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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Here are some important questions that deserve answers and for those trying to downplay the situation, we all know who you are. That alone speaks volumes about the leadership at DCSC:

1) Was it appropriate for a CXO to initiate repeated personal or intimate communication with a subordinate, especially after that subordinate clearly declined?

2) In any professional environment, wouldn’t such behavior typically lead to disciplinary action or even termination, given the clear power imbalance and ethical concerns?

3) Why has the Executive Director consistently defended and protected the CXO, despite multiple red flags and concerns raised internally?

4) Why has the board remained silent instead of being transparent with the families who placed their trust in this club?

5) If the roles were reversed, would a male employee have been treated the same way or held to a different standard?

6) If leadership failed to address this openly, is it really wrong for someone to defend their reputation when no one else is willing to speak up?[/quote]

As a lawyer, wholly disconnected from DCSC leadership, there are two issues with this line of questioning:

1) individual sexual harassment or hostile work environment claims are rarely publicized to customers of the company and in fact they may not be able to do so for legal reasons.
2) most sexual harassment and hostile work environment claims (whether involving a male or female) do not result in termination of the employee even if validated after internal or external investigation.[/quote]

Thank you for your legal perspective, but with all due respect, this isn’t just a legal issue, it’s also a leadership, ethical, and community trust issue.

1) While it’s true that legal constraints often limit public disclosure, transparency isn’t about revealing every detail of an investigation, it’s about acknowledging that something serious occurred and assuring families that it was handled appropriately. In a youth organization, silence and vague responses only fuel more distrust.

2) The fact that many sexual harassment cases don’t lead to termination isn’t justification, it’s a problem. Especially when the accused is in a position of power and the organization chooses to protect leadership over accountability. That’s how toxic workplace cultures persist.

This isn’t about legal technicalities, it’s about the example being set for staff, players, and families. And right now, the lack of accountability speaks louder than any policy.[/quote]

I would guess they have a lawyer in all of these internal conversations given that Tom has made a legal claim against them.  I am not sure that they could override the legal issues with the more amorphous leadership, ethics and community trust issues you raise.  (Also let's be honest, it's a back office administrative officer with minimal contact with the kids and not even most parents know other than as a name at the bottom of e-mails.)

I am not sure this sexual harassment case is the best to hold us as the "problem".  Using the victim's own version of the facts:  The accused apologized in writing, changed their behavior to be more professional, and was made to undergo training.  The victim was not subject to any retaliation, was not subject to further harassment after the complaint and received a promotion out of the reporting line of the accused.

Maybe I'm just jaded because I'm a lawyer who won't be affected either way but, based on Tom's version, I would characterize DCSC's response as "fine" based on the circumstances even if it could have been improved in certain ways.  But even in the perfect version of the response, I don't see why I would have had hear about it.

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