By Mary Beth Barry
Think about the last few employees you hired. During their orientation, did you explain what makes your organization Catholic? Did you discuss how your Catholic identity influences your workplace, your policies, and the expectations you have for employees?
Or was orientation primarily focused on completing paperwork, reviewing benefits, discussing a few policies, and getting the employee ready to begin work?
Those are all important parts of welcoming a new employee. But for Catholic employers, orientation should go beyond the typical HR process. It’s an opportunity to help employees understand not just what they will be doing, but who they are working for and what the organization stands for. Most importantly, a meaningful orientation should explain how each employee’s role contributes to the Catholic mission.
Don’t Assume Employees Understand Your Catholic Identity
Just because someone accepts a position with a Catholic organization doesn’t necessarily mean they understand what that means. Even employees who are Catholic themselves may not fully understand how Catholic teaching influences workplace decisions, policies, benefits or expectations.
And remember, depending on the organization and the position, employees of other faiths are welcome. Regardless of their religious beliefs, however, employees need to understand the organization’s Catholic identity and the expectations that come with their employment.
This is especially important for Catholic-owned or faith-aligned for-profit businesses, where the organization’s religious identity may not be as obvious as it is in a parish, Catholic school or Charity or other ministry. Even when the work itself isn’t religious, Catholic beliefs influence how the business operates, makes decisions, and establishes expectations for employees.
While these conversations should begin during recruiting and interviewing, orientation gives employers another opportunity to reinforce them.
What Should Orientation Include?
· Begin with your mission and explain what it means.
- Don’t simply hand employees a mission statement and expect them to understand it. Take a few minutes to explain why your organization exists, how its Catholic identity shapes its work, and what makes it different.
- Share examples of how your mission influences decisions, how employees are treated, or how you serve others. This helps new employees see that your Catholic identity is more than a statement on your website.
- Consider beginning orientation with a prayer to help reinforce your Catholic identity and connect the employee’s work to your organization’s mission.
· Explain how Catholic values influence everyday decisions.
- Employees should understand how Catholic values are reflected in the workplace. Share examples of how your faith shapes your workplace. This might include how you treat employees and those you serve, how you approach ethical decisions, why certain benefits or services are provided or excluded, or how you incorporate prayer into your workday.
- The goal is to help employees see that Catholic identity is not simply a statement on your website. It is part of how your organization operates.
· Clearly communicate expectations for employees.
- One of the most important parts of orientation is helping employees understand what is expected of them, including expectations related to supporting your Catholic mission and conducting themselves in a manner consistent with your organization’s values and policies
- Rather than simply handing employees a handbook, take time to review key policies, particularly those addressing employee conduct, benefits, respectful workplace behavior, social media, and expectations related to Catholic teaching.
- Recognizing that orientation is often handled by a busy supervisor or manager, this doesn’t have to be a lengthy process. A simple checklist can help ensure important policies and expectations are consistently reviewed with every employee, even when time is limited.
· Connect the employee’s job to the mission.
- Employees should understand how their individual responsibilities contribute to your organization’s Catholic mission.
- For some employees, that connection may be obvious, such as a teacher providing religious instruction or someone directly involved in ministry. For others, including administrative, maintenance, finance, or support staff, the connection may be less apparent.
- Help employees see how their work advances your mission and supports the people it serves. When appropriate, explain any specific religious responsibilities associated with their position.
· Make Catholic identity part of the employee experience.
- Orientation should also introduce employees to the ways Catholic identity is lived out within your organization.
- This might include prayer, opportunities for spiritual formation, religious celebrations, service activities, or other traditions that reflect your mission.
- Explain what employees can expect and, where appropriate, whether participation is encouraged or required as part of their responsibilities.
Why Orientation Also Matters From a Legal Perspective
Catholic employers have important constitutional and statutory religious-liberty protections. These may include the ministerial exception, church autonomy, religious employer exemptions under Title VII, and freedom of expressive association.
While these protections vary depending on the organization, position, and circumstances, clearly communicating and documenting your Catholic identity and employment expectations can help strengthen your ability to rely on applicable protections.
For positions that may qualify under the ministerial exception, orientation can also reinforce the employee’s religious responsibilities and how those duties support your Catholic mission.
Of course, orientation alone doesn’t establish a legal defense. What matters is that your Catholic identity is consistently reflected throughout your employment practices.
For more detailed guidance on these protections and how to strengthen them, members are encouraged to review our legal counsel’s memo, Maximizing Catholic Employers’ Religious Liberty and Speech Defenses, available in the CBA Members Only Room (MOR).
Document the Conversation and Keep It Going
Employers should keep a record of the topics covered during orientation, copies of any materials provided, signed acknowledgments confirming that employees received and reviewed key policies and expectations and documentation of which employees attended.
Remember, orientation shouldn’t be the last time employees hear about your Catholic identity. Continue reinforcing your mission through staff meetings, employee development, performance evaluations, and everyday leadership.
A Resource to Help You Get Started
To help members put these recommendations into practice, we’ve developed a Catholic Identity Employee Orientation Checklist, available in the MOR. It includes key topics and policies to review, along with practical reminders to help leaders conduct a meaningful orientation, even when time is limited.
A good orientation doesn’t just prepare someone to do their job. It helps them understand the mission they are being asked to support.
This article provides general HR guidance and is not intended as legal advice. Members should consult qualified legal counsel regarding their organization’s specific circumstances and applicable laws.