Policy and Procedures for City Life International Church Staff and Volunteers
1.1 City life International Church is the working name and for the purpose of this policy we use the term CLIC.
1.2 This policy defines the standard of behaviour, conduct and interactions expected of all staff and volunteers while on CLIC premises or engaged in CLIC business in any other location.
1.3 We do not differentiate between paid and volunteer workers in regard to standards of behaviour as both groups are working in and for the name of Jesus and CLIC. For the sake of this policy staff will mean employed workers and volunteers (leaders, ministry and helpers etc, those who freely, in whatever capacity, give of their time, help and expertise.
1.4 Staff are expected to make every reasonable effort to meet the standard of personal conduct and working practice set out in this policy
2 Occupational Requirements
2.1 Where a staff or volunteer role has significant leadership or representative responsibilities that are central to our aims and purposes, or are key to developing and maintaining our Christian ethos, there is an Occupation Requirement that these posts will be held by a committed Christian who assents to our Basis of Faith of the Assemblies of God https://www.aog.org.uk/what-we-believe and CLIC Seven Core values: Care, Communication, Culture, Coaching, Communication, Commission and Consistent & Committed.
3 Standards of Conduct
3.1 As a Christian church, CLIC seeks to honour God in all our activities and to operate in accordance to biblical standards, and to build one another up in the Christian faith. CLIC is committed to pursuing truth, encouraging wholesome approaches to sexuality, supporting stable family life and modelling good working relationships and practices that convey respect for people and property. We also expect people to adhere to beliefs in our Christian Development Course.
3.2 In accordance with our beliefs and values we expect to find the following attitudes, actions and patterns of behaviour within our staff and volunteer teams.
3.2.1 Commitment to upholding biblical values and standards in all aspects of work and relationships
3.2.2 Commitment to treating one another with grace, respect, courtesy, politeness and forgiveness.
3.2.3 Responsible and appropriate interaction with children and vulnerable adults as detailed in the CLIC Safeguarding policy.
3.2.4 Honesty in our interactions, timekeeping and work practice.
3.2.5 Respect for authority and for each other’s individuality
3.2.6 Commitment to good stewardship of all CLIC resources
3.2.7 Willingness to give an account of a living faith in Jesus Christ within the settings and contexts appropriate to day to day responsibilities.
3.2.8 Regular active participation in CLIC church life. For those who work in our community projects that are not a part of the CLIC family it is expected that they will be active regular participants in their own church.
3.2.9 Commitment to upholding accepted biblical standards of behaviour in all aspects of life.
4 Breaches of the Code of Conduct
The following actions, attitudes and patterns of behaviour are considered to breach the CLIC Code of Conduct. In the case of staff a breach of the Code of Conduct will normally lead to disciplinary action. In the case of volunteers, the relationship between CLIC and the volunteer may be terminated.
4.1 Unsatisfactory conduct Examples of unsatisfactory conduct may include, but are not limited to:
4.1.1 Poor timekeeping or attendance
4.1.2 Persistent disruptive behaviour
4.1.3 Rudeness to other staff, volunteers, visitors, or project clients.
4.1.4 Insubordination to those in authority within CLIC
4.1.5 Failure to comply within an acceptable time with a reasonable management instruction
4.1.6 Breach of safety procedure or regulations
4.1.7 Breach of confidentiality, confidence or trust.
4.1.8 Any other conduct which is likely to endanger the order, harmony, welfare, character or reputation of CLIC.
4.2 Gross misconduct
4.2.1 Any action constituting a criminal offence.
4.2.2 Giving false or misleading information during the recruitment process, whether or not it is material to the decision to offer employment.
4.2.3 Theft or fraud from CLIC, its staff or project clients.
4.2.4 Giving, soliciting or receiving a bribe.
4.2.5 Deliberate and serious damage to the property of CLIC, its staff, church members, visitors or project clients.
4.2.6 Causing serious loss, damage or injury by serious neglect.
4.2.7 Misuse, or use for personal gain, of equipment belonging to CLIC
4.2.8 Deliberate misuse of alcohol, solvents, prescription or non-prescription drugs or any other illegal substance.
4.2.9 Deliberately viewing or circulating pornographic, offensive or obscene material.
4.2.10 Racist or sexist language, blasphemy, or sexual innuendo, especially where there is repeated use.
4.2.11 Gross insubordination
4.2.12 Physical violence, threats, harassment or bullying in relation to any member of staff, church member, visitor or project client
4.2.13 Abuse of others, including children (sexual, emotional or mental)
4.2.14 A serious breach of safety procedure or regulations.
4.2.15 A breach of the CLIC Safeguarding Policy or Procedure
4.2.16 Any action likely to seriously endanger the order, harmony, welfare, character, or reputation of CLIC. The offences under this heading are considered serious. Gross Misconduct will result in immediate dismissal. In the case of employed staff, CLIC reserves the right to dismiss without notice of termination or notice. In the case of volunteers, the partnership with the volunteer would be terminated.
Members of CLIC it would be our aim and heart to continue to work pastorally with the offending party to see a change of heart and character and to bring them to a place of restoration.
If a volunteer, from another church, commits an act of Gross Misconduct we would encourage the leaders of that church to pastorally work with the dismissed volunteer in order for change and restoration to be affected.
4.3 Inappropriate Conduct Outside the Church.
There may be instances where inappropriate conduct outside the church environment is considered to be a breach of this code and will lead to disciplinary action by CLIC.
Conduct outside the Church may be judged inappropriate even when it does not directly affect the staff member or volunteer duties or the work of CLIC. A serious breach of the Code of Conduct outside working or volunteering hours, or outside the workplace, will be treated as Gross Misconduct. Inappropriate conduct outside working or volunteering hours, or the workplace, includes, but is not limited to:
4.3.1 Any criminal offence.
4.3.2 Any action which affects the performance of the staff member of volunteer in their role, or which renders the staff member unsuitable for the type of work they do (e.g., loss of driving licence where driving is essential to the job or volunteering role).
4.3.3 Any action which leads to a breach of mutual trust between CLIC and the Leaders or volunteer (e.g., fraud or deception in any context).
4.3.4 Membership of any group which opposes the Assemblies of God Basis of Faith
4.3.5 Any action which damages the reputation of CLIC.
For posts where it is an Occupational Requirement that the post holder be a committed Christian, instances of inappropriate conduct also include:
4.3.6 Expressing views which are contrary to the Assemblies of God Basis of Faith.
4.3.7 Acts of omission or commission which are inconsistent with the Assemblies of God Basis of Faith.
4.3.8 Actions or patterns of behaviour which violate historically accepted Biblical standards e.g. a member of staff having a sexual relationship outside of marriage, or engaging in homosexual activity. Should a situation arise where the standards outlined above have been contravened, CLIC is committed to addressing the issue in an appropriate manner. Recognising that such issues may arise as a result of an incapacity or an error of judgement, rather than lifestyle choice or predetermined behavioural choice, CLIC will encourage restoration wherever possible. Where disciplinary action is necessary, this will be taken in the context of compassion, grace and pastoral concern.
5 Responding to a breach of the Code of Conduct.
In any disciplinary investigation, the circumstances of the situation will be considered
e.g. 5.1 The severity of the perceived misconduct.
5.2 The incident is a one-off or part of repeated behaviour or lifestyle.
5.3 Any mitigating circumstances (e.g. personal issues).
5.4 The position of trust of the staff member within CLIC.
5.5 The particular duties of the staff member and the level of their public profile.
5.6 Christian maturity and understanding
5.7 The treatment of similar instances of misconduct by other staff members.
5.8 The staff member’s length of service.
5.9 The extent of any ‘live’ disciplinary warnings.
5.10 Evidence of repentance.
6 Investigation and Decisions regarding Breach of the Code
6.1 In the first instance any accusation of breach of the Code of Conduct will be reported to the CLIC Chair of the Trustees.
6.2 Investigation into the alleged breach will be arranged by the Chair of the Trustees, who may delegate that to another member of the board, or if appropriate the Lead Elder or one of the other Elders.
6.3 All involved parties will be interviewed and written statements taken where appropriate.
6.4 Where children or young people under the age of 18 are involved a parent or responsible adult will be asked to be present in the room at any interview. The child or young person will be asked if they want the parent or responsible adult to be part of the interview, or only be present in the room. It is up to the child or young person to dictate how much a part of the interview the parent or responsible adult will be involved in.
6.5 In all cases of sexual impropriety only male to male, and female to female interviews will be conducted.
6.6 If, after proper investigation, a breach of the Code of Conduct is shown to have taken place, the CLIC Board of Trustees will decide if it is ‘unsatisfactory conduct’ or ‘gross misconduct’ and take action as appropriate.
6.7 In the case of ‘unsatisfactory conduct’ the course of action will be discussed with the offending person, and the reason/s given for the course of action decided by the CLIC Board of Trustees. Any retraining, pastoral input or development programmes that the Board of Trustees deem necessary, or want to investigate the availability of, will be outlined at this time.
6.8 In the case of ‘gross misconduct’ the offending person will be informed of the terms of the termination of their employment in writing. The letter should be sent out within 2 working days of the decision being made.
6.9 Some cases of “gross misconduct” may constitute a criminal act. In such cases the appropriate authorities will be informed. CLIC will cooperate fully with any external investigations.