[ Addressing the Question of United Church Ministers Forming a Union ]

Friday, November 5, 2004

In response to news reports that a number of United Church ministers in Ontario and British Columbia are investigating the possibility of unionizing under the umbrella of the Canadian Auto Workers Union, The United Church of Canada has released the following statement:

The United Church of Canada has historically affirmed the right of people to organize if they wish and has enjoyed a long history of sharing common interests with the union movement in Canada. Our commitment to social justice and advocacy often brings the church and labour unions to the same table. We anticipate no change in that relationship.

The initiative to approach the Canadian Auto Workers Union is not arising from either the national church or any of the denomination’s governing bodies. It is a grass roots endeavour of individual United Church ministers who are looking to unionize as a solution they believe will improve the lives of United Church clergy.

This initiative raises a number of questions. For example, the covenant relationship between the minister, the congregation, and the presbytery is complex. In addition to serving their congregations, ministers are members of presbytery and participate as members of the congregational governing body. There is also the question of determining who is a minister’s employer. This is a question that has not been answered definitively within the United Church or by the civil courts, and is critical in any effort to organize a union of United Church ministers.

For some time the United Church has acknowledged the challenges and stresses that affect the well-being of the church’s ministry personnel. Recognizing this, The United Church of Canada has put into place a number of programs that currently support the improvement of the health of pastoral relationships within the United Church.

a.. The Compensation Steering Group has begun a major three-year study to review the way ministry personnel are compensated in the United Church (e.g., salary levels, payroll administration, housing, allowances, study leave). b.. In 2003, the Isolation in Ministry Steering Group was given the mandate to understand the isolating nature of Ordered Ministry and improve the programs and resources that enable ministers to manage the isolation; and to identify the underlying causes of isolation in order to address the policies and practices that make ministry isolating in the first place. c.. In 1997, the United Church implemented a Dispute Resolution Process that provides resources to clergy, congregations, and the church’s governing bodies. d.. The Financial Assistance Committee provides emergent financial assistance for ministry personnel under a variety of circumstances. e.. An Employee Assistance Program (EAP) provides counselling to ministry personnel at no cost. The EAP program helped us identify isolation as a key aspect of low morale for ministers, and was followed up by focus groups throughout the country. f.. Through the Restorative Care Program, ministry personnel in pastoral charges receive full salary and benefits for the first six months of medical leave, accompanied by financial support to the congregation and guidance for the presbytery. g.. The United Church’s health and dental plan has been upgraded twice in the last two years. For further information, please contact:

Mary-Frances Denis Communications Officer The United Church of Canada

http://www.united-church.ca/gco/041105.shtm