Defining Doctrine

In Church, and in Church-related discussions, I often hear people differentiate Church policies from doctrine. Policies, they say, can (and not infrequently do) change; doctrine, on the other hand, cannot. It has never changed and will never change.

These doctrine-vs.-policy discussions are rarely satisfying, in my experience. We argue over whether we’re talking about doctrine or policy, but rarely make it any further. And in part, I believe, the impediment is that we don’t really have a clear sense of what we’re talking about when we say “doctrine.”  [Read more...]

BYU’s Honor Code and Hostile Environment Sexual Harassment

No cap sleeves, slit one inch above knee. Come to daddy!

Does the BYU honor code create or discourage sexual harassment?  Does the increasingly stringent focus on female modesty create or discourage objectification of women?  In both cases, women are often singled out and approached by total strangers who feel it’s acceptable to make comments on their appearance.  In the work place, this behavior may constitute creating a hostile work environment.  At BYU, we call it standing valiantly for right.

In employment law, hostile environment sexual harassment refers to a situation where employees in a workplace are subject to a pattern of exposure to unwanted sexual behavior . . . It is distinguished from quid pro quo sexual harassment, where a direct supervisor seeks sexual favors in return for something . . . courts have . . . recognized hostile environment as an actionable behavior since the late 1980s. [Read more...]

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