Supplemental Policies Implemented by Annual Conferences:
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The General Commission on the Status and Role of Women recommends more robust parental leave policies to provide clarity, consistency and close up loopholes in the minimums set by the Book of Discipline.
Parental leave is a workplace benefit that allows employees to take time off work to care for a newborn, adopted, or foster child. In the United Methodist Church, the parental leave policy outlined in paragraph 355 of the Book of Discipline guarantees paid leave for eight weeks, has been considered open to interpretation, and has not always applied equitably across the connection, since “one-fourth of year” is thirteen weeks. While the BOD might guarantee clergy better than a lot of secular employment does, it's still a huge gap in actually supporting families according to our UMC values.
When the UMC first instituted an eight-week paid “maternity and paternity” leave policy, we were trail-blazing a path among mainline denominations. But over the last thirty years, other denominations have leap-frogged over the UMC in terms of what they provide for their clergy. The Presbyterian Church in the USA, for example, guarantees twelve weeks of paid parental leave. It’s time for the UMC to re-look at our parental leave policy for the next generation.
For the last few years, a grassroots movement of UMC clergy has been organizing to lead annual conferences in developing supplemental legislation that would close up loopholes in the Book of Discipline, expand financial support from the conference level, and encourage men to take parental leave. The General Commission on the Status and Role of Women is supporting this effort by collaborating through organizational support, planned trainings, and resources. We encourage you to be involved in the following ways:
Download the following documents to learn more: