Human Resources Policy Manual - The United Church of Canada

Compensation and Leaves
Salary and Benefits Policy 2.1
Page 1 of 2
Reviewed October 2013
Salary and Benefits
Purpose
The United Church of Canada seeks to embody the values of justice and fairness for all its
employees, and establishes salary and benefits with those values as guiding principles.
Policy
The United Church of Canada’s salary and benefits policy attempts to:
• attract and retain committed, competent, and qualified employees;
• provide fair and equitable compensation to all employees by ensuring that salaries
are internally equitable and externally competitive with medium-sized business
(except in the case of senior management in categories 10 and higher, whose
salaries will not lag by more than 10 percent with those of non-profit organizations);
• reward years of experience and performance in a given job in accordance with
established salary schedules.
Salary will be paid in recognition of the responsibilities and requirements of the position.
Salary objectives, practices, and procedures are accessible to all staff.
All positions shall receive a salary category designation. Some categories have different
rates for members of the Order of Ministry and for lay staff. The “lay equivalent” rate
compensates for the housing tax exemption granted by Canada Revenue Agency to
members of the Order of Ministry. This adjustment is based on the belief that members of
the Order of Ministry and lay people in the same category should receive equivalent “take
home” salaries.
Economic adjustments are calculated by using relevant information, with a formula which
has been determined by the Executive of the General Council.
The United Church of Canada holds the obligation to ensure that benefits information is
provided to employees upon hiring. Any changes made thereafter to the benefits programs
shall be made known to all employees.
Procedures
1. Salary increases which result from an economic adjustment to salary ranges generally
take effect on January 1st. Salary increases which reflect progression within salary
ranges occur on the anniversary date of employment in the position, and are based on
satisfactory work performance.
2. A move to a higher category job or an upward recategorization of an existing job is
considered a promotion. The employee’s anniversary date changes to the date of
employment in the new position.
The United Church of Canada/L’Église Unie du Canada