2016 Wesleyan Discipline:C. Pastoral Support and Sabbatical

C. Pastoral Support and Sabbatical

723. Annual Review of Pastoral Support. The pastor’s cash salary and other benefits, including health insurance and employer contributions for the Wesleyan Pension Fund (WPF), shall be reviewed annually by the local board of administration prior to the annual session of the local church conference, whether or not a vote is being taken on the securing or retaining of a pastor. Proper health insurance coverage should be provided by the local church for pastor and family except in cases in which they have adequate coverage through other employment of pastor and/or spouse, or in the case of pastors serving in Canada, through the national health program. Full participation in the Wesleyan Pension Fund by the local church on behalf of all pastors is expected in the plan of support of all pastors. The obligation, responsibility, and liability for both health insurance premiums and employer contributions to WPF belong solely to the local church. The district and General Church have no obligation, responsibility, nor liability for these matters, either expressed or implied. A report of the final action on the pastor’s support, whether by the local board of administration or by the local church conference, shall be sent by the local board of administration in writing to both the pastor (or pastor-elect, cf. 2016 Wesleyan Discipline:692:5) and the district superintendent (cf. 2016 Wesleyan Discipline:746).

724. Sabbatical for Pastors. Every Wesleyan church is encouraged to provide a sabbatical leave for its pastor(s) at least every seven years of service. A sabbatical shall be for a minimum of four weeks in excess of vacation time with financial provisions as approved by the local board of administration. (Cf. 2016 Wesleyan Discipline:723, 2016 Wesleyan Discipline:746.)