Urshan is committed to excellence in education that is based on Christian values and standards. UU believes this goal can only be achieved in an environment free of discriminatory behavior, sexual harassment, or retaliation. Discriminatory behavior, sexual harassment, and retaliation undermine the mission of UU and UGST. The intent of Urshan is to provide an environment for students, employees, and faculty that is free from these practices.
Discrimination, harassment, and retaliation of any form are a violation of a person’s rights, dignity, and integrity. Such acts debase the integrity of the educational process and are contrary to the mission and values of Urshan. In response to any reported misconduct, the administration will take appropriate steps to eliminate the misconduct, prevent its recurrence, and address its effects. Urshan will review and investigate all reports, and provide for fair and impartial evaluation and resolution. Retaliation is prohibited against a person who makes a report of discrimination or harassment.
Several Federal, State and local laws prohibit discrimination and harassment in employment on the basis of legally protected characteristics. In addition, Title IX of the Federal Civil Rights Act, and the Federal Clery Act, prohibit discrimination, including harassment and violence, on the basis of gender and sex in federally funded educational programs and activities.
In employment, in access to educational opportunities, and in all other areas of life, Urshan prohibits unlawful discrimination and harassment on the basis of race, ethnicity, color, national origin, age, religion, disability, gender, marital status, and other characteristics protected by federal, state or local statute or ordinance. Because Urshan is a Christian institution, the institution may, under the Free Exercise Clause of the First Amendment to the Constitution of the United States and various relevant statutes, lawfully discriminate on the basis of religious and confessional criteria in its employment and educational practices. One example is Urshan’s use of Apostolic doctrine and faithful church attendance as conditions of employment for faculty and administrators with faculty status. Another example relates to sexual conduct. Although it is the institution’s policy to assure equal opportunity in its hiring, personnel practices and admissions without regard to marital status, sexual relations outside of marriage are prohibited. Marriage, as understood by the UPCI is a sacred union between a man and a woman.
In addition to prohibiting discrimination on the basis of disability, Urshan is committed to fulfilling its legal obligations to provide accommodation. A disability is a physical or mental substantial impairment that significantly limits or restricts a major life activity such as hearing, seeing, speaking, breathing, performing manual tasks, walking or caring for oneself.
Urshan is committed to providing qualified students with disabilities with reasonable accommodations and support needed to ensure equal access to the academic programs and activities of Urshan. Requests for an accommodation should be directed to the Academic Dean of the individual school a student is attending.
Urshan is committed to providing reasonable accommodation(s) to all qualified employees with known disabilities, where their disability affects the performance of their essential job functions, except where doing so would result in undue hardship on the institution. An employee with a disability who needs an accommodation to perform the essential functions of his/her job should contact the Executive Vice President to make such a request.
Discrimination is defined as unequal, adverse treatment of an individual because of his or her protected legal status, such as race, age, or gender. For instance, different treatment of two similar individuals with respect to pay, opportunity for advancement, or educational opportunity constitutes discrimination if the reason for the different treatment is the protected status of one of the individuals.
Harassment is defined as unwelcome verbal or physical conduct that is sufficiently severe, persistent or pervasive such that it unreasonably interferes with, denies, or limits someone’s employment access, benefits or opportunities, and/or the ability to participate in or benefit from Urshan’s educational program and/or activities, or constitutes retaliation.
Examples of harassment based on actual or perceived membership of a protected characteristic, whether race, ethnicity, gender, age, or any other protected characteristic include, but are not limited to: epithets, slurs, denigrating jokes or negative stereotyping; threatening or causing physical harm, extreme verbal abuse, or other conduct which threatens or endangers health or safety; written or graphic material that degrades or shows hostility or aversion; pranks or horseplay intended to embarrass or humiliate; imposing submission to unwelcome verbal or physical conduct; stalking, bullying, hazing; any other action that is motivated by the actual or perceived membership of the victim in a protected class.
Although many acts of sexual misconduct can be addressed within a general nondiscrimination and harassment policy, federal regulations require institutions of higher education who receive federal funding to address with specificity sexual misconduct. Sexual misconduct includes, but is not limited to, the following prohibited conduct: sexual harassment, non-consensual sexual contact, non-consensual sexual intercourse, sexual exploitation, and consensual romantic and sexual relationships between people of unequal power.
Retaliation, also called retaliatory harassment, is any adverse employment or educational action taken against a person because of the person’s participation in a complaint or investigation of discrimination or harassment of any kind. Retaliation against an individual for alleging harassment, for supporting a complainant, or for assisting in providing information relevant to a claim of harassment is a serious violation of Urshan policy. Individuals who engage in such actions are subject to discipline up to and including suspension or dismissal from school, consistent with the institution’s procedures. Acts of alleged retaliation should be reported immediately to the Title IX Coordinator. Urshan is prepared to take appropriate steps to protect individuals who fear they may be subjected to retaliation.
Violations of the Title IX Policy, including gender and sex-based harassment and discrimination, must be reported under Federal law. Whoever receives such reports or observes such behavior is required to report all violations. Urshan’s commitment to an environment free from discrimination and harassment calls on every member of the community to be vigilant in deterring and reporting all violations.
Reporting may pose concerns about confidentiality, the effect on the reporter or on other persons. Or a reporter may wonder whether the observed offense is serious enough to report. To assist and support the reporter, the following resources are available: the Dean of Student Services office, EVP’s office, off-campus local and state agencies, and counselors recommended by the Dean of Student Services.
Confidentiality and privacy for the reporter are valued. In working with reporters, the institution will be guided by the goals of empowering the victim and allowing the victim to retain as much control over the process as the case allows, but no Urshan employee (other than the Director of Spiritual Life/ Campus Pastor, under certain circumstances) can or may promise confidentiality over the entire course of the process. When the investigation and/or resolution process requires disclosure of certain information, Urshan will keep the reporter informed, and protected to the extent permitted by the circumstances.
The investigation will be conducted with no pre-disposition position towards any particular finding or result. The investigation will be a fair, objective, impartial and thorough inquiry into the allegations of the complaint, the responses and defenses raised by the respondent, and other relevant issues. Complainants and respondents, as well as other witnesses, will be respected and their suggestions and input concerning the scope and focus of the investigation will be given due regard. When appropriate or needed, the Title IX Coordinator may utilize outside assistance in conducting an investigation. The Title IX Coordinator will notify the appropriate administrators (Academic Deans, Executive VP) when an investigation begins and update them as needed throughout the process.
Urshan will seriously investigate all complaints. However, it also recognizes that false complaints are likely to cause significant damage to the person and reputation of an individual who is wrongfully accused. Individuals found to have knowingly made false complaints will be subject to disciplinary action. A complaint that is erroneous but made in good faith will not be subject to disciplinary action.
Additional information about this policy is available upon request from the Office of the Dean of Student Services.
Our Senior Pastor Matthew Johnson has been involved in ministry for more than 25 years. Prior to full time ministry the Johnsons both worked in the healthcare field. Pastor Johnson is an Ordained Minister of the UPCI, received his MBA summa cum laude from William Woods University, received his specialty MBA summa cum laude in healthcare administration, and is board bertified in ambulatory surgery management.
Pastor Johnson serves on the Board of Trustees for Compassion Services International (CSI) as well as the UPCI Stewardship Advisory Council.
The Johnsons formerly served the executive team for UPCI Youth Ministries and also served as members of the Missouri Youth Ministries leadership team.
They are the proud parents of Abriah & Jace who are the joy of their lives, along with their two Goldendoodles, Opie Taylor & Ginger Lou. The Johnsons enjoy family time together kayaking, exploring the great outdoors, and also searching for new coffee shops wherever they travel.
Nathan and Larkin Venturini have been married and serving in ministry together since 2018. They are looking forward to welcoming their first child in August of 2023. Outside of his involvement with The Sanctuary, Nathan is an Operations Analyst for Toyota Material Handling, and Larkin is a Speech Language Pathologist for Bartholomew County Schools. Larkin is a member of The Sanctuary Kids Ministry Team, participates in The Sanctuary Choir, and is involved with Bible Quizzing. They are glad to have made Columbus their home, and are excited about what is happening in the community and church.
Vaneesa McCreary and her husband, James McCreary, married in 1998. Together they have one son, Jameson. Throughout the years Vaneesa has helped in a Private Christian middle/ high school office doing anything from state reporting to substitute teaching in various classes, as needed. In 2021, Vaneesa relocated and started working part-time in The Sanctuary daycare. Later on she was asked to fulfill the role as the new daycare director. From June 2022 to December 2022, she worked in each classroom to better understand the schedule and responsibilities as well as completed director specific job training. In December 2022, she officially became The Sanctuary Church Daycare Director.
Matt and Tamera Gordon have been married and have served in music ministry since 1997; as well as teaching music for many years. They have one daughter, Ava. The Gordon's have been a part of The Sanctuary since 2015.
Jorge and Amy Otiz serve as our Spanish church pastors. Prior to their pastorship, they along with their 3 children, have helped in several missions works in various countries around the world.
Jonathan and Tori got married in 2014, have one daughter named Nora, and one dog named Gus. The Vailes have served as Children's Pastors at The Sanctuary since 2015 while also serving in many administrative capacities and other ministries. Prior to his transition to a full-time ministry position, Jonathan was a music teacher within the BCSC school corporation. Now, with his Master's degree in Business Administration, Jonathan is the Finance Coordinator and Children's Pastor. Tori is a 3rd grade teacher in the BCSC school corporation and serves part-time at The Sanctuary to support administrative needs.
The Sizemores have served in youth ministry for over ten years, the past seven being the youth pastor's here at The Sanctuary. They lead our thriving youth and young adults group and are passionately serving in many other areas of the church. Mikayla earned her Bachelor's in Education from Indiana University and has been a special education teacher for nearly a decade. Austin earned his Bachelor's in Economics from Marian University where he won two national championships as a football player. They have been married for 7 years and recently had their first daughter Jade in 2021.
Gwendolyn McLaurine MS, LMHCA, NCC completed her Bachelor's Degree in Journalism and a Master's Degree in Mental Health Counseling. She is a licensed mental health counselor in Indiana and a licensed professional counselor in Michigan. She is the owner of Living Water Mental Health LLC where she provides office and teletherapy services and specializes in helping individuals overcome the effects of childhood trauma. She has ten-plus years of individual, family, and crisis counseling experience. Gwendolyn is eclectic in her approach to therapy and seeks to use the most effective and appropriate method to address her clients' needs.
Gwendolyn is a wife, mother of two, and lover of shopping malls. She and her husband Reggie attend The Sanctuary in Columbus, Indiana, serving on the leadership team as assistant pastors
Assistant Pastors at The Sanctuary; Rebekka and Matthew Mullins have been married, and served together in ministry since 2004 and have 4 beautiful children. Matthew is Vice President at a global fortune 500 company and a partner and CEO of Equipping Leaders. With 20 years of pastoral experience, he also teaches global audiences, and offers coaching in strategy, human resources management, and leader development.