A redundancy agreement is a contract between an employer and an employee that contains rules and guidelines for the dismissal of an employee. A draft redundancy agreement should contain details, for example. B the salary received by the worker after the dismissal, the time when benefits are suspended, etc. Legal disclaimer: This article and the corresponding material were created specifically for churches seeking general information on pastoral separation agreements. It is not designed to provide legal advice or substitutes for competent legal advice that may address certain particularities of each church. Every reader is encouraged to seek trained and experienced lawyers specializing in religious social, fiscal and ecclesiastical law for matters related to these issues, and you can contact us at the email@example.com or firstname.lastname@example.org or call us at 703.771.4671. Determine how the severance policy will protect the Church. Since the staff should be protected, the church should also. Depending on your needs, this may mean that dismissed employees will be required to sign a non-compete agreement in which they will not attempt to force members of the Church to leave, in addition to the authorization not to make defamatory comments about the Church or to discuss their reasons for withdrawing. Churches, in particular, should at least consider offering severance pay to a worker who involuntarily withdraws, because most church employees are not entitled to unemployment benefits.
Your plan will be significantly different for an employee who has worked less than a year in the organization, other than someone who has worked for a decade or better for the Church. The economy is booming, unemployment is low, but there may be times when you should consider offering an employee a package of benefits. A well-designed severance policy for your Church can make the difference between polite dismissal of pastoral staff and a bitter struggle that frustrates all parties. In the absence of an appropriate severance policy, you may even be exposed to legal action by angry employees. You want to be sure that your severance policy must protect the Church from as many legal issues as possible and take into account the needs not only of the Church, but also of collaborators.