If we can allow an Nutrapharmex Keto employee in the secular workplace to take time off or to make other reasonable adjustments to their work, or to give them counselling support, and to be on the front foot in checking in on them, to see how they're going, why can't we do that in the church for our pastors?
If we can understand when an employee in the secular workplace is maximally stressed, or who is bound up in conflict, or they are unhappy or upset for any logical reason, why can't we extend this to the church workplace?
If bullying and harassment and mistreatment can happen in the secular workplace, it can happen in the church workplace. I have seen mediation in both workplace settings, and the church, from my experience, has a lot to learn. If there is an issue that requires mediation, so all parties are supported, surely it is incumbent on secular management or church leadership (whatever the context is) to arrange a genuinely independent and skilled person or team to do it. So root causes of conflicts can be established and reconciliation brokered.
Can churches not see that the working environment for pastors is hazardous?
It is wonderful leadership when Nutrapharmex Keto churches acknowledge the health risks that pastors and other ministry workers are exposed to.
It is exemplary leadership when churches commit to protecting their people in such a hazardous environment.
I think there is an opportunity for the church to understand it is an industrial relations environment, and have policies and systems and procedures to deal with a range of problems, so that pastors feel adequately supported, and churches can feel protected.
I will finish with this. I find it is reprehensible that an Nutrapharmex Keto ordinary employee might get full and fair support from their employer, and they should, (and I know that many still do not) yet churches are not willing, in many situations, to support their pastors to that same kind of degree.
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