1. A minister of the Word shall not leave the call with which the minister is connected for another position without the consent of the council which issued the call.
2. A minister of the Word who resigns from the ministry in the Christian Reformed Church to enter a ministry outside the denomination shall be released from office by the classis with an appropriate declaration reflecting the resigned minister’s status and with the concurring advice of the synodical deputies. 
   —Cf. Supplement, Article 14-b
3. A minister of the Word, once lawfully called, may not forsake the office. A minister may, however, be released from office to enter upon a non--ministerial vocation for such valid reasons as shall receive the approval of the classis with the concurring advice of the synodical deputies.
   —Cf. Supplement, Article 14-c
4. A minister of the Word who has entered upon a vocation which classis judges to be non-ministerial and forsakes the calling of a minister of the Word shall be released from office within one year of that judgment. The concurring advice of the synodical deputies shall be obtained at the time of the judgment.
5. A former minister of the Word who was released from office may be declared eligible for call upon approval of the classis by which such action was taken, with the concurring advice of the synodical deputies. The classis, in the presence of the deputies, shall conduct an interview that examines the circumstances surrounding the release and the renewed desire to serve in ministry, and shall ensure that all synodical regulations have been met. Upon acceptance of a call, the person shall be re-ordained.
   —Cf. Supplement, Article 14-e

Supplement, Article 14-b

Declaration regarding ministers who resign from the CRC

1. Synod has instructed “all our churches and classes that in all cases of resignation a proper resolution of dismissal must be adopted with the concurring advice of synodical deputies.” This resolution allows for a broad degree of flexibility in responding to such situations (cf. Acts of Synod 1978, p. 73).
2. In making such a resolution, churches and classes should take into account the manner and spirit in which a minister has acted during the time leading up to and including departure from office when determining what action to take. (Some situations may require a deposition; others may require only a simple release from office.)
3. Synod encouraged the churches and classes
4. To recognize carefully the conditions and circumstances of a particular case that may come to their attention (e.g., whether it be a formal or a de facto resignation) and, having done so,
5. To make a declaration reflecting the resigned minister’s status that is appropriate to the way and spirit in which the minister acted during the time leading up to and including the minister’s resignation from office. Such a declaration could reflect one of the following:
6. The resigned minister is honorably released.
7. The resigned minister is released.
8. The resigned minister is dismissed.
9. The resigned minister is in the status of one deposed.
   
   Note: In distinction from a minister who retires, any resigned minister no longer retains the honor and title of minister of the Word in, nor has an official connection with, the Christian Reformed Church in North America (cf. Church Order Article 18-b).
10. Synod encouraged churches and classes to prayerfully consider the following principles in their deliberations:
11. Schismatic activities are to be considered a serious violation of the sacred trust associated with ordination and a dishonoring of God which results in pain and brokenness in the body of Christ.
12. All declarations by churches and classes should clearly evidence hope for the possibility of restoration and mutual reconciliation.
    —(Acts of Synod 1993, pp. 581-82)

Supplement, Article 14-c

The provisions of Supplement, Article 14-b also apply to Article 14-c, especially in those situations when ministers resign under discipline or to avoid discipline.

Supplement, Article 14-e

Process for reentry into CRC ministry after a release from office via Article 14 or 17: 

1. A former minister who was released through the provisions of Article 14-b, 14-c, or 14-d or Article 17-c or 17-d and desires readmission to CRCNA ministry should be interviewed by the classis in which the original action was taken. The interview should examine the following:
2. the circumstances surrounding the release
3. the applicant’s theological and ministerial journey since the release
4. the sense of call and renewed commitment to service in the CRC
   
   The classis, with the concurrence of the synodical deputies, shall then make a decision regarding whether to endorse the request to begin the process for readmission.
5. If approval is given to proceed, the classis shall notify the Candidacy Committee to guide the applicant through the completion of any requirements for ministry imposed by synod subsequent to the original ordination. If the applicant has served in ministry outside the CRC, the Candidacy Committee should also receive and review recommendations from the church and regional body last served by the minister.
6. The Candidacy Committee shall notify the releasing classis once all requirements are complete and favorable recommendations have been received.
7. Upon completion of all requirements, the releasing classis shall declare the former minister eligible for call. A former minister shall not be nominated for a call until the releasing classis and the Candidacy Committee have approved the applicant’s eligibility for call. Eligibility for call shall be for a period of two years. An individual who has not received and accepted a call within that time and who desires to continue eligibility for call, must request an extension through the classis that approved the request for eligibility for call.
8. The ordination and installation of a former minister who has been declared eligible for call shall require the approval of the calling church’s classis counselor or the calling church’s classis interim committee, which shall see that all synodical requirements have been met.
9. The provisions of Supplement, Article 84 related to reinstatement of ministers who have been deposed also apply to ministers who resign under discipline or to avoid discipline and later seek reordination by way of Article 14-e.
   —(Acts of Synod 2016, p. 866)
   —(Acts of Synod 2025, p. 685-86)

When a minister is released from service in the CRCNA, synod has asked that the classes "make a declaration reflecting the resigned minister's status that is approprirate to the way and spirit in which the minister acted during the time leading up to and including the minister's resignation from office" (Supplement, Art. 14-b, c, 2). Such declarations provide a context for potential future discussions about readmission to ministry, should a pastor sense, once more, a calling to serve in the CRCNA. Synod has designated four such declarations that could potentially be used for resigned ministers:

1. The resigned minister is honorably released.
2. The resigned minister is released.
3. The resigned minister is dismissed.
4. The resigned minister is in the status of one deposed.

Synod has deliberately not provided more definition for these categories, as the designation is really a matter for discernment by the classis adopting the resolution of release. Henry DeMoor, in his Church Order Commentary, notes that “honorably released” or “released” carry a positive or neutral connotation, while “dismissed” or “deposed” are used to identify a greater or lesser measure of concern from classis (p. 90).  In general, it could be expected that an “honorable release” would identify an individual as having served commendably in the denomination and engaged the process of release with a high level of integrity. While being “dismissed” or “in the status of one deposed” may suggest that a release may have occurred for reasons for which a pastor would otherwise be subject to discipline, it should be noted that the declaration is technically related to the “manner and spirit” in which a pastor resigned and does not necessarily indicate the reason for the resignation. The recommendation about the status of a resigned minister should ordinarily originate from the minister’s council, and the concurring advice of the synodical deputies should be sought as part of classis’ determination of a resigned minister’s status.  

The gravamen process contains a specific note indicating that “pastors and commissioned pastors may be honorably released at the conclusion of [a] confessional-difficulty gravamen process” (Supplement, Art. 5-a, B.4).  This note indicates that doctrinal differences should not, in and of themselves, prevent a neutral or even honorable release of a pastor provided that the “manner and spirit” of the resignation does not give a classis cause for concern. It should also be observed that, should a pastor resign due to doctrinal differences with the teachings of the CRCNA, our procedures expect that such differences should be the subject of discussion if a pastor were to request to be readmitted to CRC service in the future (Supplement, Art. 14-e).

Article 14 (like Article 17) is intended to address situations in which pastors are not "worthy of discipline" (Art. 17-a). While the Supplement to Article 14 currently focuses on ministers who resign from the denomination because of doctrinal differences or schismatic activities, in recent years the CRCNA has become increasingly aware of the potential for ministers to resign due to moral failings (Acts of Synod 2016, p. 866; Acts of Synod 2022, p. 849, ground 3; see Supplement, Art. 14-e). As synod has observed, when doctrinal differences or moral failures are not recognized and addressed openly and honestly, the church as a whole suffers. In particular, future congregations served by the pastor may be affected by a failure to apply discipline where it is required (see Acts of Synod 1996, pp. 578-79). Our confessions remind us of the validity of Christian discipline, indeed even as a tool used by God to bring about repentance and reform in the church (Heidelberg Catechism, Lord's Day 31; Belgic Confession, Art. 29).

In addition, we recognize that sin has consequences on one’s interactions with the community. In some cases, even though forgiveness has been offered and accepted, it is not the case  that an offending pastor can or should continue representing Christ in the official ministry of the church. Though a released pastor is not necessarily worthy of discipline, the assemblies of the church should still take time to discern whether he or she is “able to serve effectively” (Church Order Art. 84) before readmitting to ordained ministry in the CRCNA.

(see also Acts of Synod 2024, p. 102-103)

At first glance, the procedure of requesting a release from service in the CRCNA at a classis meeting seems fairly straightforward: the classis considers a motion to release (Art. 14 or 17), and either accepts or modifies the recommended conditions for release (Art. 17) or the status of the released minister (Art. 14).  

The actual details, however, can be much more challenging in particular situations. Especially in the case of Article 17 separations, a pastor and congregation may not always agree on the specifics of the separation agreement required by Article 17-b, or even on the reasons for the separation itself. In some cases, pastors and councils come to a classis meeting in general agreement about the necessity and terms of a separation but with lingering conflict over the reasons and terms of the separation agreement. Nor is it always clear who ought to make the recommendation about the status of a pastor’s release (Art. 14). These issues can place classis delegates in an awkward situation as they try to discern who can address classis, and at what times, and who else may be in the room to overhear such conversations.

In this regard, it is helpful to remember that a classis meeting is a gathering of churches (Art. 39), so the official presentations on the floor of classis must be matters first addressed by a council. Though Article 14-b, -c, and -d, and Article 17-a speak of the possibility of a release initiated by a pastor, such releases are formally processed by the council in keeping with the principle that no minister should leave a call without the consent of the council that originally issued that call (Art. 14-a). Thus recommendations about the release status and separation agreements are formally a request of a council to its classis, even if initially requested by a pastor. In cases where there is disagreement over the reasons or terms of a separation, that disagreement would require adjudication by classis, possibly via a mediation process organized by classis leadership prior to the classis meeting or, if necessary, as a formal appeal to be processed under the procedures of Church Order Article 30. This means that a classis may, at times, exclude a pastor from executive-session proceedings in which his or her future is discussed by the classis delegates. Such governance is sound in theological principle (Belgic Confession, Art. 30) but may leave pastors feeling vulnerable as their ministry future is determined without their input. It is worth noting that entrance to ministry is similarly handled by assemblies who discuss the future of a candidate while the individual is not in the room (Supplement, Art. 10).

It is possible that a pastor would request a particular action (for example, that a release be processed to another denomination rather than to a non-ministerial vocation) to which the council has not agreed.  At that point, the council could forward the pastor’s request to classis while indicating that it does not support the request, and the classis would then adjudicate the matter.  

While most Art. 14 processes are primarily ecclesiastical matters, churches and pastors should be aware of any potential legal issues surrounding a release.  These may include concerns over a minister’s tax status or other matters of employment law.  Because these issues may vary from one jurisdiction to another, it is not possible to be more specific other than to suggest that all parties to a release consider seeking qualified advice when proceeding with these requests.

See also “Processing Article 17 Releases at Classis”

1. Ministers who are neither eligible for retirement nor worthy of discipline may for valid reasons be released from active ministerial service in a position to which they have been called by a congregation, through action initiated by themselves, by a council, or jointly. Such release shall be given only with the approval of classis, with the concurring advice of the synodical deputies, and in accordance with synodical regulations.
   —Cf. Supplement, Article 17-a
2. The council shall provide for the support of a released minister in such a way and for such a time as shall receive the approval of classis.
3. A minister of the Word who has been released from active ministerial service shall be eligible for call for a period of two years, after which time the classis, with the concurring advice of the synodical deputies, shall declare the minister to be released from the ministerial office. For valid reasons the classis, with the concurring advice of the synodical deputies, may extend the eligibility for call on a yearly basis.
4. In some situations, the classis may decide that it cannot declare the released minister eligible for call after the minister has completed the process of evaluation and assistance. The classis, with the concurring advice of the synodical deputies, shall then declare the minister to be released from ministerial office.

Supplement, Article 17-a 

Provisions regulating release from ministerial service in a congregation

1. General Provisions
   1. All Article 17 separations, even those requested by a pastor or those jointly initiated by a pastor and council, are formally a request of the calling council and shall be handled as such by the classis.
   2. Pastors, churches, and classes are encouraged to take note of denominational resources available that provide assistance in the process of Article 17 separations, and to call upon outside resources or mediators when necessary (in addition to the involvement of classis representatives).
   3. In all situations, councils and pastors shall utilize a formal separation agreement that identifies the publicly stated reason(s) for the separation, the effective date of the separation, the financial arrangements agreed upon by all parties, and other relevant information. This document shall be submitted to classis for its approval when the council formally requests the Article 17 separation. If the pastor and council disagree on specific matters, the areas of disagreement shall be clearly identified, and classis shall adjudicate those matters separately.
   4. Classis minutes will concisely record the grounds for the separation—for example, family situation, conflict, continuing education, church closure, etc. Article 17 separations will be processed according to the guidelines set forth by synod and the appropriate denominational agencies. Councils and classes should take note of the regulations regarding “release from ministerial service” adopted by Synod 2024 (see Acts of Synod 2024, pp. 859-64) and Synod 1998 (see Acts of Synod 1998, pp. 392-96) and as amended by Synod 2010 (see Acts of Synod 2010, pp. 915-16).
   5. Releases from calls issued jointly between a CRC council and a congregation in another denomination should be processed in accordance with the principles established by Synod 2024 (see Acts of Synod 2024, pp. 859-64).
   6. If a separation does occur, it is important to recognize that there are continuing needs. The members of the congregation require continued support, opportunity to grieve, and guidance for future planning. The separated pastor and his/her family should not be forgotten as they leave the congregation and seek another call. The congregation and classis should covenant to provide continuing ministry and care for them, assisting in any way possible to encourage personal healing and further opportunities for ministry.
2. If a classis decides a released minister needs evaluation and assistance before accepting another call, it shall specify at the time of release what is required before the minister is declared eligible for call.
   1. The classis shall appoint an oversight committee of no fewer than three persons to plan and monitor an evaluation of readiness for the ministry that focuses on professional competence and personal/ emotional status. An evaluator or evaluators mutually agreed upon by the classis and the oversight committee shall conduct the evaluation. (Thrive is able to recommend appropriate evaluators.) Classis shall determine who is responsible for any costs of evaluation or stipulated personal counseling.
      1. The committee, composed of both laity and clergy, may include one council member of the congregation involved in the separation.
      2. The committee, in consultation with the interim committee of classis, shall develop specific expectations for the minister and shall monitor progress toward established goals. The issues addressed shall be determined by concerns raised by the council and the classis in collaboration with the minister.
      3. The committee shall present a progress report at each regularly scheduled classis meeting.
      4. After it has received the report of the evaluator(s), the committee shall make a recommendation to classis regarding the minister’s eligibility for call.
   2. The minister shall participate in the evaluation and assistance process as follows:
      1. The minister shall consent to the release of a detailed report, with recommendations, from the evaluator(s) to the oversight committee.
      2. In addition to the evaluation stipulated above, the minister shall engage in any personal counseling required by classis with a therapist mutually agreed upon by the minister and the oversight committee.
   3. Based upon the recommendation of its oversight committee, the classis shall make the final decision concerning the minister’s readiness to be declared eligible for call.
   4. If the classis does not declare the minister eligible for call, it shall, with the concurrence of the synodical deputies, release the minister from office.
   5. With the approval of classis, a minister who has been released from service in a congregation may transfer his/her membership and ministerial credentials to a neighboring council within the classis during the evaluation process. If classis declares the minister eligible for call, the council that holds the minister’s credentials shall publicize the minister’s availability.
   6. With the approval of classis, a minister who has been released from service in a congregation may transfer his/her membership and ministerial credentials to a council in another classis after the classis in which the separation occurred declares the minister eligible for call. The council that holds the minister’s credentials shall publicize the minister’s availability.
3. If a classis decides a congregation that has been separated from its minister needs a time of evaluation and assistance before extending another call, it shall specify at the time of separation what is required before the congregation calls another minister.
   1. The classis shall appoint an oversight committee composed of the council’s classical counselor and at least two other persons to plan and monitor the evaluation process.
   2. In conjunction with the church council, the committee shall secure interim pastoral leadership, preferably a specialized interim pastor, and set goals. (Thrive is able to assist with securing pastoral leadership.)
   3. The committee shall present a progress report at each regularly scheduled classis meeting.
   4. Based upon the recommendation of its oversight committee, the classis shall make the final decision concerning the congregation’s readiness to extend a call.
      —(Acts of Synod 2003, pp. 623-24)

The following guidelines expand on work done by Synod 1998 (cf. Agenda for Synod 1998, pp. 152-156; Acts of Synod 1998, pp. 392-96) and Synod 2010 (cf. Acts of Synod 2010, pp. 915-16). Though originally intended to offer guidance during the process of separations, the counsel given by these synods is expanded upon here in the hope that God might provide healing in some situations of conflict and thus prevent separations between pastors and congregations. To this end, all parties are encouraged to note the following resources and suggestions that aim toward restoration (A, 1-4; B, 1-4; C, 1-3) rather than assuming that separation is inevitable.

A. Responsibilities of the pastor

     1.  Promptly inform the regional pastor and church visitors when signs of conflict arise, and maintain regular communication (see Church Order Art. 42).

     2.  Conduct oneself so as not to disrupt further the peace and unity of the congregation, and work with the council to discern the reasons for the conflict (see B, 3 below).

     3.  Identify a personal advocate who can assist in the process. This individual may or may not be the regional pastor. The personal advocate may also be a different individual than the liaison designated by classis to help facilitate communication between all parties (see C, 4, c below).

     4.  Be amenable to career counseling and/or personal counseling, and to the guidance of church assemblies and their representatives.

     5.  Update the Pastoral Profile and contact the Ministerial Information Service (Thrive) if relocation becomes necessary.

     6.  Help formulate and sign a separation agreement with the council if there is a separation (see B, 5 below).

     7.  Cooperate with any oversight committee that might be established by the classis (see Church Order Supplement, Art. 17-a).

     8.  A pastor who moves to another region shall inform the releasing council and classis, as well as the classis in the new region into which the pastor has moved. The councils and classes involved shall communicate with the pastor to discern whether a transfer of membership and ministry credentials would be appropriate, depending on whether the pastor is under oversight by the classis (see Supplement, Art. 17-a, b, 5-6). 

B. Responsibilities of the council

     1.  Seek assistance from the classical church visitors and regional pastor when signs of conflict begin (see Church Order Art. 42).

     2.  Be willing to work with designated person(s) (e.g., Thrive staff, classical regional pastor and church visitors, mediation specialists) toward reconciliation. This includes accepting both the time and cost required by such intervention.

     3.  Along with the pastor, determine the reasons for the conflict and/or separation (see also A, 2).

          a.  This step requires accountability from both council and pastor.

          b.  Depending on the causes of the conflict, councils should determine whether a leave of absence for pastoral purposes (Art. 16) may be an appropriate response to the problems that have arisen. In situations of special discipline, the procedures of Articles 82-84 should be followed rather than those of Article 16 or 17.

          c.  The council should, in consultation with the church visitors, define the relationship of the pastor to the church during this process, including the extent to which normal ministerial duties would continue.

     4.  Inform the congregation of decisions that are being made about the relationship to the pastor. This should be done in a timely manner, in consultation with the pastor, and members should be apprised of the process (see Art. 37).

     5.  If a decision is made to release the pastor from active ministerial service in the congregation (Art. 17-a), the council shall prepare a separation agreement with the pastor, addressing the issues noted in the separation agreement template adopted by synod (see Separation Agreement Template).

     6.  Present to the classis the specific reasons for the separation. This involves the dynamics and behaviors of both the pastor and the council/congregation. Since the separation commences with the official decision by classis, this may necessitate a special meeting of classis to process the separation in a timely manner.

     7.  Consider engaging the services of a specialized transitional minister (STM) who has been trained to guide the congregation in processing the reasons for any conflict, working toward interpersonal healing, and preparing for a strong relationship with its next minister. In some cases, classis may direct the church to delay calling another pastor until such transitional work is completed.

     8.  Provide a compensation package (see Art. 16-b and 17-b) that includes the following:

          a.  Cash salary—a minimum of thirteen (13) weeks from the official decision of classis is ordinarily required, with the specific details determined in discussion between the parties. Any recommendation must be approved by the full classis.

          b.  Parsonage occupancy or housing allowance. 

          c.  Provision for continuation of medical- and dental-insurance benefits.

          d. Provision for continuation of Ministers' Pension benefits.

          e.  The church served at the time of separation is responsible for the severance compensation.

Note: This package may not apply in every circumstance of separation, such as when a pastor leaves for purely personal reasons (see Acts of Synod 2010, pp. 915-16). It may at times also be appropriate to use a date other than the date of the classis meeting in calculating the duration of a severance payment, particularly if the release is requested after a lengthy leave of absence. Denominational resources are also available to assist with determining an appropriate amount of severance, in accordance with the principles established by Synod 2024 (Agenda for Synod 2024, pp. 105-108).

C. Responsibilities of classis

     1.  Church visitors should be available to assist or may take initiative if necessary when there is an indication of conflict or other relationship difficulty. They may be involved in reconciliation or mediation, or they may recommend that there be others who can assist the pastor and congregation in this process—for example, a committee from the classis or outside resource persons such as representatives of Thrive or mediation specialists.

     2.  Concurrent with the work of the church visitors, the regional pastor should be called to provide emotional support and guidance for the pastor. The regional pastor, often one of the first persons aware of tensions, can serve as a gatekeeper and adviser for the pastor in the process of mediation.

     3.  Church visitors should continue to provide support and guidance for the council and congregation. They may assist the council in communication with the congregation.

     4.  If a separation of the pastor from the congregation is recommended, the classis shall do the following:

          a.  Assist the council in determining whether a separation is appropriate. If it is appropriate, give guidance as to whether there should be a release or a suspension (see B, 3, b above).

          b.  If necessary, call a special meeting of classis to process the separation in a timely manner.

          c.  Assign an individual (not the regional pastor) or team to serve as a liaison between the pastor, the congregation, and the classis in the process of the separation. Such a liaison should be acceptable to all parties involved (see A, 3 above). Because a classis is a gathering of churches (Church Order Art. 39), it is not necessarily the case that the pastor should expect to be present for the entire discussion of the request for release. Just as a classis discusses a pastor’s admission to ministry without the individual present, so also it may be inappropriate for the pastor to remain for a discussion in which he or she is particularly involved (Art. 34).

          d. Determine the framework for discussion at the classis meeting. Sensitive matters should be addressed in executive session, and the classis interim committee should seek to keep all parties informed about who will be present at various times, and who may be authorized to speak. Such arrangements may be particularly important in situations where the pastor and council do not agree on particular terms of the separation agreement. In such cases, the classis church visitors should work with the council and the pastor to form an agreement that is agreeable to all. Should no agreement be realized, then the council may proceed with its proposal, but the rules for appeal (Art. 30) may be invoked by the pastor after the classis has rendered its decision on the council’s proposal.

          e.  Approve a separation agreement between pastor and council, and record in the records of classis specific reasons for the separation in keeping with the regulations of Church Order Article 17 and its Supplement (see B, 5 above).* A revised separation agreement template was approved by Synod 2024.        (Agenda for Synod 2024, pp. 156-159).

              Note: Copies of this agreement should be given to the pastor, the council, the classis, and the Thrive office.

          f.  Encourage the pastor and/or the congregation to seek continued help in learning from this situation and facing their responsibilities. In some cases, this may require appointing an oversight committee for evaluation and assistance to plan and monitor progress toward eligibility for call and/or readiness to extend a call. (This will often require specific recommendations and continued involvement; see Supplement, Art. 17-a, b-c.)

          g.  Recommend, when appropriate, specific follow-up for the congregation, such as a specialized transitional minister (STM) to help with healing and preparing for the future. 

D. A pastoral note

It is important that ecclesiastical due process be followed in the separation procedure. When Synod 1996 asked that the preceding guidelines be prepared, it did so against a background of concern for the possibility of healing for both pastors and congregations. When signs of conflict or disagreements arise, it is crucial that the pastor, council, and classis take prompt action to deal with these issues. When there is early intervention and open communication, reconciliation is a greater possibility.

If the pastor and council or congregation are not able to mediate differences, it may be advisable to bring in outside resource persons. If a separation does occur, it is important to recognize that there are continuing needs. The members of the congregation require continued support, opportunity to grieve, and guidance for future planning. The separated pastor and the pastor’s family should not be forgotten as they leave the congregation and seek another call. The congregation and classis should covenant to provide continuing ministry and care for them, assisting in any way possible to encourage personal healing and further opportunities for ministry.

*The following is a list of possible reasons for an Article 17 separation, and includes material from the 2024 Church Order Review Task Force report (Agenda for Synod 2024, pp. 99-100):

• A pastor might need to step away from ministry for a time while elderly parents require extensive care.
• A pastor may choose to be a stay-at-home parent.
• A pastor might leave to pursue further education.
• A pastor’s giftedness and the church’s ministry context might not align. “No minister can be expected to be able to serve any and every congregation” (Acts of Synod 1982, p. 586).
• A church closure or disaffiliation, or downsizing of staff, may mean that a pastor’s ministry position ends.
• God may be leading a pastor to consider a new vocation (Note: If the pastor eventually chooses to enter a new vocation or if the pastor chooses to enter ministry in another denomination then the process for release should be guided by the provisions of Church Order article 14 b, c, or d).
• A pastor’s spouse’s career or education path may necessitate a move.
• Conflict in key relationships may have led to a decline in trust.
• Pastor and/or council may have been unable to meet expectations associated with the working relationship.

I.   Introduction

This separation agreement template is a basic resource for churches and pastors and should be tailored to address the specific circumstances of any particular pastor’s departure. Churches would be wise to engage legal counsel to address whether new or expanded provisions should be included, and to ensure that federal, state, and provincial laws are observed.

This template is grounded in the work of Synod 1998 (see Acts of Synod 1998, pp. 392-94) and in subsequent work to update specific guidelines adopted at that time. It should be noted that this agreement could become void in the event that the pastor, after signing it, were to act in violation of his/her ordination vows, act in violation of the agreement, renounce the jurisdiction of the Christian Reformed Church, or become the subject of criminal charges.

From the standpoint of ecclesiastical procedure, this template is a resolution adopted by the council, asking that its classis take a particular action regarding its minister. Though ideally ministers and councils would fully agree on the terms of a separation, it is possible that both parties may agree on the need for separation without fully agreeing on details related to the separation. Where there is disagreement, the council and minister should clearly indicate, at a point sufficiently ahead of the classis meeting, any differences in understanding and expectations concerning the terms of the separation. At the classis meeting, any differences from the arrangements proposed by council would be adjudicated by classis (if necessary, through the appeals processes of Church Order Art. 30, or through similar procedures developed by the classis interim committee). The process for adjudication should be communicated to all parties prior to the classis meeting at which any differences of opinion between pastor and council are discussed.

II.   Principles regarding the use of this resource

It is hoped that the agreement that arises from this resource provides for a separation that is characterized by love, respect, and care for one another. It is also hoped that all communications leading up to and following from this agreement will be marked by both truth and grace. These hopes can be expressed as principles:

1. Church has a legitimate interest in

   1. minister speaking truthfully and graciously about it.

   2. minister avoiding all false statements about the church, its leaders, and/or the reasons behind the separation.

2. Minister has a legitimate interest in

   1. church, through its council, speaking truthfully and graciously about him/her.

   2. church, through its council, avoiding all false statements about the minister and/or the reasons behind the separation.

3. The Christian Reformed Church in North America and its member congregations have a legitimate interest in allowing churches and ministers who separate from one another to provide truthful information about one another and the reason(s) for the separation. Congregations shall be expected to do this through their councils and classes, and synod shall be expected to do this through procedures (either formally prescribed by Church Order or informally adopted for a particular situation) that allow all the parties involved to be heard. 

4. This template is a resource for discussing matters that must receive the approval of classis, as required by Church Order. Thus, it is a proposal and does not come into effect until classis grants the approval required by Article 17, its Supplement, and other relevant synodical or classical regulations. Any changes made by classis or by synod supersede the proposals in this document.

Additional Resources:

• How to Negotiate a Separation Agreement (Thrive document)
• Severance and purposes of severance (Thrive web page)
• Sample Separation Agreement (approved by Synod 2024)

Key Roles in the Process

• Pastor's Advocate, Classis Liaison, Regional Pastor, and Church Visitors
• Oversight Committees for Churches
• Oversight Committees for Pastors

More Resources

• Severance - What it is for and wisdom for determining a helpful severance package.
• Separation Agreement Template

Videos

• Thrive Consultation Process
• Thrive Consultation Values
• Thrive Narrative Voices
• Thrive Thicken the Narrative

Introduction

Some people are surprised to see or experience conflict in the church. However, conflict is part of the work that comes with all relationships– moving through differences of perspective and opinion (conflict) towards collaboration and cooperation. Since churches are full of relationships there is plenty of room for such work! 

Sometimes that work doesn’t go well, for a variety of reasons, and so relationships become strained, trust gets broken, anxiety intensifies, and people are eager to put an end to the pain and discomfort they are experiencing.

In these settings it is important to understand and follow key steps that are outlined in the church order as well as any appropriate synodical guidance, as they are provided here. It is also wise to hear the wisdom of classis functionaries such as church visitors and regional pastors, and to collaborate with Thrive, our denomination’s agency for the support of congregations. 

Important steps to take

Let’s think first about when the signs of relationship challenges first appear in the pastor-congregation relationship. There hasn’t been a request for release yet, but there are important steps to take, as noted here: Crisis and First Response

What follows is Thrive’s guidance for pastors and congregations when it seems that challenges are deepening, and a pastor’s release from call may become necessary.

Council

1. Seek assistance from the classical church visitors and regional pastor when signs of conflict begin.
2. Be willing to work with a designated person(s) (e.g., Thrive staff, classical regional pastor, mediation specialists) toward reconciliation. This would involve both the time and cost of such intervention. 
3. Along with the pastor, determine the reasons for the conflict and/or separation. 
   • This step requires accountability from both council and pastor. At times, it may be helpful for the council to initiate a leave of absence for the pastor where a short-term break from leadership could benefit both the congregation and the pastor (see Church Order Art. 16 and Supplement, and Agenda for Synod 2024, p. 118 for more information).
   • It is also important to determine whether suspension is a more appropriate response to the problems which have arisen than separation/severance is. 

Pastor

1. Promptly inform the regional pastor and church visitors when signs of conflict arise, and maintain regular communication. 
2. Conduct him- or herself so as not to disrupt further the peace and unity of the congregation. 
3. Identify a personal advocate who can assist him/her in the process. 
4. Be amenable to career counseling and/or personal counseling.

Classis

1. Church visitors should be available to assist or may take initiative if necessary when there is an indication of conflict or other relationship difficulty. They may be involved in reconciliation or mediation, or they may recommend that there be others who can assist the pastor and congregation in this process, e.g., a committee from the classis or outside resources such as representatives of Thrive or mediation specialists. 
2. Concurrent with the work of the church visitors, the regional pastor should be called to provide emotional support and guidance for the pastor. The regional pastor, often one of the first persons aware of tensions, can serve as a gatekeeper and adviser for the pastor in the process of mediation. 
3. Church visitors should continue to provide support and guidance for the council and congregation. They may assist the council in communication with the congregation.

Thrive Advice

1. Slow down. Conflict is an unpleasant experience that we like to get behind us quickly. However, slowing down and having challenging conversations can transform conflict into a process of reconciliation and sanctification. Thrive has resources to help churches and pastors reconcile. It’s best to engage these resources early.
2. Maintain fair process. It’s tempting to improvise when tension, anxiety, and discomfort increase. However, we’ve found that “sticking to the script” is the most reliable way to keep this process equitable for all involved.
3. Include Church Visitors early. Inviting a covenant partner into the conflict early will help you identify, as much as possible, the reasons behind the conflict and possible ways forward. To find your Church Visitors, go to www.crcna.org/classis and select your classis.
4. Now is a good time for the pastor to identify a personal advocate. The advocate’s role is to provide relational, spiritual, and emotional support for the pastor through the entire separation process. For that reason, the pastor should choose someone whom he/she trusts. At the same time, wisdom ought to guide the pastor to choose an advocate who is relatively neutral with respect to the conflict between pastor and church rather than someone who will simply affirm the perspective of the pastor. (The personal advocate is not the same person/role as the liaison who serves classis, council, and pastor to advocate for good process)

Council

1. Inform the congregation of decisions which are being made about the relationship to the pastor. This should be done in a timely manner, and members should be apprised of the process (cf. Church Order Art. 37).
2. If a decision is made to release the pastor from active ministerial service in his or her congregation, the council should attempt to enter into a separation agreement with the pastor. This agreement should address at least the following issues:
   1. Clear specification of the effective date on which the relationship between church and pastor is to be dissolved and the pastor's employment is to be terminated. This date should be defined as the date on which the pastor is relieved of the duties and benefits of his or her position, except as expressly provided under the termination agreement.
   2. Specifics regarding the length of time for salary and benefits continuation and the nature of any transition assistance. Some salary and benefits continuation may be necessary to make the termination agreement legally enforceable.
   3. A clear specification of the date on which the pastor will conduct his or her last service and the date on which the pastor and family shall vacate the parsonage, if applicable.
   4. Provision for liquidated damages in the full amount of the salary continuation and the cost of benefits in the event that the minister breaches the provisions of the agreement, including the provision for member non-solicitation, confidentiality, and non-disparagement or in the event of any of the following:
      1. The minister acts in violation of his or her ordination vows.
      2. The minister renounces any continuing ecclesiastical governance of the CRCNA over the minister.
      3. The minister is convicted of any significant criminal conduct.
      4. Provision that any dispute under the agreement, or otherwise in connection with the minister's release and termination of employment, must be reconciled by the classis, or synod on appeal, as ecclesiastical issues. 
      5. Provision that recognizes that civil court shall have no jurisdiction over any dispute, except to the limited extent necessary to enforce the judgment of the classis or synod by entry of a monetary judgment and/or injunctive relief. Civil courts shall have no jurisdiction over the merits of the judgment of the classis or synod, which would create a governmental entanglement in violation of constitutional protections for freedom of religion. 

Thrive Advice - Council

1. Our Church Order accounts for separation under several unique conditions. Determine, with assistance from Church Visitors and Thrive, which article of the Church Order appropriately describes your situation.
   1. Article 14 - Released to another denomination or non-ministerial vocation (in this case a pastor is no longer ordained in the CRC)
   2. Article 17 - Released for weighty reasons (in this case a pastor retains ordination, but has no call)
   3. Articles 82-84 - Suspended or deposed from office on the grounds of special discipline.
2. Inform the Stated Clerk of your classis which separation Article you will be pursuing and request that it be included in the agenda of the next scheduled meeting of classis, or a special meeting of classis, as determined by classis leadership and your council.
3. Define the relationship of the pastor to the church during this process. Will he/she continue normal ministerial duties? Will he/she be expected/permitted at the church building?
4. Now is the time to prepare recommendations for classis. These should include: the weighty reasons for the separation, the termination agreement with detailed financial support, and any suggestions for church or pastor oversight following the separation.
   1. This process ordinarily involves council and pastor.
   2. Including the pastor’s personal advocate is advisable.
5. If council and the pastor are unable to agree on a proposal for the classis to consider, then council should indicate this to the stated clerk in a timely fashion. The stated clerk, with classis leadership, may appoint an ad hoc team to mediate between council and the pastor and then offer a proposal to the classis for its consideration.  
6. More suggestions about how to negotiate a separation agreement can be found here.

Pastor

1. In consideration for continuing compensation and benefits, the pastor should agree to release the CRC, the applicable classis, the church, and each of their respective trustees, delegates, directors, employees, and agents from any and all claims, damages, liabilities, losses, and expenses which the pastor (or anyone claiming on behalf of the pastor) may attempt to claim in connection with the pastor's release and termination of employment, whether those claims are known or unknown, liquidated or un-liquidated, contingent or not contingent.
2. The pastor should agree that he or she will not, directly or indirectly, engage in any activities designed to recruit members who have held membership in the church from which the pastor has been released.
3. The pastor should commit to maintaining the confidentiality of the agreement and any proceedings of the council, classis, or synod in connection with the release. Moreover, the pastor should commit to a non-disparagement provision which requires the pastor not to make disparaging comments regarding the CRC, the classis, the congregation, or the council.
4. Help formulate and sign a separation agreement with the council if there is a separation from a congregation where the pastor will remain credentialed in the CRC (Art. 17). Such an agreement is not necessary if the pastor is leaving ordained ministry in the CRC (Art. 14), though it may still be helpful in some situations. If the council and the minister are unable to agree on the terms of the separation agreement then the council must alert classis leadership as soon as possible so that a mediation team can be established prior to or during the classis meeting. This team would consult both the council and the pastor, and report its solution to the classis for its approval. Thrive has more suggestions about how to negotiate a separation agreement, which can be found here.

Classis

1. Assist the council in determining whether a separation is appropriate. If it is appropriate, give guidance as to whether there should be a release or a suspension.
2. If there is to be a release but the council and the minister are unable to agree on its terms then the classis should be prepared to establish a mediation team to consult with the council and theministery, and then provide a solution for classis’ approval. 
3. If necessary, call a special meeting of classis to process the separation.
4. Assign an individual(s) (not the regional pastor) to provide liaison between the pastor, the congregation, and the classis in the process of the separation. Such a person(s) should be acceptable to all parties involved.
5. Approve a separation agreement between pastor and council where required by Church Order, and be sure to indicate in the records of classis specific reasons for the conclusion of the pastor’s service. 

Note: Copies of this agreement should be given to the pastor, the council, the classis, and the Thrive office.

Thrive Advice - Classis

1. Determine if recommendation can be processed at the next regularly scheduled classis meeting or if a special meeting should be arranged. If a special meeting is necessary then determine and publicize the date.
2. Arrange for synodical deputies to attend the classis meeting.
3. The liaison acts as process advocate on behalf of the council, pastor and classis. The liaison is not the same as the pastor’s personal advocate and shouldn’t be due to the conflict of interests. Rather, the liaison ought to be one known to be familiar with Church Order, fair in adjudication, and agreed upon by all parties.
4. Set a deadline for the pastor and council to submit their materials for distribution to classis delegates.
   1. Note for Church Visitors - your observations regarding the separation, weighty reasons, process, and need for oversight for church and pastor give classis helpful perspective. Please prepare them and submit them by the same deadline given to the church and pastor.

Council

1. Present to the classis the specific reasons for the separation. These reasons may be generated by the pastor, the council, or in a collaboration of the pastor and the council, and should describe the dynamics and behaviors of both the pastor and the council/congregation. Since the termination commences with the official decision by classis, this may necessitate a special meeting of classis to process the separation.
2. Provide a recommendation for a compensation package (cf. Church Order Art. 17-b and Separation Agreement Template) which includes the following:
   1. Cash salary–a minimum of thirteen (13) weeks from the official decision of classis is ordinarily required. Following the three months, further remuneration may be decided upon by a committee made up of some members of the local council and some members of classis. Any recommendation must be approved by the full classis.
   2. Parsonage occupancy or housing allowance.
   3. Provision for continuation of medical- and dental-insurance benefits.
   4. Provision for continuation of Ministers' Pension benefits.
   5. The church served at the time of separation is responsible for the severance compensation.

Note: Synod 2010 adopted an amendment to the above regulation. “This package may not apply in every circumstance of separation such as when a pastor leaves for purely personal reasons” (Acts of Synod 2010, p. 916).

Pastor

1. Present to the council the specific reasons for the separation request. Since the separation commences with the official decision by classis, this may necessitate a special meeting of classis to process the separation.

Thrive Advice - Pastor

1. Decide whether to request a transfer of your membership and your credentials to a nearby council within the classis, and to which council. If transfer is desired then request classis approval. If the minister is placed under oversight, transfer of credentials must remain within the classis. If there is no oversight process, the minister may request transfer to a church and council in another classis.

Classis

1. Encourage the pastor and/or the congregation to seek continued help in learning from this situation and facing their responsibilities. (This will often require specific recommendations and continued involvement.)
2. Recommend specific follow-up for the congregation, such as a specialized interim pastor to help with healing and future planning (crcna.org/pcr/stm).
3. Determine if oversight of the pastor and/or the congregation would be wise, and make the necessary arrangements.

Thrive Advice - Classis

1. The chair of classis, in consultation with the stated clerk and other classis leaders, may decide to hold all deliberations within executive session. Make that decision prior to the meeting.
2. Include the Church Visitor’s and Regional Pastor’s reports, if applicable.
3. If oversight is recommended for the pastor and/or the congregation, then identify who will evaluate the pastor in consultation with the oversight committee.
   1. It is helpful at this point to identify a goal for when the oversight committee’s work will be completed. Naming a specific, but tentative, date for oversight and the following two year eligibility for call window ensures clear expectations for the process.
   2. Completing the goals established in the oversight committee’s recommendations is more important than meeting the tentative deadline set by classis.
   3. The financial commitments detailed in the termination agreement begin after classis approves the separation.
4. The two year period of eligibility for a new call begins once classis either:
   1. Approves separation, but does not require oversight, or
   2. Declares a pastor eligible to receive a call following the satisfactory completion of the oversight committees recommendations.
5. Should classis not approve the separation via Art 17:
   1. Obtain concurrence of synodical deputies
   2. Establish alternate methods for addressing the concerns which led to the separation request

Council

1. If the matter is being processed as an Art. 17-a separation, provide a compensation package (cf. Church Order 17-b) which includes the following:
   1. Cash salary–a minimum of thirteen (13) weeks from the official decision of classis is ordinarily required. Following the three months, further remuneration may be decided upon by a committee made up of some members of the local council and some members of classis. Any recommendation must be approved by the full classis.
   2. Parsonage occupancy or housing allowance.
   3. Provision for continuation of medical-and dental-insurance benefits.
   4. Provision for continuation of Ministers' Pension benefits.
   5. The church served at the time of separation is responsible for the severance compensation. 
      
      Note: Synod 2010 adopted an amendment to the above regulation. “This package may not apply in every circumstance of separation such as when a pastor leaves for purely personal reasons.” (Acts of Synod 2010, p. 916). 
2. If the matter is being processed as an Art. 14 separation, determine any appropriate ways to provide support and encouragement for the pastor during the time of transition.
3. If possible, engage the services of a specialized transitional minister who has been trained to guide the congregation in processing the reasons for the conflict, interpersonal healing, and planning future vision and mission for the congregation. This is particularly appropriate when there has been extended conflict which led to separation of the pastor and congregation, a series of forced separations from the same congregation, or the last pastorate was a lengthy one. It may also be advisable that the church delay calling another pastor until there has been an interim process.

Pastor

Update the Pastor Profile if relocation becomes necessary. Please contact the Thrive office for information as to how to do this.

Classis

Inform the regional pastor, congregation, and classis of his/her presence in the new region if the pastor moves to another region.

Council

1. If a classis decides a congregation that has been separated from its minister needs a time of evaluation and assistance before extending another call, it shall specify at the time of separation what is required before the congregation calls another minister.
   1. The classis shall appoint an oversight committee composed of the council’s classical counselor and at least two other persons to plan and monitor the evaluation process.
   2. In conjunction with the church council, the committee shall secure interim pastoral leadership, preferably a specialized transitional minister, and set goals. (Thrive is able to assist with securing pastoral leadership.)
   3. The committee shall present a progress report at each regularly scheduled classis meeting.
   4. Based upon the recommendation of its oversight committee, the classis shall make the final decision concerning the congregation’s readiness to extend a call.
2. (After classis declares a minister eligible for call) The council that holds the minister’s credentials shall publicize the minister’s availability.

See Acts of Synod 2003, pp. 623-24

Pastor

The minister shall participate in the evaluation and assistance process as follows:

1. The minister shall consent to the release of a detailed report, with recommendations, from the evaluator(s) to the oversight committee.
2. In addition to the evaluation stipulated above, the minister shall engage in any personal counseling required by classis with a therapist mutually agreed upon by the minister and the oversight committee.
3. With the approval of classis, a minister who has been released from service in a congregation may transfer his/her membership and ministerial credentials to a neighboring council within the classis during the evaluation process. If classis declares the minister eligible for call, the council that holds the minister’s credentials shall publicize the minister’s availability.
4. With the approval of classis, a minister who has been released from service in a congregation may transfer his/her membership and ministerial credentials to a council in another classis after the classis in which the separation occurred declares the minister eligible for call.

Classis

Supplement, Article 17-a

Provisions regulating release from ministerial service in a congregation. 

1. If a classis decides a released minister needs evaluation and assistance before accepting another call, it shall specify at the time of release what is required before the minister is declared eligible for call.
   1. The classis shall appoint an oversight committee of no fewer than three persons to plan and monitor an evaluation of readiness for the ministry that focuses on professional competence and personal/ emotional status. An evaluator or evaluators mutually agreed upon by the classis and the oversight committee shall conduct the evaluation. (Thrive is able to recommend appropriate evaluators.) Classis shall determine who is responsible for any costs of evaluation or stipulated personal counseling.
      1. The committee, composed of both laity and clergy, may include one council member of the congregation involved in the separation.
      2. The committee, in consultation with the interim committee of classis, shall develop specific expectations for the minister and shall monitor progress toward established goals. The issues addressed shall be determined by concerns raised by the council and the classis in collaboration with the minister.
      3. The committee shall present a progress report at each regularly scheduled classis meeting.
      4. After it has received the report of the evaluator(s), the committee shall make a recommendation to classis regarding the minister’s eligibility for call.
   2. The minister shall participate in the evaluation and assistance process as follows:
      1. The minister shall consent to the release of a detailed report, with recommendations, from the evaluator(s) to the oversight committee.
      2. In addition to the evaluation stipulated above, the minister shall engage in any personal counseling required by classis with a therapist mutually agreed upon by the minister and the oversight committee.
2. Based upon the recommendation of its oversight committee, the classis shall make the final decision concerning the minister’s readiness to be declared eligible for call.
3. If the classis does not declare the minister eligible for call, it shall, with the concurrence of the synodical deputies, release the minister from office.
4. With the approval of classis, a minister who has been released from service in a congregation may transfer his/her membership and ministerial credentials to a neighboring council within the classis during the evaluation process. If classis declares the minister eligible for call, the council that holds the minister’s credentials shall publicize the minister’s availability.
5. With the approval of classis, a minister who has been released from service in a congregation may transfer his/her membership and ministerial credentials to a council in another classis after the classis in which the separation occurred declares the minister eligible for call. The council that holds the minister’s credentials shall publicize the minister’s availability.
6. If a classis decides a congregation that has been separated from its minister needs a time of evaluation and assistance before extending another call, it shall specify at the time of separation what is required before the congregation calls another minister.
7. The classis shall appoint an oversight committee composed of the council’s classical counselor and at least two other persons to plan and monitor the evaluation process.
8. In conjunction with the church council, the committee shall secure interim pastoral leadership, preferably a specialized transitional minister, and set goals. (Thrive is able to assist with securing pastoral leadership.)
9. The committee shall present a progress report at each regularly scheduled classis meeting.
10. Based upon the recommendation of its oversight committee, the classis shall make the final decision concerning the congregation’s readiness to extend a call.
11. (Acts of Synod 2003, pp. 623-24)

Thrive Advice

1. The two year period of eligibility for a new call begins once classis declares a pastor eligible for call.
   1. If oversight is recommended for the pastor, identify who will evaluate the pastor in consultation with the oversight committee.It is helpful at this point to identify a goal for when the oversight committee’s work will be completed. Naming a specific, but tentative, date for oversight and the following two year eligibility for call window ensures clear expectations for the process.Completing the goals established in the oversight committee’s recommendations is more important than meeting the tentative deadline set by classis.
   2. NOTE: Eligibility remains in place for two years. At the end of two years the pastor must request classis approval for a one year extension. Such requests must be made annually. If an extension is not requested or granted by classis, the minister will be released from office by classis, with synodical deputies concurrence.