Sadly, the Church of God movement has never really valued its employees as it should. The mother church (Worldwide Church of God) treated its lower echelon employees like chattel. Many were the times when employees went in and asked for raises and were told, "We don't owe you anything." These very same men who said this are now sitting in UCG and elsewhere. Employees who had to retire due to age or illness were left high and dry, even after church leaders stood in front of hundreds of employees and said they (the church) would take care of them.
The second area was to look at employee retention. The Council recognizes that although we have limited resources to accomplish all that we want to accomplish, the cost to the organization when we lose valued employees and the subsequent costs to hire and re-train, hinders our ability to “do the work.” The Council would like to explore additional benefit opportunities that could be made available to our employees. Some may not have a cost impact to the organization, unless utilized (such as continuing education or other forms of tuition reimbursement). This point of interest was to see what areas of employee compensation can be used to help benefit the employees and to evaluate salary ranges and other areas to explore to help retain employees. This was remanded to the Strategic Planning and Finance Committee (SPFC).
