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Christianity Today, May, 2007 |

Do Likewise

The Joy of Policy Manuals

There's more to workplace justice than good intentions.

David P. Gushee | posted 4/26/2007 08:51AM

Large secular businesses often do better than Christian institutions in creating structures of justice to govern their organizations. Both their size and legal requirements require them to focus on procedures ...

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Debbie

Posted: April 27, 2007 9:24 PM

I have 'ranted' about this before... .after coming from predominantly non denominational churches with poor church government ,policy manuals might be the better way to go ,at least for that group. Also para church organizations. Something to hold leadership accountable when there is church abuse towards the lay people. A book called "Lambs on the Ledge" was written regarding AG ministry which is very good and addresses this very topic.

sic	Posted: April 26, 2007 7:37 PM


Yes Noreen, but at the same time...they also can provide protection to the Body. The implementation of policy is a good thing. There are good and bad in secular companies as well as churches. Why should Christ's body be marred because of a few bad members?

Ken Pifer

Posted: April 26, 2007 1:31 PM

I worked for eight years in a public accounting firm that audited churches and Christian ministries, and then four years in a ministry, and I concur with David Gushee's call for establishing policies and procedures. Policy manuals are by no means perfect, but they have several significant benefits. First, they require forethought. Thinking through how difficult situations should be handled in advance is a healthy exercise. Second, they promote consistency, which is vital to just treatment. Finally, they can demonstrate a commitment to trust and accountability. However, I would add a few requirements for effectiveness: a policy manual must be a living document, and it must be applied. Many policy manuals (in secular businesses as well as churches and ministries) are ineffective because they sit on a shelf and gather dust. Most important, the policy manual must reflect the doctrine and values of the organization, not boilerplate language.

Sylvia Dodge

Posted: April 26, 2007 1:22 PM

Are you kidding? Policy is for someone who gives consent, and it depends on how well it is enforced. When an employee is hired, the signature is witnessed usually by the boss or someone in personnel. But it is often randomly enforced and generally for someone the company wants to get rid of so they look for an excuse within the pages of the policy manual that the employee signed and agreed to abide by when hired by that company. The point I make is just because a policy manual exists and it has the correct signatures, it doesn't necessarily mean that everyone follows it to the letter or that it is properly enforced. For example, the company I used to work for had a policy regarding drinking on the job and/or coming to work under the influence. Anyone who violated it was subject to termination. My boss was a serious alcoholic who came to work every day inebriated and kept booze at work. His superiors knew and said nothing. In fact they often drank together at lunch. So much for policy.

David Bates

Posted: April 26, 2007 12:27 PM

Through the years we have attended some excellent churches where everything was done in a way that brought glory to God. Whether or not these churches had written guideline in place for financial responsibility and ethical conduct, I really can't say. Other churches we have been in, however, the pastor was pretty much a dictator and spent the money any way he wanted and no one could question him. In these churches it did not take very long before we had had our fill. Sad to say, I don't think any of these men were ever called to account, but eventually the people quit giving and the pastor was forced to leave because there were no more funds for his salary. I am so happy that this issue is being raised; I just pray that every denomination and every independent church will implement these very important parameters for personal and financial accountability and transparancy.

Noreen Mazelis

Posted: April 26, 2007 12:18 PM

"So bring on those policy manuals, and the commitment to justice that goes with them." ?? Surely you jest. WHERE does its author, David Gushee, LIVE? "Policy manuals" in both private and public entities are by and large frauds; they represent anything BUT a "commitment to justice". (Indeed, they are intended as a CYA for the employers). This is one thing I have learned after more than 30 years of litigation in the employment field. HOWEVER, these manuals, do, have a purpose, albeit not one that employers intend: in some cases -- some case -- they do serve to force the employer into accountability in a lawsuit. As for "justice" in the church, that's a bad joke. "Justice" in the church means excoriating America, capitalism, etc., while enjoying their benefits -- and, of course, praising Third World dictatorships. "Justice" in the church's personnel or other policies? Hah!

ph	Posted: April 26, 2007 12:01 PM


This article brings forth a truth that cannot be denied. In this society of litigation, policies are a must in any size organiztion. But beyond the matter of lawsuits, as the author so eloquently states, attention to procedures that are just and equal in circumstance better represent an organization that espouses just that in the name of a JUST GOD.

anonymous

Posted: April 26, 2007 11:06 AM


I so agree. I've worked in various Christian non-profits/ministry - and seen a lack of procedural accountability and limits. At one Christian non-profit, a number of us could have sued for harassment by our Executive Director and probably would have if we were working for a secular organizations. Instead, we just left the organization, and organizations keeps getting weaker and weaker.

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