Our Savior Lutheran Church

General Reduction in Force Guidelines Word Document

Supplement to RIF Policy

Basic Guidelines

1. Is to include all staff: Full-time Called and contracted.
2. Is based on carefully developed documentation to ensure that decisions are made equitably and compassionately for everyone involved.
3. Is used for removing competent faculty and professional staff whose positions must be eliminated due to budgetary constraints, changes in enrollment, or programmatic changes.
4. Define the rights of staff as well as the rights of the organization as it adjusts the size or mix of its staff.
5. Is clearly transparent on the part of church leaders and honest with all staff.

1. Be used to remove any staff person (professional or otherwise) who is considered incompetent.
2. Discriminate on the basis of race, disability, national or ethnic origin, gender, age or experience.
3. Eliminate individuals and positions based only on the cost involved.
4. Target an individual on the basis of grudge, spite, jealousy, or other personal considerations.

Determining Factors

1. The specific position(s), program(s), or area(s) of ministry subject to reduction.
2. Individual training, talents, abilities
3. Licensure
4. Contribution to the congregation programs, extra responsibilities, church membership, etc.
5. Commitments previously made via Call or contract
6. Overall ministry and mission of the congregation
7. Necessity to maintain a critical program
8. Commitment to continuous professional growth

Process

1. On the basis of reasonable cause, i.e. declining enrollment, budget constraints, program changes, either the responsible Board or the Church Council prepares a recommendation which formally decides that a reduction in staff is needed.  This decision should be communicated to the staff.
2. The responsible Board makes a decision regarding which program(s) are to be reduced or eliminated.  All decisions are further reported to the Church Council.
3. The responsible Board pursues alternatives to termination, such as staff reassignments due to a vacancy caused by resignation, retirement, etc.  When any such reassignments affect the assignment of other staff, changes are made and reported to the Church Council.
4. If the recommendation is to result in the elimination of a position(s):
   1. The worker(s) likely to be affected are notified immediately in person and in writing.
   2. Alternatives to termination, i.e. early retirement, reassignment, resignation, placing name(s) on the Synodical call list are considered.  The best interests of the congregation and their ministry as determined by the Church Council are the overriding concerns in the decision process.
5. After the Church Council has made the decision to reduce workers, the final recommendation as to which staff member(s) are to be terminated is made by the responsible Board and approved by the Church Council.
6. In the case of a Called worker, the recommendation is then presented to the Voters’ Assembly at a legally convened meeting for their approval.
7. A terminated full time staff member is entitled to unused vacation pay and health insurance to cover at least one full quarter beyond the last quarter of employment.  Terminated workers are also entitled to a severance package.
8. Support (pastor or counselor) should be provided by the congregation at the time of the worker’s notification of reduction in force.
9. Those reduced in force can be given first opportunity for reemployment in a similar or other job for which they qualify if a position comes open within one year.
10. The congregation and its leaders should make good faith efforts to help a terminated worker because of RIF to secure another position.
11. The congregation may want to celebrate the years of service and ministry of the terminated worker.
12. Sensitivity should be given to the needs of the worker and notification should be given as soon as possible.

Appeals Process

1. The Church Council serves as the appeals committee for workers who wish to contest the intention to release them.
2. The issues in the hearing should include only the following.
   1. Did one or more of the criteria for Reduction in Force exist?
   2. Was the criteria properly applied?
3. A written appeal must be filed with the Church President within fifteen (15) days of the worker’s notification of RIF.  Failure to file an appeal within the stated time period constitutes a waiver of the appeals process.
4. A hearing is scheduled at a mutually convenient time within thirty (30) days of the written appeal.
5. A decision regarding the appeal is made and communicated to the worker within seven (7) days of the hearing.

Conclusions

1. Commit all things to God in prayer.  All matters should be pursued with prayer and in a spirit of humility, eager to discover the dimension of blessing the Lord will provide.
2. Be open to and collaborative in a spirit of mutual accommodation.  Both congregational leadership and ministry staff should engage the process from a position which seeks a decision that is mutually beneficial and healthy for the long-range picture of the ministry.
3. Encourage leaders of the congregation to exhort members to prayerfully consider increasing financial, practical, and spiritual support to avoid the Reduction in Force.
4. Treat church workers like the treasures they are and not require them to bear the budgetary challenges of the congregation on their shoulders alone.  Professional church workers are partners in the mission and vigorously make known the love of Christ in word and deed, within churches, communities, and the world.