THE UNITED CHURCH OF CANADA
for lay employees
in pastoral charges
and other church-
FOR EXAMPLE: ADMINISTRATORS, CHURCH SECRETARIES, MUSICIANS AND CHOIR
DIRECTORS, CUSTODIAL STAFF, YOUTH WORKERS, CE WORKERS AND CAMP
COUNSELLORS IN PASTORAL CHARGES, PRESBYTERIES, OUTREACH MINISTRIES,
CAMPS, AND RELATED EMPLOYERS OF THE UNITED CHURCH OF CANADA.
Revised: July 2004
Be sure to obtain information from your Provincial or Territorial Employment Standards.
B A C K G R O U N D
General Council has directed the Human Resources Committee to develop national practices and
guidelines for lay employees in pastoral charges, presbyteries, and other non-regulated church
employment relationships. As the legal employer, you are required to follow employment legislation, and
as a church or church-related organization, you are strongly encouraged to follow these practices and
guidelines. Consideration has been given to differences in regional context, the desire to preserve
flexibility for congregations, and the high workloads of presbyteries and pastoral charges.
It is hoped that a resource of this nature can be an effective tool in reducing the amount of time required
by pastoral charges and presbyteries to deal with staff and employment issues. These guidelines offer
standard employment practices and also identify issues that are legal requirements. This can help to
reduce the liability of employers by keeping committees and boards informed of their legal and ethical
obligations as employers and to inform employees about their rights and obligations.
Each Official Board/Council and Ministry and Personnel (M&P) Committee can use these guidelines to
work toward providing a safe and just work environment for our lay non-ministry personnel. Support of
these guidelines can affirm the place, the value, and the significance of the role of our lay non-ministry
personnel whose work builds up the body of Christ.
T H E O L O G I C A L