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Basic Employment Policy

1.  Supervisory Controls:  Employees work under general supervision of the pastor, with collaboration with  the Staff-Parish Relation Committee.

2.  Duty Hours:  Duty hours for all employees shall be scheduled by the pastor to occur during regular office hours Monday through Friday, or during other church activities in the evenings or weekends.  Employees are expected to work the hours required each week by the terms of their job description.  Employees scheduled to work more than 5 hours a day shall be afforded an opportunity to take a non-paid lunch break of at least 30 minutes.

3. Leave:  Employees will receive benefits in proportion to the hours they work in relation to he 40 hour week.  This information will be contained in the individual job description.

a.  Annual Vacation:  Employees will earn one week of paid annual vacation after the first year of employment.  After completion of 2 years service, employees will earn a maximum of 2 weeks paid vacation, and after 10 years service a maximum of 3 weeks.  Vacation will be scheduled with and approved by the pastor who will record leave or designate another staff members to do so.  Employees may accumulate up to 4 weeks of vacation time,  but will not be compensated for lost or unused vacation days.

b. Sick leave:  Employees will earn 6 days sick leave per year or 1/2 day per month.  Sick leave may be accumulated up to 30 days.  Sick leave may be advanced up to a period of one year.  However, not more than 6 days sick leave may be advanced for any one person.  When sick leave is taken it much be posed and turned in to the pastor.  Any accrued sick leave leave will be forfeited when employment is terminated.

c. Holiday Leave:  Employees are granted 10 holidays per year:  New Year's Day,  Easter Monday, Memorial Day, Independence Day, Labor Day,  Thanksgiving Day and the day after, Christmas Eve, Christmas Day, and the day after.  If the holiday is on Saturday or Sunday, holiday will be taken on Monday.

d.  Maternity/Disability leave:  Maternity or/or disability leave without pay may be taken by an employee after exhaustion of accrued sick leave and after presentation of a physician's statement defining the duration and nature of the disability.  If during this time the employee elects not to return to work or does not return on the agreed upon date, their employment is automatically terminated by the Staff-Parish Relation Committee.

4.  Disciplinary Action:

   A.  If at any time it is determined by the pastor or the Staff-Parish Relations Committee that any employee is engaging in activities prejudicial to the best interest of the church, or if it is determined that duties and responsibilities of the position are not be performed,  such actions will be cause for disciplinary action as follows:  

            1. First offense:  verbal warning   

             2. Second Offense: written reprimand.

             3. Third Offense:  dismissal    

      Record of verbal warning will be removed from an employee's file after one year;  however, written reprimand will remain part of the employees permanent record.

       Steps (1)  and (2)  may be waived due to flagrant violations of policy by an employee. 

     B.  If the employee has a grievance of any nature,  it should be presented to the Staff-Parish Relation Committee in the earliest possible time. 

5  Job Descriptions:  Job descriptions will be review and updated annually by the employee,  the pastor, and Staff-Parish Relation Committee.  Necessary changes will be made at that time.  New employees are hired subject to 90 days of probation and may be release at any time during the probationary period.  The employee will receive an initial review at the end of the successful probationary period and annually thereafter.

6.  Sexual Harassment Policy:  Each employee will read and sign a copy of the sexual harassment policy annually.   The signed copy will be retained in the employees record.

7.  This policy went into effect on:   _____   ___  _______.