Reduction in Force Policy

Reduction in Force Policy Word Document

Definition

A Reduction in Force (RIF) takes place when a change in the fiscal or operational position of the church/school organization requires the elimination of one or more positions to ensure the on-going viability of the ministry.

Introduction

The RIF’s policy for Our Savior Lutheran Church and School establishes a process for reducing the number of staff in our church or school as the result of a situation that meets the definition for a RIF as stated above.  It is in compliance with all applicable sections of our congregation’s constitution and Bylaws, is non-discriminatory in accordance with the laws of the United States, and has been developed as the result of careful deliberation and sincere prayer that God’s will might be done.  This policy seeks to ensure that decisions are made with fairness and compassion for everyone involved.

This policy only becomes effective after reasonable efforts to retain all competent staff members have been exhausted.  This requires extraordinary effort on the part of all who are involved in the process.  Prayer then becomes an integral component of all efforts to read a God-pleasing conclusion.

The RIF’s process is not intended to remove staff members who are considered to be incompetent or whose positions may be in jeopardy for other reasons not included in the definition of a RIF as stated above.

Application of the Policy

This policy includes all called and non-called staff members serving at Our Savior Lutheran Church and School.  Therefore, all staff is subject to review, once the need for a RIF has been determined.  Note:  A RIF can result in termination of agreements before the expiration of the term of such agreements without cause for all workers including contracted and called workers, following the procedures set forth in this policy.

The Process

The process of determining the need for a RIF will be directed by the Church Council in consultation with the pastor and principal and all boards who oversee called or contracted workers, and will be wrapped in fervent prayer.

The church president, pastor and/or principal may contact the Indiana District Office and enlist the council of District executives as needed.

The Church Council first determines if the necessary budget cuts or program needs can be met by reassigning current staff to vacancies caused by resignation, retirement, etc.  If such a resolution cannot be made, the Church Council develops a clear rationale that outlines the need for a RIF and determines under which board the RIF will take place.

The board affected will then review all programs and personnel and determine which individual(s) to recommend for RIF to the Church Council.  

The Board doing the review, in consultation with the pastor and any other church/school leaders who they feel can be of help, will reference the following factors when considering which individuals will be released as a result of the RIF:
  1. The specific position(s), program(s), or area(s) of ministry subject to reduction.
  2. Individual training and talents
  3. Licensure
  4. Contribution to the church and school program, 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
The Board doing the review will submit a written report to the Church Council with specific recommendations for programs and/or individual staff members to be relieved of their responsibilities.  Such report shall include the process used by the Board to come to the conclusion it did as well as the rationalization citing items from the list above that were considered in the process.

Upon approval by the Church Council, the Board Director will inform the staff in person and in writing that it is likely that a RIF will be necessary.  Furthermore, plans will be made to effectively inform the members of the congregation of the need for a RIF.

If the RIF involve non-school personnel the church president or his designee will oversee the process, coordinating all aspects with professional and lay leaders in the congregation and will distribute the RIF’s checklists that accompany this policy to the applicable leaders.  The Department of Day School Education chair or his/her designee will assume that responsibility if school personnel are involved.  The church president or Department of Day School Education chair will be responsible for holding individuals accountable for completing their responsibilities in a timely manner and for coordinating their efforts.

Bylaws of Our Savior Evangelical Lutheran Church empower the Church Council and Boards to employ and release contracted workers.  However, only the congregation can release called workers.  In the event a called worker is affected by the RIF, the Church Council must make its recommendation to the congregation and seek a release from the worker’s call at a properly called meeting of the congregation.  Upon acceptance of the Church Council recommendation by the Voters’ Assembly, the worker will be immediately notified.  If the recommendation is rejected by the Voters’ Assembly, the Church Council will prepare an alternate recommendation following the steps outlined in this policy.

The pastor and/or the principal (in the case of school personnel) will meet individually with workers who are affected by a RIF.  They will explain to each worker the process that was followed, the continuing commitment to the worker including severance and personal support as outlined in the attached RIF checklist.

Appeals Process

A written request to appeal must be filed with the council president within fifteen (15) days of the decision to reduce staff.  Failure within the stated time period to do so will constitute a waiver of the right to appeal.  A hearing must be scheduled at a mutually convenient time within 30 days of receipt of the request to appeal.

The Church Council will serve as the Appeals Committee for any worker who wishes to contest the decision to release him/her from service at Our Savior Lutheran Church and School.  The issues in the hearing shall include only the following:
  1. Did one or more of the criteria for Reduction in Force exist?
  2. Was the criteria properly applied?
The Committee will render its decision within seven (7) days of the appeals meeting.
 

Copyright 2006-2011, Our Savior Lutheran Church