Credence & Company Policy Template: Discipline Policy

4 pp
Most people who work in a congregation want to do their best and contribute fully to the life and mission of the congregation. Usually individuals meet or exceed workplace expectations in terms of job performance and demonstrating behaviours that are consistent with the congregation’s mission, vision and values.

Many work-related factors can contribute to individuals not meeting work and conduct/behaviour expectations. These include (but aren’t limited to) unstated expectations, lack of training to address gaps in the individual’s knowledge or skills, improper or inadequate equipment or resources etc. Sometimes there is an actual ability gap that is unrelated to knowledge or skills. And occasionally, there are motivational or morale issues that can impact an individual’s desire to meet expectations. There are often factors external to the workplace that can affect work performance as well.

In healthy congregations, steps are taken early to work with individuals to identify and address the work-related factors in a timely way.

Discipline is only exercised when attempts have been made to address the work-related factors and under-performance continues.

Discipline is progressive in that it follows a step-wise fashion that increases in severity relative to the impact on the congregation and the length of time and support for the employee to address the failure to meet work expectations. (Note: Discipline may not be progressive in very significant situations in which it is deemed that the under-performance threatens other individuals or the congregation. Such situations will be addressed by the supervisor in consultation with others.)

Supervisors will demonstrate behaviours that are consistent with the mission, vision and values of the congregation in the manner in which they exercise discipline.

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