Himalayan Institute Organizational Updates

Updated June 6, 2022

The Himalayan Institute’s Board of Directors has adopted these organizational policies in order to safeguard and positively support the experience of all the Institute’s students, employees, residents and community members.

The Himalayan Institute—its faculty, staff, and residential community—holds its role as a steward of a wisdom tradition and learning community as our highest guiding principle.

Any form of harassment or abuse is unacceptable, including violations of the student-teacher relationship. We are acutely sensitive to the pain and trauma that any victim of abuse suffers, as well as the erosion of mutual trust and confidence that ensues within the broader community in which abuse or breach of trust of a student-teacher relationship occurs.

For decades, the Institute has made every effort to be a responsible and compassionate steward of our community. We’re grateful for the authentic, inviting and nurturing environment the Himalayan Institute community has created, for us all to practice, study and grow together.

As a spiritual and educational organization, we hold the integrity of the student-teacher relationship in the highest regard, and have clear organizational policies and grievance procedures which govern and safeguard the integrity of these relationships. We take allegations of abuse, misconduct or harassment seriously, and make every effort to respond swiftly and appropriately.

The ancient lineage of the Himalayan masters is the source of our wisdom tradition. We honor our connection to this living tradition. The Himalayan Institute continues to serve humanity by sharing these life-changing teachings, in the broader context of the vast pool of wisdom and practice that the Himalayan Tradition has preserved over thousands of years.

The Himalayan Institute is committed to providing an inclusive and welcoming environment for all members, students, volunteers, clients, vendors and staff. The Institute does not discriminate in its programs or employment opportunities in regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, or military status. The Institute complies with applicable state and local laws governing non-discrimination in employment.

The Himalayan International Institute of Yoga Science and Philosophy of the USA (“Himalayan Institute”) does not condone and will not tolerate the harassment of any person by making unwelcome sexual advances, sexual favors or other verbal or physical conduct of a sexual, or any nature, a condition of a person’s employment, continued employment, association or affiliation, or making submission to or rejection of such conduct a basis for any decisions affecting any person, or creating an intimidating, hostile or offensive environment by such conduct.

The Himalayan Institute considers it inappropriate, improper and/or illegal for any employee, resident, guest or any other person, of any gender identity, in any way presently associated or affiliated with the Himalayan Institute to harass any other person associated or affiliated with the Himalayan Institute to (a) make unwelcome sexual advances or sexual favors or other unwelcome verbal or physical conduct of any nature, sexual or otherwise, a condition of an employee’s, resident’s or guest’s continued employment, association, affiliation or residence; (b) make submission to or rejection of such conduct a basis for any decisions affecting the employee, resident, or guest, or; (c) create an intimidating, hostile or offensive environment by such conduct.

Any person who believes that he/she has been subject to harassment should report the alleged act immediately to Human Resources and/or Residential Program management in person or in writing ([email protected]). If he or she is not satisfied speaking to Human Resources or Residential Program management, that person shall inform the President of the Himalayan Institute in writing and the complaint will be undertaken in accordance with the Formal Grievance Procedure of the Himalayan Institute. The question of whether a particular action or incident is prohibited behavior or a purely personal, social relationship without a discriminatory effect requires an investigation of all the available facts in the matter. Any employee, resident or guest who is found through the Formal Grievance Procedure to have engaged in harassment of another employee, resident, or guest will be subject to appropriate sanctions depending upon the circumstances. These sanctions may include immediate discharge from employment and/or expulsion from the program in which he or she is enrolled and/or from membership in the Himalayan Institute and/or its facilities.

Any person having a complaint under the Institute’s policy on harassment should immediately address the complaint to Human Resources and/or Residential Program management in person or in writing ([email protected]). If he or she is not satisfied after speaking to Human Resources and/or Residential Program management, that person shall inform the President of the Himalayan Institute in writing of his/her intent to seek formal redress through this grievance procedure, indicating the nature of the complaint. The President will notify the other party involved of the nature of the complaint and will advise that person of the procedure, and his or her right to have an attorney present, as provided below. Within seven business days of receipt of the written complaint, the President will convene the Grievance Committee and provide the chair of the committee with the person’s statement of the complaint. The Grievance Committee is appointed by the Board of Directors of the Himalayan Institute.

In the event that a complaint is brought against any member of the committee, that member shall not sit on the committee for the hearing of the complaint brought against him/her. Nor will anyone bringing a complaint sit on the committee for the hearing of that complaint. The replacement will be determined by the Board of Directors.

At least two business days in advance of the hearing, the Secretary will notify the person filing the complaint and the individual charged with the complaint of:

  1. the time and place of the hearing
  2. specification of the nature of the complaint
  3. the composition of the committee
  4. the right of the person bringing the complaint and the individual charged to be present when the complaint and evidence are presented to the committee to question and to give evidence on his/her behalf. Both the person bringing the complaint and the person charged may have an attorney present on their behalf to provide them with advice, but their attorney may not speak or otherwise participate in the proceeding. The Grievance committee may also have any attorney present to assist the committee in the conduct of the hearing.

In any hearing, Grievance Committee members may question witnesses to evaluate all of the relevant facts of the given case. This shall not preclude parties to the hearing from questioning witnesses.

All Committee hearings shall be private and witnesses shall be excluded except for the period of their questioning.

Within ten business days following the hearing, the Grievance Committee shall issue its written report and recommendation. including the Committee’s rationale for the decision and any dissenting opinion. Only those committee members who have heard all testimony and evidence of a given case may note on the Committee’s recommendation.

The Grievance Committee’s recommendation is final and may include immediate discharge from employment, and/or expulsion from the program in which he or she is enrolled and/or suspension and termination of the membership rights of the person charged, as well as expulsion from the facilities of the Institute.