, the minister offers spiritual direction/pastoral counseling sessions, the member signs a Membership Agreement and Release of Liability, and the member offers a donation to the minister or the Congregation for the minister’s services. A ministerial relationship does not have to include ceremonial work or practices that access non-ordinary consciousness.

A ceremonial relationship exists when the member, having signed a Membership Agreement and Release of Liability, requests the minister to guide and support practices that access non-ordinary consciousness. Ceremonial practices are both an art and a science. They are varied in their traditions, approaches, techniques, modalities, and methods of delivery. At the Congregation for Sacred Practices, we consider ceremonial practices sacred, and ministers conduct ceremonies with the appropriate care and respect. We recognize that members accessing non-ordinary states of consciousness are especially vulnerable and influenceable by ministers. We also recognize that abuse has happened in communities where members are accessing non-ordinary states of consciousness. Therefore, ministers of the Congregation for Sacred Practices need to have the appropriate training, strictly adhere to this Code of Ethics and Conduct, and continue deepen their own self-awareness.

The minister’s role in working with a member is to support the member in their own path toward Awakening. Awakening, for purposes of this document, is defined as a movement toward present awareness, higher consciousness, deeper internal sensitivity, transcendence, or spiritual expansion.

These ethical standards are to be read, understood, and utilized as a guide for ethical behavior for all ministerial and ceremonial relationships in all in all CSP-affiliated settings, including informal gatherings, communal retreats, and shared overnight accommodations. Ministers are bound by this Code of Conduct as part of their licensing agreement. Informal relationships, such as ministers supporting friends and family or practicing with other ministers, are special relationships that the minister will have to support by adapting the relevant ethical guidelines.

The general principles contained in this Code of Conduct are also used as a basis for the resolution of ethical issues and/or complaints that may arise. Ethical behavior must satisfy not only the judgment of individual ministers, but also the judgment of their peers, based upon a set of recognized norms.

This code recognizes that the development of standards is an ongoing process, and that every conceivable situation that may occur cannot be expressly covered by any set of standards. The absence of a specific prohibition against a particular kind of conduct does not mean that such conduct is either ethical or unethical. While the specific wording of these standards is important, the spirit and intent of the principles should be taken into consideration by those utilizing or interpreting this code.

This Code has been developed with the individual minister, individual member, and the Congregation for Sacred Practices in mind. In this Code, the Congregation for Sacred Practices includes the following roles: Ministers, Associate Ministers, Assistant Ministers, Faculty, Mentors, Ministers in Training, Ceremony Assistants, Ceremonial Members, and Community Members of the Congregation. It is important for all ministers to remember that unethical behavior not only has an impact on the member and the minister but also on the Congregation for Sacred Practices and the wider entheogenic community.

Potentially unethical behavior as defined by these standards may be brought to the attention of the Ethics Committee by ministers or members, in writing, at ethicscoordinator@sacredpractices.com.

2 Responsibility to Members

Ministers, as stewards of awakening, first and foremost act in the best interest of the Congregation’s members. Ministers respect the autonomy and dignity of each person seeking their assistance, and make reasonable efforts to ensure that their knowledge and services are used appropriately. During practices with non-ordinary states of consciousness, members may be especially open to suggestion, manipulation, and exploitation; therefore, ministers pledge to keep members safe, protect members and not to allow anyone to use that vulnerability in ways that harm members or others. Ministers practice openness and respect towards people whose beliefs are in apparent contradiction to their own, and strive to be aware of how their own belief systems, values, needs, education, culturally conditioned position, and limitations affect their work.

MEMBER AUTONOMY: Ministers respect the right of members to make decisions and help them to understand and clarify the consequences of their decisions. Ministers refrain from cultivating dependency on their knowledge and services and serve the member in the member’s explorations of awakening.

INFORMED CONSENT: Before any practice, ministers require informed consent from member(s). The informed consent of the member(s) must be voluntary and given individually by member(s) while in an ordinary state of consciousness. Disclosure shall include, at a minimum, discussion of any elements of the practice that could reasonably be seen as presenting physical, psychological, or spiritual risks. Some of these risks are presented below. In particular, a member must understand that expanded states of consciousness can be challenging and dramatically transformative. Before offering to offer sacraments to a member, ministers perform a thorough intake and come to a sufficient understanding of a member’s psychological and medical condition. Ministers receive consent to the most important aspects of working in expanded states in writing either through the Congregation’s electronic platform or some other written means. Ministers do not offer medicine sacraments to members unless and until they have signed the Membership Agreement and Release of Liability as well as completed the Congregation’s Intake Form.

MEMBER SUPPORT: Ministers do not offer ceremonial services to members who do not have adequate social, emotional, psychological, and spiritual support. Ministers are responsible for assessing the support structures of a member before offering to guide any sacramental work. If a minister is not equipped, trained, or competent to work with a specific member, the minister seeks supervision to determine the best course of action for the member.

NON-DISCRIMINATION: Ministers are committed to encouraging inclusion, and respecting diversity as it is expressed within a member’s background, and unique ways of healing. Ministers do not refuse their service to anyone on the basis of race, gender, gender identity, gender expression, religion, national origin, age, sexual orientation, disability, diagnosis (except contra-indicated diagnoses), socioeconomic, or marital status unless a member’s identity or diagnosis is outside the scope of competence of the minister. Ministers make reasonable efforts to accommodate members who have physical disabilities.

CULTURAL SENSITIVITY: Ministers actively strive to identify and understand the cultural backgrounds, historical and social contexts of a member by gaining knowledge, personal awareness, and developing sensitivity and skills pertinent to working with a diverse population. Ministers strive to approach all members with love and curiosity, to identify their own potential cultural biases, and to understand how their own culturally conditioned positioning might affect the relationship with a member. Ministers acknowledge the limits of their cultural understanding and refer out to other ministers or providers where appropriate. Ministers aim to collaborate with a diverse range of practitioners.

TOUCH: Touch can be a very important modality for healing. Ministers only touch a member after they have received affirmative verbal consent in ordinary consciousness in advance of expanded consciousness, when it is in the best interest of the member, and when the form of touch is within their scope of competence.

SEXUAL CONTACT: Sexual intercourse and sexual contact with a member during ordinary or non-ordinary consciousness is unethical and is grounds for immediate revocation of license.

SEXUAL RELATIONSHIP: Ministers do not engage in sexual intercourse or sexual contact with a ceremonial member, or a member’s spouse or partner, or immediate family member, during the congregational membership or at any point after termination.

PRIOR SEXUAL RELATIONSHIP: Ministers will seek initial and ongoing supervision if they are considering starting a ministerial relationship with a person with whom they have had a sexual relationship or with a partner or the immediate family member of a person with whom they have had a sexual relationship.

DUAL/MULTIPLE RELATIONSHIPS DEFINITION:
A dual relationship occurs when a minister and a member engage in a separate and distinct relationship either simultaneously with the ministerial relationship, or during a reasonable period of time following the termination of the ministerial relationship.

DUAL/MULTIPLE RELATIONSHIPS: Ministers privilege the relationship with the member at all times. Ministers are aware of their influential position with respect to a member, and they avoid exploiting the trust and dependency of the member. Not all dual/multiple relationships are unethical, and some dual/multiple relationships cannot be avoided. When a concurrent or subsequent dual/multiple relationship occurs, ministers take appropriate precautions to ensure that judgment is not impaired and that no exploitation occurs. Ministers, at a minimum, inform their mentor or faculty of the existence of a dual relationship and seek support on planning for possible challenges.

FAMILY UNIT/CONFLICTS: When supporting couples and/or a family unit(s), Ministers carefully consider the potential conflict that may arise between the family unit(s) and each individual. Ministers clarify, at the commencement, which person or persons are a member and the nature of the relationship(s) the minister will have with each person involved in the work.

UNETHICAL DUAL/MULTIPLE RELATIONSHIPS: Ministers avoid dual relationships with Members that are reasonably likely to impair their judgment or lead to exploitation. Acts that would result in unethical dual relationships include, but are not limited to, borrowing money from a member, lending money to a member, hiring a member for personal work, or engaging in a close personal relationship with a member. Such acts with a member’s spouse, partner, or family member may also be considered unethical dual relationships.

DISRUPTION: Ministers are aware of their spiritual, professional, and clinical responsibilities to provide consistent care to members and maintain practices and procedures that assure undisrupted care. Such practices and procedures may include, but are not limited to, providing contact information and specified processes in case of emergency or minister absence, conducting appropriate terminations, and maintaining a professional will.

TERMINATION: Ministers use sound judgment when terminating ministerial and/or ceremonial relationships and do so in an appropriate manner. Reasons for termination may include, but are not limited to, a member is not benefiting; continuing work is not appropriate; the minister is unable to provide treatment due to the minister’s incapacity or extended absence, a member has medical issues that preclude working with a minister’s specific practices, or in order to avoid an ethical conflict or problem. Ministers shall document reasons for termination as well as any observations during discussion of termination of a specific ministerial relationship.

ABANDONMENT: Ministers do not abandon or neglect members with whom they have a ministerial and/or ceremonial relationship. If a minister is unable or unwilling to continue to provide services, the minister will assist a member in making appropriate arrangements for continuity of support.

FINANCIAL GAIN: Ministers do not maintain ministerial or ceremonial relationships solely for financial gain.

NON-PAYMENT OF PLEDGES AND DONATIONS: Ministers do not terminate member relationships for non-payment of pledges or donations except where the termination is handled in an appropriate way.

MEMBER CHOICES: Ministers respect a member’s choices and work jointly with members to develop and review plans that are consistent with a member’s goals and that offer a reasonable likelihood of member benefit. Where appropriate, ministers refer members to other ministers or practitioners that may benefit a member’s process. Ministers do not foster dependency through neglecting to inform members of other possibly beneficial practices or practitioners.

ELECTRONIC SERVICES: When members are not physically present (e.g., sessions by telephone or Internet) during the provision of ministerial services, ministers take extra precautions to meet their responsibilities to the member. Prior to utilizing electronic communication, ministers consider the appropriateness and suitability of this modality to the member’s needs. When ministerial care occurs by electronic means, ministers inform members of the potential risks, consequences, and benefits, including but not limited to, issues of confidentiality, transmission difficulties, and ability to respond to emergencies.

PRACTICE AGREEMENT: Ministers provide adequate information to members about their practice policies and procedures in clear and understandable language so that member can make a meaningful decision. Ministers respect the right of the member to choose whether to enter into or remain in a ministerial or ceremonial relationship. Practice Agreements are presented in writing either through the Congregation’s electronic platform or some other means.

EMERGENCIES/CONTACT BETWEEN SESSIONS AND CEREMONIES: Ministers inform members of the extent of their availability for emergencies and for other contacts between sessions. When ministers are not located in the same geographic area as the member, they shall provide the member with appropriate resources in the member’s locale for contact in case of emergency.

DISCLOSURE: Where a minister’s personal values, attitudes, and/or beliefs are a determinative factor in diagnosing or limiting services provided to a member, the minister shall disclose such information to the member.

RISKS AND BENEFITS: To the best of their ability, ministers inform members of the potential risks and benefits of ceremonial practices when utilizing novel or experimental or primary spiritual techniques to access non-ordinary consciousness, or when there is a risk of harm that could result from the utilization of any practice.

CONSENT FOR RECORDING/OBSERVATION: Ministers obtain informed consent, ideally in writing, from a member before videotaping, audio recording, or permitting third party observation. Informed consent depends on the member’s agreeing with the purpose of the recording or observation, and the later disposition of any recordings.

LIMITS OF CONFIDENTIALITY: Ministers inform members as to certain exceptions to confidentiality. In the event that a minister becomes aware of issues such as child abuse, elder and dependent adult abuse, or if the member is dangerous to themselves or others, they are encouraged to seek immediate consultation/supervision. If a minister is licensed by another accrediting body with must-report requirements, that body’s ethical guidelines must be adhered to.

MINISTER BACKGROUND: Ministers are encouraged to inform member at an appropriate time and within the context of the ministerial relationship of their experience, education, training, specialties, spiritual orientation, theoretical orientation, and any other information deemed appropriate by the minister.

EXPLOITATION: Ministers do not use their working relationships with members to further their own interests and, aware of their power position, do not exert undue influence on members.

EMPLOYMENT AND CONTRACTUAL TERMINATIONS: When terminating employment or contractual relationships, Ministers primarily consider the best interests of the employee or contractor when resolving issues of continued responsibility for employee or contractor care.

CONSULTATION: When appropriate, ministers consult, collaborate with, and refer to physicians, psychologists, other health care professionals, and community resources in order to improve and protect the health and welfare of the member.

ALTERNATIVES: Ministers discuss appropriate alternatives with members. Ministers do not limit their discussions of alternatives to what the minister is able to provide. Ministers will refer members to alternatives when they believe that those alternatives are more appropriate.

SAFETY: Ministers make reasonable preparations to protect each member’s health and safety during practices that access non-ordinary consciousness and in the periods of vulnerability that may follow. Limits on the behaviors of members and ministers are to be made clear and agreed upon in advance of any session. At a minimum, all ministers must ask for and receive consent on the three agreements regarding staying in the location of the practice, not harming, and sexuality.

CONSEQUENCES OF CHANGES IN MINISTER ROLES: Ministers inform the members of any potential consequences of Minister–Member role changes. Such role changes include, but are not limited to, child’s minister, family’s minister, couple’s minister, individual’s minister, mediator, or evaluator.

3 Confidentiality

Ministers have unique confidentiality responsibilities because the “member” in a ministerial relationship may be more than one person. The overriding principle is that ministers respect the confidences of their member(s) as protected by the clergy – penitent privilege.

DISCLOSURES OF CONFIDENTIAL INFORMATION: Ministers seek a member’s written consent to share information with a member’s treating clinician, if there is one. Ministers do not disclose member confidences, including the names or identities of their member, to anyone except

• as mandated by law
• as permitted by law
• when the minister is a defendant in a civil, criminal, or disciplinary action arising from the practices (in which case member confidences may only be disclosed in the course of that action), or
• if there is an authorization previously obtained in writing, and then such information may only be revealed in accordance with the terms of the authorization
• the minister’s mentor or supervisor.

SIGNED AUTHORIZATIONS—RELEASE OF INFORMATION: When there is a request for information related to any aspect of practice each member receiving ministerial services must sign an authorization before a minister will disclose information received from any member or group of members. Ministers obtain an updated authorization if the prior authorization is more than a year old.

ELECTRONIC MEDIA: Ministers are aware of the possible adverse effects of technological changes with respect to the dissemination of member information, and take care when disclosing such information. Ministers are also aware of the limitations regarding confidential transmission by Internet or electronic media and take care when transmitting or receiving such information via these media. Ministers use HIPAA-compliant record storage methods such as SuiteDash.

MAINTENANCE OF MEMBER RECORDS—CONFIDENTIALITY: Ministers store, transfer, transmit, and/or dispose of member records in ways that protect confidentiality.

CONFIDENTIALITY: Ministers take appropriate steps to ensure, insofar as possible, that the confidentiality of member is maintained by any employees, associate ministers, supervisees, mentees, assistants, and volunteers of the Congregation.

USE OF COUNSELING MATERIALS—CONFIDENTIALITY: Ministers use case studies in teaching, writing, and public presentations only if a written authorization has been previously obtained in accordance with CONSENT FOR RECORDING, or when appropriate steps have been taken to protect the member’s identity.

GROUPS—CONFIDENTIALITY: Ministers, when working with a group, educate the group regarding the importance of maintaining confidentiality, and are encouraged to obtain agreement from group participants to respect the confidentiality of other members of the group.

4 Competence, Integrity, & Self Awareness

Ministers maintain high standards of competence and integrity. Ministers shall assist with only those practices for which they are qualified both by personal experience and by training or education.

Ministers do not assess, test, diagnose, treat, or advise on problems beyond the level of their competence as determined by their education, training, experience with the medical section in the standardized intake form. While developing new areas of practice, Ministers take steps to ensure the competence of their work through education, training, consultation, and/or supervision.

Ministers seek professional assistance for their own personal challenges, especially when they affect their practice. Ministers are committed to their own continuing education and training, personal growth, self-awareness, and to developing ethical competencies.

MEMBER RECORDS: Ministers create and maintain member records, whether written, taped, computerized, or stored in any other medium according to the Confidentiality guidelines and use HIPAA compliant electronic platforms such as SuiteDash.

CONTINUING DEVELOPMENT: Ministers remain abreast of developments in their fields of practice through educational activities or trainings. Ministers, when acting as Faculty, Supervisors, and researchers, stay abreast of changes in the field, maintain relevant standards of scholarship, and present accurate information.

ENERGETIC INTEGRITY: Ministers are responsible for cultivating and maintaining energetic boundaries in all Congregational, ceremonial and ministerial contexts. Energetic integrity includes the ability to:

• Maintain Presence: Commit to a clear and grounded presence, with awareness of how energy and emotion may be projected onto others—especially in ceremonial and expanded states.
• Practice Consent: Reinforce a culture of consent not only through verbal agreements, but also by attuning to subtle cues of touch, closeness, and intention—particularly in ceremonial or altered state contexts. We honor boundaries, expressed and unexpressed and refrain from “leaky energy”, unwanted flirting or invasive somatic behavior.
• Offer Feedback with Care: Provide and receive compassionate, connected feedback regarding energetic leaks, boundary crossings, or inappropriate somatic behavior.
• Cultivate Awareness: We cultivate and develop ongoing somatic and energetic sensitivity, including attention to body language, tone, “leaky energy” and use of space and proximity.

CULTURAL SENSITIVITY: Ministers actively strive to identify and understand the diverse cultural backgrounds of their members by gaining knowledge, personal awareness, and developing sensitivity and skills pertinent to working with a diverse member population.

MINISTER VALUES: Ministers make continuous efforts to be aware of how their cultural/racial/ethnic identities, values, and beliefs affect the process of awakening. Ministers do not exert undue influence on the choice of treatment or outcomes based on such identities, values, and beliefs.

HARASSMENT OR EXPLOITATION: Ministers do not engage in sexual or other harassment or exploitation of any member of the community such as members, students, supervisees, mentees, employees, colleagues, etc.

MEMBER SEEING TWO MINISTERS: The minister and member relationship is a unique and sacred relationship. A relationship with multiple Ministers may be confusing and not beneficial to the member. Ministers do not generally provide services to a person receiving ceremonial work from another minister, except by agreement with such other minister or after the termination of the member’s relationship with the other minister.

ADVICE TO MEMBERS NOT THEIR OWN: Ministers do not offer advice to members who are working with other Ministers even if this advice is solicited by the member unless they consult in advance with the member’s initial minister. In case of potential ethical violations the minister supports the member in following the grievance process.

PUBLIC STATEMENTS: Ministers, whether or not they are officially representing the Congregation for Sacred Practices, because of their ability to influence the lives of others, exercise care when making public their recommendations and opinions as ministers through public, verbal, or written statements. Ministers clearly indicate personal views and opinions.

5 Responsibility to Colleagues, the Congregation, and the Community

Ministers treat and communicate with and about colleagues in a respectful manner, and with courtesy, fairness, and good faith, and cooperate with colleagues in order to promote the welfare and best interests of members. When faced with a challenging ethical situation, ministers prioritize the well-being of the members and the Congregation for Sacred Practices before their own needs and desires.

Spiritual practices are to be designed and conducted in ways that respect the common good, with due regard for public safety, health, and order. Because the increased awareness gained from spiritual practices can catalyze desire for personal and social change, ministers shall use special care to help direct the energies of those they serve, as well as their own, in responsible ways that reflect a loving regard for all life.

Ministers respect the rights and responsibilities of colleagues and participate in activities that advance the goals of the broader community of ministers.

Ministers do not exploit the trust and dependency of mentees, assistant ministers, or students (below referred to as supervisees).

DUAL RELATIONSHIPS: Ministers are aware of their influential position with respect to supervisees and they avoid exploiting the trust and dependency of such persons. Ministers therefore avoid dual relationships that are reasonably likely to impair judgment or lead to exploitation. Faculty and mentors guiding students or mentees for training purposes bear an extra ethical burden of care for the complexity of the relationship. Sexual intercourse, sexual contact or sexual intimacy and/or harassment of any kind with supervisees is unethical. Other acts which could result in unethical dual relationships include, but are not limited to, borrowing money from a supervisee, lending money to a supervisee, engaging in a business venture with a supervisee, or engaging in a close personal relationship with a supervisee outside of the mentor – supervisee relationship. Such acts with a supervisee’s spouse, partner or family member may also be considered unethical dual relationships. In the event that a dual relationship is unavoidable, the minister will seek supervision to determine the boundaries and approach to the relationship.

MINISTER-MINISTER & MINISTERS-IN-TRAINING RELATIONSHIPS:

Ministers recognize that relationships with fellow ministers may involve complex dynamics, including romantic or sexual attraction, mentorship, influence, or financial and ceremonial power. These dynamics must be navigated with integrity, self-awareness, and, when needed, guidance from mentors, supervisors, or peers.

Ministers are expected to:

• Remain attentive to and appropriately address significant power differentials in minister-minister relationships, including those related to experience, age, gender, leadership status, or financial ties.
• Refrain from sexual contact or romantic relationships with another minister in the immediate aftermath of a ceremony. We recommend a minimum of six months after a ceremony before entering into such a relationship, accompanied by guidance from a mentor, supervisor, or peer, and only when both parties have given informed, uncoerced consent in ordinary consciousness after adequate time and reflection.
• Seek guidance if personal dynamics with other ministers may impact safety, integrity, or the well-being of the community.

COMPETENCE OF SUPERVISEES: Ministers, supervisors, mentors, and faculty do not permit supervisees to perform or to hold themselves out as competent to perform services beyond their training, level of experience, or competence.

MAINTAINING SKILLS OF SUPERVISORS: Ministers who act as supervisors, mentors, or faculty are responsible for maintaining the quality of their supervision skills and obtaining consultation or supervision for their work as Supervisors whenever appropriate.

KNOWLEDGE OF SUPERVISORS: Ministers who act as supervisors, mentors, and faculty are knowledgeable about supervision. Supervisors, mentors, and trainers are knowledgeable about and abide by the laws and regulations governing the conduct of supervisors and supervisees.

CHANGES IN LAWS AND ETHICS: Ministers, faculty, supervisors, mentors, and supervisees are aware of and stay abreast of changes in ethical standards of the community and Congregation. Supervisors ensure that their supervisees are aware of the ethical standard of the community and Congregation and legal responsibilities. Annually, all ministers read and agree to this Code of Conduct and its revisions.

CULTURAL DIVERSITY: Ministers who act as supervisors, mentors and faculty are aware of and address the role that culture and diversity issues play in the supervisory relationship, including, but not limited to, evaluating, terminating, disciplining, or making decisions regarding supervisees or students.

POLICIES AND PROCEDURES: Supervisors, mentors, and faculty create policies and procedures that are clear and that are disclosed to supervisees, mentees, and students at the commencement of supervision or training.

PERFORMANCE APPRAISALS: Supervisors, mentors, and faculty provide supervisees with periodic performance appraisals and evaluative feedback throughout the supervisory relationship and identify and address the limitations of supervisees that might impede their performance.

BUSINESS PRACTICES: Supervisors, mentors, and faculty follow lawful business practices and employer policies when employing and/or supervising interns, trainees, applicants, and associates.

PERFORMANCE ASSISTANCE: Supervisors, mentors, and faculty support supervisees and students in securing assistance when needed for the supervisee to maintain or improve performance, such as personal psychotherapy, additional education, training, or consultation.

TERMINATION: Supervisors, mentors and faculty document their decisions to terminate a relationship with a supervisee.

RESPECT CONFIDENTIALITY OF COLLEAGUES: Ministers respect the confidentiality of colleagues in the course of their collegial relationships.

IMPAIRED COLLEAGUES: Ministers are encouraged to support colleagues who are facing challenges in their personal or professional lives. If the impairment of a colleague impairs the ability to conduct ministerial services, ministers are encouraged to discuss the impaired colleague with their own mentor or the mentor of the impaired minister.

FRIVOLOUS COMPLAINTS: Ministers do not file or encourage the filing of ethics or other complaints that they know, or reasonably should know, are frivolous.

SOLICITING OTHER MINISTERS’ MEMBERS OR MENTEES: Ministers do not agree to provide services to or solicit the member of other ministers or encourage members to leave other ministers, except in consultation and agreement with the member’s primary minister.

REFERRALS: Ministers do not reveal the names of other ministers. Initiating ministers reach out to receiving ministers to initiate a referral. Initiating ministers will check availability, willingness and specialties. When given verbal or written permission from the receiving minister, the Initiating shall offer the name of the receiving minister to the member. The contact information of the receiving minister can be found in the Minister Directory.

PROVIDING ONLY MINISTERIAL SERVICES: Ministers only provide services to their member as defined by the traditions of the community: they do not sell or distribute materials for members to use outside of a face-to-face ministerial or ceremonial session. Ministers do not sell sacramental materials to members for recreational purposes. Ministers do not provide sacramental materials to non-members.

ACCOUNTABLE TO STANDARDS OF THE COMMUNITY: Ministers remain accountable to the standards of the Congregation for Sacred Practices even when acting as members or employees of other organizations.

DEVELOPING PUBLIC POLICY: Ministers are following developing laws and regulations pertaining to the activity of a minister.

FAILURE TO COOPERATE WITH THE ETHICS COMMITTEE: Ministers cooperate with the Ethics Committee and truthfully represent facts to the Committee. Failure to cooperate with the Ethics Committee is itself a violation of these standards.

6 Financial Arrangements

Ministers make financial arrangements with members and supervisees that are understandable, and conform to accepted community practices. Religious and spiritual practices are to be conducted in the spirit of service. Ministers shall strive to accommodate members without regard to their ability to make donations. Ministers are encouraged to participate in activities that contribute to a better community and society, including devoting a portion of their activity as ministers to services for which there is little or no financial return.

DISCLOSURE OF SUGGESTED DONATIONS: Ministers disclose, in advance, their suggested donations and the basis upon which they are computed, including, but not limited to, expectations for canceled or missed sessions and how they manage unpaid pledges, at the beginning of a Minister–Member relationship and give reasonable notice of any changes.

PAYMENT FOR REFERRALS: Ministers do not offer or accept payment for referrals, whether in the form of money or otherwise.

FINANCIAL EXPLOITATION: Ministers do not financially exploit members or other ministers.

BARTER: Ministers do not accept services or other non-monetary remuneration from members in return for their services. Such arrangements often create conflicts and may lead to exploitation or distortion of the ministerial or ceremonial relationship. Ministers may receive goods with a clear value or standard.

7 Handling of Sacramental Materials

SOURCING OF SACRAMENTAL MATERIALS: Ministers source sacramental materials from reputable sources, handle the materials with care, and test the materials for purity where appropriate.

PUBLIC SAFETY: Ministers maintain control and log usage of all sacramental materials. All ministers have a locking safe in which they store sacramental materials.

TRANSPORTATION: If Ministers need to transport sacramental materials, they do not leave the materials unattended.

8 Advertising

To help safeguard against the harmful consequences of personal and organizational ambition, Congregational communities are encouraged to grow through attraction rather than active promotion. The Congregation maintains a public ministerial directory. Ministers who advertise do so appropriately. Their advertising enables members to choose services based upon accurate information. Ministers do not publish in writing or on the internet any practices that may bring unnecessary scrutiny on themselves, others in the community, or the Congregation as a whole.

ACCURACY REGARDING QUALIFICATIONS: Ministers accurately represent their competence, education, training, and experience relevant to their practice to members and others.

FICTITIOUS/OTHER NAMES: Ministers do not use a name that could mislead the public concerning the identity, responsibility, source, and status of those practicing under that name.

FALSE, MISLEADING, OR DECEPTIVE: Ministers do not use any professional identification, including but not limited to a business card, office sign, letterhead, telephone, or association directory listing on the Internet, or any other media, if it includes a statement or claim that is false, fraudulent, misleading, or deceptive.

A statement is false, fraudulent, misleading, or deceptive if it

• Contains a material misrepresentation of facts
• fails to state any material fact necessary to make the statement, or
• is intended to or is likely to create an unjustified expectation

CORRECTIONS: Ministers correct, wherever possible, false, misleading, or inaccurate information and representations made by others concerning the minister’s qualifications, services, or products.

SOLICITATION OF TESTIMONIALS: Ministers do not publish testimonials from named members unless the member has agreed in writing.

SPECIALIZATIONS: Ministers may represent themselves as either specializing or having expertise within a limited scope of practice, but only if they have the education, training, and experience that meets recognized professional or community standards to practice in that specialty area.

Part Two: The Grievance Process

1 Statement of Purpose

We, as members of the Congregation for Sacred Practices, take behaving with ethical integrity very seriously and desire to hold ourselves accountable in our response when an ethical complaint is brought against a minister, faculty, mentor, supervisor, assistant, supervisee, member or student.

With a focus on resolution, remediation, and restoration versus blame or punishment, the Ethics Committee recognizes that the most satisfying results will come from honesty, truthfulness, transparency, and compassion on the part of both Claimant and Respondent. We consider ethical behavior to be the right use of power and influence, and as such, to be a lifelong process of engagement in learning about and taking responsibility for one’s impact in all relationships, especially those involving different degrees of power such as teacher/student, or minister/member. The person with greater role power (e.g. teacher, mentor, assistant, minister, supervisor) has greater responsibility for the health of the relationship. Yet there is an opportunity for learning and growth for both parties.

The mission of the Ethics Committee (Committee) is to use a healthy and non-punitive process to review situations of possible unethical behavior. We want to support Members of the Congregation for Sacred Practices to come forth with concerns so that complaints can be spoken about honestly and with the intention of resolution, repair, restoration, learning, and self-mastery. Although members of the Committee are humbly aware that it is impossible to resolve all problems that may arise in the course of our ministerial, teaching, and mentoring relationships, nevertheless the Committee will do everything in its power to resolve situations of possible unethical behavior and, if not possible, make recommendations for next steps.

The goals for Ethics Committee (Committee) are:

• To maintain integrity in relationships among all ministers, faculty, mentors, supervisors, assistants, supervisees and members of the Congregation for Sacred Practices
• To provide a process to review, respond to and resolve ethical complaints, which
• protects the confidentiality of all parties;
• ensures that complaints are followed to completion; and
• when valuable to the community, reports on the results of the process (while preserving confidentiality as to the identities of participants) to the Congregation for Sacred Practices
• To enhance the professionalism of ministers by encouraging a high standard of ethical behavior which encourages members to bring forward complaints to the Committee when they believe there are grounds for action
• To provide education, guidance, advice, counsel and recommendations for further training to respondents so that unethical behaviors are not repeated
• To stay alert to current developments in the field of ethics and pass this information on to members
• To maintain the Code of Conduct and Ethics, making changes due to developments in the field, as experience is gained, and as the committee determines regarding requests and suggestions from Ministers.

 

2 Ethics Committee

The Ethics Committee of the Congregation for Sacred Practices is empowered to respond to ethical conflicts and complaints brought to its attention. Responses focus on compassionate listening, facilitating, and supporting a clarifying information exchange between the parties, encouraging resolution through personal discussion and/or mediation, and furthering the ethical education and sensitivity of ministers and members of the Congregation for Sacred Practices to the right and skillful use of power and influence.

The vehicle created for the purpose of managing ethical complaints is the Ethics Committee. This Committee is comprised of an Ethics Coordinator and members who have 1) volunteered to serve in this capacity, 2) have sufficient seniority to command the respect of claimants and respondents, 3) have the proven temperament to successfully bring challenging situations to resolution.

The Ethics Coordinator is selected from among the members of the Committee. The Ethics Coordinator receives ethical complaints, coordinates the action of the committee, and monitors the grievance and conflict resolution process.

The Ethics Committee encourages suitable people to join the Committee. The process for becoming a member of the Committee is to reach out to ethicscoordinator@sacredpractices.org. All inquires are welcome.

Committee members will, to their fullest ability, advocate for ethical accountability, communication, resolution, and on-going education in ethics within the Congregation for Sacred Practices.

3 Description of the Grievance Process

Like most small organizations, the Congregation for Sacred Practices does not have the staff or financial resources to undertake the kind of formal grievance investigation that is the mandate of state mental health governing bodies. Nothing in the Congregation for Sacred Practices complaint resolution process prohibits individuals from filing a grievance elsewhere, or taking legal action, or seeking other means of mediation and resolution. And since there are conflicting differences in approach between mediation and litigation, we recommend that those who approach the Committee complete this process before filing a state grievance, where appropriate, or taking legal action. Seeking other means of mediation or resolution interrupts the grievance process outlined here. The time for completion of a review can take one to six months, during which time all parties, including the Committee, agree to respond to each step in a timely manner.

If you (referred to hereafter as Claimant) feel you have been injured by the unethical behavior of a minister, faculty, staff or other member of the Congregation for Sacred Practices and have not been able to resolve the issue directly with the person you believe has caused you harm (referred to as Respondent), please follow the procedure outlined here:

Contact the Ethics Coordinator at ethicscoordinator@sacredpractices.org. The Ethics Coordinator will give you the email address and/or telephone number of the Committee member who will be assigned to your claim and will seek information about the nature of your complaint. If you contact others on the Committee or a minister’s mentor with your complaint, they will refer you to the Ethics Coordinator. Please consider when discussing your situation with others in your community that complaints can be damaging to others and can undermine the spirit of reconciliation and resolution as well as the efficacy of the process.

The assigned Committee member will contact you directly, listen to your complaint, and discuss options with you. Your information will be kept confidential within the Committee.

Through a personal interview process, that may require taking statements from all involved parties, the Committee will make a determination about how to proceed. The Committee may decide to:

• take no action if the Committee feels that the issue is not appropriate for an ethics review
• suggest other avenues if the Committee feels that the two parties could be successful by processing more on their own or with the help of others such as a mediator
• recommend supervision, counsel or further training for the Respondent
• revoke licensure if the Committee determines that a grave ethical violation has occurred or multiple violations have occurred and not been appropriately addressed by the Respondent. While the Congregation emphasizes restoration, accountability, and learning, we must also protect the integrity and safety of the community. If a minister demonstrates a repeated pattern of ethical violations the Ethics Committee may determine that continued service is no longer possible. In particular, if three valid ethical complaints are upheld against a minister, their license will be revoked. This policy reflects guidance from our legal counsel and Board, and ensures that members are protected from ongoing harm.
• recommend further action if, for instance, the Committee determines that the safety of the community at large is at risk.

If the Committee determines that an ethical review is appropriate and if the claimant wishes to enter into a full ethical review process, we will require that the respondent be informed of the nature and details of the complaint, and thus confidentiality will include the respondent from this point on. Claimant will sign a release of information form to authorize an exchange of information related to the situation. This exchange may, as an example, come through a letter you write to the respondent stating the nature of your complaint or conflict, the context in which it occurred, actions taken thus far to address this issue, what feels unresolved, and your desired outcome. In this information exchange, the Committee member will serve as intermediary between you and the respondent.

Our intention is to maintain confidentiality, but you will understand that if we perceive a threat to the safety of either party, we may need to waive confidentiality and may need to disclose information to relevant parties.

The Ethics Committee is committed to ethical maturation and restorative accountability. In appropriate cases, responses to ethical concerns may include:

• Supervision, mentoring, or skill-building assignments related to the ethical issue in question.
• Restorative dialogue and mediation, guided by a trained facilitator, that centers repair, responsibility, and deeper understanding.
• Temporary or permanent changes to cohort membership, ministerial role, or ceremonial duties.
• Reflective learning assignments such as written statements, peer interviews, or case-based ethical analysis.

When circumstances warrant, other possible actions can be taken by the Committee. The claimant will be informed of the recommendations of the Committee.

At the conclusion of the ethical review process, the case is officially closed and all the records of the case are stored in a confidential place.

Each situation brought to the Committee contains valuable insights. To make these lessons available on a wider scale, and to facilitate self-correction, the Committee reports occasionally to the Congregation for Sacred Practices, and includes the number and nature of complaints and conflicts received (without names and/or details which would identify the claimant or respondent) for the purpose of the ongoing ethics education.