Stuarts Draft Baptist Church
Policies and Procedures Manual
This handbook is designed to acquaint you with Stuarts Draft Baptist Church and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of this handbook. It describes many of your responsibilities as an employee and outlines the programs developed by Stuarts Draft Baptist Church to benefit employees. One of our objectives is to provide a work environment that is conducive to personal, professional and spiritual growth.
This policy was adopted by Stuarts Draft Baptist Church on March 1, 2006 and most recently revised on February 10, 2010. It supercedes all previous church personnel policies.
The pastor, working with the Personnel Ministry Team, shall administer the terms and conditions of this policy.
This handbook cannot anticipate every situation or answer every question about employment. It is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor Stuarts Draft Baptist Church is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time.
Employment with Stuarts Draft Baptist Church is at the mutual consent of Stuarts Draft Baptist Church and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice, except as provided in a covenant agreement between a staff minister and the congregation or in the constitution and by-laws of the congregation.
It is the intent of Stuarts Draft Baptist Church to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Stuarts Draft Baptist Church.
Each employee will be classified according to three employment categories:
Category One-Fair Labor Standards Act status
Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. The Personnel Ministry Team may change an employee’s EXEMPT or NONEXEMPT classification only upon written notification and as allowed by law.
Category Two-Work status
REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work at Stuarts Draft Baptist Church on a full-time schedule. Generally, they are eligible for Stuarts Draft Baptist Church's benefit package, subject to the terms, conditions, and limitations of each benefit program.
PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than 32 hours per week. Employees will receive all legally mandated benefits (such as Social Security and workers' compensation insurance).
TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of Stuarts Draft Baptist Church's other benefit programs.
CASUAL employees are those who have established an employment relationship with Stuarts Draft Baptist Church but who are assigned to work on an intermittent and/or unpredictable basis. While they receive all legally mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of Stuarts Draft Baptist Church's other benefit programs.
Category Three-Ministry status
PASTOR—Will be primary responsible for leading Stuarts Draft Baptist Church as a New Testament church.
MINISTERIAL EMPLOYEES—This category includes called staff, other than the pastor, who are responsible for one or more of the ministries of the church. This classification includes the Minister of Music, Minister of Senior Adults and Minister of Youth.
SUPPORT EMPLOYEES—This includes (and may be further divided into) Clerical Support employees.
Pastor—See the Constitution.
All requests for new and/or vacant positions shall be submitted to the Personnel Ministry Team for consideration. If approved, the team will prepare a job description and follow standard procedures to hire the employee.
EMPLOYMENT REFERENCE CHECKS
The pastor, or other responsible church leader, will respond in writing only to those reference check inquiries that are submitted in writing. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry, unless required by law.
Stuarts Draft Baptist Church will require a background check on all potential employees prior to recommending them to the church for hire.
All employees may be required to sign an employment agreement/covenant as a condition of employment. Any employee who violates the terms of their employment agreement will be subject to disciplinary action, up to and including termination of employment, even if he or she does not actually benefit from the violation.
Any employment agreement/covenant will be reviewed by the Personnel Ministry Team to ensure compliance with the adopted Policies and Procedures Manual. The compensation package shall be reviewed by the Personnel Ministry Team and Church Council before being presented to the church body as part of a recommendation to hire.
PERSONNEL DATA CHANGES
It is the responsibility of each employee to promptly notify Stuarts Draft Baptist Church of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed the pastor and Treasurer should be notified.
Stuarts Draft Baptist Church relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data, or any information obtained through the background check may result in Stuarts Draft Baptist Church's exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
Appropriate team leaders (Personnel Ministry Team in conjunction with the Youth and Young Adult Ministry Team Leader for the Youth Minister or the Worship and Music Ministry Team Leader for the Minister of Music) and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.
The performance of all employees is generally evaluated according to an ongoing 12-month cycle (except in extraordinary circumstances such as probationary periods, etc.), beginning September 1 and ending August 31, with evaluations performed during the month of September by the Personnel Ministry Team. This evaluation will coincide with the Sunday School year and be used as a basis for salary and benefit recommendations to Church Council for budget preparation.
Any church member with personnel complaints and/or concerns should, after following Biblical examples to try to resolve the issues, bring the complaint or concern to the Personnel Ministry Team in a formal meeting with the team or in a written format signed by the member.
The Personnel Ministry Team will then take the necessary steps to resolve the issues. Any recommendation for change would be presented to Church Council for consideration and then taken to the church at a called business meeting.
The pastor is the supervisor of all staff members. While he shall direct the day-to-day operations of the church, the pastor and other staff members are still accountable to the members of Stuarts Draft Baptist Church, being called by the church body. Therefore, any personnel issues between staff and/or members shall be handled through the Personnel Ministry Team as representatives of the church body.
The Personnel Ministry Team determines the appropriate qualifications for any new and/or vacant position at Stuarts Draft Baptist Church, except for the pastor and other called positions (see Constitution and By-Laws XI Church Staff), where the Search Committee, working with the church membership, shall define those qualifications. Such qualifications are the minimum requirements for the given position. Areas of qualification will include:
Physical requirements of the job.
IMMIGRATION LAW COMPLIANCE
Stuarts Draft Baptist Church is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, as subsequently amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Stuarts Draft Baptist Church within the past three years, or if their previous I-9 is no longer retained or valid.
A support employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Stuarts Draft Baptist Church. All employees will be judged by the same performance standards and will be subject to Stuarts Draft Baptist Church's scheduling demands, regardless of any existing outside work requirements.
The ministerial staff may hold a job with another organization, upon approval by the Personnel Ministry Team, as long as he or she satisfactorily performs his or her job responsibilities with Stuarts Draft Baptist Church. All ministerial employees will be judged by the same performance standards and will be subject to Stuarts Draft Baptist Church's scheduling demands, regardless of any existing outside work requirements.
If Stuarts Draft Baptist Church determines that an employee's outside work interferes with performance or the ability to meet the requirements of Stuarts Draft Baptist Church as they are modified from time to time, the employee will be required to terminate the outside employment if he or she wishes to remain with Stuarts Draft Baptist Church.
WORK HOURS AND WORK SCHEDULES
The Personnel Ministry Team in conjunction with church employees will establish church office hours. These will be posted for the convenience of church members. Reasonable effort will be made to keep the office staffed during normal church office hours. Flextime scheduling is available in some cases to allow employees to vary their starting and ending times each day or to allow for scheduling conflicts (i.e. doctor’s appointments) that could not be handled outside the scheduled work hours. This will be within established limits. Employees should consult the pastor, or in his absence a member of the Personnel Ministry Team, for such absences and this should be noted on the employee’s timesheet.
The pastor, in conjunction with the Personnel Ministry Team, will advise employees of the times their schedules will normally begin and end. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.
The pastor, the Minister of Youth, Minister of Senior Adults and Minister of Music will have scheduled office hours. These hours will be posted and kept consistent from week to week. If an employee is in a full-time position at least 20 hours should be scheduled at the church. If an employee is in a part-time position they will schedule at least 10 hours per week at the church. Time worked during Sunday and Wednesday services is not to be included in these office hours.
ATTENDANCE AND PUNCTUALITY
Stuarts Draft Baptist Church expects employees to be reliable and to be punctual in reporting for scheduled work. In instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify the pastor or Personnel ministry Team as soon as possible in advance of the anticipated tardiness or absence.
WORK WEEK and TIMEKEEPING
The normal workweek is Sunday through Saturday. Employees shall complete a monthly time sheet and sign it. It shall be submitted to and signed by the pastor. The pastor will then file these forms in the personnel files. Timesheets will include leave days, such as sick, vacation, personal, or holiday leave.
Stuarts Draft Baptist Church shall acknowledge that all ministerial employees will have crisis situations, emergencies, meetings, and events that will demand flexibility in their work schedule. All staff will maintain regular church office hours for the purpose of ministry administration and availability to the church members. If anyone will be away from the office during regularly scheduled times, other staff members will be notified so messages can be relayed or he/she can be contacted in an emergency.
INCLEMENT WEATHER: When weather prohibits safe travel to work, the Pastor, in conjunction with the staff will make arrangements for ensuring the necessary functions of the church are performed. Staff will be allowed the flexibility of working from home when possible.
Accurately recording time worked is the responsibility of every employee. Federal and state laws require Stuarts Draft Baptist Church to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. The Personnel Ministry Team will review these records monthly. At this time all leave records will be updated.
Nonexempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons.
COMMUNICATION WITH THE CHURCH
Since it is necessary to contact staff in the event of an emergency or crisis in the church family, the following guidelines are to be followed:
When ministerial employees will be out of town, they shall inform the Pastor in advance.
When the Pastor will be out of town, he shall inform the Personnel Ministry Team and Chairman of Deacons in advance.
The Pastor and the Building and Grounds Team Leader will make the final decision to close the church for Sunday and Wednesday services if inclement weather or unforeseen circumstances, such as a heating system failure, warrant such a decision. For inclement weather during the workweek each employee will use their own discretion on whether they can safely make it to the church building.
All employees are paid twice a month. Each paycheck will include earnings for all work performed through the end of the previous payroll period. Paydays will be the 15th and the last day of each month.
GIFTS, HONORARIUMS, GRATUITIES, AND OTHER COMPENSATION
When a staff member performs a service for an individual, family, group or organization, he/she may receive whatever gratuity is offered. This refers to weddings, funerals, and similar events.
SEVERANCE PAY AND PAY ADVANCES
Stuarts Draft Baptist Church does not provide pay advances. Severance pay will be determined on a case-by-case basis.
Eligible employees at Stuarts Draft Baptist Church are provided a wide range of benefits. A number of the programs (such as Social Security, workers' compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.
Benefits eligibility is dependent upon a variety of factors, including employee classification. Your supervisor can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook.
WORKERS' COMPENSATION INSURANCE
Stuarts Draft Baptist Church provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers' compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.
Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on- the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.
An accident report must be completed as soon as physically possible. These records will be kept in the church office. Any accident should be reported on the monthly timesheet.
Neither Stuarts Draft Baptist Church nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Stuarts Draft Baptist Church.
Stuarts Draft Baptist Church is exempt from COBRA.
Stuarts Draft Baptist Church encourages employees to fulfill their civic responsibilities by serving jury duty when required.
For nonexempt employees, jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence.
Employees must give a copy of the jury duty summons to the pastor to be placed in their personnel file. This will be maintained as part of their time record.
All employees will be paid for time served on jury duty for up to one week per year.
Stuarts Draft Baptist Church encourages employees to appear in court for witness duty when subpoenaed to do so.
If employees have been subpoenaed to testify as witnesses, they will receive paid time off for the entire period of witness duty. If employees have otherwise been requested to testify, unless by Stuarts Draft Baptist Church, they will need to use their vacation time or leave without pay.
Employees must give a copy of the subpoena to the pastor to be placed in their personnel file. This will be maintained as part of their time record.
UNPAID PERSONAL LEAVE
Stuarts Draft Baptist Church provides leaves of absence without pay to employees who wish to take time off from work duties to fulfill personal obligations. Requests for unpaid personal leave will be evaluated based on a number of factors, including anticipated workload requirements and staffing considerations during the proposed period of absence.
As soon as employees become aware of the need for an unpaid personal leave of absence, they should request a leave from the pastor or in his absence the Personnel Ministry Team.
Benefit accruals, such as vacation leave and sick leave and paid holiday leave will be suspended during the unpaid personal leave period and will resume upon return to active employment.
If an employee fails to report to work promptly at the expiration of the approved unpaid leave period, Stuarts Draft Baptist Church will assume the employee has resigned.
Leave (vacation and sick) can be taken in no less than ½ day increments.
Vacation leave will be accrued for full-time employees only. Part-time employees see section Leave Benefits for Part-time Employees. Vacation will be planned in September, if possible, and put on the church calendar for the following year. Vacations should not be scheduled during major church emphases, if possible. Amount of vacation is based upon length of service. Since professional career ministers generally serve several congregations during their working years, length of service will be that period of time since first employed as a full-time minister. The pastor and full-time ministerial employees will accumulate vacation leave according to the following schedule:
Length of Service Vacation Annual Accumulation
Up to 2 years ½ day per month
2 years, but less than 10 years 2 weeks
10 years, but less than 15 years 3 weeks
15 years and more 4 weeks
Up to 30 days of vacation may be accumulated. An employee’s anniversary date will be used as the day to “use or lose vacation days.”
Vacation should be scheduled to insure that the pastor and ministerial employees would not be away from the church for more than two (2) consecutive Sundays. Should the pastor and the Personnel Ministry Team request ministerial employees to return to the church while on vacation, the church will be financially responsible for travel arrangements made by these employees with the approval of the pastor and the Personnel Ministry Team. Ministerial employees will coordinate their vacation with the pastor so as to minimize the time when there is no staff on the church field.
The church’s pastor and full-time ministerial employees shall receive seven (7) paid holidays per calendar year. The holidays are:
New Years Day Easter Memorial Day
Independence Day Labor Day Thanksgiving Day Christmas Day
The actual day for observing these holidays will be planned and posted on the church calendar before January 1 each year so that employees can make family plans as desired. If a holiday falls on a Friday, Saturday or Sunday, the following Monday will be observed as the holiday.
Sick leave will be accrued for full-time employees only. Part-time employees see section Leave Benefits for Part-time Employees. Eligible employees may not accumulate more than 45 days of sick leave.
Length of Service Sick time per Year (no accumulation)
Less than 6 months none
More than 6 months 1 day per month accrued at the beginning of the month
A doctor’s certificate may be required by the Personnel Ministry Team. Sick leave may be used for personal or immediate family illness, doctors’ appointments or pregnancy. If any employee has a medical condition requiring hospitalization or surgery, a medical release from the physician will be required before the employee may return to work.
The church recognizes the need for employees to be absent from work for the death of family members. Therefore, the church policy regarding payment of salary during these absences will be:
Employees may be permitted to be absent for up to three (3) full days with pay in the event of death in the immediate family. Immediate family means mother, father, brother, sister, son, daughter, grandparent, step-parent, step-child, legally adopted child, spouse, mother-in-law, father-in-law, sister-in-law or brother-in-law.
LEAVE BENEFITS FOR PART-TIME EMPLOYEES
Part-time ministerial employees and part-time support employees shall receive paid holidays consistent with those for full-time staff (but based on their part-time hours). They shall accrue personal leave based on the following schedule:
Length of Service with Stuarts Draft Baptist Church Leave Accumulation
Up to two years ½ day per month
2 years, but less than 10 years 2 weeks annually
10 years, but less than 15 years 3 weeks annually
15 years 4 weeks annually
After two years of employment personal days will be given on their anniversary date. Part-time employees may carry over up to 5 personal days from the previous year. A maximum of four days may be used on a Sunday.
BUSINESS TRAVEL EXPENSES
Travel reimbursement will be allotted within the annual church budget. Travel that exceeds budget allocations requires prior approval from Church Council.
When budgeted, the actual costs of travel, meals, lodging, and other expenses directly related to accomplishing business travel objectives will be reimbursed by Stuarts Draft Baptist Church. Employees are expected to limit expenses to reasonable amounts. Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including termination of employment.
Employees who are involved in an accident while traveling on business must promptly report the incident to the pastor or the Personnel Ministry Team. Vehicles owned, leased, or rented by Stuarts Draft Baptist Church may not be used for personal use.
When travel is completed, employees must complete a Travel Expense Form within 60 days. Mileage and receipts for all individual expenses must accompany the form.
REVIVAL AND/OR CONFERENCE TIME
Revival and/or conference time off with pay is available to pastor and ministerial employees.
The pastor may conduct revivals or attend conferences for two one-week periods each year. Other ministerial staff may conduct revivals or attend conferences for a one-week period each year.
Time spent away from the church on youth retreats, mission trips, church sponsored trips and similar activities are not to be considered vacation or conference time.
STATEMENT OF EMPLOYEE CONDUCT AND APPEARANCE
Each employee shall be Christ-like in behavior and appearance following the standards set forth in the Bible.
The protection of confidential information is vital to the ministry of Stuarts Draft Baptist Church. Such confidential information includes, but is not limited to, the following examples:
Any employee who improperly uses or discloses confidential information will be subject to disciplinary action, up to and including termination of employment, even if he or she does not actually benefit from the disclosed information.
ACCESS TO PERSONNEL FILES
Stuarts Draft Baptist Church maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records.
Personnel files are the property of Stuarts Draft Baptist Church, and access to the information they contain is restricted. Generally, only the pastor and the Personnel Ministry Team of Stuarts Draft Baptist Church who have a legitimate reason to review information in a file are allowed to view the personnel files.
Employees who wish to review their own file should contact the Pastor. With reasonable advance notice, employees may review their own personnel files in Stuarts Draft Baptist Church's offices and in the presence of the pastor or a member of the Personnel Ministry Team.
Any unsafe condition must be immediately reported to the Building and Grounds Ministry Team and the Pastor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the pastor. Timely filing of reports is necessary to comply with laws and initiate insurance and workers' compensation benefits procedures.
USE OF PHONE AND MAIL SYSTEMS
Personal use of telephones for long-distance and toll calls is not permitted. Employees should practice discretion in using church telephones when making local personal calls and may be required to reimburse Stuarts Draft Baptist Church for any charges resulting from their personal use of the telephone. Discretion should also be used when sending and receiving personal e-mails, and the use of the church copier and/or fax machine.
The use of Stuarts Draft Baptist Church paid postage for personal correspondence is not permitted.
Smoking is prohibited throughout the workplace. This policy applies equally to all employees, members, and visitors.
USE OF EQUIPMENT AND VEHICLES
When using property, employees are expected to follow all operating instructions, safety standards, and guidelines.
Mark accordingly and notify the Building and Grounds Ministry Team if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. The Building and Grounds Ministry Team can answer any questions about an employee's responsibility for maintenance and care of equipment or vehicles used on the job.
Failure to report the above noted concerns and the improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, can result in disciplinary action, up to and including termination of employment.
SEXUAL AND OTHER UNLAWFUL HARASSMENT
Stuarts Draft Baptist Church is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual's sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. As an example, sexual harassment (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.
Any employee who wants to report an incident of sexual or other unlawful harassment should promptly report the matter to the Personnel Team. If the Personnel Team is unavailable or the employee believes it would be inappropriate to contact that team, the employee should immediately contact the Pastor. Employees can raise concerns and make reports without fear of reprisal.
Any member of the Personnel Ministry Team who becomes aware of possible sexual or other unlawful harassment should promptly advise the pastor who will handle the matter in a timely and confidential manner.
Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.
RETURN OF PROPERTY
Employees are responsible for all property, materials, or written information issued to them or in their possession or control. Employees must return all Stuarts Draft Baptist Church property immediately upon request or upon termination of employment.
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:
RESIGNATION - voluntary employment termination initiated by an employee.
DISCHARGE - involuntary employment termination initiated by the organization.
LAYOFF - involuntary employment termination initiated by the organization for non-disciplinary reasons.
RETIREMENT - voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization.
Since employment with Stuarts Draft Baptist Church is based on mutual consent, both the employee and Stuarts Draft Baptist Church have the right to terminate employment at will, with or without cause, at any time. Employee benefits will be affected by employment termination in the following manner. All accrued, vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee's expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.
Resignation is a voluntary act initiated by the employee to terminate employment with Stuarts Draft Baptist Church. Although advance notice is not required, Stuarts Draft Baptist Church requests at least two weeks written resignation notice from all employees.
Prior to an employee's departure, an exit interview will be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits.
Stuarts Draft Baptist Church wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Stuarts Draft Baptist Church prohibits the possession, transfer, sale, or use of such materials on its premises. Stuarts Draft Baptist Church requires the cooperation of all employees in administering this policy.
Desks, lockers, and other storage devices may be provided for the convenience of employees but remains the sole property of Stuarts Draft Baptist Church. Accordingly, any agent or representative of Stuarts Draft Baptist Church can inspect them, as well as any articles found within them, at any time, either with or without prior notice.
In an effort to assure a productive and harmonious work environment, persons not employed by Stuarts Draft Baptist Church may not solicit or distribute literature in the workplace at any time for any purpose.
Stuarts Draft Baptist Church recognizes that employees may have interests in events and organizations outside the workplace. However, employees may not solicit or distribute literature concerning these activities during working time. (Working time does not include lunch periods, work breaks, or any other periods in which employees are not on duty.)
In addition, the posting of written solicitations on church bulletin boards is restricted. These bulletin boards display important information, and employees should consult them frequently for:
Workers' compensation insurance information
State disability insurance/unemployment insurance information
Stuarts Draft Baptist Church is committed to providing a safe, efficient, and productive work environment for all employees. Using or being under the influence of drugs or alcohol on the job may pose serious safety and health risks. To help ensure a safe and healthful working environment, job applicants and employees may be asked to provide samples (such as urine and/or blood) to determine the illicit or illegal use of drugs and alcohol. Refusal to submit to drug testing shall result in disciplinary action, up to and including termination of employment.
Stuarts Draft Baptist Church
Policies and Procedures Manual
I, __________________________, acknowledge that I have been given a copy of the Policies and Procedures Manual for Stuarts Draft Baptist Church. I recognize that it is my responsibility to acquaint myself with the information contained in this manual. I understand that if there is any information contained in this manual that I do not understand, I have the right to go to the pastor or the Personnel Ministry Team for an explanation.
I understand that this manual is to provide valuable information regarding policy and practice. It is not an employee contract nor is it an invitation to employment. It does not create any employee rights or benefits. Nothing contained in this manual shall limit or otherwise restrict the option of Stuarts Draft Baptist Church to terminate the employment relationship.