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DRAFT UUCP Ministerial Agreement April 19,2026

Ministerial Agreement

Unitarian Universalist Church of the Palouse (“The Congregation”) AND [Name of Minister] (“The Minister”) jointly enter into this covenantal agreement.

This agreement:

• Is for an intentional transitional ministry, an interim ministry , and may be renewed according tothe terms established in 5.1.

1. GOALS AND RELATIONSHIPS

1.1 Intent

The intent of this Agreement is to set forth the responsibilities and obligations of the Minister to the Congregation and of the Congregation to the Minister. The relationship between the Congregation and the Minister must be grounded in open communication and mutual trust. In most situations, the Congregation will act through its Governing Board (referred to as the “Board”).

1.2 Shared Leadership

1.2.1 Consistent with our understanding of the covenant that binds us in an evolving living tradition, the Minister and the Congregation share the leadership and ministry of the Congregation. The relationship of the Minister and the Congregation will be in accordance with Unitarian Universalist Ministers Association (UUMA) Guidelines for the Conduct of Ministry. (See https://www.uuma.org/guidelines.)

1.2.2 The Congregation looks to the Minister to provide:

• Spiritual leadership,
• Historical and theological perspective,
• Assistance with setting and implementing the congregation’s mission,
• Oversight of the Congregation’s programs,
• Leadership of the staff team, and
• Administration of the Congregation’s business operations in collaborative partnership with lay leaders and staff.
• Guidance in navigating through the work of the developmental period”

1.2.2 CONSIDERATIONS FOR DIFFERENT MINISTRY CONTEXTS

Part-time or Second Minister: Adjust, prioritize, and/or remove the expectations as they apply to this specific ministry so as to be explicit about the boundaries of the role.

Developmental: Include an additional point: “Guidance in navigating through the work of the developmental period”

Interim: Include an additional point: “Guidance in navigating through the work of the interim period”

1.2.3 The Minister looks to members of the Congregation to:

• Live out the Congregation’s mission and vision,
• Demonstrate effective leadership,
• Be open to change,
• Broaden the meaning of community, and
• Communicate issues or concerns in a forthright and respectful manner through established communication channels.

1.2.4 The Board commits to remaining in covenant with the Minister and holding members of the Board as well as the Congregation to behavior that is respectful of the Minister and of the office and consistent with Unitarian Universalist values.

1.2.5 CONTRACT ADDITIONS FOR DEVELOPMENTAL, INTERIM, AND CONTRACT

MINISTRY WITH INTERIM FOCUS

Interim

1.2.5. The Board commits to working with the Interim Minister to fully engage in the work of the interim period including:

1.2.5.1 Heritage: Reviewing how the Congregation has been shaped and formed; encouraging and hearing all of the stories about the Congregation’s past, as the foundation upon which the present rests; and embracing the rich variety that makes up the Congregation.

1.2.5.2 Leadership: Reviewing the membership needs and its ways of organizing and developing new and effective leadership; providing opportunity for individuals and the Congregational organization to examine the types of leadership needed for new leaders to emerge, and for seasoned leaders to recommit or to refocus their gifts.

1.2.5.3 Mission: Defining and redefining sense of purpose and direction; clarifying the faith community’s identity and core values; working to develop, update, and revitalize mission and vision statements; and reviewing strategic and tactical plans including stewardship and the financial health of the congregation.

1.2.5.4 Connections: Discovering and revitalizing all the association, interfaith, and community relationships a congregation builds outside of itself; and re-assessing old links and considering new ones.

1.2.5.5 Future: Developing congregational and pastoral profiles that position the congregation for its next ministry, including a healthy and honest assessment of the other focus points so that the congregation can turn its energy toward proactive decision-making for the future.

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1.3 Monitoring and Nurturing the Health of the Ministry

1.3.1 Interim: As soon as feasible, the Minister, the Board, the Transitions Team, and other appropriate

congregational leaders and staff will set aside time to explore the history, culture, and norms of the Congregation, discuss the sharing of power, authority, and responsibilities, finalize reasonable goals for this period of ministry, and begin planning for the periodic review and renewal of the ministry of the Congregation.

1.3.4 Ongoing Dialogue: The Board and Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social, and theological experiences and identities that exist within our congregation, aware that these differences can be sources of both strength and challenge.

• The Board, the Minister, and the Transition’s Team commit to honest and ongoing communication about how identity and power impact and shape the congregation.
• The Board and Minister commit to addressing concerns that arise, recognizing that conflict is inherent to a diverse community.
• Congregational leaders will consider how differences in identity, experience, or power might be a factor in any conflict.
• The Board and Minister will hold themselves accountable to our shared values and may seek an outside facilitator from the UUA or other mutually agreeable organization.

1.4 CONTRACT ADDITION FOR INTERIM MINISTRIES

1.3.4 Ongoing Dialogue: The Board and Minister recognize the different cultural, racial/ethnic, ability, gender, sexual orientation, generational, economic, social, and theological experiences and identities that exist within our congregation, aware that these differences can be sources of both strength and challenge.

• The Board, the Minister, and the Transition’s Team commit to honest and ongoing communication about how identity and power impact and shape the congregation.
• The Board and Minister commit to addressing concerns that arise, recognizing that conflict is inherent to a diverse community.
• Congregational leaders will consider how differences in identity, experience, or power might be a factor in any conflict.
• The Board and Minister will hold themselves accountable to our shared values and may seek an outside facilitator from the UUA or other mutually agreeable organization.

1.4 CONTRACT ADDITION FOR INTERIM MINISTRIES

Interim: In consultation with the Minister, the Board shall appoint a Transitions Team of congregational members who are well-known, respected, and not members or spouses/partners of the current Board. The Transitions Team will help facilitate the work that the Congregation will undertake during this interim/developmental period.

2. RESPONSIBILITIES

2.1 Services to the Board and Leadership Groups

2.1.1 Board: The Interim Minister will be an ex officio member, without vote, of the Board. The Interim Minister will bring to the attention of the Board matters significantly affecting the life, operation, and mission of the Congregation.

2.1 CONSIDERATIONS FOR DIFFERENT MINISTRY CONTEXTS

2.1.2 Committees/Teams: The Minister will be an ex officio member, without vote, of all committees, task forces, or teams except a Ministerial Search Committee formed following the announcement of the Minister’s retirement or departure.

• The Interim Minister will confer, as needed, with each committee on how best to work together to serve the Mission of the Congregation.
• Attendance by the Interim Minister at committee meetings is welcome, but not routinely expected.
• The unique role of the minister in advising the Nominating/Leadership Development Committee is acknowledged, as the minister is expected to have a breadth and depth of relationships to help identify appropriate leaders for the Congregation.
• While the minister is not an ex officio member of The Ministerial Search Committee, the MSC will confer with the Interim Minister on the work of the interim period as it will influence the next called ministry, but neither the Committee nor the Interim Minister will discuss specific prospectivecandidates for the called ministry

2.1.3 Financial Records: The Minister will have access to all financial records, including pledges and pledge payments.

2.2 Pulpit and Worship Services

2.2.1 Free Pulpit: The pulpit is free. The Minister is expected to express personal and faith values, views, and commitments that are consistent with our understanding of our evolving living tradition without fear or favor.

2.2.2 Accountability for Worship Services: The Minister is accountable for all worship services, including rites of passage, whether or not the Minister is involved in planning or leading a given service. All services, including weddings and memorial services, conducted by other officiants must be pre-approved by the Minister.

2.2.3 Leading Worship: The Minister will lead or co-lead worship between 30 and 35 Sundays each year, as well as major religious holidays observed by the Congregation. This number may be reduced to enable the minister’s involvement in religious education or other concurrent programming.

• The Minister will be off and relieved of all responsibilities on at least one Sunday per month, as well as Sundays while on vacation and study leave.
• The minister will be relieved of all responsibilities for up to four Sundays each year to participate in denominational activities such as UUA General Assembly and regional meetings, collegial gatherings, or UUA/UUMA committees.
• The Minister will communicate the dates of Sundays away in advance to the Board.

2.3 Other Ministerial Services

The Minister will conduct rites of passage, including weddings, child dedications, and memorial services as well as provide pastoral care services, including crisis intervention and visitation of the homebound, sick, dying, and bereaved, both directly and in conjunction with the Congregation’s pastoral care program.

• The Minister will maintain awareness of personal limitations and boundaries, referring members for professional counseling and other specialized services as appropriate.
• The Minister will provide such ministerial services and counseling to members of the Congregation without fee or honorarium.
• The Minister may charge a fee when rites of passage, pastoral care services, and other ministerial services are provided to non-members of the Congregation.

2.4 Community Activities

The Minister will serve in the community beyond the Congregation and will inform the Congregation of such action through periodic reports. The Minister may serve in the community beyond the Congregation and will inform the Congregation of such action through periodic reports. Community activities should be discussed and engaged in at the discretion of the minister.

2.5 Relationship to Congregational Staff

2.5.1 Minister’s Role:

2.5.1. The Minister is Head-of-Staff and is responsible for the development of equitable and appropriate policies and the supervision of staff. The Minister may delegate supervision of individual staff members. The Minister is responsible for ensuring appropriate management and supervision of staff including development of appropriate policies and practices, maintenance of all personnel records, clear and accurate job descriptions, timely enrollment of eligible staff in offered benefit plans, annual compensation reviews, staff evaluations, and a dispute resolution process. The authority to hire, discharge, change the compensation of Congregational staff or implement other major personnel-related changes reside in both the Minister and the Board in consultation with one another.

2.5.2 Relationship to Other Staff:

The Interim Minister, in collaboration with congregational leaders, has primary responsibility for overseeing the implementation of the vision and mission of the Congregation.

• The Minister, as staff lead, will foster a collaborative environment among staff.
• The Minister will take care that staff roles and relationships are reviewed, discussed, and re-negotiated with clarity, respect, and honesty.
• The Minister will enter into a covenant with the other professionals on staff to delineate the roles and responsibilities of each as well as the means to resolve any disagreements.
• If there are other Ministers serving the Congregation, the Interim Minister will serve as lead of the ministerial team. Other Ministers will report to the Interim Minister.

3. COMPENSATION

3.1 Salary and the Allocations to Housing Allowance

3.1.1 Salary and Housing Allowance: The Congregation will provide to the Minister an annual starting salary, including housing allowance, of $____________. Salary and Housing shall be payable [monthly on or before (date), or semi-monthly beginning on (date)].

3.1.1.a Housing Allowance: Consistent with federal law, the Board will annually designate a portion of salary as a Housing Allowance once the Minister has ascertained the expected cost of housing. OR

3.2 Employee Benefits and Professional Expenses: Consistent with UUA Compensation Standards, the Congregation agrees to provide employee benefits as follows:

3.2.1 Payment-in-Lieu of Social Security/Medicare Tax: The Congregation will make a [per

paycheck/monthly/quarterly] payment-in-lieu of the employer’s FICA payment. This payment to the Minister is currently 7.65 percent of salary and housing up to the Social Security tax cap and 1.45% of the excess.

3.2.2 Retirement Contribution: The Congregation will make contributions to a qualified church retirement plan. All eligibility and participation requirements will be adhered to, as determined by the Plan Sponsor and pursuant to the applicable plan documents and federal law. Contributions will be submitted by the applicable federally-regulated due date for each contribution type.

3.2.2.1 For congregations in the UU Organizations Retirement Plan: Consistent with the legal commitments outlined in our congregation’s Employer Participation Agreement on file with UUA Church Staff Finances, the Congregation will make a _10__% Employer Contribution The Congregation will define compensation in accordance with the exclusions we have designated in item 4 of that Agreement. If at any time an inconsistency is found between this Agreement and the congregation’s Employer Participation Agreement, the staff or lay leader responsible for Retirement Plan administration will immediately contact the UUA Retirement Plan Director, RetirementPlan@uua.org, for assistance in coming to a resolution. Along with all other employees, the Minister can authorize elective contributions through salary deferral at any time.

3.2.3 Insurance premiums: The Congregation will enroll the minister on a timely basis and pay insurance premiums as follows:

3.2.3.1 Comprehensive Health Insurance: Payment of 80 percent or more of the premium for comprehensive health insurance provided by the congregation,* with benefits comparable to the UUA PPO/Standard PPO Plan for the Minister, and 50 percent of the additional cost of covering any dependents (spouse/partner and/or children). For employees on Medicare who are enrolled in Medicare Part A and Part B and elect the UUA’s Medicare Supplement, the Congregation will pay _80_% of the employee’s premium for the Supplement and _50_% of the additional cost of coverage for any enrolled dependents.

3.2.3.2 Dental Insurance: Payment of 80 percent or more of the insurance premium for dental insurance provided through the UUA, or its equivalent, for the Minister, and 50 percent of the additional cost of covering any dependents (spouse/partner and/or children).

3.2.3.3 Long-Term Disability Insurance: Payment of 100 percent of the premium for the long-term disability insurance provided by the UUA, or its equivalent. The premium amount will be imputed as taxable income on the Minister’s W-2.

3.2.3.4 Group Term Life Insurance: Employer payment of 100 percent of premium for group life insurance provided by the UUA, or its equivalent. As required by law, the appropriate amount will be imputed as taxable income on the Minister’s W-2.

3.2.3.5 State Required Employee Insurance: The Congregation will review and comply with its obligations to participate in other insurance programs required by state law including Workers Compensation.

3.2.4 Professional and out-of-pocket expenses: The Congregation will provide the greater of 10 percent of Salary and Housing or $8,000 for professional expenses through an Accountable Expense Reimbursement Account developed jointly by the Minister, President, and Treasurer. Eligible expenses related to the Minister’s ministry will be reimbursed from that account promptly upon submission of a timely reimbursement request.

• Appropriate documentation is needed for expenses exceeding $__75.00_ (must be no more than $75).
• The Congregation will reimburse such expenses at the maximum rate allowed by the tax laws.
• Equipment purchased with these funds will be the property of the Congregation, although such items may be subsequently purchased by the Minister from the Congregation at the item’s depreciated value or the depreciated value may be imputed as income on the minister’s paycheck.
• The Congregation and Minister understand that IRS rules for Accountable Reimbursement Plans prohibit unused professional expenses from being shifted to salary.
• Costs related to specific Interim training will be covered separately from professional expenses.

3.3 Annual Review of Compensation: The Board will review the Minister’s salary, housing, and benefits annually, in consultation with any appropriate committee(s), taking into consideration such factors as merit, cost of living changes, benefit cost increases, UUA recommendations across the staff team, and the financial means of the Congregation. Such recommendations will be considered as a part of the normal budgeting process. An increase in the amount of compensation will not alter the other terms of this agreement.

3.4 Intellectual Property: All notes, research, sermons, audio and video recordings, and other products of the Minister’s work will be the sole property of the Minister. During the time of this ministry, the Minister grants to the Congregation a royalty-free, non-exclusive use of sermons and other public pieces created for the ministry.

3.5 Relocation/Moving Expenses: The congregation will reimburse up to a maximum of _$10,000.00__ in reasonable expenses associated with relocating the minister to the Congregation. All reimbursements and/or payments of moving expenses will be fully taxable under federal law and may be taxable under applicable state law.

3.6 Interim Ministry Sabbatical Fund: In recognition and appreciation of the unique work of interim ministry, the Congregation will contribute $1,000 per interim period to the UUA Interim Ministry Sabbatical Fund. An invoice will be sent from the Transitions Office in the fall.

3.7 UUA Interim Minister’s Training: In addition to other employee-related expenses specified by this

agreement, the Congregation will pay up to $1,500 toward the tuition, room, and travel expenses of the cost of the UUA-sponsored Interim Minister’s training or UUMA Interim Ministers’ chapter meeting.

4.0 WORK WEEKS AND LEAVE PROVISIONS

4.1 Work Week: The Minister is an exempt professional and ministry is understood as a calling.

• The Minister and the Board will discuss the broad parameters of the Minister’s schedule, understanding that the work of ministry is time-intensive and subject to unforeseen events.
• The Minister is responsible for monitoring their time to ensure an appropriate balance of work and time off.
• The Minister’s schedule will include 2 days per week free of all Congregational responsibilities. A contractual monthly Sunday off (see section 2.2.3) counts as one of these 2 days.

4.2 Availability for Appointments: The Minister will be available for appointments and will inform the Congregation of the way to schedule them.

4.3 Study Leave: In recognition that Ministers need extended time away from the stresses and demands of daily congregational life to deepen their calling and develop their skills, the Minister will have 2 weeks  (or the equivalent number of working days) of study leave per year. The Minister is working during Study Leave. Should a Congregational emergency arise requiring the Minister’s return from study leave, all reasonable costs of such return will be borne by theMinister . Study leave is not paid out upon termination.

4.4 Vacation: The Interim Minister will be relieved of all responsibilities for a total of six weeks (or the equivalent number of working days) per year. Earned, unused vacation time is paid out upon termination.

• Unused vacation can be carried over to the following year, but total vacation will be capped at 6 weeks in any given program year.
• Should a Congregational emergency arise requiring the Minister’s return, all reasonable costs of such return will be borne by the Congregation.

4.5 Holidays: The Minister is entitled to Holidays (days off with pay) consistent with the personnel Policies of the Congregation. If the Minister is expected to work on a congregationally designated holiday or a holiday falls on the Minister’s regularly scheduled day off, another day should be taken off within two weeks of the holiday.

4.6 Sick Leave: The Minister will be credited with 10 sick days per calendar or fiscal year, on a prorated basis at the beginning of an initial partial year. Up to 10 days of accrued sick leave may be carried forward each year, but the balance may not exceed 20 days. Sick leave may be used for the Minister’s illness or for the illness of a family member. Sick leave is not paid out upon termination.

4.7 Extended Medical Leave: Should the Minister suffer an illness, injury, or disabling condition that requires a prolonged absence, the Congregation will place the Minister on Extended Medical Leave. Extended Medical Leave begins when the minister discontinues work due to an illness or disabling condition, and it ends after 90 days or, if sooner, when the minister is able to return to work.

• Following the exhaustion of all sick, vacation, and study leave, the Congregation will provide 75% or more of the Minister’s usual Salary and Housing Allowance for the remainder of the extended medical leave.
• The Congregation will continue to contribute to all employee benefits as provided by this Agreement.
• If the Minister is able to return to work full-time before the end of the 90-day period, the Congregation will make up any difference between the amount already paid during the Extended Medical Leave and 100% of salary + housing, payment in lieu of FICA, and retirement contribution for that time.
• During Extended Medical Leave, vacation, sick, and study leave do not accrue.
• If the Minister participates in the UUA Long-Term Disability plan, the Congregation will contact UUA Church Staff Finances for information about submitting a claim.

4.8 Parental Leave: The Minister may take 6 weeks of paid parental leave after the birth or adoption of a child. In recognition of individual family needs, the Minister may take some or all of the parental leave prior to the birth/adoption of the child, following the birth/adoption of the child, or partially over an extended period of time during the year following the birth/adoption of the child. The Minister will be expected to communicate the dates of leave to the Board as far in advance as practical.

4.9 Leave for a Family Member: The Minister may take up to 4 weeks of unpaid leave when needed to care for a family member (child, spouse/partner, parent, in-law, or other close family member) with a serious health condition. The Minister must use any accrued sick, study, and/or vacation time first. Once accrued paid time off is exhausted, the remaining leave will be unpaid. During periods of unpaid leave, the Congregation will continue to pay all insurance premiums; the minister will pay back the employee share of the premiums by check or payroll deduction within one month of their return. (There are no Retirement Plan contributions when there is no salary paid.)

4.10 Bereavement Leave: Upon the death of an immediate family member, the Interim Minister may take up to 10 days of paid leave. For the death of a family member outside the immediate family, the Minister may take up to 5 days of paid leave.

5. EMPLOYMENT TERM AND TERMINATION

5.1 Term:

5.1 The Minister will serve the Congregation for a one-year period beginning August 1st, 2026 and ending July 31st, 2027, with an option to renew.

5.1.1 The Minister agrees not to serve the Congregation for more than two without the approval of the  UUATransitions Team.

5.1.2 Per Ministerial Fellowship Committee Rules, the Minister will not become a candidate for the Congregation’s called ministry until at least three years have elapsed since the end of this interim ministry.

5.2 Agreement Extension: If the Board wishes to extend this agreement for a second year, the Board should notify the Minister by February 1.

Contract

5.2 Termination by ResignationThe Minister may terminate voluntarily by providing one hundred and twenty (120) days’ notice in writing to the Chair of the Board; such termination will become effective at the end of the one hundred and twenty (120) day period or any mutually agreed upon longer period. As per 4.4 any earned, unused vacation time shall be paid out upon resignation or retirement. The Minister will continue to perform all duties and to provide for an effective transfer of duties during that time. At its option and discretion, the Board may reduce or eliminate the one hundred and twenty (120) day notice period and provide pay in lieu of notice for duration of time period for which the notice is shortened or eliminated.

5.3 Termination Due to Death or Disability

5.3.1 Termination Due to Death: Upon the Minister’s death, the Minister’s beneficiaries will be entitled to receive any death benefits to which the Minister is entitled under any insurance plans. In the case of the UU Retirement Plan, participants are 100 percent vested and beneficiary designations made by the participant are kept on file by the retirement plan Record keeper. Earned, unpaid salary and accrued vacation will be compensated in a manner

consistent with state law.

5.3.2 Termination Due to Disability: In the event that the Minister is found eligible for long-term disability benefits and/or is absent from work or physically unable to perform duties at the conclusion of the Extended Medical Leave outlined in Section 4.7, the Congregation has the right to terminate the Minister’s employment upon written notice to the Minister. The Minister will receive any long-term disability benefits to which the Minister is entitled under any insurance plans. The Congregation’s payments for the Minister’s benefits will cease immediately upon termination, but the Minister will receive any vested retirement benefits or insurance continuation rights provided by law, insurance contracts, or plan documents.

5.4 Administrative Leave/Suspension:

5.4.1 The Board may place a Minister on administrative leave, with pay at its discretion, to allow for an investigation of any complaints or concerns.

5.4.2 If the personal or ethical behavior of the Minister results in the Minister being suspended from fellowship by the Ministerial Fellowship Committee, or charges filed by a law enforcement agency, then the Board may suspend the Minister from duties, with or without compensation, until the matter is resolved. If the suspension is without compensation, the Minister may use earned vacation. If the matter is resolved and the Minister is returned to service, then all leave time will be returned to the Minister, and the Minister will be fully compensated for any unpaid time.

5.5 Termination by the Congregation 

5.5.1 Negotiated Resignation: The Board may negotiate the Minister’s resignation. In exchange for a General Release of All Claims signed by the Minister, the Congregation will pay the financial equivalent of the Minister’s unused vacation and continue the Minister’s salary, housing, in lieu of FICA and the Congregation’s contributions toward the Minister’s insurance and retirement benefits, for the greater of four (4) months or until the Minister has begun service in another comparable position, if sooner. The continuation of benefits is subject to the provisions of the various benefit plans.

5.5.1 CONSIDERATIONS FOR DIFFERENT MINISTRY CONTEXTS

5.5.3 Dismissal with Reason: The Minister may be dismissed by the board with less than ninety (90) days’ notice and without the severance payments described in this Agreement, if the Minister:

5.5.3.1 is convicted of a felony unless arising from civil disobedience;

5.5.3.2 has their ministerial fellowship with the UUA terminated or suspended;

5.5.3.3 is found by the Board of the Congregation to have engaged in one or more physically or sexually abusive acts toward any person.

5.5.3.4 is determined by the Board to have seriously neglected the ministerial responsibilities under this Agreement, improperly used Congregational funds for personal gain, and/or to have engaged in activities that egregiously violate the UUMA guidelines. Appropriate UUA regional and/or headquarters staff will be consulted before dismissing a minister under the terms of this clause.

5.6 Non-Disclosure/Confidentiality Clause: No non-disclosure and/or confidentiality clause will be included in any negotiated agreement. The Congregation and the Minister agree that the circumstances leading up to a termination need to be understood during the subsequent period of interim ministry and discussed with prospective ministerial candidates.

5.7 No Payment toward Benefits after Termination: Following the Minister’s employment termination under Section 5.5, the Minister shall not be entitled to any further pay or contributions toward any insurance or retirement benefits or accrual of earned time except in exchange for a general release of all claims or as required by law.

6. DISPUTE RESOLUTION

6.1 Mediation: The Minister and the Congregation will seek to resolve any disputes concerning the interpretation or performance of this Agreement or its validity or termination in keeping with UUA Principles and values. In addition, either party may seek mediation over disputes related to job performance or identity-based discrimination. Either or both parties to this Agreement may request the assistance of the UUA Congregational Life Staff, a UUMA Good Officer, UUA Church Staff Finances, or a similar resource.

6.2 Arbitration: If an effort to mediate or otherwise resolve a dispute related to this employment agreement or to the employment relationship has been unsuccessful, then one or both parties may seek to solely and finally resolve the dispute by arbitration. Such arbitration shall be the exclusive remedy and will be before a tribunal consisting of one Unitarian Universalist Minister appointed by the Minister, one Unitarian Universalist Minister appointed by the Congregation’s Board, and a third individual appointed by the first two arbitrators. The tribunal will operate under procedural rules developed by the Unitarian Universalist Association’s Ministries and Faith Development staff group. The cost of the arbitration will be split by the Minister and the Congregation.

7. AMENDMENT AND CHOICE OF LAW

7.1 Amendments: The terms of this Agreement may be changed by mutual consent of the Minister and the Board. An increase in the level of compensation will not alter the other terms of this Agreement. All changes must be in writing.

7.2 Severability: In the event any portion of this agreement is found to be unenforceable, invalid, or illegal, it can be severed, and the other provisions will remain in full force and effect.

7.3 Choice of Law: This Agreement is subject to the laws of the State of Idaho and the bylaws of the Congregation. It has been drawn, offered, and accepted in the spirit of the Principles and Purposes of the Unitarian Universalist Association.

7.4 Copy: A signed copy of this agreement will be emailed to Transitions@uua.org.

Agreed to this ____ day of _______, 20_____.

For the Congregation: ___________________________________, President of the Board of Trustees

Date:___________________

______________________________________________________, Minister

Date:___________________

cc: Regional Lead, Congregational Life Staff, UUA
Ministerial Transitions Director, UUA

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