Resignation Procedure

Initiation of Resignation

Employees must submit a formal resignation letter to their direct supervisor, including the intended last working day and any necessary accompanying documents. Verbal resignations are not accepted for any position.

Immediate Notification

The direct supervisor immediately notifies the Senior Pastor and the director of operations upon receipt of the resignation.

HR Review and Support

HR reviews the resignation for compliance and supports the supervisor in the acknowledgment process.

Acknowledgment

Acknowledgment of the resignation letter is formally made, confirming the employee's last working day.

Removal of Access

Immediate revocation of the employee's ability to post on the organization’s social media accounts.

Exit Interview

The director of operations schedules and conducts an exit interview, including discussions on confidentiality and non-disclosure obligations.

Return of Company Property

A procedure for the return of all company property by the employee is clearly outlined.

Final Pay and Benefits

Details the calculation of final pay, benefits conclusion, and the timeline for these processes.

Schedule Analysis

The direct supervisor assesses the impact on the schedule and discusses potential internal succession or the need for external recruitment.

Feedback Mechanism

Offer departing employees a structured way to provide feedback about the organization.

Procedure Update

Periodic review and update of the resignation procedure to adapt to changes within the organization and legal requirements.

Special Policies for Pastors

Staff pastors hold positions that are subject to additional policies as outlined in the bylaws, Open Bible Covenant of Ethics, and general pastoral ethics. It is crucial that staff pastors acknowledge and adhere to these guidelines to ensure a responsible and ethical transition:

Awareness of Higher-Level Policies: Staff pastors must understand that Open Bible has established policies and controls that supersede local rules and must be adhered to.

Avoiding Influence Post-Resignation: Upon resignation, it is inappropriate for staff pastors to maintain any level of spiritual or emotional influence in relationships they had within the church. This helps prevent conflicts of interest and promotes a healthy transition for congregation members.

Transition of Care Responsibilities: Staff pastors agree to cease influencing church members immediately upon resignation. They are expected to actively facilitate the transition of their responsibilities to other staff members to ensure continuous pastoral care.

Non-Intervention Agreement: After leaving their post, staff pastors must not intervene in the spirituality of any individuals connected to the church, regardless of the individual’s willingness. This policy is designed to protect the integrity of pastoral relationships and the spiritual wellbeing of the community.

These policies are put in place to uphold the ethical standards expected of pastoral roles and to protect the interests of the church community.