Q. "Can we have two different Staff Lifestyle Agreements? One for believers and one for employees who are not yet believers?"
Answer:
No, it's not a good idea. A Staff Lifestyle Agreement is invaluable for roles where active faith adherence and spiritual leadership are essential job functions (i.e., pastors, worship leaders, spiritual directors). It clearly defines the religious and moral conduct expected, rooted in your Statement of Faith.
Hiring non-believers and expecting them to adhere to a faith-based lifestyle creates a "double standard" and can erode your religious employer protections.
For employees whose roles don't necessitate active Christian living (i.e., administrative, maintenance, or certain support staff), a professional Code of Conduct is more appropriate. This document outlines universal workplace behaviors, ethics, and values like integrity, professionalism, respect for the ministry's mission, and avoidance of public conflict that any employee can uphold, regardless of personal belief. This provides clear guidelines without requiring affirmation of specific faith tenets.