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Clergy

CCFCC Clergy

CCFCC Clergy are ordained, as befits the need, to a wide spectrum of individual or group missions, local congregations and ministries.

All CCFCC Clergy are bound by our Code of Ethics and Clergy Sexual Misconduct Policy.

CCFCC Ordained Clergy

Rev. Len Goddard, President

Rev. Loretta Hill-Finamore, Vice President

Rev. Caroline Coderre, Director

Rev. Victor Cyr, Director

Rev. Jeffrey Dieters, Director

Rev. David Francis, Director

Rev. Glenn Hart, Director

Rev. Shelley Howard, Director

Calvin Wong pic Rev. Calvin Wong, Director

Rev. Shirley Abrahamse

Rev. Marilyn Allington

Rev. Deborah Arsenault

Rev. Rick Arsenault

Rev. Guy Beausoleil

Rev. Kevin Birmingham

Ed Call Rev. Edward Call

Rev. Glenda Cole

Rev. Oren Cole

Rev. Donald Ferguson

Rev. Celine Gauthier & Rev. Gilles Gauthier

Rev. Daniel Glawatzki

Rev. Cathy Goddard

Rev. John Perry Grandel

Rev. Padmore Gyansa

Rev. Charles Huggins

Rev. Valerie James

Rev. James Johnson

Rev. Robert Knighton

Rev. Addai Kyereme

Rev. Juliana Kyereme

Samuel Kyereme Rev. Samuel Kyereme

Rev. Beverly Longmire

Rev. Robert Lyon

Rev. Harland Marshall

Rev. Phylis McKenzie

Rev. Rielly McLaren

Rev. Mike Morency

Rev. Suk-hee Oh

Rev. William Page

Rev. Scott Pruden

Rev. Ivan Richards

Rev. Chester Searles

Rev. Douglas Stevens

Rev. Craig Summerfield

Summerfield Profile Photo Rev. Marianneke Summerfield

Rev. Chad Tomlinson

Rev. Debra Toth

Rev. Otto Van Hiel

Rev. Robertha Walters

Rev. Margaret Wardroper

Rev. Cindy Wendel

Rev. Melodie Wilson

Rev. Erin Wong

Rev. Collins Yeboah

Rev. Cynthia Yeboah

Rev. Lucy Yeboah

Rev. Maxwell Yeboah

Categories
Clergy

Membership Applications

The information noted below is provided for those who are interested in becoming members of CCFCC.

Requirements for Membership/Ordination

Each applicant must:

  • Subscribe to the CCFCC Mission Statement, Statement of Faith, General Polity Statement and Conditions of Membership, and the Code of Ethics for Clergy and other Church Professionals.
  • Have a viable ministry which warrants the applicant being ordained and/or have demonstrated practical ministry experience.
  • Have at least three references, which positively respond to the applicant and his or her ministry.
  • Submit to an oral interview conducted by a CCFCC Ordained Minister This interview may take place locally or at the CCFCC Annual Synod.
  • Arrange for and forward a copy of a police records check to be included with the application package.
  • Meet the following minimum educational requirements.
  • A theological degree, diploma or certificate from a recognized institution.
  • The applicant has been licensed or ordained by a denomination or organization, acceptable to the Credentials Committee, and has satisfied requirements equivalent to those outlined above.
Individual Applications

You can download the individual member application package (Word Document) by clicking here: CCFCC Individual Application Package.

Affiliation Applications

You can download the church affiliation application package (Word Document) by clicking here: CCFCC Church Affiliation Package.

If you require more information or have further questions about becoming a member, please contact us.

Categories
Clergy

Clergy Sexual Misconduct Policy

INTRODUCTION

The CCFCC, in an effort to further the peace, unity and purity of the church through the prevention and remediation of sexual misconduct within the church, has developed the following policy. In preparing the document, attention was given to setting and providing for enforcement of standards of ethical behavior consistent with Christian tradition and secular law. This policy document should be helpful in assuring consistency of practice and action within the Denomination, provide an information base for educating both clergy and lay persons, and serve as a model for local congregations in their development of personnel policies.

THE PURPOSE OF THIS DOCUMENT: To define sexual misconduct by minister members of CCFCC and to describe the procedures for reporting sexual misconduct to the Denominational Executive

A. Definition of Sexual Misconduct: Sexual misconduct is the comprehensive term used in this policy to include: sexual abuse of children or adults, rape or sexual assault, and sexual harassment or other improper sexual relationships. Sexual misconduct is an abuse of authority and power, breaching Christian ethical principles by misusing a trust relationship to gain advantage over another for personal gratification in an abusive, exploitative and unjust manner. The CCFCC, in support of the traditional and historic ethical teaching of the church, proscribes homosexual behaviour and relationship in its clergy. Categories of sexual misconduct are described below.

1. Sexual abuse occurs whenever a person in a position of trust engages in a sexual act or sexual contact with another person to whom he or she owes a professional responsibility. Such abuse shall include, but not be limited to, the following:

  • Sexual acts or sexual contact with a minor.
  • Sexual acts or sexual contact involving inducement, threat, coercion, force, violence, or intimidation of another person.
  • Sexual acts or contact between ministers and laity with whom they have a professional relationship. This includes consensual physical relationships. Sexual relationships even when consensual are not acceptable regardless of whether pastoral care is involved. The inherent imbalance of power between the minister and the lay person undermines the validity of such consent.
  • Sexual acts or sexual contact with another person who is incapable of appraising the nature of the conduct or physically incapable of declining participation in, or communicating unwillingness to engage in, that sexual act or sexual contact.
  • Sexual acts or sexual contact arising from the administration to another person of a drug or intoxicant which substantially impairs the ability of that person to apprise or control the nature of the conduct.

2. Child sexual abuse includes, but is not limited to, any contact or interaction between a child and an adult when the child is being used for the sexual stimulation of the adult person or of a third person. The behavior may or may not involve touching. Child sexual abuse between an adult and a child is always considered forced whether or not consented to by the child. Child sexual abuse is a crime in all states and must be reported to civil authorities. Anyone who knows or has reason to suspect that child abuse has occurred or is occurring generally may be a mandated reporter under the law.
3. Rape or sexual assault is a crime in every province and should be reported to civil authorities and to the Bishop of CCFCC.
4. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexually offensive nature when: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or their continued status in an institution; b) submission to or rejection of such conduct by an individual is the basis for employment decisions affecting that individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, or offensive working environment. Sexual harassment can consist of a single intense or severe act or multiple persistent or persuasive acts. Sexual harassment may include, but is not limited to:

  • sexually oriented jokes or humor;
  • sexually demeaning comments;
  • verbal suggestions of sexual involvement or sexual activity;
  • questions or comments about sexual behavior;
  • unwelcome or inappropriate physical contact;
  • graphic or degrading comments about an individual’s physical appearance;
  • express or implied sexual advances or propositions;
  • display of sexually suggestive objects or pictures;
  • repeated requests for social engagements after an individual refuses.

B. Policy on Sexual Misconduct.

1. Sexual misconduct is never permissible. It is a violation of the principles set forth in Scripture as well as of ministerial, pastoral, employment, and professional relationships. Sexual misconduct by a minister violates his/her ordination vows.
2. Whereas this policy addresses sexual misconduct by ministers, each congregation and organization in CCFCC is responsible for developing a policy for church professionals, officers, members, non-member employees, and volunteers which is consistent with this document.

PART II RESPONSIBILITIES AND ROLES OF CCFCC IN POLICY IMPLEMENTATION

A. AVAILABILITY OF POLICY AND PROCEDURES

All ministers shall be given copies of the policy and be required to sign an acknowledgement of receipt.
This document shall also be available to all church members and to the public.

B. MANAGEMENT OF ALLEGATIONS OF SEXUAL MISCONDUCT BY MINISTERS

1. Resource Documents The responsibilities, structures and procedures for responding to allegations of sexual misconduct are mandated in part by the ?.
2. Liability and Insurance The CCFCC and its congregations shall periodically obtain from their insurance agents, confirmation that their liability insurance policy covers sexual misconduct liability for its programs and activities.
3. Record Keeping CCFCC will include in every minister’s personnel file the application for employment, any employment questionnaires, reference responses, and other documents related to this policy including a signed receipt for receiving the sexual misconduct policy.

C. PRE-EMPLOYMENT SCREENING

Pre-employment screening includes specific questions related to previous complaints of sexual misconduct.

The Denominational office is responsible for making reference checks to ascertain whether those persons have any history of sexual misconduct. The office reports to the Committee on Ministry and Ordination either that there was no reported sexual misconduct, or that the committee should inquire into reported sexual misconduct. A written record of conversations and correspondence with references will be kept in the minister’s/employee’s personnel file.

Applicants shall be given an opportunity to correct or respond to information regarding sexual misconduct obtained from a reference check.

PART III POLICY ON RESPONSE TO ALLEGATIONS OF SEXUAL MISCONDUCT BY MINISTERS

Known or suspected sexual misconduct by a minister shall be reported to the CCFCC Board of Bishops and to other authorities where required.
Sexual misconduct involving children shall be reported to civil authorities.
Ministers are subject to inquiry and discipline. A copy of the report will be filed in the permanent personnel file of the accused.
A written complaint to any bishop or the denominational office alleging sexual misconduct by a minister member of the Church subjects that minister to investigation and possible discipline.
A minister may make a written confession of misconduct without a victim’s complaint to the Board of Bishops.
The Board of Bishops will respect the rights of all parties involved: accusers/victims, accused, and an involved congregation. These rights include:
To be heard and taken seriously. From the time that sexual misconduct is reported, all persons shall receive immediate attention and serious consideration from those representing the denomination. A reasonable attempt to identify and to locate the victim(s) will be made in the case of self-accusation.
To be informed about church procedures with regard to the accusation.
To obtain legal advice.
To be assured that justice will be pursued through the procedures set forth in the Book of Order and this Policy.
To become engaged in work toward healing and reconciliation.

Revised May, 19th, 2003

Categories
Clergy

Code of Ethics

Code of Ethics for Clergy & Other Church Professionals

THE PURPOSE OF THESE GUIDELINES

These ethical guidelines for ministerial conduct serve two purposes: as a guide to what is expected professionally of clergy and other church professionals in CCFCC. They are also to inform the laity what they can expect from clergy and other church professionals (hereafter referred to as “ministers”).

These guidelines do not presume to speak to all areas of ministers’ lives. They are minimum expectations and the minister must also be guided by Scripture, personal conscience, Christian tradition and peer approval. They assume basic honesty and integrity of conduct. Expectations of ministers and styles of behavior change. The ethical behavior of ministers is a topic which should be regularly considered, discussed, and mutually agreed upon by the ordained members of CCFCC. This code, however, does articulate certain customs and practices which have been largely accepted within the profession of ministry. They are subject to regular review.

These principles are not designed to be a basis for analysis of the civil liability of those persons guided by them.

A. SOME FUNDAMENTAL PRINCIPLES

In all professional matters, ministers are to maintain practices that give glory to Christ; advance the goals of the Church; and nurture, challenge and protect the welfare of church members, parishioners, clients and the public.

Ministers are to act in such a manner as to uphold and enhance the honor, integrity, morality and dignity of the profession.

Ministers are to limit their ministries to those positions and responsibilities for which they are qualified.

Ministers will conduct all professional matters in a manner which assures confidentiality and avoids conflicts of interest.

Ministers will seek to maintain professional competency throughout their careers.

In personal as well as professional relationships ministers are to demonstrate honest and sincere motives evidencing respect, honesty and fairness; uphold the peace, unity and purity of the church; and share faith, hope and love with all people.

B. MINISTERS AS PERSONS

MINISTERS BEAR UNIQUE EXPECTATIONS. In considering the ethics particular to ordained ministry, it is well to remember that ministers are expected to live in the same manner of faithfulness, forgiveness and obedience as are all members of Christ’s church. While all who follow Christ are subject to the same human weaknesses, nevertheless, those who are called as ordained servants are set apart with particular expectations.
People expect high standards of ministers. To deny or ignore this is unrealistic and irresponsible. Ministers will show sensible regard for the moral, social and religious standards of the Christian community and the community at large, realizing that any violation on their part may be damaging to their congregants, to colleagues in ministry, to their professions and to the body of Jesus Christ.

MINISTERS AND FREEDOM OF CONSCIENCE. Though the CCFCC has attempted to keep its ecclesiastical direction to a minimum, and recognizes the variety inherent in respect for individual conscience, ministers are still subject to the discipline of the church. Violations of this code may be cause for disciplinary procedures.
Standards for ministerial conduct grow out of a vision of the Christian life and a sense of calling to a particular service. Like other Christians, ministers experience sin, grace, alienation and forgiveness. Along with other Christians, they are expected by the Christian community to witness to the renewal of humanity in Christ by demonstrating in their daily lives love, compassion, and respect for other persons; strict celibacy, or fidelity in marriage; responsibility in parenthood and other family obligations; joy in service; and integrity and trustworthiness in all their dealings with others.

THE PASTORAL CARE OF MINISTERS. Ministers also need pastoral care. They should take the initiative in establishing relationships with other ministers to provide support in difficult times, caring concern, encouragement for Christian growth, and sharing in both successes and failures.

MINISTERS AND FEES, HONORARIA AND DISCOUNTS. Ministers should ordinarily not require or solicit fees for pastoral services to families or individuals within the congregation. Such services include performing baptisms, marriages, funerals and counseling. In those cases in which an unsolicited gift is given ministers may use their own best judgment as to what to do with the gift. All ministers stand ready to render services to individuals and communities in crisis without regard to financial remuneration.
While fees for the use of the church facilities are set by the session, honoraria or fees for the minister’s services to non-members can be set by the minister in consultation with the session. The minister must be aware of and responsible to civil authorities regarding the possible tax consequences of receipt of honoraria, gifts, etc.

PARTICIPATION IN NON-PARISH ACTIVITIES. Though ministers are expected to participate in denominational, ecumenical and other activities beyond the particular church, it is wise for the minister to discuss the time involved in such activities with their congregation or board of directors. If any honoraria are received for duties outside the particular church (such as speaking, lecturing or teaching), and these duties are carried on during time which would otherwise be understood as available to the congregation, a common understanding between the minister and the congregation should be established as to the disposition of such honoraria. Conversation between ministers and their sessions should arrive at mutual concurrence as to expectations regarding the minister’s work time and free time.

C. MINISTERS, THE CCFCC AND THE CHURCH

THE MINISTER AND COLLEAGUES. Whenever a colleague’s conduct is believed to be harmful to any individual or group, including that person himself or herself, the concerned person should speak directly to that colleague or consult the denominational executive or the chairperson of the Committee on Ordination and Ministry. Anyone registering a concern with regard to the behavior of a colleague will be encouraged to make her or his own identity known.

THE MINISTER AND THE NON-MEMBER. Ministers are sometimes called upon to officiate at weddings and funerals for persons who are not members of the congregation. It is appropriate in such situations to ascertain to what particular church these persons belong and to suggest that they procure the services of their own minister.

THE MINISTER AND OTHER CHURCHES. Ordinarily ministers should not knowingly call upon members of another church in the community to administer pastoral care unless the initiative and interest shown by such a person requires it as a courtesy. If such a visitation occurs, it is a helpful courtesy to, after obtaining the parishioner’s permission, inform the colleague to whose church the person belongs regarding visitation. Marriages, funerals and baptisms are not to be accepted by ministers unless an invitation has been extended by the minister of the church involved.

THE MINISTER AND THE MULTIPLE STAFF. When the minister serves as head of staff in a congregation and bears the responsibility which this implies, the spirit within the staff should be that of a shared ministry where all bring their particular gifts to the work of ministry. To this end, everyone should be understanding of the mistakes of colleagues and seek to give support and help when needed. Care should be taken to avoid inappropriate criticism, negative suggestions and innuendo. It is not appropriate to attempt to seek to ally other church members and/or co-workers in disagreements.
The principles of ethical, healthy staff relationships apply equally to professional, paraprofessional, support staff (secretarial and custodial employees) and volunteers. All staff members are given equal respect without regard to sex, race, ethnic origin, disability, or marital status.

“TEACHERS, CHAPLAINS, AND OTHERS”. All ministers who serve in non-congregational settings are expected to be active in the life of a particular congregation while respecting the position of installed ministers regarding all ministerial functions within the community. Counselors should also refer to their own code of ethics.

D. ETHICAL ISSUES OF PARTICULAR CONCERN

MINISTERS AND CONFIDENTIALITY. Ministers shall not disclose confidences to anyone except when:

required to do so by law [Most provinces will not require this].
disclosure is consented to by the person communicating confidences, which consent is normally given in writing.

disclosure is necessary to prevent the person from harming himself or herself or others. Harmful behavior is that which is a violation of law or poses a threat to the physical well-being of the self or others.

disclosure is necessary to defend a minister against claims made by a person who asserts that particular communications related to the claim were made in confidence.

MINISTERS AND SPECIAL PRIVILEGES. Ministers, as servants of the Servant of God, need to be sensitive to the danger of any use of the authority of the pastoral office for personal benefit. Boundaries should be set, in consultation between the minister, the congregation and the CCFCC Committee on Ministry and ordination to determine how much and in what manner a minister may promote among the members of the congregation any of the minister’s private business endeavors, tours or products. The same consultation should occur concerning the minister’s private use of church resources, business machines, secretarial time, etc.

BUSINESS AND FINANCE. The minister’s integrity in personal business and financial dealings is also an ethical concern. Ministers are expected to conduct their financial affairs with the utmost integrity. Many ministers manage discretionary funds on behalf of the congregation. It is suggested that wherever possible the minister identify someone in the congregation to audit the use of this money. This suggestion is made to protect the minister both from the temptation to use the funds unwisely and from rumors in the congregation about his/her misuse of the funds.
Ministers are not to solicit clergy discounts for merchandise or services rendered them.

THE MINISTER AND THE CIVIL LAW. The minister shall him/herself obey the civil law and insist leaders and members of his/her congregation do likewise. This includes, but is not limited to, matters related to taxes, copyrights, insurance, marriages, and the keeping of records.
There may be times when the minister affirms the necessity of civil disobedience for moral reasons. Whether this is done alone or in conjunction with others (including officers and members of the congregation), it shall be done openly and with a willingness to accept the consequences of the law. However, in such cases no moral justification for violence against another person or property is acceptable.

PREACHING AND WRITING. The minister’s public preaching, teaching and writing shall always be her or his own work with appropriate academic acknowledgment. In sermons this includes the exegetical work, the organization and the words of the sermon, and the use of examples and illustrations.

LANGUAGE AND BEHAVIOR. The minister shall recognize her or his unique position in the eyes of the congregation. It is a position of trust. This position shall not be abused through misuse of ministerial authority. In visits, counseling sessions, or other contacts with members of the congregation, the minister shall maintain strict decorum. Ministers shall not treat persons arbitrarily based on their gender, race, nationality, age, physical, emotional or mental condition, sexual orientation, or economic condition.
Ministers shall avoid discriminatory or harassing treatment of any person or group. Ministerial language shall not include slurs or other verbal conduct relating to gender, race, etc., which has the purpose or effect of creating an intimidating, hostile, or offensive environment. Sexual harassment shall not take place. This includes but is not limited to verbal or non-verbal behavior such as sexist remarks, demeaning statements relating to gender, pressure for sexual activity and threats of punishment or promises of rewards for sexual behavior.
Sexual abuse of or misconduct with a congregational member shall be understood as strictly forbidden. The professional has the responsibility to set the boundaries and to maintain them.
Due to the issues of power and trust involved, it is recommended that single pastors or professional church workers not date members of their congregations.
These provisions shall include ministers of presbytery who are involved as teachers, counselors, or supervisors in programs which train for special work in ministry, e.g., Clinical Pastoral Education or Spiritual Development.
As professionals, ministers are aware of the variation in spiritual and psychological dynamics at work in a person. Where the minister himself or herself feels compulsions to behavior which is either criminal or unethical he or she will seek immediate help from an appropriate counselor. This standard shall apply to those caught in substance, drug, or alcohol abuse or addiction. If therapy or counseling seems to be unfruitful the minister shall lay aside the office of ministry.

THE MINISTER AND RUMOURS. The minister may find her/himself the subject of rumors in the congregation or community. Response to these shall be carefully considered. No action including verbal response shall be taken without consultation with the Congregation or an appropriate committee of a higher governing body. The goal of whatever action taken shall be to end such rumors; hostile action toward the bearer of such rumors endangers the life of the congregation as well as the spiritual or emotional health of the perpetrator. It is not acceptable.

E. CIRCULATION OF ETHICAL STANDARDS

CCFCC will circulate this code of ethics among its member churches and minister members. Each minister shall submit a signed statement certifying he/she has read the code of ethics, is aware of the standards of the denomination and will make a sincere, good faith effort to abide with both the spirit and the letter of this code of ethics.

F. VIOLATIONS AND SANCTIONS

The CCFCC considers that fidelity to these standards enhances the peace, unity, and purity of the church. Violations of these standards may be viewed as a breaking of ordination vows and subject to disciplinary processes by the Council of Bishops.

G. CANDIDATES AND INQUIRERS

The Committee on Ministry and Ordination shall circulate these standards to its inquirers and candidates for the ministry. It shall make clear that these standards apply also to those under its supervision.

H. CONCLUSION AND RATIONALE

Central to the vocation of Minister of Word and Sacrament is leadership of the people of God in a peculiarly Christian lifestyle which has at its core the embodiment of Jesus’ words in John 15:12. “This is my commandment, that you love one another as I have loved you.”

These ethical standards are an attempt, not at setting legalistic limitations but rather guiding us all in showing the kind of love for each other that Christ has shown. So may all be encouraged to live in such a manner as to promote the health and growth of the Church, and give glory to God in Jesus Christ.

Revised May, 19th, 2003