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GRACE
PRESBYTERIAN CHURCH
CODE OF ETHICS FOR CLERGY, PAID STAFF AND
VOLUNTEERS
(as developed from NCP policy paper)
THE PURPOSE OF THESE GUIDELINES: These ethical guidelines for
conduct serve two purposes: as a guide to what is expected professionally
of clergy, paid staff, volunteers and other church professionals (hereafter
referred to as "ministers or staff") at Grace Presbyterian Church.
They are also to inform the laity what they can expect in return from the ministers
or staff.
These guidelines do not presume to
speak to all areas of ministers' or staff member’s lives. They are minimum
expectations and the minister or staff member must also be guided by
Scripture, personal conscience, the Book of Order, Christian tradition and
peer approval. They assume basic honesty and integrity of conduct.
Expectations and styles of behavior of ministers and staff change over time.
The ethical behavior of ministers and staff is a topic which should be
regularly considered, discussed, and mutually agreed upon by the members of
session. This code, however, does articulate certain customs and practices
which have been largely accepted within the profession of ministry. They
are subject to regular review.
These principles are not
designed to be a basis for analysis of the civil liability of those persons
guided by them.
A. SOME FUNDAMENTAL PRINCIPLES
1.
In all professional matters, ministers and
staff are to maintain practices that give glory to Christ; advance the
goals of the Church; and nurture, challenge and protect the welfare of
church members, parishioners, clients and the public.
2.
Ministers and staff are to act in such a
manner as to uphold and enhance the honor, integrity, morality and dignity
of the profession.
3.
Ministers and staff are to limit their
ministries to those positions and responsibilities for which they are
qualified.
4.
Ministers and staff will conduct all
professional matters in a manner which assures confidentiality and avoids
conflicts of interest.
5.
Ministers and staff will seek to maintain
professional competency throughout their careers.
6.
In personal as well as professional
relationships ministers and staff are to demonstrate honest and sincere
motives evidencing respect, honesty and fairness; uphold the peace, unity
and purity of the church; and share faith, hope and love with all people.
B.
MINISTERS AND STAFF MEMBERS AS PERSONS
1.
MINISTERS AND STAFF BEAR UNIQUE EXPECTATIONS.
In considering the ethics particular to ministry, it is well to remember
that ministers and staff are expected to live in the same manner of
faithfulness, forgiveness and obedience as are all members of Christ's
church. While all who follow Christ are subject to the same human
weaknesses, nevertheless, those who are called to special service within
the church are set apart with particular expectations.
People expect high
standards of ministers and staff. To deny or ignore this is unrealistic and
irresponsible. Ministers and staff will show sensible regard for the moral,
social and religious standards of the Christian community and the community
at large, realizing that any violation on their part may be damaging to
their congregants, to colleagues in ministry, to their professions and to
the body of Jesus Christ.
2.
MINISTERS AND STAFF MEMBERS AND THEIR FREEDOM
OF CONSCIENCE. Though the Reformed tradition emphasized the freedom of
individual conscience, ministers and staff are still subject to the
discipline of the church (see Book of Order G-6.0108, G-1.0301, G-1.0302,
G-6.0202, G-6.0203). Violations of this code may be cause for disciplinary
procedures. (Cf. also Ministers and the Civil Law, see below.)
Standards for church conduct
grow out of a vision of the Christian life and a sense of calling to a
particular service. Like other Christians, ministers and staff experience
sin, grace, alienation and forgiveness. Along with other Christians, they
are expected by the Christian community to witness to the renewal of
humanity in Christ by demonstrating in their daily lives love, compassion
and respect for other persons; fidelity in marriage; responsibility in
parenthood and other family obligations; joy in service; and integrity and
trustworthiness in all their dealings with others.
3.
THE PASTORAL CARE OF MINISTERS AND STAFF
MEMBERS. Ministers and staff also need pastoral care. They should take the
initiative in establishing relationships with other ministers, other paid
staff, small groups, prayer partners, or Christian friends to provide
support in difficult times, caring concern, encouragement for Christian
growth, and sharing in both successes and failures.
4.
MINISTERS AND STAFF OR VOLUNTEERS REGARDING
FEES, HONORARIA AND DISCOUNTS. Ministers and staff should ordinarily not
require or solicit fees for pastoral services to families or individuals
within the congregation. Those cases
in which an unsolicited gift is given, ministers and staff may use their
own best judgment as to what to do with the gift. All ministers and staff stand
ready to render services to individuals and communities in crisis without
regard to financial remuneration.
While fees for the use of
the church facilities are set by the session, honoraria or fees to
non-members for the minister's services, or paid staff beyond their working
relationship, can be set by the minister and staff in consultation with the
session or personnel committee. The minister and staff must be aware of and
responsible to civil authorities regarding the possible tax consequences of
receipt of honoraria, gifts, etc.
5.
6.
7.
8.
PARTICIPATION IN NON-PARISH ACTIVITIES. Though
ministers are expected to participate in presbytery, ecumenical and other
activities beyond the particular church, it is wise for the minister to
discuss the time involved in such activities with the session.
("Discussion" does not mean "seek permission," as
pastors are expected to participate in the governing bodies of the church
by virtue of their ordination vows, G-14.0405b.(9).)
If
any honoraria are received for duties outside the particular church (such
as speaking, lecturing or teaching), and these duties are carried on during
time which would otherwise be understood as available to the congregation,
a common understanding between the minister or staff and the session or
personnel committee should be established as to the disposition of such
honoraria. This presupposes agreement between minister and staff, and
session concerning the limits of the congregation's claim on the minister's
or paid staff member’s time. Conversation between ministers and staff and
their sessions should arrive at mutual concurrence as to expectations
regarding work time and free time.
C.
MINISTERS AND THE PRESBYTERY
1.
Please refer to the similar document “NATIONAL CAPITAL
PRESBYTERY CODE OF ETHICS FOR CLERGY AND OTHER CHURCH PROFESSIONALS” at the
NCP website, for the specific code of ethics which ministers themselves
agree to through presbytery. It may
be found at the following URL: http://www.nationalcapitalpresbytery.org/Documents/COMPoliciesProcedures/CodeofEthics/tabid/16413/Default.aspx
D.
ETHICAL ISSUES OF PARTICULAR CONCERN
1.
MINISTERS AND STAFF MEMBERS REGARDING
CONFIDENTIALITY. Ministers and staff shall not disclose confidences to
anyone except when:
a. required to do so by law [Most states will not require this].
b. disclosure is consented to by the person communicating confidences,
which consent is normally given in writing.
c. disclosure is necessary to prevent the person from harming himself or
herself or others. Harmful behavior is that which is a violation of law or
poses a threat to the physical well-being of the self or others
d. disclosure is necessary to defend a minister against claims made by a
person who asserts that particular communications related to the claim were
made in confidence.
2.
MINISTERS AND STAFF REGARDING SPECIAL
PRIVILEGES. Ministers and staff, as servants of the Servant of God, need to
be sensitive to the danger of any use of the authority of the pastoral
office or position of authority for personal benefit. Boundaries should be
set, in consultation between the minister, and the session to determine how
much and in what manner a minister or staff member may promote among the
members of the congregation any private business endeavors, tours or
products. The same consultation should occur concerning the minister's,
staff member’s or volunteer’s private use of church resources, business
machines, secretarial time, etc.
3.
4.
5.
6.
BUSINESS AND FINANCE. The integrity of the
minister or staff member in personal business and financial dealings is
also an ethical concern. Ministers and staff are expected to conduct their
financial affairs with the utmost integrity. Sometimes the minister, staff
member or volunteer may manage discretionary funds on behalf of the
congregation. It is suggested that wherever possible the minister or staff identify
someone in the congregation to audit the use of this money. This suggestion
is made to protect the minister both from the temptation to use the funds
unwisely and from rumors in the congregation about his/her misuse of the
funds.
Ministers are not to
solicit clergy discounts for merchandise or services rendered them.
7.
8.
9.
10.
THE MINISTER AND STAFF REGARDING THE CIVIL
LAW. The minister shall him/herself obey the civil law and insist that leaders,
staff and members of his/her congregation do likewise. This includes, but
is not limited to, matters related to taxes, copyrights, insurance,
marriages, and the keeping of records.
There may be times when the
minister or staff member affirms the necessity of civil disobedience for
moral reasons. If the situation comes to such an event, all attempts should
be made to discuss this with session before the fact, if time allows. Whether this is done alone or in
conjunction with others (including officers and members of the
congregation), it shall be done openly and with a willingness to accept the
consequences of the law. However, in such cases no moral justification for
violence against another person or property is acceptable.
11.
PREACHING AND WRITING. The public preaching,
teaching and writing of the minister or staff member shall always be her or
his own work with appropriate academic acknowledgment. In sermons this
includes the exegetical work, the organization and the words of the sermon,
and the use of examples and illustrations.
12.
13.
14.
LANGUAGE AND BEHAVIOR. The minister and staff shall
recognize her or his unique position in the eyes of the congregation. It is
a position of trust. This position shall not be abused through misuse of the
position of authority. In visits, counseling sessions, or other contacts
with members of the congregation, the minister and staff shall maintain
strict decorum. Ministers and staff shall not treat persons arbitrarily
based on their gender, race, nationality, age, physical, emotional or
mental condition, sexual orientation, or economic condition.
Ministers shall avoid
discriminatory or harassing treatment of any person or group. Language
shall not include slurs or other verbal conduct relating to gender, race,
etc., which has the purpose or effect of creating an intimidating, hostile,
or offensive environment. Sexual harassment shall not take place. This
includes but is not limited to verbal or non-verbal behavior such as sexist
remarks, demeaning statements relating to gender, pressure for sexual
activity and threats of punishment or promises of rewards for sexual
behavior.
Sexual abuse of or
misconduct with a congregational member shall be understood as strictly
forbidden. The professional has the responsibility to set the boundaries
and to maintain them.
15.
16.
Refer to the Grace Presbyterian Church
documents “Clergy Sexual Misconduct
Policy”, the “Staff and Volunteer Sexual Misconduct Policy”, and the “Child
Care Protection Policy” for specifics in this area.
Due to the issues of power
and trust involved, it is recommended that single pastors or professional
church workers not date members of their congregations.
As professionals, ministers
are aware of the variation in spiritual and psychological dynamics at work
in a person. Where the minister himself or herself feels compulsions to
behavior which is either criminal or unethical he or she will seek
immediate help from an appropriate counselor. This standard shall apply to
those caught in substance, drug, or alcohol abuse or addiction. If therapy
or counseling seems to be unfruitful the minister shall lay aside the
office of ministry. The same goes
for paid staff members and volunteers.
17.
THE MINISTER AND STAFF REGARDING RUMORS. The
minister or staff may find her/himself the subject of rumors in the
congregation or community. Response to these shall be carefully considered.
No action including verbal response shall be taken without consultation
with the Session or an appropriate committee of a higher governing body.
The goal of whatever action taken shall be to end such rumors; hostile
action toward the bearer of such rumors endangers the life of the
congregation as well as the spiritual or emotional health of the perpetrator.
It is not acceptable.
E.
CIRCULATION OF ETHICAL STANDARDS
Grace Presbyterian Church will make this code of ethics available to
its members on the church website. Each minister and paid staff member shall
submit a signed statement certifying he/she has read the code of ethics, is
aware of the standards of Grace Presbyterian Church, and will make a
sincere, good faith effort to abide with both the spirit and the letter of
this code of ethics. There is a very
similar document provided by National Capital Presbytery outlining the same
issues, which is signed by the minister.
F.
VIOLATIONS AND SANCTIONS
Grace Presbyterian Church and the presbytery consider that fidelity
to these standards enhances the peace, unity, and purity of the church.
Violations of these standards may be viewed as a breaking of ordination
vows or breach of contract, and subject to the disciplinary processes of
the Book of Order of the Presbyterian Church in the United States of
America, or for paid staff cause for dismissal.
G.
CONCLUSION AND RATIONALE
Central to the vocation of Minister of Word and Sacrament is
leadership of the people of God in a peculiarly Christian lifestyle which
has at its core the embodiment of Jesus' words in John 15:12. "This is
my commandment, that you love one another as I have loved you." Likewise, paid service to the local church
and volunteering for special service at Grace Presbyterian Church should
reflect the servant ministry of our Lord Jesus.
These ethical standards are an attempt,
not at setting legalistic limitations but rather guiding us all in showing
the kind of love for each other that Christ has shown. So may all be
encouraged to live in such a manner as to promote the health and growth of
the Church, and give glory to God in Jesus Christ.
References:
·
American Association of Pastoral Counselors
Code of Ethics and Procedures, April 28, 1994
·
National Capital Presbytery's Sexual
Misconduct Policy and Procedures
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