Bylaws and Amendments to the Constitution of Central Mountains Baptist Church.

DATE ADOPTED                        CONSTITUTION REFERENCE

#1
15.6.97                            Article X, Section 2

The salary of the salaried pastor(s) shall be reviewed every three months by the Associate pastor, a deacon, and treasurer.

#2
20.6.99                            Article 3 and Article IV, Section 16

In the spirit of the constitution, rather than the actual letter, we understand that the constitution is stating that apostasy is a departure from the fundamental beliefs of Christianity, and these fundamental beliefs are set out in our articles of faith. Not every article of faith could be considered a fundamental belief, but the fundamentals are set out in our articles of faith. These fundamental beliefs are:
Article IV
1. The Scriptures
2. The True God
3. Jesus Christ (with the exception of part H., which is not a fundamental belief)
8. Salvation.
In the end, however this local church reserves the right to determine if any person or ministry is apostate.

#3
20.6.99                            Article V, Section 1

Associate Membership.
A person can become an associate member of this local church by recommendation of the pastors and vote of the church.

An associate member would have all the rights and responsibilities of membership except:
1. They would not be obliged to withdraw membership from another church of like faith and practice.
2. They could not have voting rights, and thus would not be involved in any business meeting of the church. Therefore they would not be counted in determining a quorum.

Since ministry leaders are required to give reports at business meetings, associate members would not be able to take leadership positions in the church. They certainly could function as workers under a ministry leader; in fact the idea of associate membership is to make this possible.

The church can accept brothers or sisters to minister to us in various capacities on a ‘visiting’ basis; membership or associate membership is, of course, not necessary for ‘visiting’ ministry.”

#4
17.6.01

Regular attenders who have a godly testimony within and outside the church may serve in this local church for a trial period. Normally this period will be 6 months. During this time the pastors will keep close account of progress (in collaboration with ministry leaders, if any) and seek to encourage the attender toward membership. At the end of the trial period the situation should be reassessed by both pastors and attender. The period may be extended if progress is being made to the satisfaction of the pastors.


#5
16.6.02                                Article IX, Section A.                        
Article IX Missions

A. Missions is the responsibility and prerogative of the local church. It shall be the policy of this church to support only missionaries engaged principally in evangelization and establishment of baptistic churches of like faith and practice (schools, hospitals and other ministries must be kept subordinate to the primary objectives). They will sign a yearly agreement with the constitution, articles of faith and church covenant of this church. They shall be baptistic in reputation and practice, starting churches, or helping to start churches which are also baptistic in reputation and practice. The use of the word “Baptist” in the church title is preferable but not mandatory.


#6
10.10.04

Child Welfare

 
CENTRAL MOUNTAINS BAPTIST CHURCH
“SAFEGUARDING THE WELFARE OF CHILDREN IN OUR CARE”

DEFINITIONS

See the definitions in the “Child Workers Declaration”. “Child” and “child worker” is used consistently in this document with specific meaning.

PREAMBLE

The Bible consistently expresses God’s concern for the care and well being of  weak,  vulnerable, and powerless children in society, in texts such as
(Matthew 19:14)  But Jesus said, "Let the little children come to Me, and do not forbid them; for of such is the kingdom of heaven.",
(Mark 9:36-37)  Then He took a little child and set him in the midst of them. And when He had taken him in His arms, He said to them, {37} "Whoever receives one of these little children in My name receives Me; and whoever receives Me, receives not Me but Him who sent Me.",
(Luke 17:2)  "It would be better for him if a millstone were hung around his neck, and he were thrown into the sea, than that he should offend one of these little ones.
(Ephesians 6:4)  And you, fathers, do not provoke your children to wrath, but bring them up in the training and admonition of the Lord.

At Central Mountains Baptist Church we must be obedient to this responsibility in relation to the care of our children, and the intellectually disabled. Therefore, we will undertake appropriate screening and background checks on our leaders and workers.

In recent years, the community generally has become more aware of the reality of child abuse, whether in the home, institutions, even in the church. Abuse can be physical, emotional or sexual, and the immediate and ongoing consequences for victims can be heartbreaking, life destroying.

The tragedy of abuse is that there is a betrayal of trust, by relatives, carers, doctors, pastors / other church workers or whoever is in a position of authority and influence over children. As servants of the living God, we must do all that is possible to provide a safe and secure environment for young people who come under our care and supervision. We must be loyal to the trust children place in us.

The current climate has understandably led to suspicion and fear among the general populace. Sometimes even innocent people are suspected and accused of inappropriate behaviour. Accordingly there is also a need for procedures to safeguard the reputations of our child workers by providing appropriate training, guidelines, and supervision; so that there is no opportunity for false accusation.

The adoption of operating and screening procedures excludes some individuals from ministry to children. But positively it also offers our workers clear guidelines as to what is expected of them in child ministry, and the training and support available to help them in the task.

The right of confidentiality will be respected during the procedures outlined below.

We need to model a standard of care to which the whole community can aspire.

In the event that the behaviour of one of our workers was such as to require a formal apology, and / or compensatory assistance of any kind (including financial), we need to address the situation with due regard for Biblical principles, as well as the legal system.

The key consideration is that we are responsible for the leaders we appoint, and need to take every reasonable care to establish and maintain procedures that minimize the potential for abuse.

SUMMARY

We affirm,

POLICY

Specific procedures for screening, recruitment, training and ongoing supervision of child workers are addressed in the following annexures.

A)    Recruitment and categories of workers
B)    Ministry and Supervision guidelines
C)    Training & Development
D)    Forms
    D1    Attachment 4 (Government)
    D2    Attachment 3 (Government)
    D3    Child Workers Declaration
    D4    Application Form
    D5    Interview
    D6    Draft letter for referees
    D7    Questionnaire for referees
    D8    Draft letter for workers

A. RECRUITMENT AND CATEGORIES OF WORKERS

In the past churches have accepted people of apparently good character / Christian testimony to serve, without great formality, but in the current climate this is no longer sufficient. For any activity involving the custody of children, there is now a clear procedural and legal duty of care. The task is complicated by the fact that people with the potential to abuse are often available, competent and strive to achieve credibility.

It is therefore necessary to have evidence that the church has taken all reasonable precautions in the supervision of children. It is further recognized that some people are not suitable to work with children. For example, people who have been convicted of sexual offences, or who are being investigated regarding such offences, are not suitable for appointment as child workers, and are in fact prohibited from such work (unless directly supervised) by the “Child Protection Act 1998”. Caution should also be exercised in accepting people with a history of serious emotional or mental illness, or who have been at Central Mountains for less than 6 months.

Everyone who wishes to work with children will be required to complete processes and documentation appropriate to the level of service viz.

Occasional unpaid workers– a “standby” pool of relief workers who will sign an “Attachment 4” and “Child Workers Declaration.”

Regular unpaid workers/leaders – will fill out an “Attachment 4“, “Child Workers Declaration“, and application form

New Leaders will need to complete an “Attachment 4“, “Child Workers Declaration“, application form, references, and formal interview.

Any paid staff– will need to complete an “Attachment 3“, “Attachment 4“, application form, “Child Workers Declaration“, references, and formal interview.

For new leaders and/or paid staff, an interview panel of at least 3 will be drawn from among the Pastors and Deacons, and  their wives. The panel will normally be chosen by the pastor. The make up of the interview panel will depend on the position under consideration, and should include at least one female member. The interview and documentation process will be implemented / maintained by the pastor or a person appointed by the pastor. The set questions for the interview will not preclude additional questions of a more general nature if needed.

All positions of workers or leaders will be subject to 3 months probation.

In addition to taking initial care in the appointment and screening of leaders, the “Child Workers Declaration” will be renewed every 3 years. At that time, or any lesser time if circumstances warrant, further checks or interview will be undertaken if considered necessary by the relevant ministry leader, or by the interview panel in the case of paid staff/leaders. In extraordinary circumstances the Pastor may undertake additional checks of his own accord.
 
B. MINISTRY AND SUPERVISION GUIDELINES

See “Child Workers Declaration”


C. TRAINING AND DEVELOPMENT

The Church will undertake internal training utilizing the many resources now available including video and written materials, to ensure that our workers are equipped to understand the issues of child abuse, i.e. how to avoid it, recognize it, and address it.

Appropriate external training will be provided on a need basis, especially in relation to key leadership roles and paid workers.

All new workers must undertake training before they take up a ministry role. The internal training will be updated in keeping with new developments, and at least once each year a compulsory training day will be held for all existing (or proposed) workers.

The Training & Development process will be implemented and maintained by the Pastor.

D. FORMS

The various documents required by legislation and otherwise to implement the process described above and to be implemented by Central Mountains, are attached as D1 to D8.

The following additional comments are noted in relation to these documents.

D1.     The “Attachment 4” is a legislative requirement for all persons seeking or currently engaged in regular paid or unpaid work with children.

D2.     The “Attachment 3” is a legislative requirement for all paid workers involved in children’s ministry.
    Central Mountains is registered (Employer ID #4821 ) with the “NSW Commission for Children & Young People.”
    This check will be obtained for all existing and new workers who are paid.

D3.    The “Child Workers Declaration” will be required for all existing and future workers in any position. It will be renewed every 3 years.

D4.     All new applicants for regular worker or leader positions will complete the “Application” form.

D5.    The formal “Interview” will be required for all new appointments for leaders and/or paid staff, including all pastoral roles. For regular worker positions, the respective Ministry Leader will conduct an informal interview using these or similar questions as part of the appointment process.

D6.    The “Draft letter to Referees” will be used in all cases where the prospective leader/ worker has nominated referees in the application, or during the interview process. In some cases e.g. a young worker, there may be no prospect of prior referees. This process will apply to all new workers/leaders.

D7.    The “Questionnaire” that will be completed by referees as per D6.

D8.    The “Draft letter to Workers” will be used to correspond with existing and new workers as to the legislative and procedural requirements to be completed in order to confirm (existing workers) or approve (new workers) their involvement in ministry to children at Central Mountains.    


    D3.   
Child Workers Declaration

    1. I will carry out my ministry responsibility with faithfulness, making proper arrangements, if for some reason I must be absent from a ministry commitment. Proper arrangements includes contacting my ministry leader, or if a ministry leader one of the pastors.
    2. I will do my best to cooperate with the overall programme of  the church and with my ministry leader. This will include attending training programmes as requested. If at any time this becomes impossible, I will, like a true Christian, resign and let someone else take my place that the cause of Christ may not be harmed.
    3. I will spend adequate time preparing for ministry opportunities.
    4. I will keep close contact with those to whom I am ministering, by letter,  telephone, personal visits, or such other means as may be necessary.
    5. I will pray regularly for those under me in ministry.”1

I _______________________________ of_______________________________________
    FULL NAME                ADDRESS
have never made any kind of sexual approach to a child whether verbal or physical at any place nor at any time. I have never been involved with or convicted of, nor am I currently under investigation for any violence, sexual assault, or other crime against a child. I understand that checks may be made to verify my claims and hereby give permission for any police checks that may be required. I understand that should I fail to meet my commitments as set out above, I could be asked to withdraw from children’s ministry at CMBC. And I make this declaration believing it to be true.
I have read the above guidelines, and will conduct myself within these guidelines.

Signed:______________________________  Date:__________________

1. Central Mountains Baptist Church Constitution, Article VII, Section 6, H. LEADER’S AND WORKER’S CODE