When you’re in the world of faith-based organizations–churches, values-based businesses, Christian schools–you may think the regular “rules of business” don’t apply. But it’s only a matter of time before you realize that they very much do. And to keep misunderstandings, hurt feelings, and uncertainties to a minimum, it’s best to be proactive rather than reactive in these situations.
Starting with offer letters. A handshake agreement is great, but protecting yourself and your new hire is greater.
An offer (letter) you shouldn’t refuse
Offer letters are like any other legal document that benefits all parties involved. No matter how much you and your new hire are agreed on matters of faith and values, you still need an offer letter for a variety of reasons:
You get legal protection for both sides: It rarely comes to this, but it’s like that old saying goes, “better to have and never use than to need and not have it.” Having the terms of your employment offer in writing helps avoid misunderstandings and disputes.
Job responsibilities and compensation are defined: When compensation and benefits are spelled out, both you and your new hire can be sure what you’re agreeing to. This also applies to job responsibilities.
It makes you look good and helps the new hire feel good: Don’t underestimate how important this first impression is. An offer letter presents a positive, put together image of your organization. It tells your new hire that you respect them and their new role enough to put the time and effort into defining it. You’re demonstrating a transparent, healthy, and fair working relationship from even before day one.
What to include in an offer letter
It may seem self-explanatory, but if you don’t have an offer letter template on hand or if you haven’t written one before, you might accidentally miss something important.
When writing an offer letter, be sure to include these key pieces of information:
- Job title
- Job description (be sure to include “other duties” as assigned if needed)
- Start date
- Salary, benefits, and incentive information
- Who the role reports to, who reports to the role
- Conditions of employment
- Termination clause and whether your state is an at-will employer
This will cover the most essential elements of your new hire’s position. From time to time, however, you may need additional protection and clarification on your understanding. In that case, you should consider an employee agreement.
Offer letter vs employee agreement
You may be asking yourself what’s the difference between an offer letter and an employee agreement? They’re similar, but not interchangeable. If nothing else, you need an offer letter.
An employee agreement dives deeper into legal rights and responsibilities of both parties. If you think certain factors might apply to your organization, an employee agreement could be a great addition to your onboarding process.
Employee agreements allow for details and clarification on issues including:
- Intellectual property: who owns the work an employee brings to the organization
- Confidentiality agreements
- Company policies and procedures
- Non-compete and non-solitation agreements
Stepping out in faith
It requires a lot of faith to make a new hire for your church, school, or values-based business. That’s why, at Vanderbloemen, we make it our business to make sure you’re feeling as confident and excited as possible about your new team member.
Taking steps now to protect your investment, your organization, and your new hire will ensure a smoother, more joyful experience for all involved. We encourage you to start using offer letters and employee agreements so you can leave less to chance and more to faith as you start your organization’s next chapter.
We’re here to help
The Vanderbloemen team is always ready to help you find your next great hire. Contact us to discuss more.
You can also download our offer letter and employee agreement templates to help you set a clearer, more confident path for your organization.
