Ethical Conduct and Precepts
Table of Contents
Statement of Ethical Conduct and Precepts
Canons of Conduct
Complaint Resolution Procedure
Disclosures
Possible Consequences of Ethical Violations
Table of Contents
Statement of Ethical Conduct and Precepts
Canons of Conduct
Complaint Resolution Procedure
Disclosures
Possible Consequences of Ethical Violations
Statement of Ethical Conduct and Precepts
Our Statement of Ethical Conduct and Precepts, and our Canons of Conduct detail the expectations we hold our teachers and sangha members to, and our Complaint Resolution Procedure communicates the steps to be taken by anyone who feels that a breach of ethics has occurred.
Minnesota Zen Meditation Center (MZMC) is established to provide the teaching and practice of Zen Buddhism. These guidelines comprise our expectations and limitations for conduct of teachers and sangha members at MZMC.
Traditionally, the Buddhist sangha has had a set of rules or precepts to govern ethical behavior and interaction. We follow this tradition. These expectations are for teachers (including transmitted priests, priests in training, lay teachers, and visiting teachers) and sangha members.
Our Statement of Ethical Conduct and Precepts, and our Canons of Conduct detail the expectations we hold our teachers and sangha members to, and our Complaint Resolution Procedure communicates the steps to be taken by anyone who feels that a breach of ethics has occurred.
Minnesota Zen Meditation Center (MZMC) is established to provide the teaching and practice of Zen Buddhism. These guidelines comprise our expectations and limitations for conduct of teachers and sangha members at MZMC.
Traditionally, the Buddhist sangha has had a set of rules or precepts to govern ethical behavior and interaction. We follow this tradition. These expectations are for teachers (including transmitted priests, priests in training, lay teachers, and visiting teachers) and sangha members.
The Precepts
These are the precepts we uphold:
THE THREE REFUGES
THE THREE COLLECTIVE PURE PRECEPTS
THE TEN GREAT PRECEPTS
Canons of Conduct
These canons apply to anyone vested with authority to teach or serve, especially in one-on-one relationships. Unlike precepts, which are guides to our behavior and are a source of ethical consideration, canons are imperative. Please address concerns with canons using the Complaint Resolution Procedure (below).
CANON 1
Teachers and sangha members shall uphold the integrity of the Minnesota Zen Meditation Center, and the sangha at large.
CANON 2
Everyone subject to these canons will treat others, whether members or not, with respect for their privacy, personal views, and lifestyle choices.
CANON 3
Teachers and temple officers will perform the duties of their office impartially and diligently.
CANON 4
Teachers will keep information shared in private conversations confidential. There are some exceptions. 1) The teacher may confer with other teachers in the group of MZMC teachers or with outside consultants, keeping the identity of the student anonymous when possible. 2) Teachers may disclose information if they believe it is the needed course of action to protect the student or another person from serious harm. 3) Teachers have a legal obligation to report to appropriate authorities information about neglect or abuse of children, plans for suicide or homicide, or incapacitating substance abuse. 4) The teacher may refer to pertinent confidential information in responding to grievances lodged through the formal complaint process, but such information may be revealed only to the body that is investigating the grievance, and may go no further. Also, such information may be revealed only to the extent necessary to allow the teacher to respond to a specific allegation.
CANON 5
Sangha members make membership pledges, dana offerings, and pay for retreats and classes. However, no student or member shall be required to give money or services to any individual. This does not prohibit the exchange of money or services for value received, e.g., professional services provided by one member to another.
CANON 6
Power imbalances are common including those between priests and lay people, teachers and students, and staff and sangha members. Anyone with a position of authority must be aware of the power imbalance in their relationships and is responsible for maintaining healthy boundaries.
CANON 7
A teacher must honor the development of the student's practice as the exclusive consideration of the student/teacher relationship.
CANON 8
It is a violation of these canons for a teacher or teacher trainee to begin a sexual relationship with a student/sangha member (this does not apply to relationships that pre-existed a teacher's ordination or relationships that are with a person who was unaffiliated with MZMC at the time the relationship was instituted).
CANON 9
It is an ethical violation for anyone to engage in sexual harassment. Sexual harassment can consist of unwelcome sexual or romantic advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature which is unwelcome.
CANON 10
It is an ethical violation for anyone to retaliate against a person who makes an ethics complaint.
CANON 11
Everyone in a position of authority at MZMC must be mindful of our equity statement: we work to remove barriers based on race, ethnicity, gender identity, religion, economic class, sexual orientation, age, and ability.
These are the precepts we uphold:
THE THREE REFUGES
- Take refuge in the Buddha (Absolute Enlightenment Principle)
- Take refuge in the Dharma (Enlightenment Knowledge and Teachings)
- Take refuge in the Sangha (Others on the Path to Enlightenment)
THE THREE COLLECTIVE PURE PRECEPTS
- I vow to avoid all action that creates suffering.
- I vow to do all action that creates true happiness.
- I vow to act with others always in mind
THE TEN GREAT PRECEPTS
- I vow not to kill but to nurture life.
- I vow not to take what is not given but to cultivate and encourage generosity.
- I vow not to misuse sexuality but to be caring and faithful in intimate relationships.
- I vow not to lie but to be truthful.
- I vow not to intoxicate with substances or doctrines but to promote clarity and awareness.
- I vow not to speak of others' faults but to speak respectfully.
- I vow not to demean myself or others but to manifest my awakened nature.
- I vow not to cling but to be generous with self and others.
- I vow not to harbor ill will but to cultivate loving-kindness.
- I vow not to do anything to demean the Three Treasures but to support and nurture them.
Canons of Conduct
These canons apply to anyone vested with authority to teach or serve, especially in one-on-one relationships. Unlike precepts, which are guides to our behavior and are a source of ethical consideration, canons are imperative. Please address concerns with canons using the Complaint Resolution Procedure (below).
CANON 1
Teachers and sangha members shall uphold the integrity of the Minnesota Zen Meditation Center, and the sangha at large.
CANON 2
Everyone subject to these canons will treat others, whether members or not, with respect for their privacy, personal views, and lifestyle choices.
CANON 3
Teachers and temple officers will perform the duties of their office impartially and diligently.
CANON 4
Teachers will keep information shared in private conversations confidential. There are some exceptions. 1) The teacher may confer with other teachers in the group of MZMC teachers or with outside consultants, keeping the identity of the student anonymous when possible. 2) Teachers may disclose information if they believe it is the needed course of action to protect the student or another person from serious harm. 3) Teachers have a legal obligation to report to appropriate authorities information about neglect or abuse of children, plans for suicide or homicide, or incapacitating substance abuse. 4) The teacher may refer to pertinent confidential information in responding to grievances lodged through the formal complaint process, but such information may be revealed only to the body that is investigating the grievance, and may go no further. Also, such information may be revealed only to the extent necessary to allow the teacher to respond to a specific allegation.
CANON 5
Sangha members make membership pledges, dana offerings, and pay for retreats and classes. However, no student or member shall be required to give money or services to any individual. This does not prohibit the exchange of money or services for value received, e.g., professional services provided by one member to another.
CANON 6
Power imbalances are common including those between priests and lay people, teachers and students, and staff and sangha members. Anyone with a position of authority must be aware of the power imbalance in their relationships and is responsible for maintaining healthy boundaries.
CANON 7
A teacher must honor the development of the student's practice as the exclusive consideration of the student/teacher relationship.
CANON 8
It is a violation of these canons for a teacher or teacher trainee to begin a sexual relationship with a student/sangha member (this does not apply to relationships that pre-existed a teacher's ordination or relationships that are with a person who was unaffiliated with MZMC at the time the relationship was instituted).
CANON 9
It is an ethical violation for anyone to engage in sexual harassment. Sexual harassment can consist of unwelcome sexual or romantic advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature which is unwelcome.
CANON 10
It is an ethical violation for anyone to retaliate against a person who makes an ethics complaint.
CANON 11
Everyone in a position of authority at MZMC must be mindful of our equity statement: we work to remove barriers based on race, ethnicity, gender identity, religion, economic class, sexual orientation, age, and ability.
Complaint Resolution Procedure
Conflict is an inherent aspect of community. MZMC provides a context to develop our
ability to address conflicts in an ethical and skillful way. Wherever possible and
appropriate we encourage people to communicate directly with the people with whom
they have complaints or challenges.
We encourage everyone to practice right speech and non-violence as they address
complaints, difficulties, and conflicts. Volunteers and staff must make a wholehearted
effort to understand, be compassionate, and respond skillfully to complaints.
This procedure addresses both informal and formal complaints.
Informal complaints
If you have a complaint, a challenge, or an issue you’d like to address, you are
encouraged to address it directly with the subject of your complaint.
If this is not possible or appropriate, or you have not found a satisfying resolution
through direct communication, you may bring informal complaints to the Guiding
Teacher, or if the complaint is about the Administrative Director’s staff you may bring it
to the Administrative Director. The Guiding Teacher or Administrative Director is
empowered to help you address the matter. Where possible they will focus on creating
understanding, repair, and reconciliation.
The Board of Directors (“Board”) is not responsible for or involved in processing informal
complaints.
Formal Complaints
Everyone is encouraged to discuss any possible violations of the above canons or
ethical conduct and precepts promptly and directly. Where appropriate we encourage
you to try to resolve complaints via the informal complaint policy above prior to filing a
formal complaint.
Formal complaints must be submitted in writing. If the Board, Administrative Director, or
Guiding Teacher receive a formal complaint they must acknowledge receipt in writing to
the person filing the complaint within thirty days.
Complaints must pertain to individuals or the Board as a whole. If you wish to make
formal complaints about more than one person, you must submit separate complaints
regarding each one.
Any person or body responsible for processing a formal complaint must begin by doing
their best to understand the complaint, followed by attempting to determine the facts,
followed by making a final determination regarding the complaint. Where possible and
appropriate they will focus on facilitating understanding, repair, and reconciliation.
How to submit a formal complaint:
Formal complaints must include the name of the person submitting the complaint.
If you have a complaint regarding an MZMC member, attendee at MZMC, volunteer,
priest, or lay teacher, submit it to the Guiding Teacher, who is responsible for processing
the complaint.
If you have a complaint regarding a member of the administrative staff or a volunteer
who reports to the Administrative Director, submit it to the Administrative Director, who
is responsible for processing the complaint.
If you have a complaint regarding the Guiding Teacher or Administrative Director, submit
it to the Board (via the Board President), which is responsible for processing the
complaint.
If you have a complaint regarding the Board as a whole or individual members of the
Board other than the President, submit it to the Board President. The Board is
responsible for processing such complaints.
If you have a complaint regarding the Board President, submit it to the Vice-president.
The Board is responsible for processing such complaints.
Processing a Formal Complaint
The Guiding Teacher or Administrative Director may consult with others to help process
a formal complaint.
In cases where the Board is responsible for processing a formal complaint they will
create a three person ad hoc committee to investigate the complaint and create a
recommendation for the board. The Board as a whole is ultimately responsible for
making a final determination regarding the complaint. This ad hoc committee must
include at least one board member and if possible either the Guiding Teacher or
Administrative Director.
The ad hoc committee should not include anyone with a conflict-of-interest or anyone
whose personal biases would prevent them from being fair and objective.
The ad hoc committee should strive for consensus within the committee in processing
the complaint.
The party responsible for processing any formal complaint must make a final
determination within six months of receiving it and notify the party that submitted the
complaint of the final determination.
Information gathered in formal complaint processes is confidential and only to be shared
with those responsible for processing the complaint, except where disclosure of
information is indicated under the disclosure section below.
Conflict is an inherent aspect of community. MZMC provides a context to develop our
ability to address conflicts in an ethical and skillful way. Wherever possible and
appropriate we encourage people to communicate directly with the people with whom
they have complaints or challenges.
We encourage everyone to practice right speech and non-violence as they address
complaints, difficulties, and conflicts. Volunteers and staff must make a wholehearted
effort to understand, be compassionate, and respond skillfully to complaints.
This procedure addresses both informal and formal complaints.
Informal complaints
If you have a complaint, a challenge, or an issue you’d like to address, you are
encouraged to address it directly with the subject of your complaint.
If this is not possible or appropriate, or you have not found a satisfying resolution
through direct communication, you may bring informal complaints to the Guiding
Teacher, or if the complaint is about the Administrative Director’s staff you may bring it
to the Administrative Director. The Guiding Teacher or Administrative Director is
empowered to help you address the matter. Where possible they will focus on creating
understanding, repair, and reconciliation.
The Board of Directors (“Board”) is not responsible for or involved in processing informal
complaints.
Formal Complaints
Everyone is encouraged to discuss any possible violations of the above canons or
ethical conduct and precepts promptly and directly. Where appropriate we encourage
you to try to resolve complaints via the informal complaint policy above prior to filing a
formal complaint.
Formal complaints must be submitted in writing. If the Board, Administrative Director, or
Guiding Teacher receive a formal complaint they must acknowledge receipt in writing to
the person filing the complaint within thirty days.
Complaints must pertain to individuals or the Board as a whole. If you wish to make
formal complaints about more than one person, you must submit separate complaints
regarding each one.
Any person or body responsible for processing a formal complaint must begin by doing
their best to understand the complaint, followed by attempting to determine the facts,
followed by making a final determination regarding the complaint. Where possible and
appropriate they will focus on facilitating understanding, repair, and reconciliation.
How to submit a formal complaint:
Formal complaints must include the name of the person submitting the complaint.
If you have a complaint regarding an MZMC member, attendee at MZMC, volunteer,
priest, or lay teacher, submit it to the Guiding Teacher, who is responsible for processing
the complaint.
If you have a complaint regarding a member of the administrative staff or a volunteer
who reports to the Administrative Director, submit it to the Administrative Director, who
is responsible for processing the complaint.
If you have a complaint regarding the Guiding Teacher or Administrative Director, submit
it to the Board (via the Board President), which is responsible for processing the
complaint.
If you have a complaint regarding the Board as a whole or individual members of the
Board other than the President, submit it to the Board President. The Board is
responsible for processing such complaints.
If you have a complaint regarding the Board President, submit it to the Vice-president.
The Board is responsible for processing such complaints.
Processing a Formal Complaint
The Guiding Teacher or Administrative Director may consult with others to help process
a formal complaint.
In cases where the Board is responsible for processing a formal complaint they will
create a three person ad hoc committee to investigate the complaint and create a
recommendation for the board. The Board as a whole is ultimately responsible for
making a final determination regarding the complaint. This ad hoc committee must
include at least one board member and if possible either the Guiding Teacher or
Administrative Director.
The ad hoc committee should not include anyone with a conflict-of-interest or anyone
whose personal biases would prevent them from being fair and objective.
The ad hoc committee should strive for consensus within the committee in processing
the complaint.
The party responsible for processing any formal complaint must make a final
determination within six months of receiving it and notify the party that submitted the
complaint of the final determination.
Information gathered in formal complaint processes is confidential and only to be shared
with those responsible for processing the complaint, except where disclosure of
information is indicated under the disclosure section below.
Disclosures
At all stages of processing a formal complaint, from information gathering, to
determining outcomes and potential disclosures, those responsible for processing the
complaint will strive to balance transparency about their actions with the protection of
the privacy of all parties involved.
The Guiding Teacher, Board President and Administrative Director will report to the
board at least annually on the nature, number, and outcome of formal complaints
received.
In circumstances where harm has been done by a community member or where the
potential for harm is evident from the previous actions of a community member, it may
be beneficial to inform the entire community, or particular members of the community
regarding the complaint itself and/or the final determination of the complaint. The party
responsible for processing a formal complaint is responsible for determining the extent
and content of such disclosures.
At all stages of processing a formal complaint, from information gathering, to
determining outcomes and potential disclosures, those responsible for processing the
complaint will strive to balance transparency about their actions with the protection of
the privacy of all parties involved.
The Guiding Teacher, Board President and Administrative Director will report to the
board at least annually on the nature, number, and outcome of formal complaints
received.
In circumstances where harm has been done by a community member or where the
potential for harm is evident from the previous actions of a community member, it may
be beneficial to inform the entire community, or particular members of the community
regarding the complaint itself and/or the final determination of the complaint. The party
responsible for processing a formal complaint is responsible for determining the extent
and content of such disclosures.
Possible Consequences of Ethical Violations
If an MZMC priest or staff member is found to have violated one of these canons, these are some examples of actions that may be taken.
Subject of complaint may be required to make a formal apology.
Subject of complaint may receive a private reprimand or public censure.
Subject of complaint may be required to make reparations, and/or undertake therapy or training.
Subject of complaint may have their status as an MZMC priest or staff member suspended pending required reparations, therapy, or training.
Subject of complaint may have status as an MZMC priest or staff member terminated.
If an MZMC priest or staff member is found to have violated one of these canons, these are some examples of actions that may be taken.
Subject of complaint may be required to make a formal apology.
Subject of complaint may receive a private reprimand or public censure.
Subject of complaint may be required to make reparations, and/or undertake therapy or training.
Subject of complaint may have their status as an MZMC priest or staff member suspended pending required reparations, therapy, or training.
Subject of complaint may have status as an MZMC priest or staff member terminated.
