Credence & Company Policy Template: Involuntary Termination With Just Cause Policy

Each person is beloved by God and has inherent worth, gifts and dignity. Therefore, any decision to involuntarily terminate employment will observe the following:

• Take care to preserve confidentiality within the legal limits of the law;
• Involve examination of information and prayerful discernment prior to arriving at a decision;
• Include confidential consultation with appropriate others external to the congregation (e.g. denominational representatives, legal advice, others);
• Consider other progressive discipline options if appropriate;
• Is made in a timely way.

In the same way, the manner in which an individual is involuntarily terminated reflects our commitment to honour the inherent worth and dignity of those involved by:

• Meeting or exceeding the obligations under the Employment Standards Act and other related legislation;
• Balancing the need of the individual for information with the privacy and safety of others who may be involved;
• Conducting the termination interview with care and respect including the provision of a support person;
• Ensuring the provision of pastoral care to the individual (and significant others) by someone external to the congregation/organization;
• Supporting the congregation/organization to act and speak respectfully of the terminated individual and others involved in the termination.

Christian love involves caring, discipline and accountability. While involuntary termination is not the preferred option, the responsibility to be accountable for our actions and for the continued well-being of the congregation/organization requires that those in decision-making positions be prepared to take this step when necessary.