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Provides approval steps, voting process, and guidance that no severance negotiations begin without presbytery counsel. Covers employment contingencies, prorated adjustments, and key compensation and pastoral care considerations.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/northwest-coast-presbytery-policy-and-instruction-for-creating-a-dissolution-and-severance-agreement/280052/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/northwest-coast-presbytery-policy-and-instruction-for-creating-a-dissolution-and-severance-agreement/280052.png","ImageObject",442,249,{"name":42,"@type":43},"Aria","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-29","2026-09-16",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",13,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What does a dissolution and severance agreement include?","Question",{"text":63,"@type":64},"It sets the terms for termination of a pastoral relationship, including termination date, unused vacation pay, interim medical coverage, and resolution of loans the pastor may have from the congregation.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"Who negotiates and approves the dissolution and severance terms?",{"text":68,"@type":64},"The terms are negotiated between the congregation, the pastor, and the presbytery (or its commission). Because it changes the terms of call, the congregation and the presbytery must approve it.",{"name":70,"@type":61,"acceptedAnswer":71},"What limits are recommended for salary and benefits continuation after dissolution?",{"text":72,"@type":64},"COM recommends continuing salary and benefits for between one month minimum and six months maximum beyond the effective dissolution date, or until full-time employment is found, whichever occurs first.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},280052,1789532481,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,114,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},17,"Forms",40,"forms",{"id":115,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":116,"slug":117},18,30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":115,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":121,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":80,"read_time":26},2336464648322,"https://ap-avatar.wpscdn.com/avatar/2200025388227c56fec?_k=1778556882303663488","NORTHWEST COAST PRESBYTERY  \nPOLICY and INSTRUCTION FOR  \nCREATING A DISSOLUTION AND SEVERANCE AGREEMENT  \nDISSOLUTION AND SEVERANCE AGREEMENTS  \nThe dissolution agreement determines the terms for the termination of a pastoral relationship and includes, but is not limited to, termination date, unused vacation pay, interim medical coverage, resolution of loans the pastor may have from the congregation, etc. Settling and documenting these matters creates clarity for all parties and helps avoid conflict at the time of departure. Continuation of salary and benefits for pastors not moving immediately to a new call can serve as a bridge from one call to another in a vocation where mobility is limited and access to state/federal sponsored unemployment benefits is not available.  \nThe terms of dissolution shall be set forth in a written agreement. The terms are negotiated between three parties: the congregation, the pastor, and the presbytery (or its commission) . Because this agreement is a change in the terms of call, it must be approved by the congregation and the Presbytery. In determining the specific terms of dissolution, consideration must be given to the reason(s) for dissolution, the financial ability of the congregation, and the circumstances of the pastor. The agreement shall include an effective date of dissolution.  \nNo congregation may begin negotiations of any severance agreement without first seeking guidance and counsel from the presbytery (or its commission) .  \nThe process for approving an agreement is as follows: (except when the Pastor is placed on leave of absence at the recommendation of COM, or is terminated by the Presbytery):  \n1. The congregation (or its elected/appointed commissioners) and pastor consult with COM.  \n2. The congregation, pastor, and presbytery mutually agree upon a written severance agreement. (See Sample Agreement at Appendix A) .  \n3. Copies of the agreement must be distributed with the call for the congregational meeting according to the congregation’s bylaws.  \n4. The congregation votes on dissolution of call and the written severance agreement.  \n5. The presbytery votes on dissolution of call and the written severance agreement.  \nNote: Steps 4 and 5 are interchangeable and can happen in either order. Presbytery can consider and vote first.  \nThe agreement should specify that if the pastor or associate pastor finds full-time employment before the agreement term concludes, the church’s obligations end as ofthe date said full-time employment begins. Part-time employment of the Pastor may result in appropriate prorated adjustments.  \nFinancial accounting and documentation for the continuation of salary and benefits is the same as during regular employment.  \nCONSIDERATIONS FOR NEGOTIATED DISSOLUTION  \nThe negotiated dissolution of a pastoral relationship with a church is often a time of distress for both congregation and pastor. All parties are encouraged to act in a spirit of mutual forbearance, fairness and forgiveness. A measure of mutual reconciliation is possible in the midst of dissolution. Feelings often are as important as facts in these matters. Honest statements of feelings and attempts at reconciliation are necessary for the future effectiveness of the pastor and the future health of the congregation. It is the responsibility of the church leadership – presbytery, congregation and pastor – to create a climate for that to happen, relying on the Spirit of God and example of Christ for strength and guidance.  \nConsiderations for Pastors and Sessions:  \nSalary, Housing Allowance, and Pension/Medical Provisions: Recognizing that clergy do not have access to unemployment security payments, COM recommends that congregations consider continuing salary and benefits for between one (1) month minimum and six (6) months maximum beyond the effective date of dissolution, or until the pastor has found full-time employment, whichever occurs first.  \nSalary and benefit continuation may be negoti","cbCaimP8DTUqA7zT","https://ap.wps.com/l/cbCaimP8DTUqA7zT","pdf",168336,"English","# Policy and Instruction for Creating a Dissolution and Severance Agreement\n## Dissolution Agreement Terms\n## Approval Process\n## Considerations for Negotiated Dissolution\n## Salary, Housing Allowance, and Pension/Medical Provisions\n## Congregation-Owned Manse and Financial Settlement\n## Pastoral Contact and Role of Commission on Ministry","[{\"question\":\"What does a dissolution and severance agreement include?\",\"answer\":\"It sets the terms for termination of a pastoral relationship, including termination date, unused vacation pay, interim medical coverage, and resolution of loans the pastor may have from the congregation.\"},{\"question\":\"Who negotiates and approves the dissolution and severance terms?\",\"answer\":\"The terms are negotiated between the congregation, the pastor, and the presbytery (or its commission). Because it changes the terms of call, the congregation and the presbytery must approve it.\"},{\"question\":\"What limits are recommended for salary and benefits continuation after dissolution?\",\"answer\":\"COM recommends continuing salary and benefits for between one month minimum and six months maximum beyond the effective dissolution date, or until full-time employment is found, whichever occurs first.\"}]","NORTHWEST COAST PRESBYTERY - Policy and Instruction for Creating a Dissolution and Severance Agreement | PDF"]