Rumors abound concerning the crisis that is emptying the pockets of Adventist workers in North America. Working spouses are now the norm. Some pastors hold down a second job; others are supported by relatives. Some are leaving the ministry, and many are considering it (40 percent of the ministers in one conference, according to a survey).
Housing has become the Achilles' heel of Adventist workers. When the average price of a house in Peoria, Illinois, is $51,000 and the same house is $250,000 in New York City, something has to give. It is true that there is a spread between categories A and E (see box), but the difference is small.
When our family moved from Mt. Vernon, Ohio, to the Washington, D.C., area, our mortage, insurance, and taxes increased from $325 to $1,210 a month. My salary percentage did not change, but to compensate for the difference, I did move from category A to category C an increase of $95 a month! Many are turning down calls because of the high cost of housing.
Task force voted
At its 1988 spring meeting the North American Division established a task force of 65 persons "to make a comprehensive review of the church's philosophy and provision for financing the world outreach of the church and the total remuneration (salary, allowances, and benefits) of denominational employees in the North American Division."
Some of the items on the agenda included a review of the philosophy of tithe sharing, a report on how local churches benefit from the tithe, a review of the church's philosophy of remuneration, possible additional remuneration for pastors of large churches, requests from ministers for assistance on Social Security tax, additional remuneration for employees living in high-cost areas, and the problem of wives with small children having to work outside the home.
Task force meets
People do not normally campaign for committee appointments; however, when the committee deals with finances especially tithe and workers' pay it is another matter. By the time the task force met in July, another 10 people had managed to obtain appointments to it.
Bill Murrill, undertreasurer for the General Conference of Seventh-day Adventists, presented a sample budget for the typical pastor living in a category A area. This budget was based on the spouse not working outside the home. When he had finished his calculations, the pastor needed 19 percent more than his current salary to balance his budget, and that budget did not even include such items as recreation, vacations, furniture purchases, car payments, or paying off student loans.
The leaders of the General Conference and the North American Division recognize that the present wage scale is inadequate and that the system, which has not been overhauled for many years, needs attention. The problem is finding the extra funds. Three options emerged: reductions in staff, more stewardship education to increase giving, and reprioritizing the distribution of church resources.
Recommendations to year-end meeting
Members of the task force reported that debate was lively and sometimes hot. Everyone had an opinion. Though the committee met for a week, there was not enough time to cover everything on the agenda. Some recommendations did emerge that are due to be presented at the North American Division year-end meeting in Minneapolis October 30 to November 2.
Among the key recommendations:
1. The task force recommended that the remuneration factor (see box) be adjusted by 6 percent over the next three years (2 percent per year) in addition to the regular remuneration factor increase, which follows the consumer price index.
2. Probably the most controversial item concerned how to deal with the wildly varying costs of housing. The first suggestion called for the employing organization to assist the worker by lending the balance of what he or she could not afford. There would be no repayment until the house was sold, and then the worker and the institution would share in the profits according to the percentage each had contributed at the beginning.
Some did not like this because they felt it was too complicated. If the person re tired in the community and did not sell the house, how would the conference get its money? What if the person resigned? Instead, a more generous policy was recommended: "Employees will be responsible for the equivalent of 30 percent of their remuneration at the category A [level] for housing, either as a renter or as a. homeowner. The employing organization may provide assistance on the difference between the 30 percent of remuneration and the rent or house payment up to the ceiling established by the employing organization.
"Example: Remuneration Factor
$1440 x 150% = $2,160
30% = $ 648
House or rent payments $ 1,200
Less employee's share $ 648
Special housing assistance $ 552
"When employees are required to move to a new location and sell their home, a minimum of 90 percent of the net proceeds from the sale of the home must be reinvested in the new home. If the employee does not put the full 90 percent in the new home, the assistance will be calculated on this basis.
"The special housing assistance shall be recalculated each year at the time the remuneration factor is increased. This will result in an annual reduction in the special assistance until it is totally phased out.
"Only one special housing assistance will be granted to a family. Employing organizations shall be authorized to determine whether or not this new policy shall apply to employees who have previously moved to a high-cost area.
"If this system is adopted, it is recommended that the term 'cost of living factors' (categories B, C, D, E) be changed to 'cost of housing factors.'"
3. The task force recommended that conferences employ pastors' spouses who want to work as church secretaries, Bible workers, etc., rather than have them seek other types of employment.
This recommendation is a key concern of Shepherdess International, which believes that the church has long delayed in implementing Ellen White's counsel: "Let none feel that these women, who understand the Word, and who have ability to teach, should not receive remuneration for their labors. They should be paid as verily as are their husbands" (Evangelism, p. 491).
The carrying out of this recommendation will encourage those who are eager to work with their husbands in advancing the mission of the church.
4. It was recommended that "no assistance for Social Security taxes be granted at this time. If, in the future, the parson age allowance no longer offsets the Social Security tax, study will be given to granting some assistance."
Pilot program
The task force proposed a five-year pilot program reflecting a different philosophy of employee remuneration than does the present system. This pilot pro gram, which may involve up to three conferences and one General Conference institution, is to be based on the following concepts:
"1. Employees' salaries to reflect the true cost of living within each local conference chosen for the pilot.
"2. Recognition be given to increasing levels of experience and responsibility.
"3. A 'cafeteria plan' benefits package, including tuition assistance, be adopted, replacing the existing benefits package.
"4. Funding for the increased cost to the conference to come from various sources, such as:
"a. A conference-wide, vigorous stewardship program in each local church.
"b. Various experimental incentive plans to increase percentage of tithe paying members.
"c. Reduction of conference office and/or pastoral staff and programs equal to 1 or 2 percent of net tithe.
"d. A special assistance fund to be established on the union and division levels to equal 3 percent of gross tithe of the conferences selected."
Local church growth fund
The task force recommended that a special local church growth fund be provided from the tithes received by the conferences, unions, and division. The main debate concerned where to find the funds. It was recommended that local conferences, unions, division, and General Conference set a limit for administrative expenses. This would then allow excess tithe to be allocated for local use.
Each conference would appoint a special committee (composed of a majority of laypersons) that would decide the distribution of these funds. For churches to qualify to receive them, they would have to meet certain criteria in membership, attendance, baptisms, tithes and offerings, and commitment to Christian education. This special committee could vote up to half of these funds for Christian education.
The task force also recommended much greater disclosure to members concerning the finances of the church and that an extensive stewardship education program be implemented.
Fairness and diversity
The leaders of the church are struggling to find ways to be as fair as possible in the distribution of funds and the setting of salaries. The immense diversity in costs throughout North America is only compounding the problem.
Maybe this is where each of us workers must exercise some faith. We have always said that the ministry is not a profession but a calling; that we did not enter it for the money. If God has called us to a particular place, will He not provide the financial resources for us to accomplish His work there ? Maybe the church should pay us more, but what if it does not have the money? Should that deficiency limit where we can serve Him?
When my wife and I entered the ministry in 1969, our salary was $157 a month. True, we were in Scotland, but just to put costs into perspective, saving up to buy a towel rail for the bathroom took us six months. We had no car and no car allowance, and had to do all our shopping and visiting by bus. Our house did not have central heating, and we had a new baby on the way.
But our God, who has promised "to meet all [our] needs according to His glorious riches in Christ Jesus" (Phil. 4:19, NIV), did not forsake us. Just when we needed it most, someone gave us an electric central heating system. The Lord provided a car, and the conference graciously allowed me to use my bus allowance to gas the car.
When writing to the Philippians from his Roman jail, Paul reminded them that he had learned to be "content in any and every situation, whether well fed or hungry, whether living in plenty or in want" (Phil. 4:12, NIV). Can we who, despite the seeming hardships, have it far better than the apostle Paul ever did be less content?