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General Convention
resolutions affecting
the employment of laity in the Episcopal Church
LAY PENSION PLAN - D165a, 70th Convention
All parishes,
missions, and other ecclesiastical organizations or bodies subject to the
authority of this Church shall provide all lay employees who work a
minimum of 1,000 hours annually retirement benefits through participation
in the Episcopal Church Lay Employees Retirement Plan or in an equivalent
plan, the provisions of which are at least equal to those of ECLERP. If
the plan is a defined benefit plan, the employer contribution shall
not be less than nine percent of the employee's salary; if the plan is a defined
contribution plan, the employer shall contribute not less than five
percent and agree to "match" employee contributions up to
another four percent.
MEDICAL, DENTAL, INSURANCE BENEFITS FOR LAY
EMPLOYEES - A137s, 70th Convention
All parishes,
missions and other ecclesiastical organizations or bodies subject to the
authority of this Church are encouraged to provide for al llay employees
who work over 1,000 hours annually, health and life insurance benefits
that are comparable to those provided active clergy in the jurisdiction.
PRO FORMA RESIGNATIONS - A094s, 72nd
Convention
The General
Convention urges all dioceses, congregations, and Episcopal institutions
to discount the practice of involuntary termination of employment for no
cause, including the practice of requiring pro forma resignations upon the
change of bishops or clergy in charge. They are encouraged to develop
plans for review that will help all parties involved make decisions
concerning issues of employment which are just, and that respect the
dignity of all parties involved.
PARITY FOR LAY EMPLOYEES AND CONTRACTORS -
B018a, 72nd Convention
The Church
recommends parity between clergy and lay employees serving in equivalent
positions with regard to salary, pension, insurance and benefits,
including medical and professional development. Compensation and benefits
for non-professional contract and temporary employees should be in accord
with the United States Fair Labor policies.
CONTINUING EDUCATION FOR CLERGY AND LAY
PROFESSIONALS - D034a, 72nd Convention
Through the
cooperative efforts of the Bishop and the Commission on Ministry or other
designated body, shall be responsible for: 1) Establishing minimum
standards for continuing education including what is an acceptable program
and the number of days or hours required per year; 2) Providing the ways
and/or means for continuing education to be made available to all clergy
and lay professionals; 3) Developming standards and methods of
accountability for assurance of compliance with their plan.
LIVING WAGE - D082a, 72nd Convention
Urges all units of
the Episcopal Church to become actively involved in promoting the
enactment of a "living wage" plus family health benefits in all
cities and communities in which they live. The standard is urged upon all
units of the Church, as the minimum acceptable norm in compensation of
their employees. A "living wage" was defined in 1997 at
$7.50/hour or $16,000/year.
JUSTICE & ACCOUNTABILITY IN THE CHURCH
WORKPLACE - D015, 73rd Convention
Calls on each
diocese to present to its convention for discussion and action principles
and guidelines of justice and accountability in the church workplace; that
other Episcopal organizations and institutions discuss and act on these
principles and guidelines similarly; that the principles and guidelines
(see below) from the Colloquium of Episcopal Professional and Vocational
Associations be a part of that discussion; and that the Executive Council
monitor and report back to the 74th General Convention on the progress of
these discussions and actions.
PRINCIPLES AND RECOMMENDED GUIDELINES, D015
If the Episcopal Church is to fulfill its
mission to the world to proclaim and to teach gospel values of personal
dignity and justice in our common life, we must practice those same values
in our everyday Church working relationships. Workplace issues such as
wages, pro forma resignations, and regular evaluations should not be
addressed apart from the principles of our Baptismal Covenant.
People who work in the Church—including
bishops, kitchen aides, presbyters, headmasters, sextons, deacons,
secretaries, musicians, youth workers, teachers, administrators, and
others—each, according to assigned responsibilities and personal
talents, serve the Church's mission.
Therefore, in our various church
workplaces–parishes, schools, seminaries, camps, institutions, diocesan
and national church administration, and so on–we need to promote the
right ordering of relationships by fostering the principles of personal
dignity, justice, accountability, and participation. By such principles we
seek to promote both the dignity of individuals and the corporate
responsibilities of church institutions.
Using such principles, it is imperative
that we develop church workplace procedures and policies that honor the
rights of individuals while serving faithfully the over-arching common
good entrusted to us as the church, that is, the mission of Jesus Christ
to the World.
1. Employment policies and practices in the
Episcopal Church– recruitment, selection, training, policy development,
salary, benefits, due process, termination, and retirement–must manifest
respect for the dignity of every person, in accord with the Baptismal
Covenant.
2. Respect for the mission, ideals, and
structures of the organization is expected of all who work within the
Church.
3. Respect for the rights and
responsibilities of each worker is essential to church workplaces.
EMPLOYMENT PRACTICES FOR LAITY AND CLERGY
The Call
1. The format of the calling process is to
be publicly stated in writing.
2. The description of each position and its
requirements is to be clearly defined in writing.
3. A definite calendar and sequence of the
process is to be publicly stated in writing.
4. Members of the calling Community are to
be represented in the selection process.
The Covenant Between the Person Called and
the Calling Community
1. The responsibilities of the person
called are to be stated in a clear and definite format within a written
covenant.
2. The responsibilities of the calling
community to the person called are to be stated in a clear and definite
format within a written covenant.
3. Provision for mutual, annual evaluation
is to be included in the written covenant.
4. The dates for the inception and
expiration of the covenant are to be specified with the written covenant.
5. A complete compensation package,
including how and when it will be reviewed, is to be specified within the
written covenant.
Continuing the Covenant
1. The spiritual, mental, physical and
social health of every employee deserves support through opportunities for
professional development, spiritual nurture, personal growth, and personal
time.
2. A standard and regular process of mutual
reporting by all parties on their covenanted responsibilities is essential
to their shared ministry.
3. All parties share responsibility for
fostering a wholesome working environment.
Ending the Covenant
1. Sufficient notice is to be given by
either party intending not to renew the covenant upon its stated
expiration.
2. When a covenant is not renewed, reasons
for the decision are to be given.
3. Appropriate assistance for continuing
ministry is to be offered by and to each party.
4. The covenant may be ended, by mutual
agreement, prior to the expiration of its stated term.
5. If one party believes the provisions of
the covenant are not being fulfilled and wishes, therefore, to terminate
the covenant prior to the expiration of its stated term:
a. When applicable, canonical procedures
will be followed.
b. Written documentation, based on the
provisions of the covenant must be presented by the terminating party.
6. The dignity of all parties shall be respected in leave taking. Leave
taking should be marked by the community in a mutually agreed upon manner.
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