Code of conduct

Uphold a high standard of piety in all interactions and responsibilities.

Maintain a positive and respectful attitude towards fellow workers, congregants, and community members.

Take responsibility for his words and actions.

Not use offensive language including blasphemy, verbal harassment, racial and other forms of vilification, personal insult or comment, or obscene words.

Not discriminate against any person based on race, sex, political beliefs, or any physical disability.

Speak politely and with respect for others regardless of race, religion, sex, political beliefs, disability, or any other difference.

Integrate Christian values and principles into decision-making and behavior and avoid any form or appearance of impropriety in conduct.

Always tell the truth and fulfill all lawful promises and commitments.

Not take property that belongs to others, including intellectual property.

Not use or consume any substance banned or prohibited by law nor misuse or abuse alcohol, drugs, or other substances.

Maintain appropriate boundaries in all areas of personal and ministerial conduct.

Inform the church council (or consistory) of any matter which may lead to legal action against him and/or the Church.

Maintain chastity in singleness or faithfulness in marriage or any committed romantic relationship, and not suggest, instigate, or participate in any romantic relationship or engage in any sexualized activity with any person other than your own spouse.

Not solicit or engage in any sort of sexual or romantic activity with anyone who is married to another person.

Not solicit or engage in any sort of sexual or romantic activity with anyone who is unwilling or unable to give consent.

Not invite, request, participate in, or condone any behavior that could be considered sexual misconduct.

Not sexually abuse, harass, or exploit any person.

Not view, access, possess, produce, or distribute any form of pornography or exploitative material of any kind.

Not engage in, solicit, or provide prostitution, escort, or sex work services of any kind.

Not exhibit any coercive sexual behavior nor exhibit any sexual grooming behavior.

Not ask any questions about the intimate details of a person’s sexual life or share details of his own sexual life, without legitimate reason.

Not participate in sexually explicit discussions with any person without legitimate reason or in sexually explicit conversation either personally or via any online platforms like social media, mobile applications, dating sites or any other means, with anyone other than his own spouse.

Demonstrate a commitment to personal spiritual growth and development.

Be accountable through pastoral/professional supervision for his own emotional, psychological, physical, and spiritual health, and value its effect upon the ministry.

Improve the standard and quality of ministry within the Church and wider community through vocational development.

Undertake continuing education or vocational development to ensure that he remains competent to minister.

Maintain appropriate boundaries, ensuring that there is a clear demarcation between pastoral and personal relationships.

As much as possible, avoid rendering pastoral care over someone with whom he has personal relationship.

Ensure that appropriate alternate pastoral care is arranged for the other person in a personal relationship.

Ensure that the church council (or consistory) has final approval over continuing any situations which place the office bearer and a person with whom they have a personal relationship in dual roles with each other.

If an office bearer and a person with whom they have a pastoral or supervisory relationship identify a potential personal relationship, the office bearer must:

Immediately terminate/disengage from any pastoral or supervisory relationship with the recipient of ministry and disclose the situation to the church council (or consistory) to obtain advice on the appropriateness of such a personal relationship.

Immediately ensure that alternative pastoral care for the recipient of ministry has been arranged with another member of the church council (or consistory).

Immediately encourage the recipient of ministry to obtain independent and separate counseling to discuss the potential personal relationship.

Encourage those to whom he ministers to live a life centered on faith in Christ and expressed in Christian values.

Encourage those to whom he ministers to recognize their responsibility for their own actions and decisions while acknowledging God’s sovereignty over their lives.

Respect the right of all people to make their own decisions and choices in life.

Not use his position of authority to control and dominate the congregation rather than serving and leading with humility.

In encouraging robust and authentic debate and dialogue around issues of religion and society, he must respect the right of others to hold and articulate divergent views on such matters. This, however, shall not preclude him from admonishing any member who holds a view that is contrary to the Scripture and the reformed tradition.

Treat those to whom he ministers, and all with whom he comes into contact, with compassion and respect.

Uphold his duty of care to all people as required by his position as minister, elder or deacon.

Not solicit or engage in any sort of sexual or romantic activity with a recipient of ministry or anyone with whom he has a supervisory, pastoral care, or counseling relationship.

Act in the best interests of those to whom he is ministering when exercising pastoral ministry, recognizing any potential conflict of interest, and taking steps to resolve it.

Refrain in his pastoral care and counseling from using references to Scripture or God to manipulate, coerce, or threaten another person.

Not suppress dissenting voices, discourage questions or differing opinions, and create an environment where members feel obligated to comply with directives without meaningful discussion.

Not use his position to seek personal benefits, financial support, or special treatment specially from the affluent members of the congregation.

Maintain appropriate personal and professional/pastoral conduct, recognizing that it affects his own reputation, the reputation of the congregation he serves in ministry, and that of the Christian ministry in general.

Work co-operatively with colleagues in the ministry.

Not make decisions unilaterally without seeking input from other leaders or, in appropriate cases, the congregation.

Treat all colleagues with respect, consideration, fairness, and in good faith.

Demonstrate respect for the abilities, expertise, areas of responsibility, skills, talents, time commitments and views of colleagues.

Do not make comments that may damage the reputation of colleagues, cause anxiety to a person receiving ministry, or damage the wider ministry and Church.

Seek and participate in mediation when in conflict with colleagues.

Ensure that colleagues for whom he is responsible are provided with:

A safe working environment.

Opportunities to maintain and enhance their ministry skills.

Personal encouragement, support, and regular constructive feedback.

Actively share professional/pastoral knowledge, skills, and experience with colleagues.

Support and learn from colleagues and accept differences in personal style.

Respect and obtain, when necessary, the professional/pastoral opinions of colleagues in their area of competence and acknowledge their contribution.

Respect the professional expertise of members of other disciplines/professions with whom he works in the church.

Work with, encourage, equip, and support both women and men in their roles and as colleagues in ministry.

Respect the call and appointment of other office bearers, recognizing those people who are colleagues, or with whom you are in team ministry, as equals in standing and responsibility in the fulfillment of their duties as office bearers.

Office bearers and ministry workers released from their call in their congregation - either temporarily or permanently, are treated with the same respect, consideration, and fairness.

Not participate nor condone abuse of any kind against any person (including spiritual, physical, sexual, emotional/psychological, financial, or bullying)

Report to the proper authorities any known or suspected cases of physical, sexual, or emotional abuse or neglect of minors or vulnerable adults or any criminal or reportable conduct, with prior advice to the church council (or consistory).

Not penalize, discriminate against, or have action taken against any person who reports reasonable concerns made in good faith regarding breaches of this Code of Conduct.

Actively prevent abuse and promote a welcoming and respectful environment where all persons are treated with dignity and value, and where any form of abuse, bullying, or harassment is neither tolerated nor allowed to take place.

Support those who disclose physical, sexual, or emotional abuse in a way that empowers the person who has been victimized to seek out justice and healing.

Ensure that when participating in any complaints or disciplinary processes, principles of natural justice including impartiality and fairness for all sides are upheld.

Undertake ministry conscientiously, and with efficiency and effectiveness.

Promote truthfulness, transparency, and honesty in all his work.

Use his power, authority, and position to build up the community of believers and seek first the kingdom of God.

Preach, teach, admonish, or discipline in ways that are biblical and Christlike, promoting the shalom and flourishing of those to whom he is ministering.

Know and understand the legal, pastoral, ethical and organizational rules that regulate the ministry he provides.

Only undertake work that he is competent to perform, ministering within the limits of his expertise, gifting, and skills.

Provide only those services and use only those techniques that he is qualified to provide through relevant education, training, or experience.

Ensure he has the adequate initial education to minister competently.

Recommend obtaining additional opinions and services where the ministry required is not within your area of competence or arrange for any such ministry to be provided by an experienced person or biblical specialist agency, with the oversight of the consistory.

End a pastoral relationship when it is not beneficial for the other person or where the help needed is outside your pastoral competence.

When forced by circumstances to provide care beyond his normal level of competence, he must obtain guidance from a person with appropriate competence and, where warranted, obtain opportunities to develop the appropriate skills.

Communicate with the church council (or consistory) immediately if/when he begins to doubt his capability to fulfill his appointed role.

Demonstrate accountability by accepting responsibility for his decisions and actions and submitting himself to appropriate scrutiny.

Not misrepresent his competence, qualifications, training, or experience.

Carry out work safely and avoid conduct that unnecessarily puts himself or others at risk.

When on leave or unable to fulfill his responsibilities through illness or any other reason, he is to make alternative arrangements for pastoral ministry in conjunction with the church council (or consistory).

Do not disclose confidential information received in pastoral ministry to his spouse, family, friends, colleagues, or any other person, unless consent has been given for the disclosure.

Do not disclose confidential information received in pastoral ministry to any other person unless:

The person gives consent for the disclosure;

Retaining such information would result in physical, emotional, or sexual harm to another person or persons; or

Required by law.

Obtain informed consent from those who have provided the information prior to disclosing information, or, where prior consent was not possible or appropriate, advise those who have provided the information as soon as possible after the disclosure.

Explain the nature and limits of confidentiality to the recipient of ministry at the beginning of any intentional pastoral conversation, counseling, or professional supervision arrangement or program.

Ensure that the nature and limits of confidentiality are discussed with individuals who have impaired decision-making capacity in a way that is understandable by them.

Ensure that any record keeping systems such as diaries, appointment books, notes, prayer requests, and databases are kept in such a way as to ensure their accuracy, security and reliability and are adequate to maintain confidentiality.

Disclose any perceived or actual conflict of interest to the church council (or consistory).

Do not enter relationships or situations that diminish his ability to maintain professional/pastoral integrity and independence.

Refer people to another office bearer, ensuring continuity of care, where there is a conflict of interest.

Ensure that his personal or financial interests (including the interests of family members, friends, or associates) do not influence, or could not be perceived to influence, the performance of his role.

Make decisions and provide advice that is free of prejudice, favoritism, bias, or self-interest.

When a conflict of interest cannot be avoided, act in accordance with the judgment of the church council (or consistory) in managing the conflict of interest.

Ensure that any bi-vocational or external employment does not impede or adversely affect his ability to minister within the agreed vocational ministry time, as assessed together with the church council (or consistory).

Ensure funds for which he is responsible are used for intended ministry purposes.

Act with honesty, transparency, and appropriate accountability in all financial matters.

Appropriately use and encourage accepted accounting practices and regular reviews and/or audits of ministry funds.

Maintain a strict separation between church-related and personal financial matters, ensuring that clear account and transaction boundaries are maintained.

Fully disclose and be publicly accountable for all church funds and properties which he handles.

Not to give financial advice to any person beyond what is revealed and taught in the Scripture unless qualified to do so.

Inform the church about any fees, gifts or honoraria received for any ministry activities.

Not use ‘cultural traditions’ as a basis for accepting an otherwise inappropriate gift.

Not allow himself to be influenced by offers of money, gifts, or financial reward in carrying out his duties as a minister.

Not seek and/or obtain personal advantage or financial gain for himself or his family from his position or from a pastoral relationship, beyond his agreed salary and allowances.

Not use his ministry to recruit clients for private practice or personal commercial interests.

Consult and obtain the approval of the Church Council before accepting remuneration, business, or employment other than that which is stipulated in his letter of call or employment agreement.

Pay all taxes, debts, and family support obligations as required.

Bring to the diaconate any physical or financial needs and refrain from directly soliciting financial help from the members and office bearers of ZCRC.

An office bearer shall not use his position in the church to directly solicit financial support from other churches, parachurches and other Christian organizations, or from people outside ZCRC except for his relatives and close friends.