We do hope that you have an enjoyable time at our events or as a Limmud volunteer, but if you do have a complaint, this is how we will address it (please note that this is aimed at complaints based on the conduct of others rather than for example about food or accommodation, which should be directed to the event helpdesk).

Limmud takes all complaints seriously but especially allegations of harassment and will deal with them promptly and in confidence. We will try and deal with complaints to give effect to our values, especially respect, empowerment, participation and arguments for the sake of heaven (which includes that arguments should be respectful and not personal or abusive). What we mean by harassment is set out in the Code of Conduct for volunteers and participants; and this includes bullying, victimisation or any other sort of unacceptable conduct.

Informal procedure

  1. If an incident happens which you think may be harassment (including bullying, victimisation or abusive conduct of any sort), you may prefer initially to attempt to resolve the problem informally, if you feel able to do so. In some cases it may be possible and sufficient to explain clearly to the person engaging in the unwanted conduct that the behaviour in question is not welcome, that it offends you or makes you uncomfortable and that it interferes with your work. You should make it clear that you want the behaviour to stop.
  2. In circumstances where this is too difficult or embarrassing for you to do on your own, you could seek support from a friend, fellow volunteer, or a member of the Limmud board. If the incident concerns an event participant, presenter or supplier or other third party, you may wish to ask your co-chair or team chair to intervene for you on an informal basis.
  3. If you are in any doubt as to whether an incident or series of incidents which have occurred constitute harassment, then in the first instance you should approach a team co-chair or a member of the Limmud board on an informal confidential basis. They will be able to advise you as to whether the complaint necessitates further action, in which case the matter will be dealt with formally/informally as appropriate.
  4. If the conduct continues or if it is not appropriate to resolve the problem informally or you do not feel able to raise it informally, it should be raised through the following formal process.

Formal procedure

  1. Where informal methods fail or are not appropriate, or serious harassment occurs, you are advised to complain formally in writing (usually by email) to your team’s organisational link or liaison, or if you don’t feel that that is an appropriate person, to the chair of Limmud. Your written complaint should set out full details of the conduct in question, including the name of the perpetrator, the nature of the conduct complained of, the date(s) and time(s) at which it occurred, the names of witness(es) and any action that has been taken to attempt to stop it occurring.
  2. While the complaint is investigated, consideration will be given to keeping the complainant and the alleged perpetrator separated, if this is at an event or if there are team activities at which both would like to be present. In serious cases the alleged perpetrator may be suspended from their role in order for the complaint to be investigated.
  3. A senior volunteer will be asked to look into the complaint. You will be interviewed by that person to establish full details of what happened. You may bring a fellow volunteer with you to this meeting if you choose. They will then carry out a thorough, independent, impartial and objective investigation as quickly as possible. Those carrying out the investigation will not be connected with the allegation in any way. An investigation will be carried out quickly, sensitively and with due respect for the rights of both you and the alleged perpetrator.
  4. Where your complaint is about someone other than a volunteer, such as a participant, supplier, or visitor, we will consider what action may be appropriate to protect you (and anyone else involved) pending the outcome of the investigation, bearing in mind the needs of our business and the rights of that person. We will try to discuss the matter with the third party where appropriate.
  5. The investigation will involve interviews with the person against whom you are making the complaint and any other relevant witnesses. The alleged perpetrator will be given full details of the nature of the complaint and will be given the opportunity to respond. The investigation may also need to examine relevant documents, including emails and other evidence.
  6. Strict confidentiality will be maintained throughout the investigation into the allegation. Where it is necessary to interview witnesses, the importance of confidentiality will be emphasised to them.
  7. When the investigation has been completed, you will be informed whether or not your allegation is considered to be well-founded.
  8. If the allegation is well-founded, disciplinary action may be taken against the person alleged to have committed the behaviour you are complaining about and, depending on the circumstances and the seriousness of the complaint, so far as it is within Limmud’s power to do so.
  9. If the allegation is found to be not well-founded, consideration may be given to whether it is necessary to transfer or reschedule the work of both or either party, in cases where it would not be appropriate for either of you to continue to work in close proximity to each other.
  10. Limmud takes these matters very seriously. However, malicious complaints can have a serious and detrimental effect upon a volunteer or member of staff and the workplace or event team dynamic generally. Any unwarranted allegation of harassment or other misconduct made in bad faith may be dealt with in the same way as above. We are sure that all volunteers and staff appreciate that this is necessary to protect the integrity of this policy.