At-Will or God’s Will?
By Rev. Tashara S. Void, 2nd Episcopal District
The federal and state government have certain laws which protect employees as it pertains to their employment security. There are laws that govern when they should get paid and how often. In some states, there are laws that determine the number of hours to be worked and how to handle overtime. There are even laws that dictate when they can be terminated and how pay should be handled.
In some states, however, they don’t have such laws and are able to operate their place of employment “at-will.” They are not required to hold on to an employee. They do not have to provide a rationale for termination nor are they ordered to provide remediation. Whenever they decide they no longer want someone employed, they are free to let them go and there is no protection for the employee. That is unless it is in breach of the federal laws of discrimination, retaliation, or sexual harassment. This means that a person can work and work and work; and if an employer wakes up with a vengeful spirit, they can terminate you and there is nothing you can do about it.
This is seen particularly in settings where the staff count is low and the office manager is also the human resource director, financier, and gatekeeper for the head supervisor and there are no employment policies or operational procedures. There are no checks and balances and one person is the judge and executioner. Though the law says this type of governance is “lawful,” is it the way the church is supposed to conduct business? Should someone who is employed by the church be subject solely to the state and federal laws? Or, is there another governing body that determines how we are to handle our affairs?
My mind takes me to Matthew 18 where we are instructed how to handle someone who is in the wrong. We are told to take the person aside and talk to him or her privately. If that does not work, bring in two to three witnesses to make the case. If that still doesn’t work, take the person before the larger body. In other words, make their faults known to them and not to their co-workers or lawyers.
Give them the opportunity to take in what was said and make it right. Don’t talk to them with the intent to fire. Speak with the end goal being growth and restoration and offer guidance on how to improve. This is how the believers’ handbook says we are to govern ourselves.
It gives instructions contrary to the laws of the land. It offers a plan of reconciliation and grace. It is not guaranteed to make things better; and in the end, it still may not work out but at least due diligence was done on the part of the supervisor professing Christ and a stumbling block was not placed in the path of the person’s faith in the church.
So, I ask the question, “As the church who serves as an employer, whose ‘will’ do we follow? At-will or God’s will?”
