Resolution to Create a BWC Parental Leave Policy-2024

Title: Create a Baltimore-Washington Conference Parental Leave Policy

Budget Implications: Yes.  

Rationale: Global experts support the adoption of at least 3 months of paid parental leave, and clergy parents around the connection say this would help them be more effective parents and pastors. However, offering paid parental leave is often a challenge for churches with limited savings or additional staff. This resolution offers clergy and their churches/ministry settings a way toward addressing the needs of newly expanded families without exhausting the resources of the local church.

 Submitted by: BWC COSROW (Gender Equity Team), Rev. Kate Mackereth Fulton & Rev. Cassandra Lawrence, co-chairs 

RESOLUTION:

Whereas our United Methodist Social Principles affirm, “We believe the family to be the basic human community through which persons are nurtured and sustained in mutual love, responsibility, respect, and fidelity.[1]”;

Whereas Scripture calls us to provide care for each other as members of Christ's family ("But if someone doesn't provide for their own family, and especially for a member of their household, they have denied the faith." 1 Timothy 5:8, CEB); 

Whereas The World Health Organization and the International Labor Organization advocate for at least 14 weeks of paid maternity leave[2];

Whereas The 2016 United Methodist Book of Discipline states, “Maternity or paternity leave, not to exceed one-fourth of a year, will be available and shall be granted by the bishop and the cabinet, and the executive committee of the Board of Ordained Ministry to any local pastor, provisional member, associate member, or clergy member in full connection who so requests it at the birth or arrival of a child into the home for purposes of adoption.”[3];

Whereas the parental leave policy as written in the 2016 United Methodist Book of Discipline only guarantees paid leave for eight weeks, has been considered open to interpretation, and has not always applied equitably across the connection, since “one-fourth of year”[4] is thirteen weeks;

Whereas some annual conferences have adopted policies maintaining compensation for thirteen weeks and assisting local congregations in paying for coverage during the leave;

Whereas congregations have disproportionate access to resources, and generous parental leave policies positively affect clergy well-being, recruitment, and retention throughout the annual conference; and

Whereas supporting clergy families lives up to our calling to welcome all generations as Christ welcomes children (Matthew 19:14, Mark 10:15. Luke 18:16), expressed in our baptismal covenant when we promise to “nurture these children in Christ’s holy Church” and “surround these persons with a community of love”[5]; now

Therefore, be it Resolved, that the Baltimore-Washington Conference adopt the following Parental Leave Policy and Procedures (which incorporate, and would replace, the foster/resource care policies of the Baltimore-Washington Conference).

Baltimore-Washington Conference Parental Leave Policy

 Statement of Purpose

“We believe the family to be the basic human community through which persons are nurtured and sustained in mutual love, responsibility, respect, and fidelity.”[6] While recognizing that families take on different shapes and sizes, and the needs of each family are unique, we seek to love one another and enable all members of the body of Christ to grow and flourish.

The Baltimore-Washington Conference supports families and advocates for parental leave for all persons welcoming a child into their home, both clergy and lay. Further, we encourage all parents who are welcoming a child into their home to make full use of parental leave policies.

The World Health Organization and the International Labor Organization advocate for at least 14 weeks of paid maternity leave,[7] and The United Methodist Book of Discipline allows for up to 13 weeks of maternity and paternity leave for clergy families.[8]

The Baltimore-Washington Conference has developed this policy in order to assist clergy families, local churches, District Superintendents, and the Annual Conference in caring for family and advocating for parental leave in the church and beyond the church.

This policy applies to any local pastor, provisional member, associate member, or clergy member in full connection who are appointed to a local congregation or annual conference-funded extension ministry, including, but not limited to, campus ministries, Wesley Foundations, camp and retreat ministries, and conference staff, hereinafter referred to as “clergy” or “clergy person”. Clergy appointed to non-conference-funded extension ministries are encouraged to adapt similar policies for their settings.

Book of Discipline Foundations

¶ 355. Parental Leave—Parental leave, not to exceed one-fourth of a year, will be available and shall be granted by the bishop and the cabinet, and the executive committee of the Board of Ordained Ministry to any local pastor, provisional member, associate member, or clergy member in full connection who so requests it at the birth or arrival of a child into the home for purposes of adoption.

  1. Persons desiring parental leave should file their request with the committee on pastor-parish relations after consulting with the district superintendent at least ninety days prior to its beginning to allow adequate pastoral care for the churches involved to be developed.
  2. During the leave, the clergy member’s annual conference relations will remain unchanged, and the health and welfare benefit plans will remain in force.
  3. A parental leave of up to one-quarter of a year will be considered as an uninterrupted appointment for pension purposes.
  4. Compensation will be maintained for no less than the first eight weeks of leave.
  5. During the leave time, pastoral responsibility for the church or churches involved will be handled through consultation with the committee on pastor-parish relations of the local church(es) and the district superintendent.
  6. Special arrangements shall be made for district superintendents, bishops, and those under special appointment.

Policy for Births and Adoptions

  1. All clergy in the Baltimore-Washington Conference who are expecting the birth or adoption of a child are eligible for Parental Leave (The Book of Discipline of the United Methodist Church 2016, ¶ 355). This policy applies to all clergy, regardless of their part-time or full-time status. Parental leave is guaranteed to all clergy who request it within the guidelines of this policy.
  2. Clergy are encouraged to begin communication with their DS as soon as they are able to publicly share the anticipation of a child’s arrival. Families giving birth are encouraged to begin planning as soon as they are public about their pregnancy. Adoptive parents are encouraged to make a plan as soon as they are approved for adoption/foster parenting. Parental leave must be requested at least 90 days in advance of the anticipated beginning of the leave, in accordance with the 2016 Book of Discipline.
  3. Parental leave shall be encouraged and permitted for up to 13 weeks with full pay and will not affect the clergy person’s pension, health benefits, and appointment status.
  4. Churches will maintain their regular compensation for clergy on leave for the duration of the leave.
  5. The DS will consult with the clergy person to arrange coverage for the duration of leave.
  6. The Annual Conference will assist local churches with additional funding for pastoral coverage and compensation, in consultation with the clergy person and the SPRC, up to $10,000 per leave. These funds will be approved by the Cabinet  and will fall under a category determined by the Conference Council on Finance and Administration.
  7. Parental leave may be taken consecutively or nonconsecutively, full or part time, according to the needs of the family. All parental leave must be taken within 9 months of the placement or birth of the child.
  8. Parental leave is not vacation. The use of parental leave does not affect the clergy person’s use of their annual vacation granted in the Annual Conference Rules.
  9. Churches will make reasonable accommodations for breastfeeding and pumping parents, as well as for the feeding of infants. This can include private space, access to an outlet, and time/space to feed according to the infant’s needs.
  10. Churches and other ministry settings will also examine their personnel policies for lay staff and are encouraged to ensure adequate and equal parental leave for all.
  11. Clergy in the Annual Conference will support and promote parental leave, including by providing pastoral care coverage if asked and needed, in accordance with their schedule.
  12. The Annual Conference will support clergy on parental leave by excusing or making alternate arrangements for their district and conference duties. This includes the annual conference session, charge conference, district and conference committees, and residency requirements.

 Policy for Foster/Resource Care Placements

The Baltimore-Washington Conference recognizes the significant need for foster/resource care families.  The intended temporary nature, often short notice, and government financial support of foster/resource parenting present different support needs from birth or adoption.

  1. Clergy who serve as foster/resource parents should be in communication with their DS and the SPRC at the time of appointment or during the licensing process.
  2. Foster/resource parents are encouraged to make an advance plan of contingencies as soon as they are approved for adoption/foster parenting.
  3. Should a clergy family welcome a child into their home for foster/resource care, a specific plan will be worked out among the DS, SPRC, and the clergy family, with the goal of caring for the family.
    1. Foster/resource parents generally anticipate taking off work for some days at the beginning of the placement, to arrange for daycare and/or school enrollment, potential medical or caseworker appointments, and to begin to establish a relationship of mutual trust with the child(ren). They typically return to a more normal work schedule more quickly than after the birth of a child. 
    2. Foster/resource parents may also need a few days at the end of a placement as well, to care for both the logistics and grief of transition.
  4. Up to three weeks of paid parental leave may be given each calendar year to clergy beginning or ending foster/resource placements.
  5. The Annual Conference will assist local churches with additional funding for pastoral coverage and compensation, in consultation with the clergy person and the SPRC, up to $1,000 per year. These funds will be approved by the Cabinet and will fall under a category determined by the Conference Council on Finance and Administration.

 Baltimore-Washington Conference Parental Leave Procedures

Clergyperson’s Responsibilities & Action Steps:

  1. Clergy are encouraged to begin planning for Parental Leave as soon as possible. Think through the logistics and needs of your family, ensuring that you consider what will best serve your family. Parental Leave may be taken for up to 13 weeks for birth or adoption, consecutively or nonconsecutively, full or part-time, and must be taken within nine months of the birth/arrival of a child.
  2. Talk with your District Superintendent before sharing the news with your Local Church.
  3. Share your plans for Parental Leave with your SPRC.
  4. Submit a formal Parental Leave request at least 90 days in advance of the projected start date of leave to the District Superintendent, Episcopal Office, and the Board of Ministry Conference Relations Registrar.
  5. If needed or desired, the District Superintendent will meet with the SPRC to discuss the Parental Leave Policy, benefits, and needs of the congregation.
  6. Work with the SPRC to determine the local church resources and needs during the leave. Request funding by submitting a budget to the district superintendent for the expenses of pastoral coverage during leave.
  7. Arrange pastoral coverage for the duration of your leave. The District Superintendent is available to assist you if desired.
  8. Communicate your Parental Leave plans to the SPRC, District Superintendent, and Local Church/ministry setting.
  9. As the child’s arrival date nears, ensure all notes and pastoral coverage plans are in place and have been communicated to all involved.
  10. Set appropriate boundaries with Local Church leadership as to your needs during leave. Think about if you wish to be contacted during your leave, and under what circumstances. Communicate your boundaries clearly, and ensure that the Local Church/ministry setting understands your availability during leave. (Think about how or if you will respond when a parishioner calls you. What about if there is a funeral? What will happen to emails that are sent during your leave?)  Ensure that communication is kind and clear so that all know what to expect.
  11. As the child’s arrival date nears, it may be helpful to have back up pastoral coverage and worship services ready, in case of unanticipated circumstances.  Consider developing a lay-led service or two and equipping members to be prepared in the event they need to lead without you.
  12. When your child arrives and your leave begins, inform your District Superintendent and SPRC.
  13. Take full advantage of the Parental Leave benefits offered to you, for the benefit of your family.

District Superintendent and Conference Responsibilities & Action Steps:

  1. District Superintendents will support clergy and encourage the full use of the Parental Leave Policy.
  2. If desired, District Superintendents will meet with the SPRC to discuss the Parental Leave Policy, Foster Care Placement Policy, benefits, and needs of the congregation, for birth, adoption, or foster care placement.
  3. District Superintendents will receive Parental Leave coverage budgets from Local Churches/ministry settings and will ensure that funding is provided in accordance with the Parental Leave policy.
  4. District Superintendents will remain in consultation with the clergy as pastoral coverage is arranged. If desired, the District Superintendent will assist the clergyperson in finding appropriate coverage.
  5. District Superintendents will encourage good boundaries during Parental Leave. District Superintendents will not require clergy to attend charge conference, district conference, or related duties during their parental leave.
  6. District Superintendents will help interpret and support the need for space and time for grieving for clergy families experiencing pregnancy or infancy loss or at the end of a foster placement. District Superintendents will be in consultation with clergy and the SPRC to arrange this time. This time will not affect a clergy person’s annual vacation.
  7. The Annual Conference will support and promote Parental Leave and will advocate for paid Parental Leave in all aspects of society.
  8. The BOM, Cabinet, and COSROW will review and update the Parental Leave policy at least quadrennially.

Respectfully submitted,
BWC COSROW (Gender Equity Team)
Rev. Kate Mackereth Fulton & Rev. Cassandra Lawrence, co-chairs

[1] The 2016 United Methodist Book of Discipline, ¶ 161.B.
[2]  Maternity Protection, Compliance with International Labor Standards. https://www.who.int/data/nutrition/nlis/info/maternity-protection-compliance-with-international-labour-standards
[3] The 2016 United Methodist Book of Discipline, ¶ 355.
[4] The 2016 United Methodist Book of Discipline, ¶ 355.
[5]  “Baptismal Covenant I,” The United Methodist Hymnal
[6] The 2016 United Methodist Book of Discipline, ¶ 161B.
[7] Maternity Protection, Compliance with International Labor Standards. https://www.who.int/data/nutrition/nlis/info/maternity-protection-compliance-with-international-labour-standards
[8] The 2016 United Methodist Book of Discipline, ¶ 355.

As per Baltimore-Washington Conference Rule Para. 3006.2.c., this resolution was reviewed by the Conference Secretary and found consistent with the current Book of Discipline.