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ELCA PENSION AND OTHER BENEFITS PLAN
The congregation should provide for the pastor's/AIM's participation in the Pension and Other Benefits Plan of the Evangelical Lutheran Church in America. This plan includes coverage for Retirement Pension Benefits, Medical and Dental Benefits, Disability Benefits, and Death Benefits for the pastor or associate in ministry. Coverage for dependents (spouses and children) is now optional only to the extent that it is provided by the employer of the spouse. In other words, if coverage is not provided for dependents by another employer, the congregation is expected to provide coverage as part of the pastor's/AIMs benefits package.

The Board of Pensions provides a memorandum to members and congregational treasurers each year (usually in August or September) which outlines the percentage of defined compensation which will be required for each category of benefits for the following year. The rates for 2008 can be found here. The Board of Pensions also has calculators available to assist in determining contribution amounts, defined compensation, and total compensation.

VACATIONS
Four weeks annually (including four Sundays) is the minimum. Congregations may wish to provide an additional 2 Sundays per year in order to allow pastors and AIMs to take a "3 day weekend".

CONTINUING EDUCATION
In addition to vacation time, congregations should make available two weeks of continuing education time. Congregations should budget at least $600 per year to provide part of the cost for tuition, travel, and books. The pastor or associate in ministry is expected to contribute at least $200 annually for continuing education.

A minimum of 25 contact hours per year of continuing education is required of every pastor and associate in ministry of the ELCA. It is expected that every rostered leader will have a completed CONTINUING EDUCATION COVENANT. If you need assistance in developing a COVENANT, contact Synod Office or the Leadership Discipling Team.

During the pastor's/AIM's absence for continuing education, the congregation continues to pay salary and allowances, and is responsible for pulpit supply and the other regular expenses for ministerial services.

SABBATICAL LEAVES
From time to time, a pastor or associate in ministry may desire an extended period of time for study, personal growth, and reflection without the responsibilities of regular parish service -- a sabbatical leave. The following are suggested to assist professional leaders and congregations in the consideration of sabbaticals:

1. Pastors or associates in ministry and congregations contemplating sabbatical leaves should consult with the Bishop or an Assistant to the Bishop early in the process.

2. Sabbatical leaves are intended for in-depth study or personal growth related to the regular call of the pastor or associate in ministry, and should include time for personal and familial reflection.

3. Sabbatical leaves will normally be for a period of not less than three months and not more than twelve months.

4. Pastors and associates in ministry who have a minimum of seven years of active service, and who have served their current call or appointment for five or more years may present proposals for sabbatical leaves. A proposal should include:

a. A rationale for the sabbatical, including personal goals and potential value for the congregation.

b. A detailed outline of the intended courses of study and use of time.

c. An outline of financial implications of the sabbatical.

d. An indication of the use of vacation time during the sabbatical. At least one half of the period normally granted as annual vacation leave shall be so designated in sabbatical leaves of 3-6 months. In proposals for sabbaticals of 7-12 months the entire annual vacation leave should be included in the sabbatical.

5. Realizing that the congregation will be without the services of its regularly called pastor or appointed associate in ministry during the sabbatical, the pastor or associate in ministry should seek the counsel and consent of the Bishop before finalizing the agreement.

6. Proposals for sabbatical leaves should be presented to the congregation council not less than six months prior to the beginning of the leave.

7. Careful consideration should be given to all aspects of the proposal and implications for the congregation and the pastor or associate in ministry.

8. Normally, the financial considerations for the sabbatical should be negotiated by the pastor or associate in ministry and the congregation.  It is suggested, however, that salary/housing and the ELCA Pension and Other Benefits Plan be maintained at the current level, with the pastor or associate in ministry assuming responsibility for all other expenses.

9. When a sabbatical leave is granted, the pastor or associate in ministry should normally agree to serve the congregation for a minimum of two years following the completion of the leave.

10. Within six weeks of the completion of the sabbatical leave, the pastor or associate in ministry should present to the congregation and the Bishop a detailed reflection on the experiences of the leave.

DISABILITY LEAVE
During the first two months of a disability, the congregation provides full compensation. Beginning with the third month, a member of the ELCA Pension and Other Benefits Plan is entitled to receive a monthly benefit equal to 66 % of the member's defined compensation, minus any social security benefits to which the member may be entitled, and minus any other governmental disability program benefits payable to the member based on the disability.

In general, the monthly benefits continue until the member recovers from the disability. However, if the member has not recovered by his or her 65th birthday, the monthly benefits will stop and pension benefits will begin.

During the first 2 months of disability, the congregation is responsible for continuing to pay the monthly contribution to the Medical and Dental Benefits Plan and the Survivor Benefits Plan. If coverage has been continued during the first 2 months, then thereafter the Disability Benefits Plan will pay the cost of continued coverage under the Medical and Dental Benefits and Survivor Benefits Plans.

OTHER LEAVES
Several congregations have asked for guidelines for sick leave and maternity/paternity leave. While it is the responsibility of the congregation to develop its own policies in this area, the following are the standards for the Synod and may be helpful in formulating congregational policies.

Sick Leave -- All employees (Pastors, Associates in Ministry, and lay employees) earn one (1) day of paid sick leave for each calendar month. Employees may carry over sick leave up to a maximum of twenty-four (24) days.

Family (Maternity/Paternity) Leaves -- pastors, associates in ministry and employees who request leave for pregnancy-related reasons should be granted leave up to six weeks with full salary, housing and benefits. When this leave is exhausted, an unpaid leave of absence may be granted.