Pre-Authorized Remittance Program (PAR)

If you have automatic debits from your bank account to pay for insurance, cable TV, taxes, fuel, or a mortgage, then you understand the PAR principle. It means regular offerings throughout the year, even when donors are unable to attend worship. PAR is a convenient way to make financial contributions in support of the ministries of both congregations and the wider church.

The PAR program is administered by the Department of Stewardship Services of the United Church of Canada according the donor’s wishes. Once a month, all PAR gifts are debited from donors’ accounts and then the total, less a service fee, is electronically transferred to local church accounts.

The PAR program package includes an overview, monthly report sample, and information for congregational members.

Updated Forms

• PAR Authorization Form – This new pre-authorization form is to be completed by all new donors and for new banking changes, effective immediately. EXISTING DONORS DO NOT NEED TO COMPLETE THIS FORM unless changing banking information.

• PAR Confirmation Letter (Word) – Administrators should place this letter on church letterhead  and send a copy to donors to confirm new PAR registrations or new banking changes. This form is for local churches to keep, ensuring written agreement between the local church and donors. Please DO NOT send it to the PAR national office of The United Church of Canada.

This is for treasurers to fill in when a donor requests to cancel PAR. This form is for local churches to keep, ensuring written agreement between the local church and donors. Please DO NOT send it to the PAR national office of The United Church of Canada.

Resources from the Generous Giving Webinar

GUIDELINES FOR A MEMBER’S RIGHT OF APPEAL TO A DISCIPLINARY DECISION OF THE CONGREGATIONAL COUNCIL

Purpose:

The purpose of this policy is to provide guidance for a member and the Congregational Council when an appeal is sought regarding the council’s disciplinary decision (cf Congregational Bylaws Part II Section 3).

Scope:

This policy applies to the Congregational Council and the members of the Congregation.

Policy Protocol:

A lay member of a congregation who wishes to appeal discipline imposed by his/her council on that member shall appeal in writing to the congregational chairperson and secretary within thirty (30) days after the disciplinary action has been taken. The appellant shall send copies of the appeal to the rostered minister and to the bishop of the synod. The council shall appoint a special committee to investigate the appeal, and the committee shall consult the bishop of the synod. The decision of the committee shall be reported to the appellant, the council chairperson, the pastor and the bishop of the synod.

Procedural Fairness:

The concerns for natural justice or procedural fairness shall be followed, as shall that of confidentiality. The basic aspects of fairness include: the right to know about a case against you; the right to an impartial and unbiased decision-maker; the opportunity to be heard; the right to a decision and the rationale for that decision.

Grounds for Appeal: 

An appeal may not be sought simply because the appellant does not agree with the decision of the council. An appeal must be made on one or more of the following grounds:

1. the court that made the decision failed to consider the matter as completely as practicable;
2. the decision was not in accordance with the rules of natural justice;
3. the decision was not reasonable based on the evidence;
4. the decision was not in accordance with the policy of the ELCIC; or
5. there is evidence available that could not have been produced earlier and that may be relevant.

Documentation:

The appellant must send a statement of the arguments in support of their appeal. Documents may be delivered in person, or by fax, registered mail, courier or email.

The appellant may request that the council’s disciplinary decision not be implemented until the appeal process has been completed.

Appeal Committee:

The Appeal Committee (aka the special committee) is responsible for deciding whether or not an appeal is warranted for the congregation to consider. If the committee declines the appeal (which must be based on the grounds above), the appeal process at the congregational level is concluded. If an appeal is warranted, the appellant would address the congregation directly at a future congregational meeting. Any further appeal must be directed to the bishop of the synod who carries out the appeal according to the synod bylaws.

Approved for use by: Eastern Synod Council – April 2019

MATERNITY/PREGNANCY AND PARENTAL LEAVE POLICY

PURPOSE:

The Eastern Synod provides that congregations, through their congregational council (“Congregational Council”) shall provide maternity, pregnancy or parental leave of absence (“Maternity/Pregnancy and/or Parental Leave”) to Rostered Ministers for the care of newborn or newly adopted children in accordance with the applicable employment standards legislation.

The Eastern Synod:

1. Where applicable, eligibility for Maternity/Pregnancy and/or Parental Leave from responsibilities to the Eastern Synod will be governed by the applicable employment standards legislation of the province where the rostered minister resides (the “Provincial Standards”).

2. Extended/Long Term parental Leave – A Rostered Minister may choose to resign from their call with the Congregational Council and apply for the status of “on leave from call” as reflected in the ELCIC guidelines:

• A Rostered Minister on leave from call may apply to be retained on the Roster of Ordained Ministers of the church according to the procedure outlined in the CHCON VII,6 and CHBYLAWS III,11 for an additional five (5) years beyond the 3 year “on leave from call” provision.

• Should a longer period be desired the Rostered Minister should voluntarily resign from the ministry. Subsequent reinstatement to the Roster of Ordained Ministers would take place according to the provisions of CHCON VII, 2 and CHBYLAWS III, 9.

• Years spent on long term parental leave which exceeds the length of leave allowed by Provincial Standards shall not apply in the consideration of years of experience when placing a Rostered Minister on the salary scale upon reinstatement.

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HONOURARY ASSISTANT PASTORS

EVANGELICAL LUTHERAN CHURCH IN CANADA

March, 2006

The goal of the Honourary Assistant Pastors Policy is to provide recognition, accountability and opportunity for parish-based ministry for rostered clergy who are without regular calls in congregations. (i.e. Retired, On Leave From Call, or serving under Call to Special Service) Appointment as a Honourary Assistant does not constitute a call, nor does it carry any implications for the maintenance of one’s rostered status.

Such clergy may be appointed by the synod bishop to the position of Honourary Assistant Pastor in a particular congregation.

1. The bishop may make such an appointment after consultation with the local pastor and congregational council.
2. The Honourary Assistant Pastor shall be accountable to the local pastor for acts of ministry and pastoral care within the congregation and areas which shall be undertaken only at the request of the local pastor.
3. The local pastor is expected to invite the Honourary Assistant Pastor to lead worship and preach at least one time per year.
4. The Honourary Assistant Pastor shall be provided no remuneration except for the usual fees for supply preaching or by contract with the congregational council.
5. The appointment has no limitation of term. Any party to the appointment (the Honourary Assistant Pastor, local pastor or congregational council) may make a request in writing to the bishop for a termination of the appointment. Upon receiving such a request, the bishop shall facilitate a review with the parties.
6. The Honourary Assistant Pastor shall report annually to the bishop through the Confidential Report to the Synod Bishop.

SEXUAL ABUSE OR HARASSMENT POLICY

Evangelical Lutheran Church in Canada March 2006

INDEX

• APPLICATION
• DEFINITIONS
• POLICY
• ALTERNATIVE COURSES OF ACTION
• SUPPLEMENTARY DIRECTIVES

Appendix: A FORMAL COMPLAINT FORM

Appendix: B ACKNOWLEDGEMENT FORM

ELCIC Sexual Abuse or Harassment Policy – March, 2006 2

1. APPLICATION
   1. This policy applies to all rostered ministers, seminarians and other persons serving under call or by synodical appointment.
   2. If a complaint is lodged against any person identified in A. above, or abusive sexual conduct is confessed or acknowledged by any such person, the procedures outlined in the ELCIC Manual Re: Discipline of Rostered Ministers and the ELCIC Administrative Bylaws governing discipline shall apply.
2. DEFINITIONS
   1. The definition of what constitutes sexual abuse and sexual harassment is governed by provincial legislation under the Human Rights Code(s) in most provinces.
   2. For our purposes the definition of the terms used in this manual will be as follows:

“Bishop” – means the bishop of a synod, unless stated otherwise.

“Complainant” – means the person who lodges a complaint.

“Complainant’s Representative” – means a person who acts on behalf of the complainant of sexual abuse or sexual harassment during the period of time when the incident is first reported through to the final resolution of the matter.

“Defendant” – means one who is accused of abusive sexual conduct and includes variations of the term such as abuser, perpetrator, accused.

“Rostered Minister” – means an ordained minister on the roster of ordained ministers or diaconal minister on the roster of diaconal ministers of this church.

“Pastoral Care Support Person” – means persons who are skilled in dealing with matters of sexual abuse or sexual harassment in the church and are appointed by the synod to act in this role. Their role is to “walk with” the complainant or the accused, providing guidance, information and pastoral care.

“Sexual Abuse” – means the use of one’s authority or power, either explicitly or implicitly, to coerce, threaten, force or persuade another person into sexual activities or to punish a person for his or her refusal to participate in the sexual activities.

“Sexual Harassment” – means any unwelcome, unwarranted, unsolicited or offensive sexual conduct that is directed at a person or persons by one in a position of authority, power or leadership and which demeans and undermines the inherent self-worth and dignity of that person or persons or denies individual human rights as guaranteed by Provincial or Canadian Human Rights Code(s). It includes any conduct that coerces, pressures, manipulates, or threatens persons, or curtails a person from participating in the life of the church, fulfilling the duties of their position in the church workplace, freely expressing their ideas, practicing in their chosen church vocation, or freely advancing in their church employment, whether it is a single incident or several incidents over a period of time. “Sexual harassment” may involve two or more persons of the opposite or of the same gender, male or female.

ELCIC Sexual Abuse or Harassment Policy – March, 2006

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