Our Policies

These policies are adopted by the executive of Benoni Baptist Church to clarify and govern specific areas of our life together. They are subordinate to, and must be interpreted in a manner consistent with, Scripture, and our founding documents: our Church Constitution, our Statement of Belief, our Baptist Principles, and our Church Covenant. Should any conflict arise, our founding documents take precedence.

This policy is established to provide a clear, biblical definition of the qualifications required of elders.

1. A candidate for the office of elder must meet the scriptural qualifications detailed in 1 Timothy 3:1-7 and Titus 1:5-9. In summary, he must be a man of godly character who is above reproach, demonstrating a mature and tested faith.

2. The qualifications are understood as follows:

2.1. Above Reproach: The overarching qualification. The candidate must not be under credible accusation of conduct that would disqualify him from leadership. His life, both publicly and privately, gives no cause for legitimate reproach against the gospel.

2.2. The Husband of One Wife (A One-Woman Man): The candidate must be morally and sexually pure, faithful to his wife in heart and body. This phrase does not bar a single man from serving as an elder; rather, if married, he must be exclusively devoted to his wife, and not polygamous, divorced unbiblically, or characterised by a wandering eye.

2.3. Sober-Minded and Self-Controlled: He is clear-headed, temperate, and disciplined in judgment. He is not impulsive or given to excesses, but demonstrates a Spirit-governed mastery over his appetites, emotions, and decisions.

2.4. Respectable: His behaviour is orderly, dignified, and worthy of esteem. He lives in a way that invites respect, not because of a stiff formality, but because his conduct genuinely reflects Christ.

2.5. Hospitable: He loves strangers and opens his home and life to others. This means more than entertaining friends; he actively seeks to welcome, serve, and refresh both believers and unbelievers as an expression of the gospel.

2.6. Able to Teach: He is both doctrinally sound and gifted to explain, apply, and defend the truth of Scripture. He does not merely hold correct doctrine but can patiently instruct others, refute error, and exhort the congregation with sound teaching.

2.7. Not a Drunkard: He is not in bondage to alcohol or any substance, nor does his behaviour border on excess. His life is marked by spiritual fullness rather than chemical dependence.

2.8. Not Violent but Gentle: He does not resort to physical or verbal intimidation. Instead, he is peaceable, forbearing, and tender-hearted, a man who uses his strength to protect and build up, not to harm.

2.9. Not Quarrelsome: He is not argumentative or combative. While he must contend for the faith, he does so without a pugilistic spirit, refusing to be drawn into petty disputes or personal animosities.

2.10. Not a Lover of Money: He is free from the love of material wealth. His life shows contentment in Christ and integrity in financial matters; he models generosity and does not use his position for personal gain.

2.11. Manages His Own Household Well: He leads his family with loving authority and biblical wisdom. His children (if living at home) respect him and demonstrate a reasonable measure of obedience, showing that he can care for God’s household because he has been faithful in his own.

2.12. Not a Recent Convert: He is not a new believer. He has been tested over time, demonstrating the humility and stability that come from a mature walk with Christ, thus avoiding the pride that can ensnare a novice leader.

2.13. Well Thought of by Outsiders: He has a credible testimony before unbelievers. Even those who reject his faith can see that he is a person of uprightness, integrity, and genuine care, so that the church’s reputation is guarded against scandal.

2.14. Holding Firm to the Trustworthy Word (Titus 1:9): He clings to the apostolic gospel as taught in Scripture. He is not open to novel doctrines but reliably upholds the whole counsel of God, so that he can both encourage believers and correct those who oppose the truth.

2.15. A Lover of Good, Upright, Holy, and Disciplined (Titus 1:8): He is not only restrained from evil but positively devoted to what is good. His life is set apart for God, marked by practical righteousness, and governed by the self-discipline that comes from the Spirit.

This policy is established to provide a clear, biblical definition of the qualifications required of deacons, whose office is one of exemplary service to the church.

1. A candidate for the office of deacon must meet the scriptural qualifications detailed in 1 Timothy 3:8-13. In summary, they must be of tested character who hold the faith with a clear conscience, and whose home life commends them as a servant.

2. The qualifications are understood as follows:

2.1. Worthy of Respect: The candidate is serious and dignified in their conduct, carrying themself with integrity. They are not given to levity that undermines the gravity of their service, but their life commands the respect of the congregation.

2.2. Not Hypocritical: They speak the truth and their private life matches their public profession. They are not double-tongued or insincere, but of transparent honesty who can be trusted with confidential matters.

2.3. Not Drinking a Lot of Wine: They are not in bondage to alcohol or given to overindulgence. Their habits are marked by moderation, ensuring their judgment is never clouded.

2.4. Not Greedy for Money: They do not pursue dishonest gain or serve out of a desire for personal profit. They have integrity in financial dealings and can be entrusted with the church’s resources without falling into temptation.

2.5. Holding the Mystery of the Faith with a Clear Conscience: They understand, love, and live out the gospel of Christ. Their doctrine is sound and their life is consistent with it, so their conscience does not accuse them as they serve.

2.6. Tested and Found Blameless: The candidate must first be tested through a period of observation and service. Only after they have demonstrated fitness in character and conduct over time, proving themself above reproach in these areas, may they be appointed to serve.

2.7. The Husband of One Wife (A One-Woman Man): Like the elder, a deacon must be morally and sexually pure, faithful to their spouse in heart and body. If married, they are exclusively devoted to their spouse; if single, they are chaste and honour God with their body.

2.8. Managing Their Children and His Own Household Well: They lead their family with loving and consistent care. Their children respect them, and their home reflects godly order, for the manner in which they serve their family reveals their capacity to serve the household of God.

2.9. Both Men and Women may Serve in This Capacity (1 Timothy 3:11): In the text, the word translated ‘likewise’ lists elders, male and female deacons (1 Timothy 3:1, 8, 11). The word translated wives (KJV and NIV), given the context, should translate as woman (NASB).

This policy is established to describe the order and conduct of our congregational meetings, ensuring they are orderly, efficient, and honouring to God.

1. The standard order of business at all general meetings shall be as follows:

1.1. Call to order: The meeting is officially begun.

1.2. Establish quorum: The secretary confirms that the required number of members is present.

1.3. Approve previous minutes: A motion is made and voted on by show of hands to approve the minutes from the last meeting.

1.4. Adopt agenda: A motion is made and voted on by show of hands to approve the meeting’s structure.

1.5. Reports: Updates are received from the secretary, treasurer, and senior pastor.

1.6. Unfinished business: Motions that were postponed from a previous meeting are addressed.

1.7. New business: New motions are introduced, discussed, and voted upon.

1.8. Announcements: Information regarding the next meeting and other relevant matters is shared.

1.9. Adjournment: A motion is made and voted on by show of hands to officially conclude the meeting.

2. To ensure clarity and fairness, the following procedures shall govern motions:

2.1. Members may bring motions from the floor.

2.2. All motions must be presented in writing and require a second to be considered.

2.3. Only one motion may be discussed at a time.

2.4. A motion to call the question (to end debate and vote) must be seconded and then approved by a 75% vote before debate ceases.

2.5. Unless specified otherwise in the Constitution, the majority required to pass a motion shall be determined by the nature of the motion as agreed in the meeting’s standing rules, save where a higher threshold is mandated.

3. Our meetings follow the current Robert’s Rules of Order Newly Revised, except where our constitution, these policies, or a special rule of the congregation says otherwise.

This policy sets out how Benoni Baptist Church handles requests for access to information under the Promotion of Access to Information Act 2 of 2000 (PAIA). PAIA gives every person the right to request records held by a private body, including a church. This policy ensures that right is honoured clearly, fairly, and in good order.

1. This policy applies to:

1.1. All records held by Benoni Baptist Church

1.2. All staff, volunteers, and office-bearers of the church

1.3. Any person who submits a request for information

2. The Promotion of Access to Information Act requires every private body to designate an Information Officer. Benoni Baptist Church has designated the following:

2.1. The Deputy Information Officer receives and processes all requests.

2.2. The Information Officer retains final authority and must be consulted on any refusal or escalation.

3. Benoni Baptist Church holds the following categories of records:

3.1  Membership Records: Contact details of members and regular attendees, membership applications and correspondence.

3.2. Meeting minutes: General, Executive, and Elders meetings are kept.

3.3. Financial Records: Annual budgets and financial statements. Banking and accounting records.

3.4. Employment Records: Staff contracts, payroll, and leave records. Personnel files and performance correspondence.

3.5. Governance Records: Church constitution, Statement of Believer, Baptist Principles, Church Covenant, policies, and guidelines.

3.6. Pastoral and Counselling Records: Notes and correspondence arising from pastoral care. These records are held with the strictest confidentiality.

3.7. General Correspondence: Letters, emails, and written communications relevant to church matters.

4. Any person may request access to a record held by Benoni Baptist Church. Requests must be submitted in writing.

4.1. Submit your request to: office@benonibaptistchurch.com.

4.2. Your request must include: Your full name and contact details. A description of the record you are requesting. The form in which you wish to receive the record (copy, inspection, etc.). If you are requesting on behalf of another person, proof of that authority. You do not need to give reasons for your request. However, if the record relates to a third party, the church may be required to notify that person.

5. The church will acknowledge receipt of your request within a reasonable time. A decision will be communicated to you within 30 days of receiving your request, as required by PAIA. In complex cases, or where a third party must be notified, this period may be extended. You will be informed if that is the case.

6. PAIA permits a request fee and a reproduction fee. As a small congregation, Benoni Baptist Church will not charge a request fee in ordinary circumstances. Reproduction costs (printing, copying) may be recovered at a reasonable rate. If any fee applies, you will be notified before the request is processed.

7. The church may refuse a request on grounds permitted under PAIA. These include, but are not limited to:

7.1. The record contains personal information about a third party who has not consented to disclosure.

7.2. Disclosure would prejudice the privacy of another person.

7.3. The record is subject to legal privilege (e.g. legal advice received by the church).

7.4. Disclosure could reasonably be expected to cause harm to the physical or mental wellbeing of a person.

7.5. The record relates to ongoing or anticipated legal proceedings.

7.6. Pastoral and counselling notes, which are held in strict confidence.

7.7. Any refusal will be communicated in writing. The grounds for refusal will be stated. You have the right to appeal or seek a remedy as provided for in PAIA.

8. This policy operates alongside the church’s obligations under the Protection of Personal Information Act 4 of 2013 (POPIA). Personal information held by the church is processed lawfully and with appropriate care. Where a PAIA request involves personal information of a third party, the church will apply POPIA principles in determining whether and how to respond.

9. This policy will be reviewed annually, or sooner if the law requires it. The Information Officer is responsible for ensuring the policy remains current and is communicated to relevant staff.