Fiona has just finished training and is offered an exciting new full-time role in a growing church. She joined the union while she was a student. After she starts work, the church treasurer tells her she will be paid $18,200 per year directly into her bank account. She will also given a Travel Money Card, and additional money will be added to the card for living expenses. The treasurer explains that the exact amount will depend on how much money is in the collection each week, but if she is ever running low, to just ask for a bit extra and he’ll see what he can do. 

Fiona tries to be polite, and asks some pointed questions. But the Treasurer reminds her that ministry involves sacrifice, and suggests that she trust in God to provide.

Fiona calls the union for advice. A union representative makes contact with the Treasurer to gently remind him of his legal obligations. With some nudging, the Treasurer sets up a proper payroll and salary-sacrifice arrangement with consistent payments and appropriate reporting. This benefits Fiona, but also all the other staff at her church. 

Be like Fiona.

Tony is working hard in his congregation to engage new people and bring about change. Some of the established gatekeepers don’t like this, and he experiences a pattern of aggressive, rude and unsafe behaviours. When he reports this to denominational leaders, they empathise but say there’s nothing they can do.

With advice from the union, Tony documents everything. He takes a support person to meetings and events that might be risky. He sees his GP who keeps accurate records of these experiences and their effects on him.

When a union representative politely reminds the denominational leaders of their legal obligation to provide a psychosocially safe workplace, it turns out there is something they can do after all! Warnings are issued, and some people are removed from their positions. Things improve for Tony, and for the whole congregation, and for the whole church.

None of this is easy for Tony, and he takes some sick leave to help recover. But he weathers the storm.

Be like Tony.

Olive is a Youth Pastor. She is called to a meeting with senior leaders, but isn’t told what the meeting is about. Olive has done some training with the union, so she knows to ask for a meeting agenda. She takes another union member along as a support person and to take notes. She's told her position is being cut from full-time to part-time. With support from the union, she scrutinises her contract and asks good questions. 

Suddenly, the leaders change their minds and Olive remains full-time! She knows that her position description may change at the end of her contract, and can plan accordingly.

Be like Olive.

Liam is an experienced faith worker in a congregation of an established denomination. There are many demands on his time. So, when a policy review is announced, he wants to take part but it’s not a priority. 

A union representative calls members in the denomination to discuss the review and ask for their input. It only takes fifteen minutes, but Liam’s voice is heard. His responses are compiled with others and included in a detailed submission to ensure a good outcome.

Be like Liam.

Colleen is a solo faith worker who leads a congregation. When she took on the position, leaders in her faith organisation said it was a ‘tough gig’. But they also said that they trust Colleen to make the necessary changes so the congregation can flourish.

Two years and lots of work later, she is called to a meeting with a senior leader. She is told that there have been many complaints from the congregation. Colleen is asked to step aside temporarily while senior leaders work out what to do next. There’s no timeline or plan, and she is not provided with any information about the complaints. But she is usually a trusting person, so agrees to think about the request to step aside.

As a member of Faith Workers Alliance, Colleen makes contact to run all this past the Member Support Team. They keep track of trends, and this is something they have seen before! They explain to Colleen that, in most cases, people who voluntarily stand aside don’t return to work. They lay out a range of different options, and give her de-identified examples of how similar situations have unfolded.

Colleen thinks and prays hard. She decides not to stand aside, but instead puts her name forward for other positions. She asks the senior leaders to implement a safety plan until she leaves the congregation, and takes a period of personal leave with the support of her GP. It’s tricky, but a few months later she is in a new role. She misses her previous congregation, but she is safe and healthy.

Be like Colleen.

Stan is a semi-retired Minister. He’s been serving in his denomination for decades, but he’s thought about leaving many times. He’s seen so many of his colleagues leave their ministry due to burnout, stress, bullying and unreasonable expectations.

He doesn’t think he’ll need the union’s help any time soon – but he joins so that the next generation will have the advice and support that he didn’t. 

Be like Stan.

Lucas is a faith worker who is part of a small team. He is not in an intimate relationship. A member of the congregation starts making occasional comments about his appearance, and asking personal questions about whether he is dating. One day they suggest that another member of the congregation would make a good romantic partner, and offers to ‘set them up’. On each occasion, Lucas redirects the conversation, makes a file note and reports it to his team leader. 

One on occasion in a group setting, the congregation member jokes that Lucas must view a lot of erotic content, and asks what kind he likes best. Visibly upset, Lucas withdraws from the situation.

When he reports this incident to his team leader and asks for an intervention, the team leader shows reluctance. The member of the congregation is both a significant financial contributor and serves on the governing body. The team leader gets advice that their faith organisation is exempt from sexual discrimination law and says ‘nothing can be done’.

When Lucas reports this to Faith Workers Alliance, he is reminded that the faith organisation has an obligation to provide a safe working environment. With help from the union, he makes a formal incident report to the work health and safety team and reports the impact that the situation is having on his health. The work health and safety team immediately make contact and coach the team leader in an appropriate response.

Lucas never has to reveal that he is a union member, but he knows the union has his back.

Be like Lucas.