Integrating Faith, Practice and Vocation Sample Clauses

Integrating Faith, Practice and Vocation. 2.3.1 The provisions in this section are included in good faith to avoid injury to the religious susceptibilities of adherents of the Protestant stream of the Christian faith and damage to the reputation of the College. 2.3.2 It is an inherent genuine occupational requirement (subject to the provisions of the Anti-Discrimination Act 1991) and essential condition of employment and continuing employment, that a staff member possesses and maintains a firm personal belief consistent with the Affirmation of Faith of Redlands College, together with an active commitment to a Christian church holding a doctrinal position consistent with the Affirmation of Faith. 2.3.3 At the least, such an active commitment requires regular attendance at their church’s worship services and active involvement in devotions and worship services at Redlands College. 2.3.4 All staff members of the College must: (i) Conduct themselves in a manner consistent with these beliefs, and in accordance with the Christian ethos and aims of the College, thus providing a specifically Christian role model and example to all students, families and others associated with the College. (ii) Not deliberately act in a way that they know, or ought reasonably to know, is contrary to the beliefs, ethos and aims of the College. (iii) Without limiting subsection (i) and (ii) above, avoid, whether by word, action or lifestyle, any influence upon students (and in particular must not teach, encourage or model anything) contrary to the Affirmation of Faith, beliefs, ethos and aims of the College. 2.3.5 Acting contrary to the requirements above is likely to cause injury to the religious susceptibilities of members of the College community who adhere to the College’s beliefs, and may damage the College’s reputation. 2.3.6 If a staff member acts contrary to the requirements above, the matter will be dealt with in accordance with the normal College procedures in relation to conduct and performance management and may include restoration, counsel, discipline or dismissal of the employee. 2.3.7 If a dispute arises in connection with this section it shall be dealt with in accordance with the College’s Complaint Handling Policy available on the College network.
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