Table of Contents

1. Introduction
2. Basis for Grievances
   1. Non-Retaliation
   2. Record Keeping
3. Grievance Process
   1. Making a Formal Complaint
   2. Appointing a Grievance Committee
   3. Accepting the Concern
   4. Investigating the Grievance
   5. Process Limits
   6. Board of Directors' Decision

 

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Introduction

The health of our community is rooted in our willingness to be engaged, accountable, and compassionate in the face of conflict, not the absence of conflict. Conflict also provides a way to develop more awareness (sati) about oneself and others, and to develop more skillful responses. We ask that individuals in conflict turn to Buddhist teachings for guidance and to apply their practice and their understanding to the situation. We encourage the people in conflict to give their best effort to resolve the conflict between themselves and, as appropriate, with support from other sangha members.

When conflict arises that cannot be resolved informally between the people involved, we have a more formal Grievance and Reconciliation Process which begins when someone files a written complaint. Our commitment is to offer an atmosphere to address complaints free from retaliation.

In addressing grievances, Insight San Diego (ISD) holds itself to a standard of prompt and compassionate response. We take every complaint as an opportunity to reflect on our practices and improve our community. The result of this introspection will help identify actions that will safeguard the organization and its community from further occurrences.

This procedure is available to any ISD community member who would like support in dealing with interpersonal conflicts, grievances, or ethical concerns that occur at an ISD activity or between community members. By community member, we mean volunteers, active members of an ISD sangha, committee leaders and members, group facilitators and coordinators, and members of the Board of Directors (the Board).

Basis for Grievances

Misconduct is the most frequent type of action that gives rise to a grievance. Some misconduct is illegal, such as sexual harassment or stealing. Other misconduct, while not illegal, violates an Insight San Diego Code of Conduct policy or its Acceptable Use Policies for online communications. The Board of Directors of Insight San Diego is responsible for making a final decision about grievances and assisting in the resolution of disputes.

Non-Retaliation

No community member should be retaliated against in any way for reporting in good faith any allegations of misconduct. Such retaliation in and of itself may lead to consequences as described in this document.

Record Keeping

The Grievance Committee and the Board of Directors will keep written records of all grievances, investigations, and outcomes, filed in the Board's formal records. Every person who makes a statement at any stage in the investigation should understand that his or her statement may become part of a written record. The record may be reviewed by the members of the Board and the Grievance Committee, and, in some instances, during legal proceedings. For the safety and the well-being of the community, the Board may choose to disclose parts of the formal record but will always endeavor to keep the identities of those involved in the grievance confidential.

Grievance Process

Making a Formal Complaint

When a member of the community wishes to file a formal complaint, they must do so in writing. The following information must be included in this initial communication:

• A clear statement that a formal grievance process is requested; the name of the person(s) whose behavior the complaint concerns
• A description of the alleged behavior to allow the Grievance Committee to decide whether the complaint is appropriate for initiating a formal grievance procedure
• A history of any attempts to resolve the complaint through other means
• A general statement about the resolution desired
• The name and contact information of the person filing the complaint

Send your written complaint to: ethics@insightsd.org

Appointing a Grievance Committee

When a written grievance is received, the Board of Directors will appoint a Grievance Committee which shall be composed of at least three people who are committed members of the community. At most one member of the committee may be a current member of the Board of Directors. Appointments to the committee will be made in consultation with the individual filing the grievance and may, if applicable, include a person from outside the organization who has credentials and experience in restoring relationships, in mediation, or in issues of power and authority.

Any Committee member who has, or has had, a personal and/or intimate relationship with any party involved in the grievance should recuse themselves from the work of the Committee and/or the Board of Director's final decision process. Since ISD is a close-knit organization and we are known to one another, it is the personal responsibility of a Committee/Board member to evaluate his/her own ability to be neutral in investigating the complaint, and the obligation of other Committee/Board members to be sensitive to one another's neutrality throughout the process.

The Committee will follow the process outlined below once it receives a formal written complaint.

Accepting the Concern

The Committee will review the complaint to verify that the complaint represents a Basis for Grievance as described above. If the Committee accepts the request, it will convey its acceptance to the Board of Directors and the party filing the complaint. As part of this notification, the Committee will state its understanding of the issue under inquiry and provide a copy of this document to all Committee members and persons participating in the grievance process.

If the Committee does not accept the complaint, it must convey the reasons for the denial of the complaint to the Board of Directors and the party filing the complaint.

Investigating the Grievance

The Grievance Committee is authorized to make use of whatever processes and procedures it considers appropriate to resolve disputes and grievances, and restore harmony within the sangha. The Committee will meet as soon as it is possible to review and develop a plan for investigating the grievance.

The Committee will schedule closed interviews in which all parties are given a chance to present their understanding of the issue under investigation. The Committee may ask other people to provide information pertinent to the complaint. All parties may be accompanied by a trusted ally and will have the opportunity to respond to all information. These interviews will be held confidentially. While the complaint is being investigated, all parties are to hold the matter in confidence, in the interest of allowing for a swift and objective investigation.

The Committee will write a factual investigation report and forward their report and recommendations to the Board of Directors for its decision and any implementation.

Process Limits

As ISD seeks to be supportive to all concerned parties, it is important to understand that this process is not:

• Therapy or counseling. We encourage complainants to find a therapist or counselor for support regarding their experience.
• A legal proceeding or offering of legal advice. No attorneys may participate in their professional capacity in this process.
• A guarantee of any outcomes. ISD primarily seeks to encourage accountability and responsibility.
• Meant to judge or make one party right or wrong.

Board of Directors' Decision

Once the Board has received the Committee's recommendation, it will meet to consider it. As above, any board member who has, or has had, a personal and/or intimate relationship with any party involved in the grievance should recuse herself or himself from the decision process. At its discretion, the Board may seek non-binding advice from any other source. If possible, the Board's decision should be reached by consensus. If not, the decision will be made by a majority vote as established in the By-Laws.

Once the Board makes its decision, designated Board member(s) will meet individually with the complainant and with the subject of the complaint. Both will be told of the Board's finding: 1) a finding of no misconduct; 2) a finding of misconduct; or 3) that the Committee was unable to reach a determination about whether misconduct occurred.

Board findings may include corrective action. It may also include proposals about further steps the organization should take to avoid recurrences of this kind of complaint, including such things as restructuring the organization, staff or community-wide training, dialogue between different groups, or other process work.

In rendering its final decision, the Board will make its best judgment about what is fair and appropriate for the complainant, and what will support the further learning and wisdom for the entire organization. The Board may decide that additional efforts are required by the organization to rectify the underlying causes of the complaint. The Board's decision is final.

GRP-001 · Adopted April 24, 2026