SCENARIO #5

Faith Talk

A staff member who regularly works alongside two client workers has come to tell you about a development in his life.  He and one of the client workers frequently discuss Christianity and their mutual faith.  The second client is not a Christian and does not appreciate all this talk about religion.  He has complained repeatedly to the staff member’s supervisor.  The staff member has been told to stop or lose his job.  He is asking for your advice.

Citing specific guidelines, describe what you would do in this situation and why.

I advised compliance.  Even though I agreed that he should be able to discuss his faith with anyone he chooses, he should have been aware that the other client was not appreciating the conversations.

GUIDELINE #1: THIS IS GOD’S WORK

  • 1.1 (Excellence in what you can do) – We are to love our neighbour as ourselves (Luke 10:27). Just as the staff member does not appreciate when another person does something that annoys him, so to the best of his ability he should not be knowingly annoying someone else.  He is not showing love to that person.  I suspect the staff member may have seen his conversations with the one client as a way to witness to the other person.  But it was not working and should be discontinued. In James 2:1-13, we are to avoid the sin of partiality.  The staff member was showing favour to one client at the expense of another.
  • 1.5 (Wait patiently) - Choose your battles. If you are going to lose your job for standing up for what you believe in, make sure it is worth it. Weigh the consequences well before making your choice.
  • 1.12 (Watch your attitude) – This touches on the issue of obedience to your authorities. In the correctional setting, I have found there to be frequent murmuring and bitterness against management on the part of union members. It can be a very angry, negative environment.    Romans 13:1-10 reminds us that our authorities have been placed over us by God Himself, for our own good. I had a sense that this staff member struggled with recognizing this fact.  He was spoiling his testimony to other staff members and management, by being no different from those around him.

GUIDELINE #2: KNOW YOUR INSTITUTION

  • 2.4.1 (Know the Policies and Procedures: e.g., health and safety first) - It might help the staff member to explore what the second client might be experiencing. There could be jealousy involved here or other issues.  If one client is consistently favoured over another, that could explode later on.
  • 2.4.2 (Know the Policies and Procedures: e.g., human rights come a very close second) - The second client has a right to work in an environment that is free of talk about religious matters that are unwelcome to him.

GUIDELINE #3: THE LARGER / OLDER YOUR INSTITUTION, THE LONGER ITS MEMORY

  • 3.2.1 (Watch for any opportunity to affirm staff) - Thank the staff member for speaking up and asking for help. A listening ear is appreciated.  Timely follow-up later on is also helpful.
  • 3.3 (Build your rapport with clients) - The staff member was building his rapport with one client, but destroying it with another.