Reformátusok Lapja, 1968 (68. évfolyam, 8-12. szám)
1968-11-01 / 11. szám
REFORMÁTUSOK LAPJA 11 Mutual Life Insurance Co., pertinent problems were discussed. As a result, an ad hoc committee was appointed to continue the exploration of possibilities. Dr. Bessemer, Dr. Havadtoy, Rev. J. Kecskemethy and Mr. A. Kovács composed the committee which made a report to the Synod Meeting on April 24, 1968. MINISTERS’ SALARY IN UCC Of the thirty UCC conferences replying, the picture of 2,900 pastors’ salary became evident: of these, 17.03% receive less than $5,000 per year, 32.52% receive between $5,000 and $5,999, 46.52% receive between $6,000 and $9,999 while 3.93% receive $10,000 or more. (Only cash salary was considered, exclusive of housing, utilities, annuities, etc.) Thus $6,000 is roughly the dividing line: half of the ministers reported fall below this mark and half above it. Eighteen conferences indicated that they had either established or suggested a minimum salary for full-time pastors, ranging from $4,800 to $6,000. The median for the 21 proposals was $5,200.Most of the conferences have set out general guidelines, suggesting to local congregations what they should consider in providing for the support of a pastor. Such guideline indicate components such as: adequate casli salary reflecting cost of living in the community and professional obligations; parsonage with utilities or comparable housing allowance; payment of full 11% for pension fund; hospital and medical insurance; car allowance or travel fund; adequate vacation and special study opportunity. A few conferences suggested a range of salaries, considering the size of the congregation and'or the length of the minister’s service. (The minimum support recommendation refers primarily to churches with 200 members and under, always emphasizing that “a minimum salary is not necessarily an adequate salary either from the standpoint of the pastor’s family needs or of the pastor’s performance.”) What are the conferences doing to bring about compliance with the minimum salary or to upgrade salaries particularly below the $5,000 level? Here are some suggestions: consultation between conference executive and local church officials; development of guidelines; granting or withholding subsidies; realignment of churches; publicity in the conference newsletter, etc. Of course, the annual review of the pastor’s salary by a local committee is emphasized by all. (Inflation index: $3,000 in 1945 is equivalent to $5,500 in 1966). PASTORS’ SALARY IN OUR SYNOD has not been reported to the denomination due to the fact that we have not discussed it officially. Data were gathered, however, and we are now in the position to take definite steps. Here is our situation: the salaries of 32 pastors are distributed as follows: Base salary only: below 2,000—3; 2000-2999—1; 3000-3999—1; 4000-4999—3; 5000-5999—9; 6000-6999— 5; 7000-7999—8; 8000-8999—1; 9000-9999—0; 10,000 & over—1. Total 32. “Others” included: Below 2000—3; 2000-2999—1; 3000-3999—0; 4000-4999—3; 5000-5999—5; 6000-6999— 7; 7000-7999—4; 8000-8999—5; 9000-9999—2; 10,000 & over—2. Total 32. This table indicates that the salary scale of our pastors roughly corresponds to that of the denomination. Trenton, Coatesville, Joliet, Morgantown and Erie- Conneaut pay less than $3,000 but they are not served by full-time ministers. Miami, Whiting, Kalamazoo and perhaps Indiana Harbor are the churches where the salary of a full-time pastor is under $5,000. (No wonder, pastors of these charges are forced to have a second job!) Thus questions to be considered are as follows: (a) Should we establish a minimum salary for a fulltime minister? (b) If so, what should it be? In addition to the base salary, what else should be requested? (11% for pension, at least one-half of UC Health Insurance premium, parsonage or rental allowance, utilities, car allowance, vacation, study opportunity, etc.) (c) How should we bring about compliance with this request? (d) Should we suggest a salary scale? (e) What steps should we take to communicate and stimulate affirmative response to the General Synod’s salary policies on the part of Conference, Classis, Local Church? OTHER FINANCIAIL SECURITY PROBLEMS The ad hoc committee reported to the Synod on this problem as the New England Life Insurance Company prepared a “Tax-Sheltered Retirement Program” for each of our pastors and also offered a group “Life and Accidental Death & Dismemberment Insurance Program” for all pastors. In the meantime, the UCC Pension Boards also prepared a Family Protection Plan. The benefits of this plan include: a declining term insurance for ministers and their spouses, disability insurance for ministers, and annuity dues benefit. The cost would be: one per cent of “salary basis” (120% of annual cash salary). The plan would be available to full-time ministers who are members of the UCC Pension Fund if 75% of those eligible enroll before December, 1968. A booklet of details will be mailed soon. Finally the United Church Health Insurance program should be clarified: it is advisable that every pastor of our Synod be enrolled in the hospitalization program of the local conferences. If a minister is not enrolled yet, he should notify the Synod President who would be more than happy to recommend these ministers to the respective local conference. Dr. John Butosi
