Conflict Resolution Policies
and Procedures

Here are general policies to follow when there are conflicts within the local church. These policies have two objectives:

• To encourage congregations, pastors, and national conference leaders to follow biblical principles in the resolution of conflict; and
• To alleviate the growing pressure placed upon cluster leaders and the bishop to resolve intra-congregational conflict issues.

The following priorities should be observed in the resolution of inter-congregational conflict issues:

1. Individuals in conflict should first attempt to resolve their issues privately without congregational or national conference intervention.

This priority is in accordance with Jesus’ instruction in Matthew 18 to resolve the matter one-on-one or, failing that, with the assistance of one or two witnesses. This priority assumes that members of congregations are informed of the provisions of Matthew 18, and are held accountable for following these steps by their leaders, both ministerial and lay.

2. Conflicts not settled privately should be resolved within the congregation.

In Matthew 18, Jesus instructs individuals who cannot settle conflicts within the first two steps (above) to "tell it to the church." Identification of the body of the local church responsible for handling any specific conflict issue will depend on the nature of the conflict and the local church administrative structure. For example, pastor-parishioner issues will likely be dealt with by the Personnel Relations Commission (PRC); parishioner-parishioner issues may be dealt with by the ministerial staff, a board of deacons, or other such bodies. In some cases, the entire board of administration may be the appropriate body.

This priority assumes that leaders of the congregation, particularly PRC chairpersons, deacons, board members, and pastoral staff, are familiar with conflict resolution principles and are prepared to implement them consistently. The national conference can make available resources for training congregational leaders if requested. Some agencies specialize in conflict management and resolution and will come into a congregation to train or to mediate a serious conflict.

3. Conflicts not resolved within the congregation may be referred to the cluster coach.

The first step of referral is to the cluster leader, who may appoint a mediator to act with authority in the situation. They should insist that the congregation make all attempts to resolve the issues internally before involving outside participation. It is always preferable that conflicts be resolved within the congregation. As a general principle, the cluster coach will not intervene in intra-congregational disputes unless requested by an official body (e.g. pastor, PRC, official board) of that congregation.

The goal of conflict mediation is to prevent a rupture in the relationship between pastor and congregation. Removal of a pastor is an option only when other attempts at mediation have failed. It is essential that Personnel Relations Commissions take the initiative to foster a positive pastor-parish relationship even before conflicts arise. This creates a foundation of trust upon which conflict mediation can be accomplished more easily and more biblically.

4. Conflicts not resolved by the cluster leader may be referred to the bishop.

It is understood that this is the last resort, and will be used only in the rarest of incidents. Referring a matter to the bishop is a prerogative of the cluster leader, of the pastor or members of the congregation. The bishop will refuse to hear issues that have not been dealt with according to the priorities above.