These policies have been developed with consideration for the United Church and the peoplewho work in it. They attempt to balance the needs of the organization with the needs of individuals, but are also influenced by government legislation, policies that exist in otherorganizations and in other parts of the church, our ability to pay (as in salary and benefitprograms), and the theology and priorities of the church. They should be consistentlyapplied, widely communicated, and open to review.The Permanent Committee on Ministry and Employment Policies and Services, reporting tothe Executive of the General Council, has oversight for the development of human resourcespolicies. The Executive of the General Council adopts these policies.Policies in the
Human Resources Policy Manual
apply to all staff, both Order of Ministry andlay, in the General Council and Conference offices of The United Church of Canada,regardless of the source of funding for their salaries.The Human Resources Unit, together with the appropriate managers, is responsible forinterpreting, implementing, monitoring, and ensuring compliance with these policies.Related operating procedures and policy exceptions are the responsibility of the HumanResources Unit.When government legislation changes or new legislation is adopted, and the resultinglegislation provides benefits or conditions of employment that are broader or more generousthan that provided for under existing policy, the Human Resources Unit will expeditiouslydraft and propose revised policy and in the interim will ensure that, in the applicable jurisdiction, operational practices are amended to be in compliance with the revised/newlegislation.Policies are reviewed every three years. Any employee or employing unit is encouraged toprovide input regarding existing policies or new policies for consideration. Policy questionsshould be directed either to your immediate supervisor or to the Human Resources Unit.
The United Church of Canada/L’Église Unie du Canada