5 Overlooked Issues Facing ‘Employee Shluchim’

By Leibel Rodman

I would like to express hakaros hatov to Rabbi Gershon Avtzon for spending the time writing his op-ed, “Let’s Talk About Shluchim Working Under Shluchim,” and for surfacing this extremely important yet overlooked topic.

It is a topic that is near and dear to us as our organization, The Kavod Vesifores Foundation, was established to promote the Rebbe‘s directives in this area and improve the work and life conditions of “employee shluchim.”

Although I agree with many of Rabbi Avtzon’s suggestions, I would like to add a few points and address certain omissions and misconceptions in his op-ed. Additionally, while his op-ed proposes solutions for future employee shluchim to avoid these experiences, we must also acknowledge and address the many employee shluchim families currently facing these challenges and propose solutions to address their existing needs as well.

First, we must look to the Rebbe’s own words when addressing this (and any) important shlichus topic. On several occasions, the Rebbe spoke publicly about employee shluchim and their compensation. Here are a few examples:

• Speaking of the gifts donated by Bnei Yisroel to the Beis Hamikdash that were used to create “honorable & glorified” (“L’Kavod V’Lsifores”) garments for the kohanim, the Rebbe compares this directive to modern-day “kohanim,” i.e. shluchim, teachers, shochtim, etc. The Rebbe derives from here that these holy employees must also be compensated in a manner of “honor & glory” to the extent they will never have to ask for a raise or a supplement and certainly not be paid based on a calculation of their “needs.” Additionally, the Rebbe pointed out, that even to a young child it is obvious that if these employees are concerned over their finances, they will become distracted from their holy shlichus work. (Toras Menachem, Vayakel-Pekudai, Parshas Para, 5748)
• Once, at a farbrengen, the Rebbe beseeched (“מיט אַלע לשונות של בקשה”) all Chabad institutions to increase salaries by 10% across the board, without questions or calculations. The Rebbe insisted that the directors of these institutions should recognize that they are not paying from their own money, and therefore, should avoid making “cheshbonos” when it comes to their employees’ compensation. Furthermore, the Rebbe explained that any funds directed to the employees would not impact the moised’s coffers and would surely be repaid by Hashem. (Sichos Kodesh, 5738, v. 3, p. 317)
• Anywhere this topic is discussed, the Rebbe was consistently adamant about one thing: finances and compensation are solely the responsibility of the employer, and the employee shliach should direct all of their energy towards their holy mission and not on financial concerns.

With the Rebbe’s words in mind, I would like to propose some additional recommendations and address some omissions and misconceptions for employee and employer shluchim to consider:

1. Mesiras Nefesh

By its definition, shlichus is a profession that requires mesiras nefesh and attracts individuals who will be moser nefesh for the Rebbe. All involved parties should acknowledge this and prepare for it. To ignore this fact will only increase the likelihood of future machlokes. Furthermore, any mesiras nefesh employer shluchim experience is also felt by their employees and then some.

2. Livable Wage

Far too often, employee shluchim are forced to live on insufficient income, far below the needs of a frum family and usually at a fraction of the “industry standard” for their profession, be it in education, clergy, kashrus, or otherwise. In order to attract more yungeleit to employee shlichus, moisdos need to ensure that they will not only be able to support their families, but also send their kids to camp and yeshiva, make a simcha with dignity, marry off their children, and most importantly, live with the peace of mind to fully focus on their holy mission.

3. Shluchim are families, not individuals

When hiring a shliach, you are not hiring an individual, you are hiring them and their family, and IY” H a growing family. Particularly in “out of town” settings, a shliach is hiring an entire family when they bring down an employee shliach, and they should accept full responsibility for the entire family. When hiring a new shliach, the employer should ensure that there is a sufficient role for both spouses and that they are each compensated and treated in a manner of “kavod vesifores.”

4. The moised is not a “family business”

Many employer shluchim view their moised as a “family business,” and have lost sight of the true baal habayis and source of their brocha. A shliach that disproportionately prioritizes their family’s gashmius or is adamant about hiring all of his children or close relatives is the most likely to replace their employees when their child comes of age, and they are more likely to withhold compensation and other opportunities. Shlichus is NOT a “family business” and employees should avoid those who view it as such.

5. Tenure, dismissal & post-working years:

Lastly, the matters of tenure, dismissal, and preparing employee shluchim for their post-working years after a lifetime on shlichus must be discussed and not glossed over when addressing this topic. In our opinion, this is the number one reason employee shlichus is avoided.

One cannot separate the dedication to the Rebbe, the moised, and their kehilla employee shluchim demonstrate from their “careers.” Just as the concept of “tenure” is commonplace in l’havdil, academia, or nonprofits, how much more so should it exist in shlichus that demands one invest their entire heart and soul to the most worthy cause? The fact that an employee shliach can be (and regularly are), rachmana litzlan, fired after a lifetime of dedication for any reason whatsoever and without recourse or repercussion must change. Without addressing this aspect, we are not addressing the issue at all.

Granted, there are some accepted practices intended to mitigate this problem (chodesh lshona, for example) but they are too outdated and insufficient to be effective. Not to mention, this only scratches the surface from a financial perspective but does nothing to address the emotional and spiritual damage employee shluchim experience when they are dismissed. Nor does it address the trauma the family experiences of packing up and leaving the city and community after many years of service and dedication. We must put an end to firing employee shluchim without cause and without sufficient recourse or compensation if we are to truly address this issue.

Employer shluchim must recognize the tremendous responsibility they bear, not just to their employees, but to the families and children as well. They must be willing to truly examine their priorities and budget to ensure they can comfortably provide their employees with a lifestyle of kavod vesifores, and certainly not cut corners or make sacrifices on their employee’s behalf.

My goal is not, chas v’shalom, to diminish Rabbi Avtzon’s timely op-ed, and certainly not to diminish the tremendous work and sacrifice employer shluchim across the globe demonstrate. Nor am I trying to imply this is a universal experience. However, if we are truly serious about the treatment of employee shluchim, we must be willing to openly and honestly address the many challenges they face.

For more information, please visit: https://thekvsfoundation.org