Beliefs, Policies and Guidelines

A paper written by David Wraight which identifies the fundamentals upon which the Christian Brethren movement was founded.

CCCVaT's Distinctives defines our movement and the attributes that make it unique.

CCCVaT's Statement of Faith or Statement of Beliefs as it is also known, defines what we believe.

CCCVaT's DS outlines our movement's commitment to the full inspiration of Scripture and its authority as God's word.

CCCVAT was formed in 2003, as a result of discussions between Elders that commenced in 2000.

Tasmania’s formal connection with the Victorian churches began early in 2004

A company limited by guarantee Registered under the Corporations Act 2001 (Corporations Act).

Membership is available for all Christian Brethren Churches and associate Para-organisations located in VIC & TAS and churches as approved by the Board.

The capacity of the Church to achieve its overall purpose is intrinsically tied to the health of local churches.

Guidelines to assist churches manage their AGM's

Aim to protect children and young people, by requiring organisations to put policies, procedures and processes in place to prevent and respond to abuse.

This guideline defines your options and requirements for registering a new or existing church.

This policy clarifies a church's responsibility to its employees, members, volunteers, contractors and visitors.

The church must ensure that its board members are aware of the ACNC’s governance standards and that they disclose any actual or perceived material conflicts of interests.

A facility hire agreement with relevant terms and conditions for churches to hire their facilities.

The safety of buildings is regulated by law and leases will include clauses requiring the tennant to maintain the building.

These guidelines are focussed on Employers obligations under Australian Laws regards the employment of staff.

Employers have a responsibility to ensure the staff they employ are aware of their rights.

A casual employee does not have a firm commitment in advance from an employer about how long they will be employed for, or the days (or hours) they will work. 

A worker is classified as anyone a church has directed to do a task, regardless as to whether paid or not. Employers have duties to ensure the health and safety of workers when working from home. 

Guidelines to establish a healthy relationship between church, leadership and pastor.

A remuneration guide based upon size of church, experience of the employee and length of tenure.

WHS has been regulated by law for some years, negligence or breaches of WHS can attract significant fines for the entity and individual.

An aid to govern and or manage meetings between one person and another person

ACNC External Conduct Standards have applied to ACNC registered charities managing overseas missions programs since July 2013

Infections can vary in nature and severity. Provided is a guideline and policy to assist your organisation respond to ensure the safety of staff and the public.

The Privacy Act 1988 (Privacy Act) is an Australian law which regulates the handling of personal information about individuals. 

The SPA is to protect children and other vulnerable people in the church from child abuse/sexual misconduct by a person of concern

These guidelines are to define the church’s protocols and use of social media to ensure consistency and conformity of the message. 

Questions about sexuality, sexual identity, gender and thus sexual expression are dominant issues today. 

Employees required to travel as defined in their Job Description and or Strategic Plan, on the occasion they need to meet someone, are to be reimbursed relative expenses.
 

Volunteers are covered under WHS regulations and should be suitably insured against injury.  

A list of codes of practices provided by Safe Work Australia and other state and government agencies.

The whistleblower protection provisions in the Corporations Act apply to a 'regulated entity'. 

Supply contract for suppliers and customers.