Sample Code-of-Ethics

Many organizations create code-of-ethics or code-of-conduct statements as a way to communicate established boundaries and set employee behavior expectations.  Business code-of-conduct expectations are typically developed at the board level and filtered throughout the organization through training and new employee orientation programs.   Church employees are not exempt from unethical conduct and benefit from having a defined code of business ethics for the workplace.

Common values and principles outlined in the statement are things like defining conflict-of-interest, confidentiality, respectfulness of others, legal compliance, etc. The church board should be the governing body that determines these behavioral boundaries.  Having a written code-of-conduct document, that employees sign when hired, is the first step in helping employees understand behavior expectations. 

Organizations define desired behaviors and use driving principles to guide decision making. The actions of leaders reflect the organizations’ desired behaviors and values and what employees observe leaders doing is what they learn to be acceptable. Leadership needs to walk-the-talk to reinforce these behaviors.

Depending on the industry, code-of-conduct statements can be very short or many pages long.  The more an industry is regulated (ie; financial services) the more in-depth the statements become.  The key is to develop a document that reflects the desired integrity of the organization in a format that employees understand.

The day-to-day operations of the church will comply with all governing laws and regulations by putting policies and procedures in place to ensure legal compliance.  Annual audits will be performed to ensure consistency in practice.

Church employees will maintain the highest standard of confidentiality and will share sensitive information only with those who have a need to know.  This includes information about the internal operations of the church as well as information about congregants and volunteers.

God supplies the resources for the church – people, time and money.  Employees should be reminded to be good stewards and use resources wisely.

There should be no respecter of persons in the body of Christ and employees should be respectful of others and treat everyone the same – regardless of rank or socioeconomic position.

Church staff should continually be looking for ways to improve operational processes and systems that affect the church experience for volunteers, visitors, congregants and employees.

Employees should take measures to proactively communicate any information that would benefit others and improve the church or work experience.

Loyalty to the ministry is one of the major principles. If employees are unable to support the vision of the Church, they should consider stepping down.

Church employees will comply with all policies as set forth by the ministry.

This code is a basic guide for how the church will conduct its business.  Employees are expected to use wisdom, good judgement and common sense when dealing with others and making decisions.

These are just some examples of things that could be written in a church code-of-conduct statement. Employees that demonstrate desired behaviors should be acknowledged and employees who do not should be confronted and corrected.  Setting desired behavior expectations and holding employees accountable is the first step in creating a culture that fosters high standards of conduct.

The reputation of an organization is built on the consistency of positive behaviors of its employees. For a church, this reputation is what helps to attract and retain members, volunteers and employees.

photo by: yooperann