Food Policy

"Of every tree in the garden thou may freely eat..." (Gen 2:16)

As the central Jewish meeting place for all of inland Mendocino County, we honor and abide by the following guidelines for how we shall eat together at our shul:

Milk and meat products will not be cooked or served together.

To simplify this, no meat will be served.

Food will be dairy and/or vegetarian.

Fish (parve) with both fins and scales may be served.

No Shellfish.


Sexual Harrassment Policy

In order to fulfill our mission of quality religious and social services to its members, the community and the World, Kol HaEmek is committed to providing an environment that is free of sex discrimination, including sexual harassment. In keeping this commitment, we maintain a strict policy prohibiting any form of sexual harassment including but not limited to verbal, physical and visual harassment. We strongly disapprove of discriminatory harassment in any form.

Any person who believes he, or she, has been harassed at a Kol HaEmek event by another person, a board member or employee of Kol HaEmek should promptly report the facts of the incident or incidents and the names of the individuals involved to the president of the Board and/or the Rabbi. These people will investigate all such claims and take appropriate corrective action.


When you learn of possible sexual harassment, it is your responsibility to take the following action:

1. Get a statement from the employee.

The employee should submit a thorough and concise account of the incident or incidents. It may be in writing or verbal, but written is preferred. If in writing, the claim should be thoroughly stated and signed. If verbal, the investigator must document the incident, ask the employee to read the statement, and both sign it.

2. Fully inform the complainant of his/her rights.

Once you have been notified, or gain knowledge of possible harassment, you must promptly and clearly inform the complainant that the following actions will take place:

a. A thorough investigation will be conducted and all aspects of the incident kept confidential. Only those with a legitimate right to know will be involved.

b. When the investigation is completed, the complainant will be advised as to the findings.

c. Reassure the complainant that there will be no retaliation.

3. Fully and effectively investigate the complaint.


To emphasize the seriousness of harassment in our environment, the board will yearly send a copy of this policy and procedure to all employees and board members.



The investigation will follow the following guidelines:

a. With whatever assistance is required by the board, employees or by outside services, a thorough and objective investigation must occur which includes:

b. Ask the complainant to describe, in writing, the nature of the harassment, to specify when and where it occurred and to identify witnesses.

c. Question witnesses. The alleged harasser should not be identified to third‑party witnesses. Reassure witnesses that the investigation is confidential and that no retaliation will be permitted.

d. Question the alleged harasser about the complaint asking him/her to describe what, if anything, happened or was said, when, where and whether there were any witnesses. The alleged harasser may respond in writing to the accusations. This document is kept confidential.

e. Complete the investigation fairly and objectively without relying upon assumptions about either party.

f. Make a careful and objective determination of the merits of the claim.

g. Document the entire investigation. Documentation must be kept segregated from the affected employees' files unless you conclude that harassment has occurred and discipline is imposed.

h. If the investigation ends with a conclusion that there has been no harassment, both the complainant, along with the accused should receive this decision with a repeat copy of this policy.

i. If the investigation ends with a conclusion that harassment has occurred then the accused will be penalized, by the board with at least one of the following:

1. Notice of sexual harassment put into the file.

2. Leave without pay from duties –duration to be determined.

3. Discharged from serving Kol HaEmek – duration to be determined.

4. Prevented from attending any Kol HaEmek function – duration to be determined.

5. Notifying the sheriff’s office and/or district attorney’s office.

j. If it is a board member, or the president of the board who is accused, then the investigation and penalization will occur without that member deciding.





Copyright 2005 Kol HaEmek. All Rights Reserved.