THE FOUR MOST 

COMMON CONCERNS AND RESPONSES

When it comes to Faith at Work, 

which one describes YOU?

As a Workplace Chaplain, one of the many who are trying to affect change among the American workforce, I’ve found that I typically receive one of the following four responses from those with whom I share the concept. These include:

1. "I’m afraid of getting fired."

2. "I’m afraid my company will get sued."

3. "We already have an EAP…same thing, right?"

4. "I’ve read about this and saw a report on TV. I’m ready! Let’s do it!"

#’s 1 and 2. To those who are concerned with being fired or sued, it’s true – in this lawsuit-happy culture were living in, that COULD happen. But it could happen anywhere. The truth is, under Title VII, employers ARE permitted to offer faith-based services to employees, provided that they do so without discrimination and without creating an environment where employees feel pressured to conform to a particular faith. This means that companies may employ Workplace Chaplains and may have prayer or Bible-studies, as long as they are VOLUNTARY and those who don't attend are NOT discriminated against. 

Employees must not feel that their terms and conditions of employment are in any way contingent upon their religious beliefs. Truth is, during over 60 years of Workplace Chaplaincy history, no company offering a Workplace Chaplaincy, nor any Chaplain agency, has been the target of litigation concerning Chaplain care. 

One Chaplain agency founder said that his Chaplains serve one company that has over 400 Jewish employees and there has never even been a complaint, much less a lawsuit. A representative from Allied Holdings says they, too, have never had a complaint in 35 years of providing Workplace Chaplains, even though Allied has a very religiously-diverse workforce. One Chaplaincy has logged over 1.2 million hours of contracted service during the past nineteen plus years, all without legal incident.

Does that address your concerns about litigation? Resist the tendency to miss a good business decision based upon fear. Your people deserve the benefits of a Workplace Chaplain. They’ll react accordingly.

God hasn’t given you a Spirit of Fear. When that feeling dictates how, where and with whom you share your faith, you can be certain it’s because Satan’s minions are afraid of YOU. They realize the potential threat of a Christian once we get our minds renewed to the truth and begin to impact the lives of others.

To begin with, Title VII has set the boundaries as to what people of all faiths can and cannot do in the workplace. It also spells out what an Employer should and should NOT allow on their facilities. In the vast majority of cases, an employee who speaks with management regarding a Bible Study, a Prayer Meeting or an inspiring video presentation (like “Fireproof” on DVD) will typically be able to find common ground, set the guidelines and work things out in a friendly manner. A knowledgeable Employee will be seen as helpful to Management for recommending they review Title VII for themselves, if necessary. A request to place posters in the breakroom and use a Conference Room is, more often than not, acceptable to management. We have not because we ask not. Ask that your joy may be full!

If you are a plant manager or Business Owner, by all means, check it out! Allowing your Employees to exercise their spiritual  aspect of their lives will reap dividends in decreased absenteeism and increased morale. It may ultimately reduce workplace crimes as well. Download my eBook on Crime in the Workplace.

#3: In some cases, Employers may think that their EAP (Employee Assistance Program) is all their staff may need. Though these program may prove helpful in meeting the PHYSICAL needs of the crew, there remains the SPIRITUAL aspect of every human that requires attention as well. Why not take a more holistic approach to serving those who serve you? Employees appreciate your concern when you offer a Workplace Chaplain or, at the very least, allow them to practice their various forms of religious expression within the context of Title VII.

In addition, even the most dedicated EAP staff cannot satisfy the spiritual needs of the workforce. Most people I speak with cannot bring themselves to open up to their ministers much less an EAP staffer or Supervisor. They prefer not to jeopardize their chances of promotion by showing any signs of vulnerability.

As a Workplace Chaplain, I have ministered to Employees for many hours after work and even on weekends and late into the night by phone and E-Mail. An EAP simply cannot meet ALL of an Employee’s needs.

#4. Finally, you may be one of those who have read, or have seen a TV program, about the growing Faith at Work movement. The very concept has resonated with you and you are ready to start blessing your Employees and coworkers. Whether you are the Owner, Plant Manager, or you’re waaaaaay down in the pecking order - it doesn’t matter; God is with you. I recommend starting with prayer. The good news is, if you are persistent, you WILL see positive changes manifest in your workplace. 

Contact me if you need an advocate, or would like sound guidance or experienced counsel.

If your company, church or civic group needs a Guest Speaker to help promote the program, just ask!

Every blessing,

Michael Tummillo

Founder, The Church @ Work (TCAW)

miketummillo@me.com