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ministries The United Reformed Church response to the Department of Trade and IndustryPreface
The Department of Trade and Industry (DTI) brought a document Clergy working conditions - statement of good practice to its Clergy Working Group at the end of 2004. That document (now revised) calls for responses from religious bodies to be disseminated widely within their organisations. The United Reformed Church’s response to an earlier DTI discussion document on employment status in relation to statutory employment rights (2002) shows how ministers enjoy similar rights to employees and other workers.
The present statement is not a comprehensive statement of Ministers’ terms and conditions. It is largely based on existing documents which give further particulars including the Plan for Partnership in Ministerial Remuneration and Guidelines for declaring and filling Vacancies which springs from Employment Practice in the United Reformed Church (brought to General Assembly 1988, revised with appendices in1990). The Ministerial Discipline process (Section O) is also part of Ministers’ terms and conditions. The scheme of review and development for Ministers and Church Related Community Workers (CRCWs) Taking Stock will result in role descriptions for every ministry. There are also moves to introduce procedures to establish when ministers do not have (any longer) the capacity or the capability to exercise Christian ministry in the setting of the United Reformed Church.
These Terms and Conditions define ministers’ rights more clearly while holding ministers more clearly accountable. They will therefore need to be drawn to the attention of Ministers, and all throughout the United Reformed Church whose decisions affect Ministers’ working conditions. All pastorates will be expected to adhere to the provisions of the Plan for Partnership in Ministerial Remuneration and pay heed to the guidance given in its appendices.
Note A: Structure of the
Church The oversight of local churches and the Ministers is a function
of the District Council. In view of current discussions this draft
assumes the responsibilities and powers involved will be exercised, in
ways yet to be discerned, by New Synods. Until the Structure is amended
in that direction the responsibilities and powers remain with Districts. Note B: Church Related Community Workers (CRCWs) The focus of the DTI working party is on clergy terms and conditions. In general, provisions applying to stipendiary Ministers of Word and Sacraments in the United Reformed Church also apply to stipendiary CRCWs. The present document however, speaks only of Ministers but nothing it contains prejudices the rights and duties of CRCWs Terms and conditions of work by Ministers in pastoral charge
Ministers in pastoral charge are office holders, not employees. Holders of certain posts (e.g. chaplaincies and appointments made by other bodies) are however employees and have their own contracts of employment.
At induction of stipendiary ministers, terms of settlement are agreed between the church(es), the minister and the New Synod. Those terms spell out detailed arrangements within the limits of the Basis of Union, the following Statement and the Plan for Partnership in Ministerial Remuneration with its appendices. Sample terms of settlement (given on the URC web-site) should lead to a written agreement between the pastorate, the minister and the New Synod, through the good offices of the interim moderator and that agreement should be held by the New Synod with any subsequent changes noted thereon. Non-stipendiary ministers are appointed to serve in approved contexts for specified periods by New Synods; they receive no remuneration but the principles of what follows apply also to them.
The following paragraphs appear under headings in the DTI clergy working party document:-
Standard: Faith Groups should make available statements of clergy terms and conditions (and if appropriate individual job descriptions) with the aim that clergy have a clear understanding of their responsibilities and the support they can expect.
The Basis of Union of the
United Reformed Church sets the Ministry of Word and Sacraments in the
context of the total ministry of the whole people of God. After approved
preparation and training ministerial students may be called to be
ministers of local churches or to some special ministry and so ordained.
That preparation, training and call give the broadest definition of
their responsibilities. Proposals coming to General Assembly provide for
the creation of role descriptions for each ministry. Ministers work in
conjunction with elders and elders meetings; many serve in teams of
ministers or in local groupings or ‘clusters’ where they should find
immediate support. New Synods and Synod Moderators offer support for
ministers when required.
Arrangements for special leave in cases of sickness and caring responsibilities
Ministers who are unable to work for more than three days are required to advise the Maintenance of Ministry (MoM) Office as soon as possible during their illness in order that the necessary records can be maintained. When special circumstances arise in the life of a minister’s family compassionate leave can be granted by the New Synod.
While ministers in pastoral
charge to a large extent control their own work pattern they are
committed to conduct certain services and lead meetings at specific
times; they also engage themselves to appointments with individuals for
interviews, visits, funerals, weddings. There must be straightforward
arrangements in place for such obligations to take services or hold
meetings to be handed on to others when ministers are taken sick or
required at short notice to care for members of their families. Each
minister should have a contact (e.g. the church secretary and/or the
Synod Moderator) to whom s/he can notify sickness or overriding care
demands. There should be a backup arrangement in case the first contact
is not available when the minister needs to notify unavailability for
work.
Entitlement to annual leave and rest breaks
Ministers are entitled to 5 weeks holiday in each calendar year and one further Sunday away from the pastorate. When a minister only serves for part of a year the holiday provision should be pro rata. One week of holiday may be carried forward to the following year. Holiday entitlement is not affected by sick leave, in-service training courses or sabbatical leave. Such periods of leave/absence may result in more than 1 week's holiday being carried forward into the following year. If a minister resigns from a pastorate or post immediately following any such period of leave/absence, the stipend should be paid for any outstanding holiday entitlement untaken at the date of resignation. The payment of this stipend may include outstanding holiday entitlement from the previous year, always provided that the New Synod concurs with the arrangements.
Arrangements, where appropriate, for maternity, paternity, ante-natal and adoption leave
The United Reformed Church shall follow the provisions of the law regarding employed persons in every respect regarding maternity, paternity, ante-natal and adoption leave, including rules relating to statutory maternity pay, statutory adoption pay and statutory paternity pay. Statements of how these legal provisions are applied to ministers will be made available by the MoM Office.
Provision of accommodation, where appropriate
The provision of housing (a manse) for the minister is part of the normal conditions of service. New Synods should take note of the condition and facilities of the manse or, if alternative housing arrangements are to be made, should approve the details of the arrangements before concurring in calls and regularly thereafter. Manse Accommodation: a
manse means a home for the minister and their immediate family (spouse
and children), owned or leased by the church, provided and maintained in
good repair and decoration, free of rent, ground rent, council tax, all
rates (where payable), water/sewage charges and property insurance (see
Plan for Partnership in Ministerial Remuneration Appendix D - National
Manse Guidelines). Housing allowances General
Assembly has acknowledged the wish of some ministers to live in their
own property. If the accommodation is owned or rented by the minister, a
housing allowance, agreed by the pastorate and the minister, and
approved by the New Synod, shall be payable. Guidelines for calculating
allowances have been issued by the MoM Sub-Committee
(Plan for Partnership in Ministerial Remuneration
Appendix B). In the case of part-time ministers the church should meet a proportion of the standing charges of the manse, or pay a pro rata housing allowance, based on the proportion of stipend paid. Removal costs shall be met by the receiving local church (see Plan for Partnership in Ministerial Remuneration Appendix C).
Role of spouses and locums, and the division of responsibilities within team ministries
If ministers’ spouses or other members of their families take telephone messages or contribute in any other way to the effectiveness of the ministry this is done as a favour or a personal contribution of service; there is no right to expect such service from any member of the manse household nor is the absence of such service to be regarded as detrimental to the minister in any way. It would be a very rare
occasion that the URC could supply a locum minister to a pastorate. The
terms of any temporary arrangement (e.g. ministerial exchanges,
sabbatical cover) should be made clear to the locum minister, church
members and others. Ministers are members of
New Synods and may be asked, when occasion arises, to take appointment
as Interim Moderators of congregations without ministers. It is through
the role of interim moderators (and in a few situations interim
ministers) that New Synods provide formally that pastoral functions will
be fulfilled in ‘vacant’ pastorates. Division of responsibilities within team ministries will be defined in each locality in accordance with local circumstances and mutual recognition of varied gifts. In teams, groups and clusters it is normal for the ministerial team, which may include non-stipendiary ministers, to provide cover for congregations which lack a minister. The arrangement prevailing at the time when a minister is to be called is shown in the Pastorate Profile (part C).
Agreement to provide a written statement of grounds for termination of appointment
In cases of disciplinary dismissal (Section O), incapacity or incapability a written statement will be supplied. If a ministry should end following decision of Church Meeting and New Synod the terms of the resolution(s) adopted at that time can be the only official statement of grounds for termination.
Provision of time off to look for another appointment or arrange training in the event of loss of post
Ministers’ control of their own work programme enables them to investigate the possibility of a Call to another pastorate. When arranging a weekend visit to a prospective pastorate, the minister is responsible for finding and providing pulpit cover. In the event of a sudden loss of post, a minister may apply to the Assembly Pastoral Reference Committee whose normal practice is to continue payment of stipend for up to three months.
Rights to belong to and be active in a trade union – duty to take part in the councils of the Church
All ministers have the right to join and be active in a trade union; all ministers also have the right not to be involved in a trade union. Whether or not they belong to trade unions, serving ministers are entitled and expected to take part personally in New Synods and periodically in General Assembly where decisions are reached on the government of the United Reformed Church. At ordination ministers promise to take their part in the councils of the Church.
Minimum periods of notice
The normal period of notice for ministerial departure from a pastorate is three months. A shorter (or longer) period can be agreed between minister and church(es) on an amicable basis. In the event of a minister being given notice to cease exercising ministry within a shorter period, the stipend, the right to remain in the manse and normal manse expenses shall continue for the whole three-month period.
Pension arrangements, where appropriate
Paragraphs 6.1.5 to 6.1.5.2 of Plan for Partnership in Ministerial Remuneration set out briefly the provisions more fully stated in the Trust Deed and Rules of the United Reformed Church Ministers’ Pension Fund. For ministers in stipendiary service joining before age 55, the fund provides a pension calculated on final stipend and related to years of contributory service. Stipendiary ministers are also contracted in to the State Second Pension.
Retirement Housing: During their active ministry United Reformed Church Ministers are normally housed in a manse. Provision for Housing Retired Ministers ("The Guidelines") on the URC web-site sets out the basis on which the URC Retired Ministers’ Housing Society operates.
Standard: Faith Groups should provide support for clergy when they apply for posts and over the course of appointments to help with ongoing development
Synod Moderators have a major role in supporting ministers when they are considering a move. Interim moderators, as the representatives of New Synods to vacant pastorates, also have a part to play in brokering settlements. While in a charge, the minister can look to the synod Training Officer as well as to the Synod Moderator for mentoring and opportunities for personal development. A pastoral adviser is appointed to mentor ministers for the first three years from ordination. Continuing ministerial education financed by the URC (EM2 and EM3) is available to all ministers and they are expected to avail themselves of it. In the event that serious issues arise in a minister’s life requiring special provision for a period of time the Assembly Pastoral Reference Committee will consider the case following reference to them by the Synod Moderator. As indicated in the preface to this Statement, the Taking Stock scheme for ministerial review is being developed to foster objective-setting and assessment of performance against goals set at the beginning of each review period.
Standard: Faith Groups should aim to ensure that clergy are kept informed of and consulted about changes affecting them Information about and consultation on significant changes which will impact on clergy conditions. This could include changes in terms and conditions, statements of practice, policy changes and financial decisions.
The United Reformed Church is committed (Structure, 4) to consultation. Reports and proposals coming to General Assembly are available to every minister. The Record of Assembly is sent to every minister. Through New Synods and General Assembly they are able to influence the outcome of decisions on significant changes which will impact on ministerial conditions. This could include changes in terms and conditions, statements of practice, policy changes and financial decisions.
The United Reformed Church accepts the aim of informing every stipendiary minister directly serving The United Reformed Church about significant changes, which will impact on them and any financial decisions that will affect them.
Standard: There should be clear procedures for resolving disputes (including grievance and disciplinary cases, and issues over appointments) and there should be a point of recourse when formal procedures and agreed good practice are not followed Such procedures might include: Rights to be accompanied to hearings and other procedures Clear timeline for all procedures Appeal and review procedures Pastoral advisers to give informal advice and support Involvement of third parties not directly involved in disputes
The URC Grievance Procedure is as follows:-
1. The purpose of a
grievance procedure for ministers is to give a legitimate place of
complaint and to solve the problems as quickly and as simply as
possible. A timescale should be agreed in each case which should
normally be dealt with inside three months. 2. It is important that grievances are treated seriously, because they are genuine to the person concerned.
Any minister or church member involved in the grievance procedure has the right to be accompanied to any meeting, formal or informal, where the object of the meeting is to resolve a grievance. Notice should be given in advance of the meeting that the minister will be accompanied, and by whom.
Discipline Procedure The details of the procedure to deal with complaints regarding ministerial discipline are listed in Section O of the Manual of the URC, to which reference should be made. They include the right to be accompanied, and to appeal.
Latest Revision 4.4.06 in order to incorporate amendments requested at the Mission Council 21 –23 March 2006.
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