5.3.1 Vacation leave of one month (30 calendar days) each year with normal stipend and allowances is the norm for all stipendiary clergy. (Check with MCD practices for part-time mission clergy.)

5.3.2 Day(s) off are a matter of mutual agreement as is the weekly schedule of full stipend clergy. One day off each week is the minimum expected.

5.3.3 Emergency and other leaves for illness, death in the family, and other emergencies may be allowed under conditions established by mutual agreement with the vestry or BAC. The normal length of maternity leave is six (6) weeks and paternity leave is two (2) weeks.

5.3.4 Participation in other diocesan activities such as clergy conferences, department or committee work, retreats, family camps, diocesan camps and other conferences are not to be counted as days off, vacation or study leave time as these are considered job related responsibilities. Mission clergy who receive part of their stipend from the diocese are expected to accept special responsibilities for the diocese.

5.3.5 Supply clergy will be provided by the congregation during authorized leaves and may be provided by negotiation at other times.

(Current minimum compensation for supply clergy is listed with the SHU schedule in Appendix 8.3.8)

5.3.6 The Bishop, and clergy with cure in the Diocese of Oregon, are encouraged to take periodic sabbatical leaves. Provision for sabbatical leave is to be included in letters of agreement, specifying the conditions acceptable to clergy and congregation. Congregations and diocesan institutions are encouraged to consider sabbatical leave for other clergy and lay staff. These guidelines will serve as a useful beginning point for discussion. Consultation is available from the diocese.

The Mutual Ministry Review process normally will be the mechanism through which congregation and clergy plan for a sabbatical. The decision to plan for sabbatical leave should include consideration of on-going parish life and the financial situation of the congregation. Advance plans should begin at least nine months before the proposed sabbatical.

The usual length of sabbatical leave is three months after five years of service. Sabbatical time does not accumulate. Other terms, such as a longer leave or greater frequency of leave, may be negotiated in a Covenant of Ministry. Credit for time served toward a sabbatical in one position does not transfer to a new position unless specifically granted as a benefit in the initial Covenant of Ministry.

During sabbatical leave the normal compensation package is maintained. Sabbatical expenses including travel, meals, tuition, and housing are to be negotiated. It is expected that clergy will provide one-third of the actual sabbatical costs, and the parish one-third. The Bishop's Office will be asked to review the plan and provide the remaining third.

The vestry/BAC will determine the overall program needs of the congregation during the time of the sabbatical. A sabbatical management plan will be developed by the vestry/BAC or its designated committee.

 

The sabbatical management plan is to be completed and approved three months prior to the leave. The plan includes:

1. Details and accountabilities, including financing

2. The clergy sabbatical plan

3. Procedure for engaging the congregation in the sabbatical

4. Provision for clergy re-entry into the life of the community

5. Return celebration