Yes, there is work to be done. We also believe there is a difference between workplace abuse and organizational conflict. Individuals citing organizational abuse may not have all the facts and can easily make assumptions without all the evidence. Conflict, by nature, is multifaceted and includes more than one perspective.

We do want you to know that, when employee transitions occur, MCC does not, as a matter of practice, use non-disclosure agreements (NDAs) or non-disparagement clauses. In almost all cases, these types of agreements are unnecessary. In the rare occasion when there is potential for a lawsuit, our legal counsel provides us with templated agreements in which both sides agree to not pursue further litigation or disparage the other side.

“The letter describes situations in which the writers say MCC program directors, executives and human resources staff disregarded workers’ health and MCC policies about medical needs. Supervisors ignored safety needs during times of instability and delayed or resisted providing health care, the writers say. They say that when needs were expressed or abuse reported, workers experienced harassment or silence before abrupt termination. One couple in Africa stated the termination letter they received contained inaccurate claims.”

“We acknowledge the hurt expressed by these former MCC staff members. We want to respond with humility and compassion. People are fallible and as a result, MCC is constantly reviewing policies and procedures to ensure they meet the complex needs of our staff and reflect the difficult locations where we serve. As people serving people, our goal is to ensure the ongoing health and safety of all our workers….

We will share the facts as we know them in a court of law at the appropriate time….

MCC’s HR staff are committed to engaging with respect and care. They are individuals of faith who are consummate professionals working with different countries, cultures and rapidly changing situations.”