Here is an example of how such a clause could be used. Earlier this year, a CFO of a South Carolina mega-church was fired for violating an NDA by talking about the financial fault of the preacher, who bought a Lamborghini sports car worth $200,000. If a conciliation clause had been introduced, the Church would have had to convince the Ombudsman that the fired collaborator was violating a biblical commandment to keep this information confidential. Confidentiality is often an important part of living in peace with all (Rm 12,18). But we are also called to face sin and even to carry it, if necessary, before the Church (Matthew 18:15-17). This requires the legal freedom to make mistakes if we see what limits the privacy of a department. As strict as confidentiality is not the biblical reference for pastoral counsel, it should not be used as a standard for inter-agency management. We can glorify God by stealing legally bound discretion as long as he does not require us to conceal sinful behaviors. While NDAs can be of any length, most employment-related NDAs are rather short. For example, an NDA for a Church employee could be as follows: [name of church] Officers are responsible for the security of all confidential information to which they have access. They are required to preserve the confidentiality of proprietary, confidential and sensitive information, documents and data on [church name], their collaborators, members, organizations and pastors. Church officials will not discuss or disclose intra-ecclesial matters through any of the aforementioned entities, except in case (1) of the extent required for normal activity and (2) of those expressly entitled to obtain such information.
However, some information cannot be banned by the NDA. NDAs can never prevent an employee from assisting the government or law enforcement in official investigations or prohibit employees from formally reporting illegal behaviour. As Orly Lobel points out, Title VII of the Civil Rights Act also overturns agreements that prohibit employees from charging or assisting the Equal Opportunity Commission or reviewing potential fees. All staff and volunteers who have access to confidential and sensitive information should be asked to sign a confidentiality agreement demonstrating that they fully understand the importance and protection of confidential information and understand the consequences when they violate these guidelines or agreements. The purpose of the agreement is to confirm the commitment of your church or organization to maintain and respect personal and/or private information within the organization, and this information must be kept in the personal file of the employee or volunteer. During the process of boarding for a job in a Christian non-profit organization, I was asked to sign a confidentiality agreement. Are departments wrong to ask employees to sign an NOA? And is it wrong for Christians to attach themselves to such agreements? An NOA is usually one-sided or reciprocal. A mutual NOA is used when two or two parties are prevented from disclosing information about both parties. A unilateral NOA limits one of the signatories to disclose information about the other consenting party. This type is often found in employment contracts that contain a clause limiting the use and dissemination of confidential information held by the company. A confidentiality agreement (NDA), also known as a confidentiality agreement, is a legally enforceable contract that establishes a confidential relationship between at least two persons or parties for a fixed term.