Buddhist Recovery Network Policies

You can view or download our policies in PDF format by clicking on the links below:

View the Anti-Discrimination Policy or download the PDF

View the Anti-Harassment Policy or download the PDF

View the Conflict of Interest Policy or download the PDF

View the Privacy Policy or download the PDF

Buddhist Recovery Network - Anti-Discrimination Policy (Version 1.2 Dated June 8th, 2008)

A. Preamble

The Buddhist Recovery Network (BRN) is an organisation that seeks to build bridges between individuals and communities, and as such is an organisation deeply committed to openness and inclusivity, the celebration of diversity and the non-defensive acceptance of difference. These fundamental values should inform every aspect of the organisation’s work.

B. Definition

Discrimination occurs when a person treats someone with a specific attribute less favourably than someone without that attribute in similar circumstances. Examples of such ‘attributes’ provided in anti-discrimination legislation include: race; color; religion; age; gender; gender identity; sexual orientation; national origin; disability; veteran’s status; marital status; physical features; political activity; parental status; and pregnancy. Discrimination can also occur when arbitrary requirements are imposed that may make it difficult for someone to comply who might be an ideal contributor.

C. The Policy

This policy applies to Directors, Officer, Employees and Volunteers. The BRN supports and upholds the anti-discrimination legislation in the territories in which it operates. It specifically prohibits discrimination based on attributes listed above in Section B.

This policy applies to areas such as employee appointment, discipline and remuneration.

Employment decisions in the BRN are based on non-discriminatory criteria such as: skills; abilities; competencies; background; experience; qualifications; and job performance. Appointment criteria will also be defined with reference to the BRN’s operational, stakeholder and business needs.

The organisation does not consider it sufficient to simply refrain from discriminatory acts. The expectation of the organisation is that individuals will positively cultivate an environment that supports diversity.

In terms of discriminating on the basis of religion, the organisation would only favour an experienced Buddhist practitioner over an inexperienced Buddhist practitioner where such experience was fundamental to the inherent requirements and successful performance of that role (for example leading a meditation retreat, preparing literature on practices etc).

Where a position comprises tasks that were less specialist in nature and could be performed equally well by an inexperienced practitioner, then such experience would not form part of the appointment criteria. This provides an example of how the policy should be implemented.

Violation of this policy may result in a range of sanctions, up to and including expulsion from the organisation.

D. Process To Be Followed

Any individual who believes they have suffered discrimination from a representative of the BRN should present their case in writing to the organisation’s Chief Executive Officer (currently the organisation’s Chair).

Alternatively, the letter could be sent to any or all of the organisation’s Directors if the Chair is felt to be party to the contested decision.

Buddhist Recovery Network - Anti-Harassment Policy (Version 1.0 Dated March 24th, 2008)

A. Preamble

As an organisation inspired by Buddhist teachings and traditions, the Buddhist Recovery Network (BRN) is committed to cultivating a harmonious environment based on mutual respect. Particular attention is drawn to the Buddhist precepts relating to ‘right speech’, as the BRN encourages communication that is kind, positive and helpful.

B. Definition

Harassment is defined here as any type of non-legitimate behavior which interferes with a member of the organisation performing their duties in a normal manner, particularly through the creation of a threatening, intimidating, hostile or offensive environment.

Examples of harassment provided in legislation include: unwanted physical contact; epithets; stereotypes; inappropriate jokes, comments or innuendo; and obscene or harassing phone calls or emails. Sexual harassment is also included in this policy, such as unwelcome sexual advances and requests for sexual favours. Harassment also arises if retaliation is sought against an individual who complains of discriminatory harassment.

Harassment may also be discriminatory. This is covered under the BRN’s separate Anti-Discrimination Policy.

C. The Policy

This policy applies to Directors, Officers, Employees, Volunteers. In terms of protection, it also includes those benefiting from the BRN’s services.

The BRN will not tolerate harassment, sexual harassment, or any harassing behaviour specified in Section B above.

In fact, it is not sufficient to simply refrain from negative acts. The expectation of the organisation is that individuals will cultivate a harmonious environment through positive acts.

Violation of this policy may result in a range of sanctions, up to and including expulsion from the organisation.

This policy applies to Directors, Officers, Employees, Volunteers. In terms of protection, it also includes those benefiting from the BRN’s services.

D. Process to Be Followed

Any individual who believes they have been a victim of harassment by a BRN Director, Officer, Employee or Volunteer, is encouraged to report, as soon as possible, their concerns to either their immediate supervisor or the BRN’s Chief Executive Officer (currently the organisation’s Chair). There is nothing preventing other senior figures of the organisation being contacted (such as Directors known to the individual). All such reports will be treated in a confidential manner. In filing a complaint, the organisation also draws attention to the Buddhist speech precepts in terms of truthful communication.

Buddhist Recovery Network - Conflict of Interest Policy (Version 1.0 Dated March 24th, 2008)

A. Preamble

As an organisation inspired by Buddhist teachings and traditions, the Buddhist Recovery Network (BRN) is committed to promoting truthfulness and transparency in the conduct of its affairs, and the altruistic pursuit of community benefit over the narrow, self-interested pursuit of personal gain. To this end, the organisation has adopted the following Conflict Of Interest policy.

B. Definition

A Conflict of Interest arises where a Director or Officer’s personal interests, or interests which they owe to another body, and those of the BRN arise simultaneously or appear to be in conflict. Where a decision-maker may personally profit from a Board or Committee decision, the potential for individual benefit must be acknowledged, and the policy below followed. In addition to this, involvement in another organisation (eg a recovery, Buddhist or academic organisation) may result in conflicting loyalties. Directors must understand that providing undivided loyalty to the organisation is one of the fundamental duties of trust required under US law and the laws of other countries in which the BRN operates.

C. The Policy

This policy applies to Directors, Officers, Employees or Volunteers making decisions and / or allocating resources on behalf of the organisation. Where such a decision draws the individual into a situation as described above, the affected person must fully disclose the nature of the interest and withdraw from discussion, lobbying and voting on the matter. Any decision shall be approved only when a majority of disinterested committee members determine that it is in the best interest of the BRN to proceed with the proposal. The Minutes of the meetings at which such a situation arises shall record such disclosure, abstention and rationale.

As a matter of policy, the organisation also insists upon the following:

Any payments made to an individual working for the BRN in any capacity must be reasonable, and must not exceed fair market value;
Loans shall not be granted to Officers or Directors. (Under US statutory law, loans for executive relocation expenses may be permitted under certain circumstances);
The Buddhist Recovery Network's Annual Report and accounts shall disclose any payment or benefit received by Directors and Officers;
Should an individual be in any doubt as to whether a conflict exists, the organisation strongly recommends that a potential conflict is declared, and others invited to make the evaluation.

D. Examples of Circumstances where a Conflict Should Be Understood To Exist:

Engagement by the Buddhist Recovery Network as an employee, consultant or advisor (where a material benefit will be received by the individual);
Involvement in a company which is being considered for a contract or commercial relationship;
Offering one’s personal property to be used by the BRN (particularly where a payment will be made or a sense of debt or obligation is being created);
Granting a loan to the BRN (particularly if an interest rate is proposed);
Where potential benefit may accrue to the individual’s family, friend, business partner or colleague;
Where benefits or services from the organisation are received by the individual to an exceptional degree;
The individual holds other charity or organisational roles that create divided loyalties when discussing a specific issue.

E. Examples Not Requiring Disclosure:

Receipt of benefits which are available to all;
Inconsequential benefits unlikely to influence judgement;
Receipt of benefits generally considered to be standard business practice eg relevant and reasonable out of pocket expenses incurred in the process of undertaking the legitimate work of the organisation.

Buddhist Recovery Network - Privacy Policy (Version 1.0 Dated April 27th, 2008)

The Buddhist Recovery Network (BRN) is committed to preserving your privacy and safeguarding your personal information. The organisation works in the area of recovery from addictive behaviors, and so our sensitivity to the need for privacy and anonymity is acute. We must go beyond complying with current commercial practice, and adopt a leadership position of the utmost integrity. To this end, the organisation has adopted the following Privacy Policy.

This policy applies to the operation of our website as well as organisational practices and processes relating to our use of Membership and user information.

We do not use “cookies” or capture personally identifiable information (such as your email address) when you access and browse our website. We use IP addresses to obtain general, aggregated information on website use. This enables us to assess the effectiveness of our online services. IP addresses are not linked to personally identifiable information. We only collect personal information when it is voluntarily provided.

All personal information voluntarily provided to the BRN is kept strictly confidential. Only when the member or user has provided consent will information be disclosed (eg the names of Advisory Council members listed on our website).

When our website asks users to enter sensitive information, such as credit card numbers, this takes place on a secure server and is protected by encryption software.

The BRN does not provide any information to third parties, even aggregated information with personally identifiable information removed. The BRN does not share information with other Nonprofit 501 (c) (3) organizations for the purpose of mailouts. If a service or event is deemed by the BRN Membership Manager to be of interest to members, it will be included in a BRN communication.

This privacy policy applies to the BRN organisation and its website. We cannot provide the same assurances for sites on our links page, and encourage you to understand the privacy policy of the sites you visit.

If you wish to obtain further information, please email paul at buddhistrecovery dot org