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Human Resources Considerations
Priesthood and Spirituality are Critical Components of Any Church Yet Human Resources Considerations Can Make or Break Any Organization.
Human Resources Considerations and formal documentations are a crucial part of operating churches and any other organization today. Since we operate in Canada our human resources considerations will all pertain to Canadian laws, both federal and provincial as well as 'industry best practices'.
What is meant by that statement of 'industry best practices'? For both human resources considerations (commonly referred to simply as H.R.) and legal purposes organizations, corporations and churches are held to a standard based not only on what they claim and or document but also by comparing that to what similar organizations/churches claim, document and do that works best in their 'business' from all human resources considerations and legal perspectives.
In other words, across similar organizations what has already been proven to work best by all applicable standards and scenarios within the context of 'the totality of the circumstances'. Also by the ever upheld standard of 'what would any other reasonable person, in similar circumstances do'?
In an investigation, mitigation or legal action these H.R. considerations will be weighed against the intentions and actions of any involved parties. This usually serves to very quickly and clearly flush out 'bad' practices and bad actors. If what you said, claimed or did matches what most others in your type of organization would have done you will likely be 'cleared' of wrongdoing often having what you did upheld or supported in this process.
If what you said, claimed or did is deemed to be significantly 'less' or inappropriate across your industry then you will be deemed to be "at fault' and held accountable. It stands to reason then that, in developing policies and procedures, ethical standards and all other H.R. documents and practices, essentially each corporations H.R. considerations must stand up favorably against what other, similar groups are doing.
Before getting into the meat and potatoes of any of these things, lets clarify something else, namely our law and legal processes in Canada. While all of us are expected to set and maintain favorable standards, including corporate policy and procedures all legal considerations are based on the higher laws of the land from which they draw their authority.
Simply put no one gets to make up their own rules and, as has been amply demonstrated by legal proceedings here and even globally, this very much applies to churches and church 'rules' and practices. When anyone breaks the law they are accountable to the law and the general public. No matter how long it may take to enforce those laws, that principal will hold true.
Human resources considerations claims of 'in our church that is how we do it' or 'I followed our policy and procedure' will only serve to be self incriminating and have those same policy and procedures brought into court for due assessment and likely then work against your defense.
Without attempting to go into detail here lets give a brief overview of the Canadian 'legal ladder'. So called because all of our laws must answer to the law above them. Each statute or enactment/act draws it's authority from the established legal entrenchments that preceded it. Like a ladder. So, for Canadians our top law is our constitution.
Ultimately everything will be questioned based on its 'constitutionality'. From that we have derived our Federal laws. From these federal laws we find the basis for developing Provincial laws. In turn, from these come our Municipal laws/acts. Policy and procedures, ethical standards and so forth are developed by individual corporations and other businesses.
I've heard it said that they form the bottom rung of that ladder. In reality they do NOT and must still fulfill the entire ladder of legal responsibilities. An individual or an individual corporation cannot make any laws rather ALL are bound to follow them. When individuals or corporations mistake their rules for law they are sadly mistaken and headed for serious trouble.
I say again that the explanation, excuse or outright entitlement expressed when uttering statements like 'I followed our policies and procedures' will only serve as a self indictment if you cannot show beyond a reasonable doubt that said policies and procedures did in fact follow all expectations of the law AND human resources expectations across your industry.
I could digress into all manner of examples and case law but frankly if you need someone to do that my advise is to hire a good lawyer and have them explain it all to you. I say that with all respect to our readers. I am not a lawyer and offer no legal advise, other than directing those of you who question the basics as I have just explained them to seek professional legal counselling.
The above information is general and applies to any organization in our country (and usually, with some tweaking, to most countries). This whole website is about St. Brigit's Community Catholic Church and offered freely to other churches especially those with whom we have a concordat.
Before continuing let me quickly remind our readers that, while not specifically covered in this topic, we must all pay particular attention to the Canada Revenue Act and our personal and corporate tax reporting as well as the additional reporting required within the context of being a viable corporation in Canada.
Your account can best help with your tax needs and we have included a copy of the report we use for monthly and annual corporate reporting of church activities. As a parent body, St. Brigit's Community Catholic Church has no interest in your personal or corporate finances only in your church/ministry activities.
Churches must follow another whole set of laws known as Canon Law. If you are a smaller church you need to do the same due diligence with canon law as with the laws of the land. Compare the canon laws you are adopting/setting against those of the mainstream churches.
Ensure the reasoning and validity, in this day and age, of those canons you choose for your church/corporation. Pay particular attention to those that would simply never fly in our current age and with current information availability. Suffice it to say that churches have run afoul of the laws of the land when they failed to pay attention to changing times and thought their "laws" would be held as valid today.
As with the laws of the land there are legal specialists available. These are lawyers who specialize in canon law. Many bishops are well educated and well versed in canon law. The smart ones still seek direction from canon law lawyers when concerns are brought to their attention.
For human resources details on;
Employees or Contract Workers
Hiring Practices
Conflict of Interest
Compensation/Wages
Performance Evaluations
Resignation and Dismissal
Please click here.
For information and forms for Employee Performance Evaluations click Here.
For Records Management including Workplace Safety Insurance Board (W.S.I.B.) and the Occupational Health and Safety Act click here.
For information on Reporting Abuse, Sexual Misconduct Policy and Responsible Ministry (Screening In Faith) click here.
For our Screening In Faith Policy please click here.
For details on Clergy Information Records and a Master Report Form used for monthly and annual reporting please click here.
For information on The Rights of a Parish Priest please click here.
For information on the eight types of liability insurance needs churches/dioceses/parishes need to consider please click here.
Human Resources Considerations:
Jesus and the Holy Spirit
The Cross is a Symbol of Christianity: Poorly Thought Out or Badly Implemented Human Resources Considerations Can Become a Cross That Breaks Any Organization
As a church we seek to follow the dictates of the Spirit in all that we do. In my humble experience the Spirit expects us to do our due diligence and THEN seek their specific direction. The law and the Spirit expect us to do our part first!
We also take careful note that Jesus took severe exception to the Scribes and the Pharisees and their emphasis on rules and rituals which kept people from God.
In Matthew 23, Jesus rebukes the scribes and Pharisees, calling them hypocrites for their focus on external rituals and traditions over genuine righteousness, which he says prevents people from entering the Kingdom of Heaven.
Hypocrisy and Disconnect: Jesus repeatedly calls the scribes and Pharisees "hypocrites," highlighting the disconnect between their outward piety and their inward corruption.
Focus on Rituals Over Righteousness: He criticizes them for focusing on minor details of the law (like tithes on mint, dill, and cumin) while neglecting justice, mercy, and faith.
Binding Burdensome Loads: Jesus says they bind heavy burdens and lay them on the shoulders of others, but they themselves are unwilling to lift a finger to move them.
Shutting the Door on the Kingdom of Heaven: Jesus states that they shut the door to the kingdom of heaven in people's faces, neither entering themselves nor allowing others to enter.
Like Whitewashed Tombs: He compares them to whitewashed tombs, which appear beautiful on the outside but are full of dead men's bones and filth on the inside.
Not Practicing What They Preach: Jesus emphasizes that they preach but do not practice, meaning their teachings are not reflected in their actions.
Seeking Adoration: Jesus notes that they love to be seen and honored by others, seeking to be called "Rabbi" and to be greeted with respect in the marketplace.
Making Proselytes: Jesus says they travel far and wide to make one proselyte, and when they convert them, they make them twice as much a child of hell as themselves.
Matthew 23 serves as a stern warning against religious hypocrisy. In it, Jesus strongly criticizes the scribes and Pharisees for their deceitful practices. His potent message underlines the importance of sincere worship, the dire consequences of leading others astray, and the profound sorrow over Jerusalem's unbelief.
If we are to deservedly be called Christians, churches or followers of Christ Jesus, perhaps we should follow His admonitions. Less is more! Fewer 'rules and regulations' in terms of church canons. Follow the K.I.S.S. principle already mentioned in this website. Keep It Simple and Sustainable.
Further, I find it noteworthy that Jesus proclaimed Himself "The Way" and both taught and showed us WHAT to DO and yet today's churches focus on WHAT we BELIEVE!
Would Our Lord see that as another disconnect? Would He see today's churches, with their emphasis on their rules and rituals as just another iteration of the behaviors and practices of the Scribes and Pharisees of old?
I respectfully suggest that any church talks around 'industry best practices' would be well served by prayerfully considering Matthew 23 in all that we do, claim or document. Let's also be careful that such considerations are much more than hypocritical lip service. That we actually strive to enact His teachings and guard against becoming just another whited sepulcher!
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