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First Chris)an Church (Disciples of Christ

)
of Bellingham, Washington
Policies & Procedures Handbook

Rev. July 2016

TABLE OF CONTENTS
Structure ..............................................................................................................................................4
Organiza)onal Chart .................................................................................................................................5
The Structure of the Organiza)on ............................................................................................................6
Governance .......................................................................................................................................... 7
Suggested Agendas ...................................................................................................................................8
Elected Officers and Members of the General Board ...............................................................................9
Moderator ..............................................................................................................................................10
Vice Moderator .......................................................................................................................................11
Secretary (General Board) ......................................................................................................................12
Treasurer .................................................................................................................................................13
Trustees .................................................................................................................................................. 14
Coordinator and Council for Human Resources .....................................................................................15
Fund for Living Ministry (FFLM) .............................................................................................................. 16
Elders ...................................................................................................................................................... 18
Deacons .................................................................................................................................................. 19
Coordinator and Church Finance Council ...............................................................................................22
At-Large Board Members ........................................................................................................................23
Visioning Ministry ...................................................................................................................................24
Mission ...................................................................................................................................................26
Congrega:onal Mee:ngs ....................................................................................................................27
Congrega)onal Mee)ngs ........................................................................................................................28
Annual Reports .......................................................................................................................................29
Proxy Vote and Absentee Ballots Policy and Process .............................................................................30
Nomina:ons & Elec:ons ....................................................................................................................31
Nomina)on Commi]ee Selec)on ..........................................................................................................32
Nomina)on and Elec)on Process ...........................................................................................................33
The Pastor .......................................................................................................................................... 34
Du)es and Responsibili)es .....................................................................................................................35
Pastoral Search Procedure ......................................................................................................................37
Pastoral Rela)ons Commi]ee ................................................................................................................40
Descrip:ons of Paid Lay Posi:ons .......................................................................................................41
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Director of Educa)on and Community Outreach ................................................................................... 42
Accompanist Organist/Pianist ................................................................................................................43
Nursery A]endant ..................................................................................................................................45
Child & Youth Policies and Contracts ................................................................................................... 47
Child and Youth Protec)on Policy ...........................................................................................................48
Childcare Policy .......................................................................................................................................53
Code of Conduct .....................................................................................................................................55
Policy on Sexual Harassment and Abuse ................................................................................................56
Childcare Registra)on and Parent Contract ............................................................................................ 60
Applica)on Form for Volunteer Workers with Children and Youth ........................................................ 61
Miscellaneous ....................................................................................................................................63
Interfaith Coali)on Congrega)onal Representa)ve ............................................................................... 64
Wedding Policy .......................................................................................................................................65
Property Commi]ee ...............................................................................................................................66
Member Support Ministry ......................................................................................................................67
Faith Community Nurse ..........................................................................................................................68
Financial Procedures ...............................................................................................................................69

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Structure

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Organizational Chart
Cons)tu)on

Bylaws

Moderator
General Board
Guide: Policies & Procedures Handbook

Visioning Ministry
Guide: Ministry Plan

Moderator
Vice Moderator
Secretary
Treasurer
Human Resources Coordinator
Property Coordinator
Fund for Living Ministries Coordinator
Trustees Coordinator
Members at-large

Vice Moderator
Chair of the Elders
Chair of the Deacons
Task force leaders for short-term, special
projects
Spiritual Growth
Effec)ve Outreach
Covenanted Diversity
Social Jus)ce
Stewardship

Missional Programs
Member Support Ministry
Bazaar
Interfaith Coali)on Congrega)onal Representa)ve
Faith Community Nurse
______________________________________________________________________________
Professional Staff
Pastor
Finance/Membership Administrator
Director of Educa)on & Community Outreach
Accompanist
Child Care Provider

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The Structure of the Organization1
Defini)on
Governance of the First Chris)an Church (Disciples of Christ) of Bellingham is carried out
through the leadership of a moderator, board of directors, and visioning ministry. A person may
have more than one calling to serve. The term of service to the congrega)on may be shortened
or extended as need arises.
There are two decision-making bodies:
The board of directors oversees the day-to-day needs and func)oning of the congrega)on. This
includes, but is not limited to, financial receipts and disbursement of funds, solicita)on and
award of contracts; maintenance and upkeep of the building and grounds; management of
human resources; discussing and working toward resolu)on of concerns from the congrega)on;
suppor)ng the pastor.
The visioning ministry defines needs for special task forces or groups to aid in the
implementa)on of the ministry plan. The visioning ministry is led by the vice moderator,
assisted by the chair of the elders and the chair of the diaconate. The visioning ministry uses the
ministry plan as a guide to iden)fy needs; to consider op)ons for addressing a need; and to call
a leader to head up a task force to plan, oversee, and meet the iden)fied need.

1 April 5, 2014

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Governance

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Suggested Agendas
Mee)ngs of the General Board
1. Medita)on and prayer
2. Call to order
3. Minutes and approval
4. Financial report and approval
5. Reports
a. Offices and coordinators making reports shall provide them in wri)ng to the
secretary during the first week of the month to be copied and distributed on the
Sunday prior to the board mee)ng.
b. Pastor’s report
c. Items from reports needed discussion shall be deferred to either the new
business or old business agenda items
6. Old business
7. New business
8. Closing prayer
9. Adjourn

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Elected Of;icers and Members of the General Board
Elected Officers

Members of the General Board

Moderator
Vice Moderator
Secretary
Treasurer
Trustees
Human Resources Coordinator
Fund for Living Ministries Administrators
Elders
Deacons
Members at-large

Moderator
Vice Moderator
Secretary
Treasurer
Trustees Coordinator
Human Resources Coordinator
Fund for Living Ministries Coordinator
Property Coordinator
Members at-large

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Moderator
1. The moderator’s term of office shall be one year.
2. The moderator shall preside at all mee)ngs of the general board of directors and at all
congrega)onal mee)ngs.
3. The moderator shall appoint a nomina)ng commi]ee before the month of September.
4. The moderator shall assume accountability for the ongoing vision quest of First Chris)an
Church (Disciples of Christ) of Bellingham.
5. The moderator shall prepare, publish, and post the agenda for each congrega)onal
mee)ng one week in advance of the mee)ng.
6. The moderator shall encourage congrega)onal par)cipa)ng in regional and ecumenical
ac)vi)es.

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Vice Moderator
1. The vice moderator’s term of office shall be one year.
2. The vice moderator shall act in the absence of the moderator.
3. The vice moderator shall be the lead person in the visioning ministry, assisted by the
chair of the elders and the chair of the diaconate.
4. Using the ministry plan as a guide, the vice moderator shall help to iden)fy needs,
consider op)ons to address a need, and call a leader to head up a task force to plan,
oversee, and meet an iden)fied need.
5. The vice moderator shall recruit congregants to be visioning leaders to implement the
visioning ministry.
6. The vice moderator shall meet periodically with task force leaders for coordina)on and
repor)ng and will serve as an advisor to the task forces as needed.
7. The vice moderator shall make a wri]en report regarding visioning ministry planning and
progress to the board of directors at each mee)ng called.

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Secretary (General Board)
The secretary shall:
1. Serve a one year term.
2. Keep the records for the General Board and will act under the direc)on of the
moderator.
3. Make a wri]en record of the mee)ngs of the board of directors (minutes) following the
agenda for the mee)ng. The record shall include the names of those present, copies of
all reports, the accurate wording of all mo)ons made (including the names of the
individual making the mo)on, who seconded by, and whether the mo)on was passed).
4. Distribute copies of the board minutes to all board members within one week of
adjournment.
5. Make correc)ons or addi)ons as suggested by board members.
6. Distribute corrected copies of the minutes to all board members and the newsle]er
editor.
7. File approved copies of the minutes in the secretary’s notebook.
8. Bring the secretary’s notebook to every board mee)ng,
9. Maintain and update the Policy & Procedures Handbook as needed.

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Treasurer
The treasurer shall:
1. Serve a one year term.
2. Count and deposit in the appropriate accounts all collec)ons, monetary gins, and other
contribu)ons.
3. Record amounts received as coin, cash, check, or other forms of legal tender.
4. Deliver all receipts and deposit reports to the financial/membership administrator.

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Trustees
Three (3) members of the congrega)on shall serve as trustees of First Chris)an Church
(Disciples of Christ) of Bellingham. At the Annual Congrega)onal Mee)ng, one trustee shall be
elected to serve a term of three years. Terms are staggered.
Trustees shall:
1. Meet immediately following the Annual Congrega)onal Mee)ng to choose a
chairperson.
2. Meet periodically as needs arise or at the direc)on of the board.
3. Be charged with the safeguarding of both the real and financial (invested) assets of the
church, excluding the fund for living ministry.
4. Review non-congrega)onal Use of Space agreements. Such agreements are to be nonprofit and non-poli)cal in nature.
5. Nego)ate contracts for service, including insurance policies. All contracts must be
approved by the trustees and signed by a trustee.
6. Make decisions independently, or may choose to make a recommenda)on to the board.
7. Shall review issues referred by the board of directors and make recommenda)ons or
decisions as the situa)on requires.
8. Forward major decisions made by the trustees to the board of directors for
informa)onal purposes.
9. Inform the congrega)on of decisions when appropriate.

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Coordinator and Council for Human Resources
1. The Coordinator for Human Resources shall:
a. Be chosen by vote at the Annual Congrega)onal Mee)ng;
b. Have been a member of the human resources council in the immediately
preceding year;
c. Consult with the moderator regarding the selec)on and appointment of at least
two (2) other persons to serve as members of the council.
2. The Council for Human Resources shall:
a. Supervise the work of all lay paid staff;
b. Develop and maintain posi)on descrip)ons (including du)es and responsibili)es)
for lay paid staff;
c. Seek informa)on and sugges)ons for making paid staff more effec)ve;
d. Conduct annual evalua)ons of the work of each lay paid staff member, using
individual interviews;
e. Maintain a wri]en, confiden)al report of each evalua)on;
f.

During the annual budget process, recommend salaries, benefits, and workplace
changes to enhance employment sa)sfac)on and produc)vity;

g. Act as liaison between staff members, and between the congrega)on and staff as
needed;
h. Adver)se paid lay posi)on openings, review and update posi)on descrip)ons,
conduct interviews, advise the board of directors of the recommenda)on(s), and
in consulta)on with the board of directors and pastor, hire an appropriate
candidate to fill the posi)on;
i.

Recommend termina)on of paid lay staff members to the board of directors and
carry out such termina)ons as directed;

j.

Keep the board of directors apprised of the need for new lay staff posi)ons;

k. Develop and maintain a human resources council handbook.

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Fund for Living Ministry (FFLM)
General Policy
The purpose of this policy is to establish a predetermined basis and procedure for the
collec)on, maintenance, and disposi)on of funds or other proper)es that are received by the
congrega)on through wills, undesignated memorials, gin bequests, property, or as beneficiary
of a life insurance policy.
A board of administrators shall be established to oversee the Fund for Living Ministry. The board
of administrators shall consist of up to five members, one to be elected each year at the annual
mee)ng of the congrega)on for a five year term. The nomina)ng commi]ee of the
congrega)on will place the candidate’s name in nomina)on. All members of this commi]ee
shall have the power of vote.
The board of administrators shall be responsible for the following:
1. Investment of funds;
2. Repor)ng to the general board of directors;
3. Recommending disbursement of funds to the general board of directors. The board of
administrators shall receive input from various task forces, groups, and the congrega)on
as to the recommended disbursement. These recommenda)ons shall be made at least
annually at the first board mee)ng following receipt of funds.
Designated Gins
If a donor designates a par)cular purpose for which a gin is to be used, so far as is prac)cable, it
will be used for such designa)on. All disposi)ons of such designated gins shall be
recommended by the Fund for Living Ministry board of administrators and approved by the
general board of directors. If the designated purpose has already been achieved, or is otherwise
not a prac)cable use of the gin, then the administrators shall, upon legal counsel, take whatever
ac)on is deemed necessary in that par)cular situa)on.
Undesignated Gins
Undesignated gins shall be a part of the fund for living ministry. The fund for living ministry
board of administrators shall administer these funds, including investment of assets and
oversight of receipts, earnings, and disbursement of earnings as set forth in this policy
statement. The earning and interest received on these investments shall be divided as follows:
1. ADMINISTRATION OF THE FUND FOR LIVING MINISTRY. No more than 2% may be
used for the administra)on of the fund for living ministry. This is to include postage
and expenses of administering the fund. Funds not used shall be dispersed according
to #8.
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2. PROPERTY. 13% shall be used for the upgrading and maintenance of the building and
grounds.
3. MISSION. 13% shall be used for outreach. These monies shall be disbursed annually.
4. EDUCATION. 13% shall be used in the areas of educa)on. This includes such items as
upgrading furniture in classrooms, purchase of equipment, scholarship for camp and
conference, and educa)onal scholarships for college. Applica)ons for scholarships
shall be made through the fund for living ministries administrators.
5. MUSIC AND ART. 13% shall be used for the con)nued quality of music and art. This
includes such items as music, equipment, and/or scholarships for music staff or choir
members to a]end workshops or educa)onal events. Applicant for scholarship shall
be made through the fund for living ministry administrators.
6. STEWARDSHIP. 13% shall be used to help develop and conduct a con)nuing program
of stewardship educa)on.
7. EVANGELISM. 13% shall be used for outreach programs to a]ract new visitors and
new members to our church.
8. The remaining funds (20%) shall be divided among the seven categories listed above
or disbursed at the discre)on of the fund for living ministries administrators. The
fund for living ministries administrators shall make a recommenda)on to the general
board of directors.
Future Recommenda)ons and Changes
Changing )mes, unusual circumstances, and new thoughts and ideas may dictate desirable
changes in the fund for living ministry at some future )me. Changes in these policies must be
presented at a general board mee)ng and approved by a two-thirds majority vote at a
subsequent mee)ng of the board, and confirmed by a two-thirds vote of the congrega)on
present at a specially called congrega)onal mee)ng.

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Elders
1. Elders shall serve as the spiritual leaders for the congrega)on. They shall concern
themselves with faith development and spiritual support of congregants.
2. Elders shall be elected at the Annual Congrega)onal Mee)ng and serve a term of three
years. Approximately one-third shall be elected each year. An elder may succeed her/
himself for addi)onal three-year terms.
3. An elder demonstrates maturity, wisdom, regular involvement at public worship,
comfort with praying in public, and desire for personal spiritual growth. Up two twelve
(12) congregants may be called to be elders.
4. The elders’ tasks may include, but are not limited to:
a. Leading in public worship with prayer and messages, and presiding over the
offering and communion table.
b. Conduc)ng public worship in the absence of the pastor.
c. Teaching, conduc)ng bible studies, and mentoring bap)smal candidates.
d. Carrying communion to in-home congregants.
e. Shepherding the congrega)on with prayers and visits.
f.

Being a non-anxious listening presence for members of the congrega)on and the
surrounding community in )mes of physical and spiritual pain and grief.

g. Visi)ng congregants in hospitals and rehabilita)on centers.
h. Encouraging the congregants to grow in their walk with Christ.
i.

Seeking ways to translate their own faith into community ac)on in concert with
members of other faith groups, and encouraging congregants to do the same.

5. The elders shall meet regularly as they see fit and will divide their various tasks among
themselves. They shall endeavor, as individuals and as a group, to acquire the training
and discipline to be effec)ve spiritual leaders.
6. The elders shall recommend to the nomina)ng commi]ee candidates to become elders
for the coming term.

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Deacons
Deacons support and promote the well-being of the congrega)on First Chris)an Church
(Disciples of Christ) of Bellingham. A deacon shall be called to serve for three (3) years with
three (3) deacons rota)ng off and three (3) elected at the annual congrega)onal mee)ng. Any
vacancies occurring during the intervening year shall be filled by an appointment made by the
coordinator of the deacons in consulta)on with the moderator.
Immediately following the annual congrega)onal mee)ng, the deacons shall meet and select a
coordinator. The coordinator shall:
1. Preside at mee)ngs of the deacons;
2. Generate schedules of services to be performed;
3. Serve as the representa)ve of the deacons at mee)ngs of the board of directors and at
congrega)onal mee)ngs;
4. Serve as a co-director of the visioning task force;
5. Call mee)ng of the deacons as necessary for study, planning, and/or training.
The deacons shall:
1. Be assigned to par)cipate with a team and on a specific Sunday;
2. Be no)fied by the church office via email during the week it is his/her turn to serve;
3. Pass the offering plates at the appropriate )me during worship;
4. Oversee the ligh)ng and ex)nguishing of the candles in the sanctuary;
5. Prepare the elements of communion before worship;
6. Aner worship, return the elements of communion to the sacristy and follow established
procedures for cleaning, refuse disposal, and laundry;
7. Be invited to par)cipate in a training session before serving the first )me;
8. Refer to the instruc)ons and explana)ons of responsibili)es on the a]ached page.

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Du)es and Responsibili)es of the Deacons
1. Communion prepara)on before worship
a. Prepare three trays with bread and rice cake pieces;
b. Fill two goblets of juice for elders;
c. Provide one empty goblet and one pitcher of juice for the pastor;
d. Place these elements on the communion table;
e. Prepare a coaster with a communion cup of juice and a wafer and place it on the
piano for the pianist;
f.

Prepare a tray of wafers and a tray with ten communion cups of juice and place
them on the table at the back of the sanctuary.

2. Check the schedule to make sure that each deacon knows his/her appropriate sta)on
(which aisle to serve). Select one deacon to remain at the back of the sanctuary to greet
any late-comers aner the greeters have len the narthex.
3. Supervise the ligh)ng of the candles in the sanctuary (including the peace candle) during
the first hymn aner Call to Worship.
4. Count the number in the congrega)on, record the date and number in a]endance on
the appropriate slip (found in the offertory tray), and return the slip to the tray.
5. Offertory and communion
a. Any deacon in a]endance at workshop is “on call”.
b. When the offertory elder goes to the podium, the deacons who are serving
proceed to the back of the aisle he/she is serving. Move forward to the first pew
on the aisle and pass the offering plates to the first congregant on both sides of
the aisle. Con)nue to facilitate the passing of the offering plates un)l all have
par)cipated.
c. Take the offering trays to the elder standing at the back of the center aisle.
d. The three (3) deacons who will assist serving communion stand at the back of the
center aisle.
e. One deacon should be selected to serve those in the congrega)on who do not go
forward to take communion by in)nc)on. The others may be seated.
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f.

When the pastor and elders move to the communion table, the three remaining
deacons proceed forward and stand at the head of the center aisle, the head of
the second aisle on the right, and the head of the second aisle on the len.

6. During the closing hymn, see that the candles are ex)nguished and the flame is carried
out of the sanctuary and into the world.
7. Cleanup
a. Return all communion elements to the sacristy;
b. Wash glassware, discard the lenover food and juice, and take garbage to the
kitchen;
c. Check that the water is completely turned off;
d. Take any laundry home to wash and return to the sacristy.

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Coordinator and Church Finance Council
1. The church finance council coordinator shall:
a. Be chosen by vote at the annual congrega)onal mee)ng;
b. Have been a member of the human resources council in the immediately
preceding year;
c. Preside at all monthly mee)ngs of the council and at any other mee)ngs of the
council deemed necessary;
d. Serve as representa)ve of the council at all mee)ngs of the general board and at
congrega)onal mee)ngs;
e. Present the financial report at mee)ngs of the general board of directors and at
congrega)onal mee)ngs.
2. The church finance council shall:
a. Be chosen by vote at the annual congrega)onal mee)ng;
b. Include the treasurer as a vo)ng member of the council
c. Meet monthly or more onen as needed;
d. Prepare the annual budget;
e. Promote special day offerings such as Easter, Pentecost, Thanksgiving, and
Christmas;
f.

Alert the general board to financial concerns;

g. Designate check signers (the treasurer is the primary signer; the church finance
coordinator may be an alternate signer, and the council shall appoint an
addi)onal signer);
h. Respond when an independent audit is requested;
i.

Select three (3) members to serve as the audi)ng commi]ee and audit the book,
and/or arrange for an outside audit annually.

j.

Close out any designated fund that sees no ac)vity over a two year period and
add it to the general fund, aner the church, as a whole, is no)fied.

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At-Large Board Members
At-large board members shall:
1. Have commitment to ensure the mission of the church is carried out through decision
and ac)ons of the general board of directors.
2. Act as a line of communica)on between the congrega)on and the general board of
directors by bringing congrega)onal and individual concerns to the a]en)on of the
board and always encouraging a close working rela)onship between the two.
3. Possess personal a]ribute of enthusiasm, mo)va)on, and interpersonal communica)on
skills.
4. Stay informed about board of directors ma]ers, prepare for mee)ngs by previewing the
agenda ahead of )me and reading comments and reviews of minutes and reports.
5. It is recommended that at-large board members be members of First Chris)an Church
(Disciples of Christ) of Bellingham and be able to devote the )me required to a]end all
scheduled general board of directors mee)ngs.

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Visioning Ministry
A Visioning Ministry shall be developed under the direc)on of the vice moderator. Co-directors
shall be the coordinator of the elders and the coordinator of the deacons. As a need arises and
is iden)fied by the moderator and/or vice moderator, addi)onal directors may be called. A once
year commitment would be requested with three (3) renewable terms op)ons.
The Visioning Task Force shall:
1. Use the ministry plan to iden)fy one or more current needs related to carrying out the
ministry plan.
a. Spiritual awareness and growth
b. Community outreach and collabora)on (including evangelism)
c. Na)onal and interna)onal outreach (mission)
d. Stewardship
e. Property
f.

Hospitality

2. Iden)fy one or more poten)al task force leaders (in consulta)on with the moderator,
human resources coordinator, and the pastor) to address the needs of a specific
ministry; interview the individuals and make the call to leadership.
3. Commission each task force leader to organize focus groups to:
a. Assess the current status of their area of responsibility in the ministry plan;
b. Iden)fy the needs of the iden)fied ministry;
c. Set goals and make ac)on plans to live out the ministry plan;
d. Engage in the ac)on plan;
e. Submit a report of the result of their efforts to the vice moderator and general
board of directors.
4. Communicate with the congrega)on using short presenta)ons in worship, Courier
ar)cles, posters, email announcements, etc.
a. What’s happening;
b. What’s needed;
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c. Thanks for assistance/par)cipa)on

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Mission
First Chris)an Church (Disciples of Christ) of Bellingham is called to be a Christ-centered faith
community, engaging in the ongoing ministry of Jesus and invi)ng all people to experience His
love and prac)ce His Message. (Micah 6:8 and Mark 12:28-31)
Our Ministry
Spiritual Growth
… through vital worship incorpora)ng music and the arts, providing a variety of opportuni)es to
encourage prayer life, Bible study, and educa)on. Psalm 100:1-6
Effec2ve Outreach
… through broad congrega)onal par)cipa)ng in ministries that meet the needs of the people of
the community and the world. Ma]hew 5:13-16
Covenanted Diversity
… through apprecia)on and celebra)on of each person’s unique iden)ty, talents, ideas, and
opinions; we worship, learn, and serve through Christ who makes us one. 1 Corinthians
12:12-27
Social Jus2ce
… through love and compassion, seeking equality and jus)ce for all people, especially those
who are marginalized in our community and beyond, partnering with organiza)ons with similar
goals. Ma]hew 25:34-40
Stewardship
… through responsible use of all our resources while joyfully and generously giving )thes and
offerings for the furtherance of the mission given to us by God. 2 Corinthians 9:7-8

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Congregational Meetings

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Congregational Meetings
1. Opening Prayer
2. Call to Order
3. Minutes of previous congrega)onal mee)ng and approval
4. Financial report and approval
5. Reports as appropriate
6. Old business
7. New business
8. Elec)on of officers, if appropriate
9. Other ma]ers
10. Closing prayer and adjournment

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Annual Reports
1. All officers and coordinators shall submit wri]en annual reports to the church office on
or before January 10.
2. The church office shall make copies of these reports available to the congrega)on no
later than the third Sunday in January.
3. The church office shall prepare an execu)ve summary of these reports and publish it in
the February church newsle]er.

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Proxy Vote and Absentee Ballots Policy and Process2
1. Votes on issues before the congrega)on shall be decided by a posi)ve vote of a simple
majority of those vo)ng.
2. Absentee ballots may be submi]ed prior to the scheduled congrega)onal mee)ng.
Iden)fy the issue to be voted on and indicate whether the vote is posi)ve or nega)ve (or
the posi)on and name of the candidate), the date of the vote, and the signature of the
person cas)ng the ballot.
3. A member who an)cipates being absent from a scheduled congrega)onal mee)ng may
complete a proxy vote form naming a specific member as his/her proxy. The proxy
should be informed regarding the absentee member’s wishes regarding the intent to be
voted (yea or nay) on issues iden)fied on the published agenda.
4. Blank absentee or proxy ballots will be provided by the nomina)on commi]ee.

2 January 27, 2014

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Nominations & Elections

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Nomination Committee Selection
Before September, the moderator shall appoint a nomina)on commi]ee to include one elder
and two other members of the congrega)on. The term of par)cipa)on will be one year in order
to address replacement needs.

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Nomination and Election Process
The nomina)on commi]ee shall:
1. Review and list an)cipated vacancies for elected and volunteer posi)ons for the next
year during the month of September;
2. Solicit sugges)ons for filling open posi)ons from the leadership and the congrega)on;
3. Contact poten)al officers and volunteers no later than the end of October;
4. Have a full slate of nominees by November 15;
5. Post a list of nominees for elected posi)ons in an appropriate prominent loca)on in the
church at least two (2) weeks before the annual congrega)onal mee)ng;
6. The congrega)on shall elect officers for the following year at the Annual Congrega)onal
Mee)ng;
7. The Nomina)on Commi]ee shall work with the general board of directors, the visioning
ministry, and the pastor to plan and carry out appropriate leadership training for the
newly elected officers.

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The Pastor

Page 34 of 69

Duties and Responsibilities
1. The pastor is the spiritual leader of First Chris)an Church (Disciples of Christ) of
Bellingham, helping people relate their faith to their daily lives.
2. The pastor shall maintain ministerial standing within the Northwest Regional Chris)an
Church (Disciples of Christ).
3. The pastor shall abide by the First Chris)an Church (Disciples of Christ) ministerial code
of ethics.
4. The pastor shall demonstrate an ac)ve and disciplined spiritual life in prayer, medita)on,
study, and stewardship.
5. The pastor shall coordinate the planning and leading of the worship life of the
congrega)on. This may include preaching, public prayer, developing an order of worship,
planning alterna)ve services of worship, presiding at the communion table, and
overseeing volunteer leaders and music staff.
6. The pastor shall be a member without vote of all boards and commi]ees of First
Chris)an Church (Disciples of Christ) of Bellingham.
7. The pastor shall consult with the moderator and vice moderator in oversight of the
administra)on of the congrega)on, as well as consul)ng with the human resources
coordinator in the supervision of other paid staff.
8. The pastor shall make regular wri]en reports to the general board of directors and an
annual wri]en report to the congrega)on.
9. The pastor shall be available for counseling to individuals, families, and groups, members
and non-members alike, seeking to be a non-anxious, non-judgmental presence in the
counseling rela)onship. The pastor shall avoid gossip and keep confiden)al informa)on
that has been shared in private. The pastor shall avoid taking sides in a conflict. When
long-term counseling or counseling beyond the pastor’s exper)se is needed, the pastor
shall refer the client(s) to professional help.
10. The pastor shall par)cipate in the educa)onal life of the congrega)on as deemed
appropriate.
11. The pastor shall represent the congrega)on in local, regional, and global denomina)onal
and ecumenical events as deemed appropriate.
12. The pastor shall systema)cally teach Chris)an stewardship and encourage the
congrega)on’s outreach through giving and par)cipa)on, both locally and globally.
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13. The pastor shall conduct regular hospital and care facility visits to members, and
emergency home visits as deemed appropriate.
14. The pastor shall maintain regular communica)on with other congrega)ons or
organiza)on that share our building. She/he shall a]empt to interpret our culture,
values, standards, mores, theology, and autudes to them, and theirs to us.
15. The pastor shall have the right of first refusal to preside at any wedding or funeral
conducted on the property, with the excep)on of any regular, long-term covenanted
building-sharing agreement with another congrega)on.
16. The pastor shall be an advocate for social and jus)ce issues which confront the local
faith community.
17. At the conclusion of the pastor’s ministry with First Chris)an Church (Disciples of Christ)
of Bellingham, the regional minister shall be requested to conduct (or appoint a third
party to conduct) an exit interview with the pastor, seeking informa)on to make the
congrega)on more self-aware and to make the pastor’s task more effec)ve.

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Pastoral Search Procedure
1. Nothing in these procedures is intended to conflict with the search and call process of
the general or regional manifesta)ons of the Chris)an Church (Disciples of Christ).
2. The search for a new pastor consists of two concurrent processes: first, the calling of an
interim pastor and second, the calling of a se]led, long-term pastor.
3. The interim pastor
a. When there is a pastoral vacancy, the visioning ministry team, guided by the
regional minister, shall search for and nego)ate with a prospec)ve interim
pastor.
b. The visioning ministry team may not refuse to consider a poten)al pastor/interim
pastor because of the candidate’s race, sex, sexual orienta)on, or age.
c. The interim pastor shall have, in general, the same qualifica)ons as a se]led,
long-term pastor. It is understood that the interim pastor may be coming out of
re)rement and may live most of the week outside the immediate area.
d. The interim pastor shall guide the congrega)on through transi)on, help
members deal with emo)onal paid, help the congrega)on iden)fy and manage
conflict that might have arisen during the previous pastorate, and guide the
congrega)on to examine itself as it prepares for a new stage in the church’s
lifecycle.
e. The visioning ministry team shall inform all candidates that being selected as
interim pastor precludes their serving as se]led, long-term pastor.
f.

The team shall nego)ate with only one prospec)ve interim pastor at a )me. The
team shall nego)ate with the candidate a dran le]er of call, including the du)es
and responsibili)es of the interim pastor, and du)es and responsibili)es of the
congrega)on (salary, housing, etc.).

g. The visioning ministry team shall recommend its choice of interim pastor to the
general board of directors and shall present the dran le]er of call for approval or
amendment. If a two-thirds majority of the general board of directors in
a]endance agrees, they shall recommend the proposed candidate to the
congrega)on for final approval and call. The general board of directors shall give
the congrega)on at least one week’s no)ce and distribute copies of the final
le]er of call before the congrega)on votes on the prospec)ve interim pastor.

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h. Two-thirds of the members present and vo)ng at a special congrega)onal
mee)ng must accept the general board of directors’ recommenda)on in order
for the congrega)on to call an interim pastor. The moderator shall sign the final
le]er of call and send it to the interim pastor, retaining a copy (with date) for this
policy and procedures handbook.
i.

The interim pastor shall serve un)l a new se]led pastor is called, or may
terminate the rela)onship with thirty days’ wri]en no)ce. The general board of
directors may terminate the rela)onship by a two-thirds vote, giving the interim
pastor thirty days’ wri]en no)ce.

4. Calling a se]led pastor
a. When there is a pastoral vacancy, the moderator, with the approval of the
general board of directors, shall appoint a pastoral search commi]ee. The
commi]ee shall have at least five members and be chaired by an elder. The
commi]ee shall be inclusive and represent the diversity of the congrega)on.
b. The commi]ee, guided by the regional minister, shall search for and nego)ate
with a prospec)ve se]led, long-term pastor.
c. The commi]ee may not refuse to consider a poten)al pastor because of the
candidate’s race, sex, sexual orienta)on, or age.
d. The commi]ee shall use resources from the general and regional church, and
guidance from the interim pastor, to lead the congrega)on to study itself to
determine the congrega)on’s demographics, resources, self-image, image in the
community, and hopes and fears for the future. The commi]ee shall create a
congrega)onal profile to inform prospec)ve pastors, and shall try to nego)ate
widespread agreement within the congrega)on on the type of pastoral leader
needed to guide the church into the next stage of its spiritual development.
e. The search commi]ee shall nego)ate with only one prospec)ve pastor at a )me.
The commi]ee shall nego)ate with the candidate a dran le]er of call, including
the du)es and responsibili)es of the pastor, and du)es and responsibili)es of the
congrega)on (salary, housing, etc.).
f.

The search commi]ee shall recommend its choice of pastor to the general board
of directors, and shall present the dran le]er of call for approval or amendment.
If a two-thirds majority of the general board of directors in a]endance agrees,
they shall recommend the proposed candidate to the congrega)on for final
approval and call. The general board of directors shall give the congrega)on at

Page 38 of 69

least one week’s no)ce and distribute copies of the final le]er of call before the
congrega)on votes on the prospec)ve pastor.
g. Two-thirds of the members present and vo)ng at a special congrega)onal
mee)ng must accept the general board of directors’ recommenda)on in order
for the congrega)on to call a pastor. The moderator shall sign the final le]er of
call and send it to the pastor, retaining a copy (with date) for this policy and
procedures manual.
h. The pastor shall serve indefinitely. He/she may terminate the rela)onship with
sixty days’ wri]en no)ce. The congrega)on may terminate the rela)onship by a
two-third vote taken at a duly called and no)fied congrega)onal mee)ng, giving
the pastor sixty days wri]en no)ce.

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Pastoral Relations Committee
1. The congrega)on shall maintain a pastoral rela)ons commi]ee (PRC) for the emo)onal
and spiritual support of the pastor.
2. The PRC shall consist of no less than three (3) members, each serving for three (3) years
on a rota)ng schedule so that one-third are chosen each year. The pastor shall choose
new members of the commi]ee with the concurrence of the moderator. One member
shall be designated as a special representa)ve for the pastor’s spouse. A PRC member
can succeed her/himself.
3. When the ini)al PRC convenes, the members shall determine the length of term for each
member by drawing straws.
4. The PRC shall meet regularly throughout the year on a schedule determined by
consensus among the pastor and members. At least one mee)ng during the year shall
be devoted to the support and concerns of the pastor’s spouse. At least one mee)ng
each year shall be devoted to examining the pastor’s compensa)on and make budget
recommenda)ons to the general board of directors.
5. The PRC shall endeavor to keep the pastor aware of the emo)onal moods of the
congrega)on. Commi]ee members shall not carry anonymous messages to the pastor.
Commi]ee members shall encourage congrega)on members to communicate their
concerns directly to the pastor. A commi]ee member may offer to mediate face-to-face
mee)ngs between the pastor and a congrega)on member.
6. The PRC shall encourage the pastor to tend to his/her own mental and spiritual health,
to take adequate vaca)ons, to be involved in personal and professional development,
and to plan a sabba)cal for refreshment and renewal. The commi]ee shall listen to the
pastor’s hopes, dreams, concerns, and fears without judgment.

Page 40 of 69

Descriptions of Paid Lay Positions

Page 41 of 69

Director of Education and Community Outreach
1. Du)es include, but are not limited to the following:
a. Plan and assist in crea)on of community outreach programs, including but not
limited to crea)ng, adver)sing, and con)nuing internal educa)on.
b. Develop and administer adver)sing efforts including website and social media.
c. Assist minister with pastoral requirements as needed.
d. A]end civic and faith outreach mee)ng in the community.
e. Administer and promote evangelism efforts.
f.

Develop programs for younger genera)ons.

g. Meet with class leaders to develop curriculum, order and supply any materials to
support the curriculum.
h. Answer the phone, greet visitors, prepare and distribute the church newsle]er,
prepare weekly bulle)ns, maintain the church website, and any other
administra)on du)es as needed.
i.

Evaluate obstacles to church involvement: physical, spiritual, and socioeconomic, and coordinate efforts to address these obstacles.

2. Desired skills:
a. Minimum of two years or college or equivalent;
b. Basic computer skills including presenta)on and website technology skills
c. Presenta)on skills, including prepara)on of computer presenta)ons and public
speaking;
d. Ability to lead and interact in all sizes of groups
e. Support the mission and ministries of First Chris)an Church (Disciples of Christ)
of Bellingham.
3. This posi)on is supervised by the senior minister and the personnel commi]ee.

Page 42 of 69

Accompanist Organist/Pianist
1. The accompanist is an eleven month posi)on.
2. Qualifica)ons
a. Prac)ces Chris)an behavior
b. Demonstrates an ability to get along with people
i. Volunteer choir (all levels of musical skill, abili)es, interests, and
personali)es)
ii. The choir director
iii. The minister(s)
iv. The worship commi]ee
c. Experiences as an organist and/or piano accompanist
3. Responsibili)es
a. Performs organ and/or piano music for 11 a.m. Sunday morning worship
including hymns, accompanying chancel choir and special music, prelude,
offertory, communion service selec)on, and postlude.
b. Selects music for the prelude, offertory, and postlude with guidance from the
minister(s) and/or worship commi]ee.
c. Rehearses with chancel choir on Wednesday evening (or chosen rehearsal
evening) for one and a half hours and shall be available to rehearse with special
music for a maximum of fineen (15) minutes before or aner choir prac)ce or
mutually agreed )me.
d. Provides organ/piano music for weddings, funerals, and memorial services at
First Chris)an Church (Disciples of Christ) of Bellingham, if available.
e. May play, as a ma]er of courtesy, for other occasional services.
f.

Any need for organ or piano maintenance shall be reported to the administra)ve
assistant in the church office.

4. Schedule and Terms of Employment
a. Weekly one and a half hour chancel choir rehearsal.
Page 43 of 69

b. Arrive 20 minutes early for short rehearsal before Sunday worship service.
c. Provide organ/piano music at all seasonal services to include Christmas, Easter,
and Pentecost.
d. Occasional special services/rehearsals as required.
e. If absence is necessary, no)fy in wri)ng with as much lead )me as possible to the
personnel chairperson and administra)ve assistant.
f.

In the event of absence, if a subs)tute is necessary, an appropriate adjustment in
pay will be made.

g. Pay by the month in two (2) equal payments.
h. Annual pay increases/adjustments will be considered annually at budget )me
and voted on by the congrega)on at the congrega)onal business mee)ng.
5. The organist/pianist is under the direc)on of the music/choir director at )mes of
rehearsal, or where choir music or special music is involved.

Page 44 of 69

Nursery Attendant
1. The nursery a]endant is responsible for the care of children in the nursery, working with
nursery volunteers, and care of the nursery space.
2. The nursery a]endant works under the direc)on of the personnel commi]ee and is
accountable to this commi]ee. A background check may be required prior to beginning.
The nursery a]endant receives formal evalua)on annually from this commi]ee.
Communica)on should be directed to the chairperson of the personnel commi]ee.
3. Responsibili)es include:
a. The care and well-being of infants and toddlers (0-36 months of age) in their
care.
b. Set up of the room upon arrival, crea)ng a warm and welcoming atmosphere for
children and parents.
c. The a]endant must be in the room during the allo]ed )me in case someone
brings a child by.
d. Ensuring that parents sign their children in and out on the nursery log.
e. Ensuring that parents label diaper bags and bo]les, and assuring them that
someone will community with them about their child if necessary.
f.

Cooperate and support toddler teachers in Nursery Room B if the child count
allows.

g. Put the room back in order using the checklist in the office that will record the
a]endant’s hours worked.
h. Communicate with the personnel commi]ee chairperson, or one of the pastors,
regarding any concerns or needs for making the classroom a loving environment.
i.

Communicate any difficul)es with children to the personnel commi]ee
chairperson or one of the pastors.

j.

Enjoy these precious gins from God!

4. Qualifica)ons:
a. Dedicated to Christ and God’s church to help us in our teaching of the Chris)an
faith and life.
b. Minimum age of 15, with parental consent if under 16.
Page 45 of 69

c. First aid and CPR cer)fica)on to be obtained within three (3) months.
d. Babysiung class may be required.
5. Time commitment of up to three (3) hours and must be willing to log hours on pay
record sheet in the church office.
6. Wage will be the current minimum wage.
7. The nursery-toddler year will be from the second Sunday in September to the same
Sunday the following year.
8. The nursery a]endant will be expected to be in the nursery from 9:30 a.m. un)l 12:30
p.m. or un)l all of the children have been picked up and signed out.
9. The nursery a]endant will be responsible for making his/her own subs)tu)on
arrangements. The Personnel Commi]ee must give approval of the subs)tute. The
nursery a]endant should expect visita)ons on Sunday morning to ensure safety and
comfort of his/herself and the children.

Page 46 of 69

Child & Youth Policies and Contracts

Page 47 of 69

Child and Youth Protection Policy
First Christian Church
(Disciples of Christ)
Bellingham, WA

Preamble
We recognize that religious communities, which should be dedicated to the creation of safe
environments for all their members, are particularly vulnerable to incidents of abuse because of
the high level of trust, the welcoming spirit, and the strong reliance on and need for volunteers,
especially in children and youth programs.
We recognize the inherent importance in a religious community of those very factors of trust,
welcome, and volunteer commitment, and the necessity to adopt "reasonable precautions" as
the watchwords for any ensuing guidelines and requirements regarding the issue of abuse. We
further realize that institutions operating in the best possible manner with all due concern still
cannot guarantee an absolutely risk-free setting.
Body of Policy
Screening and Selection of Workers With Children and Youth
Workers who provide direct care or supervision to children and youth at First Christian Church
events or programs must meet the following criteria:
A. Advisors for youth and volunteer Religious Education teachers must be active participants
at First Christian Church or another Christian Church (Disciples of Christ) or United Church of
Christ congregation for at least six months. Active participants are church members or
contributing friends who are involved with church committees, activities and /or events.
B. Teachers and Advisors for High School Youth must be at least 25 years old. Teachers and
Advisors for Middle School Youth must be at least 21 years old. All other volunteer Religious
Education teachers or teaching assistants, at the discretion of the Director of Education and
Community Outreach in consultation with the Nurture Ministry must be at least 18.
C. Workers under 18 years old may be used as paid helpers for event childcare as long as
they have completed the Red Cross Babysitter's Training or equivalent course and are on the
church babysitters list. An adult meeting the above criteria will supervise them throughout the
event.
D. All compensated workers and volunteer religious education teachers and volunteer youth
advisors and sponsors must complete an application form and read the policy and sign the
Code of Conduct included in this policy.
E. Occasional volunteers, parents or church members who serve in the nursery, classroom,
or program occasionally, must read and sign the First Christian Church Code of Conduct (see
below) before assuming their duties. A trained adult must be designated to supervise these
volunteers.
F.
All compensated workers must meet the First Christian Church Personnel Policy
requirements.

Page 48 of 69
Child & Youth Protection Policy, p. 1 of 5

G. First Christian Church will conduct a criminal background check on all adults working with
children or youth in church sponsored activities or events.
Definitions
A "group" is defined as those children who have been assigned to childcare, preschool, or
individual elementary class or specific program or activity within the context of that class, as well
as youth who are taking part in a planned, organized component of their program.
"Supervision" is defined as the reasonable exercise of thoughtful action and responsibility by
adults working with their respective age groups, realizing that the immediacy of such direct
supervision will vary with the ages of those in a group and the context of the activity.
Supervision Guidelines and Policies
There will be a minimum of two adults or, in the case of nursery or preschool, (e.g. one adult
and one trained childcare provider under 18), scheduled to supervise each group.
When a group of children are in a classroom at the church, the window coverings will be open or
the door to the classroom will remain open.
Corporal punishment or abusive language will not be used under any circumstances.
Two adults will be present during all disciplinary meetings. Disciplinary meetings between a
teacher, adult sponsor, advisor or other volunteer and a child must include another worker or the
Director of Education and Community Outreach. If such a meeting is necessary, the parents will
be informed and the contents of the meeting will be discussed with them as soon as possible or
when they pick up the child.
Counseling by Minister or Director of Education and Community Outreach
First Christian Church professional staff, the Minister or Director of Education and Community
Outreach, counseling children or youth must inform the other member of the professional staff
or, if unavailable, the Chairperson of the Nurture Ministry, of the counseling meeting and the
name of the counseled. Advanced scheduling is strongly encouraged, but notice immediately
after counseling is permissible if prior notice is impossible. Standard rules of ministerial
confidentiality will be respected. Parents will be informed of the meeting, again respecting rules
of confidentiality, unless it is deemed that to do so would endanger the child or youth.
Transportation to, from and during Church or District Events
It is the responsibility of parents to provide safe transportation to and from First Christian Church
for Church and District events. Volunteers and compensated employees are not allowed to
pickup or drive children and youth home from First Christian Church or to be alone in a car with
one child or youth except by prior parental arrangement and notification of Director of Education
and Community Outreach.
All drivers must be at least 25 years of age and must provide proof of insurance. There must be
enough seat belts for everyone and everyone must wear a seat belt.

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Child & Youth Protection Policy, p. 2 of 5

Special Cases
For children with special needs, it may not be possible to serve a child's needs with two
volunteers and other arrangements may be made. In such cases, the Director of Education and
Community Outreach and the child's parents will try to work out a reasonable supervision
arrangement. Such arrangement will be agreed to in writing between the Director of Education
and Community Outreach and the child's parents. The Nurture Ministry will approve the
arrangement.
Conduct For Adults Working With Children and Youth
Adults who work with children and youth at First Christian Church are expected always to have
the best interest of children and youth at heart. They are expected to nurture their physical,
emotional and spiritual growth by fostering an environment of kindness, trust, respectfulness,
and fun. No one's enjoyment should ever be at the expense of another person's health or selfesteem. Their charge is to encourage kindness and genuineness among the children and youth,
and to discourage unkindness and falseness. In this manner, we hope to create an environment
in which children and youth will be able to explore the spiritual and religious nature of their lives,
both as individuals and as communities. To accomplish this there are specific expectation that
First Christian Church has for employees and volunteers.
"Friendship" with Youth
Although we hope that youth and adults will have genuine fondness for one another, any adult
who looks to youth for friendship is not sufficiently mature to be in a position of responsibility
over them. A "friendship" is reciprocal, where neither person has more responsibility for the
health of the relationship that the other. This is antithetical to the adult/youth relationship, where
the adult is the one who assumes primary responsibility for maintaining appropriate boundaries
and cultivating an atmosphere of health and trust. Therefore, it is the adult volunteer or
compensated worker's responsibility to avoid or discourage inappropriate friendships.
Unofficial Contact with Youth
If an adult wishes to be in contact with a youth outside of the normal channels of church events,
it is imperative that their behavior both be and appear to be above reproach. Any relationship
developed between an adult and a youth outside of First Christian Church activities must be
with the knowledge and consent of the youth's parents. Adults will best protect themselves from
false accusations of misconduct by keeping the parent informed of their actions.
Sexualized Behavior
It is never appropriate to engage in any manner of sexualized behavior with a child or youth.
This refers not only to explicitly sexual behavior, but also to sexually provocative behavior or
language. It is inappropriate to tell jokes with sexual content. Physical expressions of affection
such as hugs certainly have their place, but it is best to allow the child or youth to initiate them
and the adult must be sensitive not to allow them to be prolonged.

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Child & Youth Protection Policy, p. 3 of 5

Confidentiality
Adults who work with children and youth under the aegis of First Christian Church are
responsible first to the children and youth, but to the church as well. Sometimes an adult will
learn that a child or youth is the victim of abuse, is suicidal, has a serious drug problem, etc. It is
First Christian Church policy that information be communicated to the Church's professional
staff immediately. For this reason, please try never to give children or youth the impression that
you will keep secrets for them. CONFIDENTIALITY IS NOT SECRET KEEPING. For the most
part, a covenant of confidentiality will mean that you do not repeat information told to you in
confidence. However when the information is of a major, crisis nature, encourage the child or
youth to seek help from a parent or other authority figure. Consult with the pastor or the Director
of Education and Community Outreach, about an appropriate course of action.
Acceptance with this Policy and Code of Conduct
Any church employee or volunteer working children or youth who disagrees with any provision
of the Policy or the Code of Conduct is free to discuss their opinions with the leadership of the
church, but must abide by the Code as written. Signing the Code indicates the signatory has
read the Policy and the Code and agrees to abide by them. The signatory further acknowledges
that failure to abide by the Code or the provisions of the Policy will result in dismissal from either
paid or volunteer positions involving children and youth at First Christian Church.
Reporting and Response Procedures Regarding Harassment or Abuse
Refer to First Christian Church’s policy on Sexual Harassment and Abuse.
Responding to the Public
If the media contacts First Christian Church about an alleged abusive situation involving First
Christian Church, only the Chair of the Board of Trustees or his/her specific designee will speak
for First Christian Church. In general, the following guidelines apply for these situations with the
public media:
Because of the issue of confidentiality, in the best interests of the child, we cannot discuss
specific cases in a public context. It is important that we protect the interest of the child and First
Christian Church, particularly if litigation seems possible. The designated spokesperson will
freely discuss what steps we have taken to guard against abusive situations.
Awareness and Implementation
Following approval of this policy it will be communicated to the congregation and implemented
as follows:
1. Copies will be made available to the congregation in the Volunteer area, and on the web
page.
2. Upon implementation, parents, teachers, and volunteers will receive a copy of this policy
and appropriate forms to sign. Subsequently, parents, teachers and volunteers will receive a
copy of this Policy each year at registration and be asked to sign a form indicating that they
Page 51 of 69
Child & Youth Protection Policy, p. 4 of 5

have read and understand the Policy. As new children enroll in the religious education program
their parents will receive copies of the policy and be asked to sign a form indicating that they
have read the Policy. These forms will be kept in the Director of Education and Community
Outreach's office. The Policy will also be included in all new member information packets.
3. The Policy will be provided to and discussed with all workers and volunteers who supervise
or care for the children and youth of our community. New volunteer workers must complete an
Application, sign the Code of Conduct before assuming their duties, and submit to a background
check. Application forms and background checks will be kept in a locked file in the Director of
Education and Community Outreach's office.
4. "Occasional volunteers" must read and sigh the Code of Conduct before assuming their
duties. Forms will be kept on file in the Director of Education and Community Outreach's office.
5. At least once a year an Adult RE program will focus on the First Christian Church RE
Program and include a discussion of the Policy and information on child abuse awareness and
prevention.
6. Mandatory teacher training on child sexual abuse awareness and prevention will be
conducted annually.
7. The Policy will be provided to and discussed with all compensated workers who supervise or
care for the children and youth of our community. New workers must complete an Application
and sign the Code of Conduct before assuming their duties. Criminal background checks will be
required for all compensated workers working with children and youth at First Christian Church
and church-sponsored events as specific in First Christian Church personnel procedures.
Application forms and background checks for compensated workers will be kept in a locked file
in the Minister's Office.
8. The Nurture Ministry will include information on this Policy and its implementation as part of
its annual report to the First Christian Church Board of Trustees.


Page 52 of 69
Child & Youth Protection Policy, p. 5 of 5

Childcare Policy
First Christian Church
(Disciples of Christ)
Bellingham, WA
Child care for Sunday morning and other church events and meetings.
I. Introduction:
For First Christian Church to be a viable church we must have programs that are of interest to members
and friends of all ages. To encourage participation by families with young children we strive to provide
safe, capable, enriching and dependable child care for all meetings and events.
II. Coordination of Child Care:
Coordination of child care is a task of the Director of Education and Community Outreach.
III. Procedure:
Any church group can make a request for child care through the Director of Education and Community
Outreach. This request must be made at least one week before the event or meeting. The group can
request recurring child care (once a month, once a week, etc.) or one time events. If the group cancels
the meeting and doesn’t inform the Director of Education and Community Outreach 48 hours before
scheduled event or meeting the group will pay the child care provider.
IV. Parent /Guardian Responsibilities:
• Parents will sign a contract (see attached).
• For meetings (monthly, weekly, etc.) the parent is responsible for communicating need to the Director of
Education and Community Outreach or the childcare provider.
• For any special event parents need to reserve a space for child care five days in advance of the event.
• The parent is required to provide for the individual needs of the child; diapers, special foods, etc.
• The parent will share any health or allergy concerns with childcare workers in written form.
• The parent will provide snack food (preferably nut-free) and drinks.
• The parent will sign child/children in and out with additional information as to where the parent can be
reached in the church and any other pertinent information regarding their child (allergies, special
instructions for sleeping, blankets, toys, toilet training, etc.).
• Parents are to be aware of the ending time for the activity/event they are attending and pick up their
child/children promptly.
• If any of the childcare workers are unable to be present it is the parent’s responsibility to work ½ shifts
to care for the children. If this occurs the parent will sign the bottom of the Child Care Log-In Sheet
recording time worked.
• If a parent has a concern about care, facilities, etc. they will contact the Director of Education and
Community Outreach.
V. Church/Group Responsibilities:
The church has the responsibility to have a line item for Child Care in the Annual Budget. This money is
to be used to pay the child care provider for services provided during church events, programs and
meetings. Compensation rates shall be approved by the Board.
The group asking for child care will assign one person to:
• Connect with the Director of Education and Community Outreach providing a beginning and ending time
for child care services and the number of children with reservations.
• Keep walkie talkie or cell phone on at all times to receive calls from child care providers.
• Make sure all children have been picked up after meeting or event.
• Sign off on request for payment for child care providers.

Page 53 of 69

• Remain in the church while child care providers are in the church and remain with the child care
providers until they are safely picked up or safely leave the church (including parking lots).
VI. Director of Education and Community Outreach Responsibilities:
• Follow First Christian Church Protection Policy and Child Care Policy.
Childcare Policy, p. 1 of 2
• Recruit church youth (high school or college age), non-church member college students,
parents, adult
church members or friends, or outside professional child care provider company to provide child care
during scheduled meetings and events.
• Check references and requirements for all child care providers.
• Develop and conduct orientations for all child care providers.
• Develop and keep current Child Care Provider List and supply this list to church office.
• Receive requests for child care from Ministry Leaders or groups.
• Determine who in the group asking for child care will fulfill church responsibilities with the child care
provider.
• Follow state requirements for infants and toddlers regarding adult/child ratio, scheduling two child care
providers to every four or five children for all requested meetings or events.
• Keep sign in and sign out sheets, payment information, and parent’s volunteer time.
• Inform all parents of child care procedures and expectations.
• Observe each child care provider a few times each year.
• Communicate with parents and attend any concerns.
• Meet with supervisors four times a year and when necessary.
• Evaluate child care program yearly and submit report for church’s annual report.
VII. Child Care Provider Responsibilities:
• Child care providers under 18 must have, on record, proof of completing an accredited babysitting class
such as offered by the Red Cross.
• Child care providers over 18 must have, on record, proof of completing an accredited babysitting class
such as offered by the Red Cross OR provide at least three (3) references.
• Those child care providers attending babysitting classes paid for by the church are required to provide
child care 5 times in the six months following the class.
• Child care providers will be required to attend an orientation given by the Director of Education and
Community Outreach and will be expected to follow the Child and Youth Protection Policy and
Guidelines set by First Christian Church.
• Outside professional providers must have same qualifications.
• Child care providers will treat each child with kindness, respect and in accordance to the child’s
developmental needs.
• Child care providers will adhere to any special instructions given by parent.
• Child care providers will inform parent of any special occurrences.
• Child care providers will be on time and remain for the entire session.
• If a child care provider needs to cancel due to illness or emergency they will inform the Director of
Education and Community Outreach as soon as possible.
• If meetings or events are canceled due to inclement weather Child care providers will not be paid.
• If no children arrive for care the scheduled child care provider will be paid for 1.5 hours.
• Child care providers will fill out a payment request form and place the form in the Office Manager’s
mailbox in the Volunteer Area. Affiliate groups will make payment to the child care providers at the end
of the event or meeting.
• Outside professional providers will be paid according to terms of their agreement.
• Child care providers will sign in and out.
• Child care providers will leave the child care rooms/nursery neat and clean and set trash outside the
room’s door.

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Childcare Policy, p. 2 of 2

Code of Conduct
First Christian Church
(Disciples of Christ)
Bellingham, WA

Statement of Position: Adults and older youth in leadership roles in this congregation are in a
position of stewardship and play a key role in fostering the spiritual development of both
individual and the community. It is, therefore, especially important that those in leadership
positions be well qualified to provide the special nurture, care, and support that will enable
children and youth to develop a positive sense of self and a spirit of independence and
responsibility. The relationship between young people and their leaders must be one of mutual
respect if the positive potential of their relationships is to be realized. Respect on the leader's
part must include recognition of the absolute right of children and youth to the privacy of their
bodies and minds.
Statement of Expectation of Behavior: As specified in the First Christian Church, Child and
Youth Protection Policy all compensated and volunteer staff are expected to adhere to the
following behavior. (Job descriptions are defined below.)
Religious Education Workers shall not engage in behavior with children or youth that constitutes
verbal, emotional, or physical abuse: this includes behavior or language that is personally
threatening or demeaning.
Religious Education Workers shall neither indulge in sexually harassing behavior nor engage in
sexual, seductive, or erotic behavior with children or youth.
Religious Education Workers shall not allow the use of tobacco, drugs or alcohol or any illegal
activities among children or youth.
Statement of Action: In the case of paid or volunteer workers failing to meet the above
expectation, First Christian Church will take appropriate actions.
Statement of Agreement: I have read and understand the First Christian Church Child and Youth
Protection Policy and Code of Conduct. I agree to abide by the provisions of this Policy and this
Code of Conduct and to honor and preserve the trust placed in me by the members of this
congregation.
1.

Name (Printed): ____________________________

2.

Signature:___________________________________

3.

Date:_____________________

Page 55 of 69
Code of Conduct, p. 1 of 1

Policy on Sexual Harassment and Abuse
First Christian Church
(Disciples of Christ)
Bellingham, WA
Policy Prohibiting Abuse, Exploitation and Harassment
As a community of Christian faith, First Christian Church is committed to creating and maintaining
programs, facilities and a community in which members, friends, staff and volunteers can worship, learn
and work together in an atmosphere free from all forms of discrimination, harassment, exploitation or
intimidation. All persons associated with First Christian Church should be aware that the church is
strongly opposed to Sexual Exploitation and Sexual Harassment and that such behavior is prohibited by
church policy. It is the intention of the church to take action in an attempt to prevent and correct
behavior that is contrary to this policy and, if necessary, to discipline those persons who violate this
policy.
Ministerial Conduct
Consistent with our understanding of the priesthood of all believers, all Authorized Ministers, employees,
elected and appointed lay leaders, and authorized volunteers are Ministers to the congregation.
It is important that every Minister to the church be adequately prepared and educated for the ministry in
which they serve others, and to understand the ways in which their use or misuse of authority may
impact others.
It is the policy of First Christian Church to encourage its Ministers to nurture safety within Ministerial
Relationships by being attentive to self-care, education, maintaining appropriate boundaries, and the
importance of referring those in need to supportive and helpful resources.
Sexual Exploitation or Sexual Harassment of parishioners or others by anyone engaged in ministry on
behalf of First Christian Church is unethical behavior and will not be tolerated within this congregation.
Requirements for Commencing and Continuing Ministry
• Before beginning their duties, all Ministers will submit a disclosure form similar to the sample attached
hereto as Exhibit A.
• Before beginning their duties, all Ministers will be personally interviewed to assess the suitability of their
character and qualifications for the position they seek.
• The church will conduct a registered sex offender review for each Minister by searching their name on
the Department of Justice website at www.nsopr.gov. This registered sex offender review will be repeated
on an annual basis for all Ministers.
• Authorized Minsters of the church will attend all boundary workshops required by (name of Association
or Conference), or will attend at least one workshop on this topic every three years, whichever is more
frequent.
Additional Requirements for Child and Youth Ministry
First Christian Church is committed to providing a safe and healthy environment in which young people
can learn about and experience God’s love.
In order to promote this, we have established the following guidelines in addition to the general
requirements for ministry to the church.

Page 56 of 69
Policy on Sexual Harassment & Abuse, p. 1 of 4

• We expect that those who volunteer to work with minors will have been members of First Christian
Church for at least six months or, if not members, regularly and frequently associated with First Christian
Church for at least a year.
• All volunteers who regularly work with children and youth will complete and submit a volunteer
application and submit to a background check.
• Before beginning their duties, all prospective employees will undergo a background check, including but
not necessarily limited to inquiries of references and a criminal history verification by a third party vendor.
• All volunteers and employees who regularly work with children and youth will receive orientation
regarding safe church policy and procedures.
• It is the policy of this church to provide adequate supervision and safeguards for youth activities. In
situations where participants are not readily visible to each other, there will be no fewer than two
unrelated adults present with children. Youth over the age of 18 may assist an unrelated adult in
supervising children and youth activities; however, such assistance does not alter the requirement that at
least two unrelated adults be present.
• Written consent of one parent or guardian of a minor will be required for all activities off the church
property, and any overnight activities.
Definitions
Minister: a person authorized by the church to carry out its ministry. Ministers include elected or
appointed leaders of the church, employees, and volunteers, as well as Authorized Ministers.
Authorized Minister: a person who holds ordained ministerial standing or has been commissioned or
licensed by the region of the Christian Church (Disciples of Christ) or an Association of the United Church
of Christ. An Authorized Minister is one type of minister within the meaning of this policy.
Ministerial Relationship: the relationship between one who carries out the ministry of the church and the
one being served by that ministry.
Sexual Exploitation: sexual activity or contact (not limited to sexual intercourse) in which a Minister
engaged in a ministerial relationship with another takes advantage of the vulnerability of the person
being served by causing or allowing that person to engage in sexual behavior with the Minister.
Sexual Harassment: repeated or coercive sexual advances toward another person contrary to his or her
wishes. It includes behavior directed at another person with the intent of intimidating, humiliating, or
embarrassing the other person, or subjecting the person to public discrimination.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature constitute sexual harassment when:
• Submission to such conduct is made either explicitly or implicitly a term or condition or circumstance of
instruction, employment, or participation in any church activity.
• Submission to, or rejection of, such conduct by an individual is used as a basis for evaluation in making
personnel or church-related decisions affecting an individual; or
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s performance or
participation in church activities or creating an intimidating, hostile, or offensive work or church
environment.
Prohibited sexual harassment includes unsolicited and unwelcome contact that has sexual overtones,
particularly:
• Written contact, such as sexually suggestive or obscene letters, notes, e-mails, or invitations;

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Policy on Sexual Harassment & Abuse, p. 2 of 4

• Verbal contact, such as sexually suggestive or obscene comments, threats, slurs, epithets, jokes about
gender-specific traits, sexual propositions;
• Physical contact, such as intentional touching, pinching, brushing against another’s body, impeding or
blocking movement, assault, coercing sexual intercourse; and
• Visual contact, such as leering or staring at another’s body, gesturing, displaying sexually suggestive
objects or pictures, cartoons, posters, or magazines.
Sexual harassment also includes continuing to express sexual interest after being informed directly that
the interest is unwelcome and using sexual behavior to control, influence, or affect the career, salary,
work, learning, or worship environment of another. It is impermissible to suggest, threaten, or imply that
failure to accept a request for a date or sexual intimacy will affect a person’s job prospects, church
leadership, or comfortable participation in the life of the church It is forbidden either to imply or actually
withhold support for an appointment, promotion, or change of assignment, to suggest that a poor
performance report will be given because a person has declined a personal proposition; or to hint that
benefits, such as promotions, favorable performance evaluations, favorable assigned duties or shifts,
recommendations or reclassifications, will be forthcoming in exchange for sexual favors.
Procedures for Handling Complaints of Sexual Exploitation or Harassment
I.

Generally
A. A subcommittee will be established each year in preparation for the possibility of hearing
complaints under this policy. The subcommittee shall:
i.

Consist of of no less than two members, one male and one female

ii. Consisting of at least two of the three members of this list: the pastor, the Director of
Education and Community Outreach, the chair of the elders, and one trustee
The subcommittee, hereinafter referred to as “The Response Team,” will be familiar with
the terms of this policy, as well as the established procedures of the church for dealing
with a complaint.
II. Several approaches may be taken in addressing incidents of alleged sexual exploitation or
harassment:
A.

The complainant can attempt to resolve the matter directly with the respondent, the
individual accused of sexual exploitation or harassment.

B. The complainant can report the incident to a called minister, in an effort to resolve the matter
informally.
C. If an informal resolution of the complaint does not seem wise, appropriate, possible, or does
not succeed, the complainant may request that the Response Team institute formal
proceedings which shall include the following steps:
III. The Response Team shall advise the Senior Minister (if not currently serving on the team) and Board
Chair of the receipt of all complaints and shall keep them apprised of ongoing steps and actions
taken. If either the Senior Minister or Board Chair is the subject of the complaint, this notice
requirement shall not apply as to that person.
IV. The Response Team shall gather statements or other information from the individuals involved in the
alleged exploitation or harassment and from others who may have pertinent information, such as
qualified professional consultants, and present such information to the (name of committee) or an
appropriate subcommittee thereof.
V.

The Response Team, or an appropriate subcommittee thereof, shall make determinations and take
actions appropriate to resolve the matter. These may include:

Page 58 of 69

Policy on Sexual Harassment & Abuse, p. 3 of 4

A. finding that sexual exploitation or harassment has occurred, and that the appropriate body of
the church is called upon to take action accordingly; such action may include one or more of
the following:
1. a formal reprimand, with defined expectations for changed behavior;
2. recommending or requiring psychological or psychiatric assessment, counseling and/or
treatment; probationary standing, with the terms of the probation clearly defined;
3. dismissal from employment or authorized volunteer position by, affiliation with, or
membership in, the church.
B.

finding that sexual exploitation or harassment did not occur.

VI. The Response Team may seek the advice of legal counsel or others to advise it in performing its
functions.
A.

A written summary of the Response Team proceedings in such cases will be maintained.

B. The person(s) toward whom the inappropriate behavior is directed need not be the
complainant. Moreover, neither consent nor acquiescence will excuse or exonerate
inappropriate behavior. At anytime the church may initiate or proceed with the formal
complaint process.
C. In determining whether alleged conduct constitutes sexual harassment or exploitation,
consideration shall be given to the record of the alleged incident(s) as a whole and to the
totality of the circumstances, including the context in which the alleged incident(s) occurred.
D. Any person bringing a sexual harassment or exploitation complaint or assisting in investigating
such a complaint will not be adversely affected in terms and conditions of employment or
church membership or affiliation, or otherwise discriminated against or discharged.
E. If the complainant or respondent is not satisfied with the disposition of the matter by the
(name of committee) , he or she has the right to appeal to the Moderator, or to the Vice
Moderator if the Moderator is the subject of the complaint, who shall refer the matter to the
(name of governing board). The subject of any such appeal to the (name of governing board)
shall be limited solely to whether the procedures of this policy were followed. The matter will
not be reconsidered on the merits and the decision of the (name of governing board) will be
the final resolution of the matter. If the (name of governing board) determines that the
procedures of this policy were not followed, it will refer the matter back to the (name of
committee) to complete the processing of the complaint in accordance with these procedures.
VII. Child Abuse
Apart from any legal requirements, First Christian Church will make a report to appropriate authorities,
including but not limited to Child Protective Services, if at any time the church has reasonable cause to
believe that a minor may be an abused or neglected child. Any Minister of the church who becomes
aware of facts or circumstances that child abuse or neglect has occurred or that there exists a substantial
risk that child abuse or neglect may occur in the reasonably foreseeable future shall immediately report
the matter to the Senior Minister and Moderator so that the church may take appropriate action in a
timely manner. The Washington Child Abuse Hotline currently is: 866.363.4376.
VIII.Clergy
Apart from any disposition of the matter by the church, all allegations of behavior which call into question
the fitness for ministry of any Authorized Minister will promptly be forwarded to the Church & Ministry
Committee of the Northwest Regional Christian Church at 253.656.5715.

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Policy on Sexual Harassment & Abuse, p. 4 of 4

Childcare Registration and Parent Contract
First Christian Church
(Disciples of Christ)
Bellingham, WA
Last name (of child)________________________ First name _______________________
Parent's name ___________________________

Parent's name ___________________________

Address ________________________________

Address ________________________________

City, State ______________________________

City, State ______________________________

Zip ____________________________________

Zip ____________________________________

Occupation ______________________________

Occupation ______________________________

Preferred Phone: _________________________

Preferred Phone: _________________________

e-mail__________________________________

e-mail__________________________________

(If parents have more than one address,
please circle the address where mailings from the church should be sent.)
Parent/Guardian Participation and Responsibilities:
• For meetings (monthly, weekly, etc.) the parent is responsible for communicating need to the Ministry
Leader.
• For any special event parents need to reserve a space for child care seven days in advance of the
event.
• The parent is required to provide for the individual needs of the child; diapers, special foods, etc.
• The parent will share any health or allergy concerns with childcare workers in written form.
• The parent will provide snack food (preferably nut-free) and drinks.
• The parent will sign child/children in and out with additional information as to where the parent can be
reached in the church and any other pertinent information regarding their child (allergies, special
instructions for sleeping, blankets, toys, toilet training, etc.).
• Parents are to be aware of the ending time for the activity/event they are attending and pick up their
child/children promptly.
• If any of the childcare workers are unable to be present it is the parent’s responsibility to share care for
the children. If this occurs the parent will sign the bottom of the Child Care Log-In Sheet recording time
worked.
• If a parent has a concern about care, facilities, etc. they will contact the Coordinator of Child Care.
• Parents will read the Child/Youth Protection policy and sign the Statement of Agreement.
I have received a copy of the Child Care Policy and Procedure and the Child and Youth Protection Policy. I
understand and agree to the parent/guardian responsibilities and participation guidelines.
Signature of parent or guardian _______________________________________________________
Date_________________

Page 60 of 69
Childcare Registration & Parent Contract, p. 1 of 1

Application Form for Volunteer Workers with Children and Youth
First Christian Church
(Disciples of Christ)
Bellingham, WA

This application to be completed by all applicants for any volunteer position involving the
supervision of minors, excluding occasional volunteers as defined in this Policy. The purpose of
this form is to help the First Christian Church provide a safe and secure environment for the
children and youth that participate in programs sponsored by the church. Any information you
provide here will be used solely for the purpose of determining your qualifications for working
with minors.
Personal Data
Name:
Last:________________________ First:________________ Middle:_______________

Street Address:_____________________________________________________

City:______________________ State:______ Zip Code:________________

Home Phone:

Other Phone:

Employer:

Work Phone:

What would you like us to know about you?

If you will be driving children and/or youth, please provide the followingDriver's License Number: _______________________
Please attach a copy of your current Driver's License and Certificate of Automobile Insurance.
(We recommend personal injury liability insurance of $100,000.00.)

Page 61 of 69

Volunteer App, p. 1 of 2

Applicant's Statement:

The information contained in this application is correct to the best of my knowledge. I authorize
any references or churches listed in this application to give you any information (including
opinions) that they may have regarding my character and fitness for work with children or youth.
I have read and agree to be bound by the Child and Youth Protection Policy of First Christian
Church. I understand that any information obtained about me through this application process
will be kept in the strictest confidentiality among staff members of First Christian Church who will
be screening applicants for compensated or volunteer positions. Any information obtained
through this process which indicates that I may not have, in their opinion, the maturity or
temperament to work with children or youth, will be sufficient grounds for denying this
application.
I agree to submit to a background check and willingly provide my Social Security number for
that purpose. (Please note this information will be kept in the strictest confidence, as will the
findings of the background check.)
Social Security #: ___________________________

Signature: ________________________________

For church Use

Application Review by:

Applicant Placed? YES NO

Date:

Volunteer Position Assigned:


Page 62 of 69
Volunteer App, p. 1 of 2

Miscellaneous

Page 63 of 69

Interfaith Coalition Congregational Representative
1. A representa)ve from First Chris)an Church (Disciples of Christ) of Bellingham to the
Interfaith Coali)on of Whatcom County shall be appointed by the moderator.
2. The Interfaith Coali)on congrega)onal representa)ve shall serve as a liaison and
communica)ons link between First Chris)an Church (Disciples of Christ) of Bellingham
and the Interfaith Coali)on.
3. The Interfaith congrega)onal representa)ve shall strive to a]end called mee)ngs for
Interfaith congrega)onal representa)ves and shall par)cipate in the Interfaith Coali)on
annual mee)ng.
4. The Interfaith congrega)onal representa)ve shall organize, within First Chris)an Church
(Disciples of Christ) of Bellingham, support for the annual Interfaith Coali)on coat drive,
the holiday gins program, a congrega)onal gin for the annual Interfaith Coali)on
auc)on, and shall coordinate other ac)vi)es and projects to benefit and support the
Interfaith Coali)on.

Page 64 of 69

Wedding Policy
1. Use of First Chris)an Church (Disciples of Christ) of Bellingham’s sanctuary for wedding
services shall cost $200.00 for non-members and shall be available at no charge to
members. If the event requires moving items on the chancel, they must be returned to
their original condi)on and loca)on.
2. Use of First Chris)an Church (Disciples of Christ) of Bellingham’s pastor for wedding
services shall cost $200.00 for non-members and shall be free of charge to current
members. Honorariums may be accepted. Any use of the building for a wedding to be
performed by a pastor other than the current pastor of First Chris)an Church (Disciples
of Christ) of Bellingham of Bellingham must be approved on a case-by-case basis by the
current pastor on behalf of the church.
3. Use of First Chris)an Church (Disciples of Christ) of Bellingham’s accompanist shall cost
$150.00. Other accompanists may be used at no charge to the church.
4. The First Chris)an Church (Disciples of Christ) of Bellingham fellowship hall may be made
available to non-members for $50.00 per hour. Renters must arrange for their own
catering services. Use of the kitchen may be granted to non-members at the rate of
$100.00 per hour. Items such as silver service, centerpiece items, candles)cks, dishes,
silverware, punch bowls, and cups may be made available. All plans should be
coordinated with the church’s Director of Educa)on and Community Outreach. The
fellowship hall and use of the kitchen and its supplies and equipment may be made
available to church members at no cost.

Page 65 of 69

Property Committee
The Property Commi]ee performs and/or supervises the maintenance, repair, and upkeep of
the physical property owned and u)lized by First Chris)an Church (Disciples of Christ) of
Bellingham. The defined property includes the general physical building (e.g. sanctuary, offices,
kitchen, classrooms, bathrooms) and its contents; outlying buildings and contents as required
(e.g. storage shed and water tank); buses; lawn and natural growth and tree maintenance.
Upkeep of the lawn, natural growth, and trees shall be limited to determining placement of
plants and seeding of grass, as required. Lawn maintenance is outside the commi]ee’s
responsibili)es. Upon request, occasional help with the inside of Disciples House may be
arranged.
The Property Commi]ee shall:
1. Repair, or arrange for repair, of any faults on the property;
2. Maintain, or arrange for maintenance of, any equipment that may require rou)ne
maintenance;
3. Facilitate any required inspec)ons and monitor same;
4. Ensure any required licenses are properly maintained;
5. Gather bids and nego)ate contracts, as required, for presenta)on and approval by the
General Board of Directors.
Du)es for specific property items may be added, subtracted, or adjusted as required. The
Property Commi]ee does not monitor, maintain, or care for specific du)es and/or equipment
that are regularly u)lized or monitored by others (e.g. lawn mower or toiletries).

Page 66 of 69

Member Support Ministry
The purpose of the Member Support Ministry is to provide home visits to members who are not
always able to a]end church, and to supplement the outreach ministry of the elders, pastor,
and faith community nurse.
Working under the supervision of the Member Support Ministry Coordinator, volunteers shall:
1. Work in groups of two (2);
2. Adopt a person from the elder’s shepherding lists based on informa)on provided by the
coordinator;
3. Contact members to set visita)on )mes that are convenience for them;
4. Report special issues or needs to the coordinator who will contact appropriate par)es
such as the pastor, elder, or faith community nurse. Special needs to be met by the
Member Support Ministry may include delivery of meals, provision of grief counseling,
health issues, etc. The Member Support Ministry may also send cards, emails, make
phone calls, ou)ngs, or errands to address the needs of those it serves.

Page 67 of 69

Faith Community Nurse
Faith community nursing is a designated specialty recognized by the American Nurses
Associa)on. The Faith Community Nurse (FCN) prac)ces under the scope, standards of prac)ce,
and ethical code of the American Nurses Associa)on. The FCN shall hold a current license as a
Registered Nurse (RN).
Faith community nursing is the specialized prac)ce of professional nursing that focuses on the
inten)onal care of the spirit as part of the process of promo)ng holis)c health, and preven)ng
or minimizing illness in a faith community.
The roles of the FCN shall be:
1. Integrator of faith and health;
2. Health educator;
3. Health counselor
4. Health advocate;
5. Referral agent;
6. Developer of support groups;
7. Volunteer coordinator (for those who wish to assist in the work of the FCN).

Page 68 of 69

Financial Procedures
Accessing Funds/Reimbursements:
If funds are needed prior to purchase, an itemized list of items, with prices, and total, should be
placed in the Stewardship mailbox in the marked folder. After purchase, receipts should be returned to
the same folder.
Requests for reimbursement should be submitted on a lavender form, along with receipt(s), and placed in
the Stewardship mailbox in the marked folder.
In any case, the person requesting should have checked to be certain that funds are available.
Payables:
Bills arriving in the US mail are to be put in the Treasurer’s mailbox. Any e-mailed bills are to be printed
and put there also. Each Tuesday evening they will be processed and ready to go to the the accountant
on Wednesday morning. Any payable checks will be picked up, signed and mailed on Wednesday as well.
Contributions:
Those received in the mail, should not be opened and put unopened in the Treasurer’s mailbox. Each
Tuesday evening the Financial Secretary and the Treasurer will process contributions (and payables). The
bank deposit will be made each Wednesday morning.
Payroll:
CCSI accountant has payroll records for all staff except Childcare Attendant. Tamalyn will e-mail to the
accountant the childcare attendant’s hours on the Sunday before each payday, or early on payroll
Monday morning. The Treasurer will pick up payroll checks on payroll Monday. They will be signed and
given out on that Monday.
In the event the Treasurer is not available on payroll Monday, another designated signer will pick up, sign,
and deliver them.
Questions:
Questions should be directed to Treasurer or Financial Secretary, not to the accounting
service.

Page 69 of 69