ARKANSAS CONFERENCE 2008 JOURNAL
between a local church and the pastor, the District Superintendent should be contacted to mediate the 1
issue. 2
28. Church/Pastor Parsonage Covenant recommend: The Administrative Board of the Church has the 3
responsibility to provide adequate housing for the Pastor (Discipline ¶251.4e). The Parsonage is to be 4
mutually respected by the Pastor as the property of the Church and by the Church as a place of privacy for 5
the Pastor’s family. To facilitate this mutual responsibility we recommend that the Church and the Pastor 6
enter into the following covenant. Both Parties should feel free to perfect this Covenant to meet any other 7
desired or special circumstances. It is important that both parties feel satisfied with and responsible for the 8
Covenant. 9
A SUGGESTED 10
CHURCH/PASTOR PARSONAGE COVENANT 11
Church Responsibilities: 12
While other church officers and bodies have a role in the provision, inspection, and maintenance of the 13
parsonage the local church Board of Trustees shall have the responsibility to insure the parsonage meets or 14
exceeds the standards set by the Annual Conference and the local church. The Church Trustees will maintain 15
the physical structure and keep it in good repair. This includes all exterior treatments such as paint, shingles, 16
and siding; the basic interior structure of the home including carpet and other floor coverings, interior decorating, 17
and drapes or curtains. The Trustees assume the responsibility for all equipment such as furnace, water heater, 18
light fixtures, stove, refrigerator, washer, dryer, and lawn mower. The Trustees assume the responsibility for 19
all furnishings provided by the church including maintenance and timely replacement. 20
Clergy Responsibilities: 21
The pastor will properly care for the property, keeping it clean and attractive both inside and out. The 22
Pastor will be responsible for light bulbs, furnace filters, lawn mowing and snow removal; for effecting minor 23
repairs such as, but not limited to, tacking or nailing of molding or door tops that may loosen up, and repairing 24
or replacing items damaged by pets, personal guests, or the pastor and his/her family. [This would be signed 25
by the Chairperson of the Board of Trustees, the Pastor, and other appropriate local church officers.] 26
Respectfully submitted, Regina Haralson, Secretary 27
and Ronald B. Clark, President 28
29
30
††† 31
POLICY STATEMENT ON
32
MISCONDUCT OF A SEXUAL NATURE
33
34
{Adopted by the Annual Conference on June 10, 2004, and revised June 14, 2005}
35
I. Statement of Policy
36
The _____________________United Methodist church affirms the 2000 Book of Resolutions, Sexual Abuse
37
Within the Ministerial Relationship and Sexual Harassment Within the Church, which states that sexual abuse
38
within the ministerial relationship and sexual harassment within the church as incompatible with biblical teach-
39
ings of hospitality, justice and healing. In accordance with the 2004 Book of Discipline (¶ 161.F) all human
40
beings, both male and female, are created in the image of God, and thus have been made equal in Christ. As the
41
promise of Galatians 3:26-29 states, all are one in Christ, we support equity among all persons without regard to
42
ethnicity, situation, or gender.
43
Sexual abuse within the ministerial relationship occurs when a person within a ministerial role of leader-
44
ship (pastor, educator, counselor, youth leader or other position of leadership) engages in sexual contact or sexu-
45
alized behavior with a congregant, client, employee, student, staff member, co-worker, volunteer, person being
46
counseled or any other person to whom the minister relates in his/her capacity as a minister.
47
Sexual harassment is any unwanted sexual advance or demand, either verbal or physical, that is reasonably
48
perceived by the recipient as demeaning, intimidating, or coercive.
49
Sexual abuse within the ministerial relationship involves a betrayal of sacred trust, a violation of the minis-
50
terial role and exploitation of those who are vulnerable. Similarly, sexual harassment must be understood as an
51
52
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