Common use of Non-Disclosure/Confidentiality Clause Clause in Contracts

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. When a difficult departure happens, it is best if all parties are allowed to share their experience. Either the congregation or the minister (or both) may feel they have been wronged in some way. For someone to be kept from speaking their truth is ultimately more harmful than helpful, and telling one's story can be part of the healing (on both sides). Regional staff and the Transitions Office want to get the best picture possible of how things went off track. UUMA Good Officers can support their colleague's well-being during a contentious departure by listening, witnessing, and offering perspective. UUMA Guidelines outline appropriate behavior for a departing minister with respect to their communications with congregants. The lack of a confidentiality clause doesn't give the minister blanket permission to share their "side" with the congregation. From UUMA Guidelines section IV.A.4, regarding future searches following a departure: "Ministers in search should be candid in presenting themselves, past problems and achievements, and the reasons for wanting to serve a new congregation. They should expect the congregation to be equally forthright in its presentation to candidates and potential candidates. Truthfulness is particularly important in the following matters: resources, number of members, financial position and activities, past problems and achievements. The congregation should be completely candid with reference to the previous minister’s departure. The candidate should be equally candid."

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. When a difficult departure happens, it is best if all parties are allowed to share their experience. Either the congregation or the minister (or both) may feel they have been wronged in some way. For someone to be kept from speaking their truth is ultimately more harmful than helpful, and telling one's story can be part of the healing (on both sides). Regional staff and the Transitions Office want to get the best picture possible of how things went off track. UUMA Good Officers can support their colleague's well-being during a contentious departure by listening, witnessing, and offering perspective. UUMA Guidelines outline appropriate behavior for a departing minister with respect to their communications with congregants. The lack of a confidentiality clause doesn't give the minister blanket permission to share their "side" with the congregation. From UUMA Guidelines section IV.A.4, regarding future searches following a departure: "Ministers in search should be candid in presenting themselves, past problems and achievements, and the reasons for wanting to serve a new congregation. They should expect the congregation to be equally forthright in its presentation to candidates and potential candidates. Truthfulness is particularly important in the following matters: resources, number of members, financial position and activities, past problems and achievements. The congregation should be completely candid with reference to the previous minister’s departure. The candidate should be equally candid."