in the name of the law by Jonathan A. Ruybalid
Use of Severance Agreements
Camps and conference centers are increasingly assessing the use of a severance agreement when employees leave service. A severance agreement is a contractual arrangement that sets out the terms of an employee’s departure from an organ- ization. It typically provides compensation or benefits in exchange for certain obligations and waivers. A severance agreement provides distinct and meaningful advantages to both the employer and the employee.
As an employer, a camp or conference cen-
ter’s principal benefits from use of a severance agreement are clarity of expectations and terms regarding departure and risk mitigation. Severance agreements enable the camp or conference center to impose conditions that safeguard legitimate ministry interests, such as confidentiality clauses, non-disparagement provisions, or restrictive covenants. Note that the confidentiality clauses here are
Severance agreements enable the camp or conference center to
impose conditions that safeguard legitimate ministry interests.
not in the context of when there is or was a “bad actor” for which the employer is responsible. As many of you know, there are many times where an employee has a disagreement with the camp that is not always clear, or the camp has different facts that are not accepted by the departing employee. In fact, in too many cases, allowing statements to be repeated publicly or to third parties is defaming the camp. Confidentiality clauses allow an “agree to disagree” model for the departing employee. Te goal of a confidentiality clause in a sever-
ance agreement is not to cover something or hide something. If there was harm that the employer is responsible for, that should be dealt with and addressed in a separate proceeding, formal complaint of the employee, a legal claim filed, or dispute resolution. Tose situations normally involve a settlement agreement for resolution, which is different. In addition, the use of severance agreements
demonstrates organizational consistency and fair- ness in handling separations, thereby reinforcing a positive camp brand and reputation, sustaining employee morale among remaining staff, and supporting recruitment and retention efforts.
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www.ccca.org November/December 2025
Photo courtesy of Covenant Cedars Bible Camp
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