GRIEVANCE AND COMPLAINTS POLICY AND PROCEDURE
Treeleaf Zendo, a Soto Zen Sangha
Introduction
As detailed in the STATEMENT OF ETHICAL PRINCIPLES AND PROCEDURES, we at Treeleaf endeavour to uphold appropriate communication and behaviour in relation to others at all times, based on the sixteen Sōtō Zen precepts, and a desire to benefit all beings.
However, everyone is fallible, and human relationships are complex. As a result harms may occur despite our best intentions, and in order to safeguard the wellbeing of members of Treeleaf Zendo and those associated with it, it is necessary to have a procedure whereby grievances and complaints can be brought to the attention of the sangha leadership, and resolved.
This present document outlines the policy and procedure that will be undertaken in the event of a grievance or complaint brought by a member of the sangha, or outside party against Treeleaf Zendo as a result of the actual or perceived misconduct of an associated priest or teacher. We acknowledge the use of the San Francisco Zen Center document Conflict Resolution, Informal and Formal Complaint, and Ethical Review Processes (https://www.sfzc.org/about/how-san-f...view-processes ) in the formation of this statement and thank them for their work in this area.
The Grievance Procedure
Based on the nature and severity of the incident, there are a number of different procedures that can be employed in order to address the situation. These range from informal discussion between those involved to a full investigation by the Ethics Committee, and are as follows:
(1) Informal Communication Between Parties: The aggrieved person, if appropriate, may directly contact the person(s) who have allegedly acted inappropriately and make an effort to reach an understanding and to resolve differences privately. If desired, advice may be sought from Treeleaf priests or teachers on how to approach this, or the process of contact may be carried out independently.
(2) Mediated Communication Between Parties: If the grievance is not resolved under the prior step, or direct contact is deemed inappropriate, the aggrieved person may consult informally with designated priests and designated members of the Sangha (further referred to as "Ethics Representatives") in an effort to informally mediate and resolve the issue.
In relation to these two steps above, San Francisco Zen Center have developed a Communication Protocol for working through these potentially difficult conversations that may be helpful. This appears in appendix A of their Conflict Resolution document and is provided as an appendix at the end of this policy in order to similarly act as guidance for our own sangha.
(3) Making A Formal Complaint: If the prior steps are not appropriate or successful in resolving the matter, the aggrieved person may file a complaint to the Ethics Committee and this will be sent to all of the designated Ethics Representatives for review in collaboration with Jundo (except in the circumstance in which Jundo himself is the subject of the complaint).
The aggrieved person who is the complainant will at this point be asked to provide the following details:
1. The name of the person whom the complaint is against
2. A description of the situation that transpired to lead to the complaint, including the behaviour of the complainant that is perceived as a transgression of the Treeleaf STATEMENT OF ETHICAL PRINCIPLES AND PROCEDURES.
3. A summary of any attempts made to resolve the issue.
4. The desired outcome of the aggrieved person to resolve the issue.
Upon review of the complaint by the designated Ethics Representatives, they will meet with Jundo to determine whether the complaint is deemed valid and of sufficient severity to be forwarded to the members of the Ethics Committee for their investigation. An investigation will always be necessary if the matter involves a serious violation of conduct by a Treeleaf priest or teacher, including Jundo himself (for example sexual harassment, fraudulently requesting money or anything which is in and of itself illegal).
If the complaint is not considered sufficiently severe to require the involvement of the Ethics Committee, a written statement will be drafted by the Ethics Representatives to explain why this decision was taken which will be sent to the aggrieved person. It may also be decided that, although the matter is not considered sufficiently severe to require the involvement of the Ethics Committee, action may still need to be taken internally, including (but not limited to) private discussion with the parties involved, disciplinary action pertaining to one or more of the parties regarding their future conduct, and potential suspension from the sangha for a short cooling-off period. A record of any action will be kept within the Priest Training forum and also conveyed to the aggrieved person.
The Role of the Ethics Committee on Receipt of a Formal Complaint
Upon receipt of a complaint, the members of the Ethics Committee should begin to investigate any matter deemed valid by the Ethics Representatives. Any member of the Committee who is the subject of a grievance hearing will be excluded from all matters relating to the Committee for the period of the enquiry (this includes being active in any other Ethics Committee investigations of discussions being handled at this time).
The stages of an investigation are as follows:
i. The person who allegedly acted inappropriately shall be contacted by a member of the Committee and respond to the allegation in writing within one week of that request.
ii. The Committee may contact and seek information from others who have knowledge relevant to the case under discussion, such as witnesses to the event, and also request any written communication pertinent to the complaint, including that which has occurred on forums or in private messages. A refusal by either side to provide requested information may be considered significant in terms of reaching a conclusion of the validity of the complaint.
iii. The Committee shall meet to discuss the statement from the person alleged to have committed a grievance, together with the information gathered in Stage ii, and recommend any action needs to be taken in response to the allegation. It is desirable that any decision reached and subsequent recommendation for action can be reached by a consensus between members of the Ethics Committee. However, if this is not possible, a decision by the majority of members is acceptable. Any member of the committee having strong views against the agreed upon outcome is allowed to state their reasons for disagreeing with the majority decision.
If it is decided that there is a case to be answered, the findings and recommendations of the Ethics Committee shall be published as an official statement on the Treeleaf Forum, unless there is a very good reason not to do so, such as protecting the aggrieved person who brought the complaint.
If it is decided that there is not a case to be answered, it still may be considered appropriate to publish this on the Treeleaf Forum, especially in the case in which there are rumours of the alleged transgression.
The decision on whether to implement the recommendations of the Ethics Committee shall be taken by Jundo in discussion with the senior priests. A statement shall be published on the Treeleaf Forum about the action being taken and explaining why the recommendations have or have not been followed.
Treeleaf Ethics Representatives
The Treeleaf Ethics Representatives will consist of three members of the sangha, either lay or priest, who have a background or professional role concerning ethics or law (this may include lawyers, social workers, police officers, and other related professions).
A Treeleaf Ethics Representative may also be a member of the Ethics Committee.
The current Treeleaf Ethics Representatives are:
Shujin Chris Armel
Meishin John Hesley
Jinyo Paula Burns
They are each members of our Ethics Committee, and their information and contacts are listed immediately below.
Ethics Committee
A committee consisting of Jundo Cohen, two designated Unsui or Priests from Treeleaf, two general (lay) members and one or more independent outside members shall be established. Given the primarily online nature of our sangha in which the conducting of an election of the total membership will be difficult, the general members and outside members will be nominated by the unsui or priests in consultation with the other sangha priests, current members of the committee and several long-time members of this community. Once consensus about the prospective members has been reached in this group, the candidates will be presented to the sangha, and appointed to the committee unless written complaints regarding an appointment are received within one week from name posting in our Forum from any ten (10) or more general members requesting that the person not be appointed, in which case the person will not be eligible for membership on the committee. Ethics Representatives and any amendments to these Policies and Procedures will be proposed and approved in like manner. The powers of the Committee will be to investigate any complaint of an ethical violation, to interview the parties concerned, and to write a written report thereof (including recommended corrective actions). This report may be made public and publicized by posting the same in the “ethics and complaint” thread of the Treeleaf Forum when so agreed by three (3) or more committee members. Otherwise it will be kept private for discussion and mediation between and among the Committee members and the parties concerned in the investigation (and when the complainant has requested no public disclosure). Any member of the committee deemed a subject of investigation shall not participate in deliberations and voting on any matter regarding the investigation. If a majority of Committee members are deemed to be subjects of investigation, a special committee of uninvolved persons shall be established by the above procedures to conduct the investigation.
The current members of the Treeleaf Ethics Committee are:
1- Denis Kyrill Esposito (joined our Forum in October 2009, but currently independent and outside)
PROFILE: https://www.treeleaf.org/forums/memb...12372-Kyrillos
PM: http://www.treeleaf.org/forums/priva...=newpm&u=12372
or
frkyrill[a]comcast.net
Kyrill was formerly a former Monk of the Benedictine Order, now retired as an ordained Byzantine Catholic priest after serving over 40 years. He is also long sought to find the common between the Christian religion and Buddhist practice, and thus underwent Shukke Tokudo ordination in a Chan Buddhist Lineage (not affiliated with Treeleaf) at the Lotus Zen Temple, becoming a monastic of the Order of the Lotus Blossom, in the Chan lineage of Hui Neng, where he was given the ordination name Yin Che Seishin ("Complete Seal Sacred Heart") Of late, Kyrill has felt called to Judaism.
2- Martin Plowman, Esq. (joined our Forum in June 2007, but currently independent and outside)
PROFILE: http://www.mediation1st.co.uk/?p=martin.plowman
PM: http://www.treeleaf.org/forums/priva...=newpm&u=11934
or
martin[a]mediation1st.co.uk
Martin is an attorney-at-law (solicitor) in the UK, one of the original and regular members of our community, and an expert mediator (and meditator!). The web page for his law and mediation office is here ( http://www.mediation-1st.co.uk/?p=martin.plowman ). He is highly respected in his field of dispute resolution both for his many years experience, his independence and his ability to propose and work toward solutions in difficult cases.
3- Onkai Laurie Zolas (joined our Forum in August 2015, was Ordained as a Novice Priest in Training in 2022, and is to receive Dharma Transmission in April 2025)
PROFILE: https://www.treeleaf.org/forums/member.php?15118-Onkai
PM: https://www.treeleaf.org/forums/priv...=newpm&u=15118
Onkai lived most of her adult life in New York City, where for many years she was an administrative assistant. She completed a Bachelor's degree at Lehman College in the Bronx in 2010 and was inducted into Phi Beta Kappa in 2009. She began practicing sitting and Metta meditations with some books by Thich Nhat Hanh. Then she explored several Buddhist organizations in New York City before practicing with the Village Zendo. After she moved to North Carolina with her mother, it was difficult to get to a Zen center because of distance, so she was glad to find Treeleaf.org through an advertisement in a magazine. It is important to her to make sure that Treeleaf is a safe place to practice and join in the conversations.
4- Myogan Dr. Marc Connery (joined our Forum in August 2015)
PROFILE: https://forum.treeleaf.org/member/15114-myogan
PM: https://forum.treeleaf.org/messagecenter/new/15114
Dr. Marc Connery is a medical school graduate of the University of Illinois, with special focus on preventative care and family medicine. From there he completed his pediatric residency and subsequently attained Board Certification in Pediatrics. He is a member of the American Academy of Pediatrics.
5- Meishin John Hesley (joined our Forum in May 2014 2015)
PROFILE: https://forum.treeleaf.org/member/14525-meishin
PM: https://forum.treeleaf.org/messagecenter/new/14525
ohn Meishin Hesley is a retired psychologist in Arlington, Texas. He has a master’s degree in theology, a Ph.D. in experimental psychology, and formerly was an ordained Presbyterian minister. He was in private practice as a clinical psychologist for 45 years during which he provided psychological services to adults, adolescents and children, specializing in assessment and testing. He is a published author and has presented mental health workshops and seminars throughout the United States. Meishin joined Treeleaf in 2014 and received the precepts in 2015. He had previously practiced at Maria Kannon Zen Center in Dallas, Texas. At present he facilitates a sitting group in Arlington. He is married and has a son and a daughter and three grandsons.
6- Shujin Chris Armel (joined our Forum in February 2010, and was Ordained as a Novice Priest in Training in 2023)
PROFILE: https://forum.treeleaf.org/member/12434-shujin
PM: https://forum.treeleaf.org/messagecenter/new/12434
Shujin is a retired police office, now a middle school math teacher for students with disabilities.
7- Jinyo Paula Burns (Jinyo/Willow, joined our Forum in January 2012)
PROFILE: https://www.treeleaf.org/forums/member.php?12764-Jinyo
PM: http://www.treeleaf.org/forums/priva...=newpm&u=12764
Jinyo writes, "I am now retired having trained as a psychotherapist in the 1980’s. I worked in private practice and also as a counsellor in the prison service. My work required a high standard of ethics and sensitivity to issues of confidentiality. I have a deep commitment to the principles and life ethics of Buddhism, and to being an active member of Treeleaf Sangha."
8- Lana Hōsei Berrington, a Soto priest from the UK who is not a member of the Treeleaf community.
e-mail: lana[a]zeninlondon.co.uk or hosei[a]berrington.ca
I have been formally practising Zen since 2001 - just over a year after I moved to England from Canada. I received the precepts in 2003 and the Nun ordination in 2006 from my master, Mokuho Guy Mercier [Lineage of Master Taisen Deshimaru]. I'm responsible for leading the London soto Zen groups at Caledonian Road and Warren Street. When I'm not wearing robes, I pay the rent by working as a freelance web designer / front end developer .. turning freelance in 2004 so I could devote more time to practice and this continues to be the focus and priority in my life.
9- Jundo Cohen, teacher at Treeleaf Sangha
e-mail: jundotreeleaf[@]gmail.com
Jundo's biography is here:
Appendix: San Francisco Zen Center (SFZC) Communication Protocol for Practicing with Conflicts and Disagreements
The following protocol has been developed to encourage members of the SFZC community to take the initiative for informal, face-to-face communication when there is disagreement or conflict. It offers a respectful and considerate way to promote resolution and restore harmony in accord with our values and practices. This protocol is a work in progress; you are encouraged to take it up as a form for resolving conflict, and to make suggestions for changes and improvements.
If you have a conflict or concern you wish to address with a member of the community…
Preparation
1. Reflect on the potential benefits of having a conversation to address the issue or concern. There may also be potential drawbacks, or better ways to address the issue.
2. In preparing for the conversation, consider the other person’s perspective; reflect on your own part in the conflict; and keep in mind that you don’t know what you don’t know.
3. Consider checking in with a trusted third party (e.g., a practice leader, friend, or conflict resolution facilitator) who can serve as a confidential sounding board and provide impartial, compassionate feedback or guidance to you. In enlisting this person’s support, be clear that you wish to avoid gossip or other divisive dynamics.
4. Respectfully request a conversation. Briefly state the issue and share your intention, if possible, in terms of a shared value or goal, so the other person has a chance to reflect before the meeting. For example, “Could we meet to talk about _______ so we can continue our work together better?”
5. Set a time and place, and decide if you would like a neutral third party to witness or facilitate.
The Conversation Itself
1. You may wish to begin by bowing, thanking the other person for agreeing to the conversation, acknowledging discomfort, or sitting quietly for a moment before beginning.
2. Share your intentions for meeting together.
3. Assume positive intent on the part of the other and be curious and open. Be sensitive to cultural differences and different communication styles.
4. Share your view of the situation using “I” language, owning your own perspective and experience. Describe how the situation has affected you, emotionally and/or functionally. Make an effort to let go (or acknowledge the presence) of assumptions, interpretations, judgment, and blame.
5. Ask the other to share their perspective and experience. Listen carefully and be prepared to work towards a mutually beneficial solution.
6. At the end of the meeting, check for mutual understanding, agree on next steps, and determine how and when you will follow up with each other. Decide together if the results of your discussion will affect others, and if so, what should be communicated to them (e.g., to inform others who are aware of the conflict that it has been resolved). Clarify whether the conversation will otherwise remain confidential.
If you are the receiver of a concern from another member of the community…
Preparation
1. Prepare by reviewing this communication protocol.
2. Assume positive intent on the part of the person who has initiated the conversation. Think of it as a learning conversation, and cultivate an attitude of respect, curiosity, openness, and empathy.
3. Reflect on the potential benefits of having a conversation to address the issue or concern. There may also be potential drawbacks, or better ways to address the issue.
4. In preparing for the conversation, consider the other person’s perspective; reflect on your own part in the conflict; and keep in mind that you don’t know what you don’t know.
5. Consider checking in with a trusted third party (e.g., practice leader, friend, or conflict resolution facilitator) who can serve as a confidential sounding board and provide impartial, compassionate feedback or guidance to you. In enlisting this person’s support, be clear that you wish to avoid gossip or other divisive dynamics.
The Conversation Itself
1. Engage in active listening without interrupting, except to ask brief clarifying questions. Notice any new information you have gained. Accept the person’s narrative as something that is true for them.
2. Reflect back what you have heard, checking for accuracy and completeness.
3. Share your perspective on the situation and its impact on you. Be prepared to discuss possible solutions.
4. At the end of the meeting, check for mutual understanding. If necessary, agree on next steps and determine how you will follow up with each other. Decide whether the result of your discussion will affect others, and if so, what should be communicated to them. Clarify whether the conversation will otherwise remain confidential.
If both parties make a good faith effort to resolve the problem, but are unable to do so, options include (all with mutual agreement):
● Enlist the support of an impartial third party (e.g., someone trusted by both parties, conflict resolution facilitator, or practice leader).
● Take a break and return to the issue at a later date.
● Respectfully disagree, let it go, and move on.
● Raise the issue with a decision-maker (e.g., Director or supervisor) if there are questions about policy or job descriptions, a request to change roommates or jobs, or a request for no contact.
Reminders
● Conflict and disagreement are inevitable parts of living and working with other people. It is potentially very productive and can help deepen our intimacy and ease with each other.
● Communicating in conflict is a practice, and it may take time to develop skills in this area. The more you practice, the easier it will become.
Treeleaf Zendo, a Soto Zen Sangha
Introduction
As detailed in the STATEMENT OF ETHICAL PRINCIPLES AND PROCEDURES, we at Treeleaf endeavour to uphold appropriate communication and behaviour in relation to others at all times, based on the sixteen Sōtō Zen precepts, and a desire to benefit all beings.
However, everyone is fallible, and human relationships are complex. As a result harms may occur despite our best intentions, and in order to safeguard the wellbeing of members of Treeleaf Zendo and those associated with it, it is necessary to have a procedure whereby grievances and complaints can be brought to the attention of the sangha leadership, and resolved.
This present document outlines the policy and procedure that will be undertaken in the event of a grievance or complaint brought by a member of the sangha, or outside party against Treeleaf Zendo as a result of the actual or perceived misconduct of an associated priest or teacher. We acknowledge the use of the San Francisco Zen Center document Conflict Resolution, Informal and Formal Complaint, and Ethical Review Processes (https://www.sfzc.org/about/how-san-f...view-processes ) in the formation of this statement and thank them for their work in this area.
The Grievance Procedure
Based on the nature and severity of the incident, there are a number of different procedures that can be employed in order to address the situation. These range from informal discussion between those involved to a full investigation by the Ethics Committee, and are as follows:
(1) Informal Communication Between Parties: The aggrieved person, if appropriate, may directly contact the person(s) who have allegedly acted inappropriately and make an effort to reach an understanding and to resolve differences privately. If desired, advice may be sought from Treeleaf priests or teachers on how to approach this, or the process of contact may be carried out independently.
(2) Mediated Communication Between Parties: If the grievance is not resolved under the prior step, or direct contact is deemed inappropriate, the aggrieved person may consult informally with designated priests and designated members of the Sangha (further referred to as "Ethics Representatives") in an effort to informally mediate and resolve the issue.
In relation to these two steps above, San Francisco Zen Center have developed a Communication Protocol for working through these potentially difficult conversations that may be helpful. This appears in appendix A of their Conflict Resolution document and is provided as an appendix at the end of this policy in order to similarly act as guidance for our own sangha.
(3) Making A Formal Complaint: If the prior steps are not appropriate or successful in resolving the matter, the aggrieved person may file a complaint to the Ethics Committee and this will be sent to all of the designated Ethics Representatives for review in collaboration with Jundo (except in the circumstance in which Jundo himself is the subject of the complaint).
The aggrieved person who is the complainant will at this point be asked to provide the following details:
1. The name of the person whom the complaint is against
2. A description of the situation that transpired to lead to the complaint, including the behaviour of the complainant that is perceived as a transgression of the Treeleaf STATEMENT OF ETHICAL PRINCIPLES AND PROCEDURES.
3. A summary of any attempts made to resolve the issue.
4. The desired outcome of the aggrieved person to resolve the issue.
Upon review of the complaint by the designated Ethics Representatives, they will meet with Jundo to determine whether the complaint is deemed valid and of sufficient severity to be forwarded to the members of the Ethics Committee for their investigation. An investigation will always be necessary if the matter involves a serious violation of conduct by a Treeleaf priest or teacher, including Jundo himself (for example sexual harassment, fraudulently requesting money or anything which is in and of itself illegal).
If the complaint is not considered sufficiently severe to require the involvement of the Ethics Committee, a written statement will be drafted by the Ethics Representatives to explain why this decision was taken which will be sent to the aggrieved person. It may also be decided that, although the matter is not considered sufficiently severe to require the involvement of the Ethics Committee, action may still need to be taken internally, including (but not limited to) private discussion with the parties involved, disciplinary action pertaining to one or more of the parties regarding their future conduct, and potential suspension from the sangha for a short cooling-off period. A record of any action will be kept within the Priest Training forum and also conveyed to the aggrieved person.
The Role of the Ethics Committee on Receipt of a Formal Complaint
Upon receipt of a complaint, the members of the Ethics Committee should begin to investigate any matter deemed valid by the Ethics Representatives. Any member of the Committee who is the subject of a grievance hearing will be excluded from all matters relating to the Committee for the period of the enquiry (this includes being active in any other Ethics Committee investigations of discussions being handled at this time).
The stages of an investigation are as follows:
i. The person who allegedly acted inappropriately shall be contacted by a member of the Committee and respond to the allegation in writing within one week of that request.
ii. The Committee may contact and seek information from others who have knowledge relevant to the case under discussion, such as witnesses to the event, and also request any written communication pertinent to the complaint, including that which has occurred on forums or in private messages. A refusal by either side to provide requested information may be considered significant in terms of reaching a conclusion of the validity of the complaint.
iii. The Committee shall meet to discuss the statement from the person alleged to have committed a grievance, together with the information gathered in Stage ii, and recommend any action needs to be taken in response to the allegation. It is desirable that any decision reached and subsequent recommendation for action can be reached by a consensus between members of the Ethics Committee. However, if this is not possible, a decision by the majority of members is acceptable. Any member of the committee having strong views against the agreed upon outcome is allowed to state their reasons for disagreeing with the majority decision.
If it is decided that there is a case to be answered, the findings and recommendations of the Ethics Committee shall be published as an official statement on the Treeleaf Forum, unless there is a very good reason not to do so, such as protecting the aggrieved person who brought the complaint.
If it is decided that there is not a case to be answered, it still may be considered appropriate to publish this on the Treeleaf Forum, especially in the case in which there are rumours of the alleged transgression.
The decision on whether to implement the recommendations of the Ethics Committee shall be taken by Jundo in discussion with the senior priests. A statement shall be published on the Treeleaf Forum about the action being taken and explaining why the recommendations have or have not been followed.
Treeleaf Ethics Representatives
The Treeleaf Ethics Representatives will consist of three members of the sangha, either lay or priest, who have a background or professional role concerning ethics or law (this may include lawyers, social workers, police officers, and other related professions).
A Treeleaf Ethics Representative may also be a member of the Ethics Committee.
The current Treeleaf Ethics Representatives are:
Shujin Chris Armel
Meishin John Hesley
Jinyo Paula Burns
They are each members of our Ethics Committee, and their information and contacts are listed immediately below.
Ethics Committee
A committee consisting of Jundo Cohen, two designated Unsui or Priests from Treeleaf, two general (lay) members and one or more independent outside members shall be established. Given the primarily online nature of our sangha in which the conducting of an election of the total membership will be difficult, the general members and outside members will be nominated by the unsui or priests in consultation with the other sangha priests, current members of the committee and several long-time members of this community. Once consensus about the prospective members has been reached in this group, the candidates will be presented to the sangha, and appointed to the committee unless written complaints regarding an appointment are received within one week from name posting in our Forum from any ten (10) or more general members requesting that the person not be appointed, in which case the person will not be eligible for membership on the committee. Ethics Representatives and any amendments to these Policies and Procedures will be proposed and approved in like manner. The powers of the Committee will be to investigate any complaint of an ethical violation, to interview the parties concerned, and to write a written report thereof (including recommended corrective actions). This report may be made public and publicized by posting the same in the “ethics and complaint” thread of the Treeleaf Forum when so agreed by three (3) or more committee members. Otherwise it will be kept private for discussion and mediation between and among the Committee members and the parties concerned in the investigation (and when the complainant has requested no public disclosure). Any member of the committee deemed a subject of investigation shall not participate in deliberations and voting on any matter regarding the investigation. If a majority of Committee members are deemed to be subjects of investigation, a special committee of uninvolved persons shall be established by the above procedures to conduct the investigation.
The current members of the Treeleaf Ethics Committee are:
1- Denis Kyrill Esposito (joined our Forum in October 2009, but currently independent and outside)
PROFILE: https://www.treeleaf.org/forums/memb...12372-Kyrillos
PM: http://www.treeleaf.org/forums/priva...=newpm&u=12372
or
frkyrill[a]comcast.net
Kyrill was formerly a former Monk of the Benedictine Order, now retired as an ordained Byzantine Catholic priest after serving over 40 years. He is also long sought to find the common between the Christian religion and Buddhist practice, and thus underwent Shukke Tokudo ordination in a Chan Buddhist Lineage (not affiliated with Treeleaf) at the Lotus Zen Temple, becoming a monastic of the Order of the Lotus Blossom, in the Chan lineage of Hui Neng, where he was given the ordination name Yin Che Seishin ("Complete Seal Sacred Heart") Of late, Kyrill has felt called to Judaism.
2- Martin Plowman, Esq. (joined our Forum in June 2007, but currently independent and outside)
PROFILE: http://www.mediation1st.co.uk/?p=martin.plowman
PM: http://www.treeleaf.org/forums/priva...=newpm&u=11934
or
martin[a]mediation1st.co.uk
Martin is an attorney-at-law (solicitor) in the UK, one of the original and regular members of our community, and an expert mediator (and meditator!). The web page for his law and mediation office is here ( http://www.mediation-1st.co.uk/?p=martin.plowman ). He is highly respected in his field of dispute resolution both for his many years experience, his independence and his ability to propose and work toward solutions in difficult cases.
3- Onkai Laurie Zolas (joined our Forum in August 2015, was Ordained as a Novice Priest in Training in 2022, and is to receive Dharma Transmission in April 2025)
PROFILE: https://www.treeleaf.org/forums/member.php?15118-Onkai
PM: https://www.treeleaf.org/forums/priv...=newpm&u=15118
Onkai lived most of her adult life in New York City, where for many years she was an administrative assistant. She completed a Bachelor's degree at Lehman College in the Bronx in 2010 and was inducted into Phi Beta Kappa in 2009. She began practicing sitting and Metta meditations with some books by Thich Nhat Hanh. Then she explored several Buddhist organizations in New York City before practicing with the Village Zendo. After she moved to North Carolina with her mother, it was difficult to get to a Zen center because of distance, so she was glad to find Treeleaf.org through an advertisement in a magazine. It is important to her to make sure that Treeleaf is a safe place to practice and join in the conversations.
4- Myogan Dr. Marc Connery (joined our Forum in August 2015)
PROFILE: https://forum.treeleaf.org/member/15114-myogan
PM: https://forum.treeleaf.org/messagecenter/new/15114
Dr. Marc Connery is a medical school graduate of the University of Illinois, with special focus on preventative care and family medicine. From there he completed his pediatric residency and subsequently attained Board Certification in Pediatrics. He is a member of the American Academy of Pediatrics.
5- Meishin John Hesley (joined our Forum in May 2014 2015)
PROFILE: https://forum.treeleaf.org/member/14525-meishin
PM: https://forum.treeleaf.org/messagecenter/new/14525
ohn Meishin Hesley is a retired psychologist in Arlington, Texas. He has a master’s degree in theology, a Ph.D. in experimental psychology, and formerly was an ordained Presbyterian minister. He was in private practice as a clinical psychologist for 45 years during which he provided psychological services to adults, adolescents and children, specializing in assessment and testing. He is a published author and has presented mental health workshops and seminars throughout the United States. Meishin joined Treeleaf in 2014 and received the precepts in 2015. He had previously practiced at Maria Kannon Zen Center in Dallas, Texas. At present he facilitates a sitting group in Arlington. He is married and has a son and a daughter and three grandsons.
6- Shujin Chris Armel (joined our Forum in February 2010, and was Ordained as a Novice Priest in Training in 2023)
PROFILE: https://forum.treeleaf.org/member/12434-shujin
PM: https://forum.treeleaf.org/messagecenter/new/12434
Shujin is a retired police office, now a middle school math teacher for students with disabilities.
7- Jinyo Paula Burns (Jinyo/Willow, joined our Forum in January 2012)
PROFILE: https://www.treeleaf.org/forums/member.php?12764-Jinyo
PM: http://www.treeleaf.org/forums/priva...=newpm&u=12764
Jinyo writes, "I am now retired having trained as a psychotherapist in the 1980’s. I worked in private practice and also as a counsellor in the prison service. My work required a high standard of ethics and sensitivity to issues of confidentiality. I have a deep commitment to the principles and life ethics of Buddhism, and to being an active member of Treeleaf Sangha."
8- Lana Hōsei Berrington, a Soto priest from the UK who is not a member of the Treeleaf community.
e-mail: lana[a]zeninlondon.co.uk or hosei[a]berrington.ca
I have been formally practising Zen since 2001 - just over a year after I moved to England from Canada. I received the precepts in 2003 and the Nun ordination in 2006 from my master, Mokuho Guy Mercier [Lineage of Master Taisen Deshimaru]. I'm responsible for leading the London soto Zen groups at Caledonian Road and Warren Street. When I'm not wearing robes, I pay the rent by working as a freelance web designer / front end developer .. turning freelance in 2004 so I could devote more time to practice and this continues to be the focus and priority in my life.
9- Jundo Cohen, teacher at Treeleaf Sangha
e-mail: jundotreeleaf[@]gmail.com
Jundo's biography is here:
~ ~ ~
Appendix: San Francisco Zen Center (SFZC) Communication Protocol for Practicing with Conflicts and Disagreements
The following protocol has been developed to encourage members of the SFZC community to take the initiative for informal, face-to-face communication when there is disagreement or conflict. It offers a respectful and considerate way to promote resolution and restore harmony in accord with our values and practices. This protocol is a work in progress; you are encouraged to take it up as a form for resolving conflict, and to make suggestions for changes and improvements.
If you have a conflict or concern you wish to address with a member of the community…
Preparation
1. Reflect on the potential benefits of having a conversation to address the issue or concern. There may also be potential drawbacks, or better ways to address the issue.
2. In preparing for the conversation, consider the other person’s perspective; reflect on your own part in the conflict; and keep in mind that you don’t know what you don’t know.
3. Consider checking in with a trusted third party (e.g., a practice leader, friend, or conflict resolution facilitator) who can serve as a confidential sounding board and provide impartial, compassionate feedback or guidance to you. In enlisting this person’s support, be clear that you wish to avoid gossip or other divisive dynamics.
4. Respectfully request a conversation. Briefly state the issue and share your intention, if possible, in terms of a shared value or goal, so the other person has a chance to reflect before the meeting. For example, “Could we meet to talk about _______ so we can continue our work together better?”
5. Set a time and place, and decide if you would like a neutral third party to witness or facilitate.
The Conversation Itself
1. You may wish to begin by bowing, thanking the other person for agreeing to the conversation, acknowledging discomfort, or sitting quietly for a moment before beginning.
2. Share your intentions for meeting together.
3. Assume positive intent on the part of the other and be curious and open. Be sensitive to cultural differences and different communication styles.
4. Share your view of the situation using “I” language, owning your own perspective and experience. Describe how the situation has affected you, emotionally and/or functionally. Make an effort to let go (or acknowledge the presence) of assumptions, interpretations, judgment, and blame.
5. Ask the other to share their perspective and experience. Listen carefully and be prepared to work towards a mutually beneficial solution.
6. At the end of the meeting, check for mutual understanding, agree on next steps, and determine how and when you will follow up with each other. Decide together if the results of your discussion will affect others, and if so, what should be communicated to them (e.g., to inform others who are aware of the conflict that it has been resolved). Clarify whether the conversation will otherwise remain confidential.
If you are the receiver of a concern from another member of the community…
Preparation
1. Prepare by reviewing this communication protocol.
2. Assume positive intent on the part of the person who has initiated the conversation. Think of it as a learning conversation, and cultivate an attitude of respect, curiosity, openness, and empathy.
3. Reflect on the potential benefits of having a conversation to address the issue or concern. There may also be potential drawbacks, or better ways to address the issue.
4. In preparing for the conversation, consider the other person’s perspective; reflect on your own part in the conflict; and keep in mind that you don’t know what you don’t know.
5. Consider checking in with a trusted third party (e.g., practice leader, friend, or conflict resolution facilitator) who can serve as a confidential sounding board and provide impartial, compassionate feedback or guidance to you. In enlisting this person’s support, be clear that you wish to avoid gossip or other divisive dynamics.
The Conversation Itself
1. Engage in active listening without interrupting, except to ask brief clarifying questions. Notice any new information you have gained. Accept the person’s narrative as something that is true for them.
2. Reflect back what you have heard, checking for accuracy and completeness.
3. Share your perspective on the situation and its impact on you. Be prepared to discuss possible solutions.
4. At the end of the meeting, check for mutual understanding. If necessary, agree on next steps and determine how you will follow up with each other. Decide whether the result of your discussion will affect others, and if so, what should be communicated to them. Clarify whether the conversation will otherwise remain confidential.
If both parties make a good faith effort to resolve the problem, but are unable to do so, options include (all with mutual agreement):
● Enlist the support of an impartial third party (e.g., someone trusted by both parties, conflict resolution facilitator, or practice leader).
● Take a break and return to the issue at a later date.
● Respectfully disagree, let it go, and move on.
● Raise the issue with a decision-maker (e.g., Director or supervisor) if there are questions about policy or job descriptions, a request to change roommates or jobs, or a request for no contact.
Reminders
● Conflict and disagreement are inevitable parts of living and working with other people. It is potentially very productive and can help deepen our intimacy and ease with each other.
● Communicating in conflict is a practice, and it may take time to develop skills in this area. The more you practice, the easier it will become.