*
1.
2.
Implementation Checklist
Summary of the Policy
*
1. A person’s sin comes to your attention
a) You observe it
b) Someone points out someone else’s sin to you
c) A person confesses sin to you
2. If the person is an official worker, notify
the superintendent.
3. In the event of “a” follow Matthew 18 and
Galatians 6, using the PAUSE principle
from Peacemaker Ministries.
4. In the event of “b” coach the accuser to
follow Matthew 18 and Galatians 6:1 using
the PAUSE principle.
a) Unless someone is at risk of imminent danger,
the testimony of Christ is being widely
damaged, or the sin disqualifies the person
from leadership/service, in which cases the
pastor may go with the accuser to talk to the
accused or go without the accuser.
5. In the event of “c” lead them into steps of
confession, repentance, restitution with support
and accountability. Proclaim the gospel to them.
a)
Unless someone is in imminent danger, the testimony of
Christ is being widely damaged as a result of their sin, or
the sin disqualifies the person from leadership/service,
in those cases the pastor would proceed to implement
the formal disciplinary process according to the C&MA
Manual.
6. If the person in sin denies that they have sinned
after you have used the PAUSE principle with
them, follow step two in Matthew 18, and take
someone with you to gently restore them.
7. If they continue in unrepentant sin, then
implement the formal, documented level of the
Discipline Policy.
8. Include the district superintendent in the
conversation early in the process.
9. Do not remove a person from membership for
reasons of sin, including the sin of being divisive,
without following the Discipline Policy.
10.The pastor and elder board may suspend the
privileges of membership.
11.Do not, as pastor, tell someone they should
consider going to another church. Follow the
Discipline Policy. Removing someone from
membership is a decision of the elders, not the
pastor.
12.Be strict in regard to the documentation
requirements of the Discipline Policy. Make sure
all the letters that are to be written and sent are
written and sent.
*
*
1. The policy values a relational, personal,
small circle resolution of conflict and
addressing sin.
a) This is different than an organizational larger
circle method.
2. Three things require an organizational
approach
a) Someone is at risk of imminent harm or has been
harmed.
b) The testimony of Christ is threatened.
c) The sin disqualifies the accused from
leadership/service.
3. Otherwise, private resolution of a matter
without a formal hearing is right when there
is confession of sin and repentance by the
guilty.
a) As evidenced by a good confession.
b) As evidenced by a repentance strategy including
sufficient support and accountability.
4. In the local church non-members are not
subject to discipline unless a Relational
Commitment has been put in place.
a) In the bylaws.
b) In practice by the pastor and elders.
5. Transition from the informal, relational kind
of discipline to the formal, documented kind
happens when there is no confession of sin
and repentance, or when someone is at risk
of imminent harm, the testimony of Christ in
the church and community is threatened, or
the sin renders the person unqualified to
serve in their position of ministry.
6. Documentation requirements are reasonable:
a) The accusation may be brought verbally and then
documented by the pastor or superintendent.
b) Anonymous accusations are not to be entertained.
7. When the written accusation is delivered to the
accused, it is best done in person with the letter
given to them following a verbal presentation of
the accusation. It is recommended that the PAUSE
principle from Peacemaker Ministries be used in
presenting the accusation.
8. All discipline in the local church is to be done in
consultation with the superintendent of the
district.
9. Confidentiality is not absolute but conditional.
10.It is best to talk with, by phone or in person, the
accused before each of the following steps:
a)
e)
sending the letter with the names of those performing the
investigation,
the written report of the investigative committee,
the decision to dismiss the charges or to proceed with a
hearing,
the names of those you have appointed to serve on the
Discipline Committee,
the judgment and the restoration plan.
a)
b)
c)
d)
Reprimand
Probation
Revocation
Expulsion.
b)
c)
d)
11.Note there are several levels of Restoration:
*