The displacement policy applies to employees who work a regular schedule of at least 30 hours a week and are terminated because of job elimination. Employees who were offered and rejected a comparable position at CHPC, or at a CHPC supported ministry, prior to displacement will not be eligible for displacement benefits.

1.    Displacement pay is based on the following schedule:

a.     Employees in a Director position will receive one- and one-half weeks’ pay for each full year of employment at CHPC, with a minimum of 3 weeks’ pay and a maximum of 15 weeks.

b.     All other staff will receive one week of pay for each full year of employment at CHPC, with a minimum of 2 weeks’ pay and a maximum of 10 weeks.

2.    Employees will be paid for any unused vacation pay that the employee would have been eligible for under the current vacation policy.

3.    Medical insurance, less the employee’s share, will be paid by CHPC through the end of the calendar month of the last day worked. In addition, the employee or employee’s family may exercise the option to receive medical coverage through the church’s plan is provided under the State Continuation Plan.

4.    CHPC may provide appropriate support which could include financial counseling, listening teams, and support groups.

5.    In order to receive displacement benefits an employee must sign a Separation Agreement and Release form which is also signed by the Chair of the Staff Support Team or Senior Pastor.

6.    The displacement policy does not apply to Presbyterian clergy and employees who have term contracts.