COMMUNITY CHURCH AT ANTHEM PERSONNEL POLICY TABLE OF CONTENTS Purpose Statement Definitions Exempt Employees (Pastoral) Exempt Employees

Transcription

1 COMMUNITY CHURCH AT ANTHEM PERSONNEL POLICY TABLE OF CONTENTS Purpose Statement Definitions Exempt Employees (Pastoral) Exempt Employees (Non-Pastoral) Non-Exempt Employees Full-Time Employees Part-Time Employees Administrative Council Benefits Sick Leave Vacation Holidays Jury Duty Maternity Leave Administrative/Personal Leave Funeral Leave Military Leave Insurance Medical Leave Disability Workman's Compensation Retirement Self-Improvement Convention & Association Meetings Guest Preaching Continuing Education Formal Education Church-Related Expenses Reimbursements Moving Expenses Other Personnel Policies Work Schedule Overtime Absences Administrative/Personal Leave Payday Telephone Calls Drug Testing Harassment Dress Code Resignation/Termination of Employees 1

2 COMMUNITY CHURCH AT ANTHEM PERSONNEL GUIDELINES Purpose Statement The below represents personnel guidelines suggested by the personnel committee. This is not a personnel manual; not intended to be part of any employment contract, express or implied; that no part of this recommended guideline is to be construed as an offer, or inducement of any kind, for employment or continued employment of any employee; that these are recommendations only, and may be implemented or not depending on the discretion of those persons or committees so authorized. It is understood that this is an at-will employment state, and nothing in this document should be construed in such a way as to indicate a contrary intent. The church may enter into separate written personnel contracts, to the extent that any such contract is consistent with these recommendations, the contract shall take precedence. All employees or potential employees should be made aware that this is not a secular employer, and that hiring or retention decisions may be based in part upon consideration of the employee s religious practices and/or beliefs. This document is not intended to replace the Constitution and By-Laws of Community Church At Anthem. If cases arise where the recommended guidelines are in conflict with the Constitution and By-Laws, the Constitution and By-Laws shall prevail. Definitions Exempt Employees (Pastoral): Ordained ministers who perform work of a professional, administrative, or executive nature and are paid a salary, which is not based on an hourly rate. Exempt Employees (Non-Pastoral): Non-ministerial employees who perform work of a professional, administrative, or executive nature and are paid a salary, which is not based on an hourly rate. Non-Exempt Employees: Employees that are paid on an hourly basis. Full-Time Employees: Non exempt Employees regularly scheduled to work 40 hours per week or more shall be considered full-time employees. Part-Time Employees: Employees who are regularly scheduled to work less than 40 hours per week shall be considered part-time employees. Administrative Council: The Administrative Council will serve on a voluntary basis in conjunction with the Pastors of the church and is to administer all affairs pertaining to Facilities, Stewardship and Budget Preparation/Implementation, Personnel, and Missions. 2

3 Benefits Such benefits as may be allowed will begin on the date of hiring. Part-time employees must be regularly scheduled to work at least 30 hours per week to qualify for benefits. Sick Leave Employees are eligible for paid sick leave in the event of illness or injury. Sick leave is accrued at a rate of one (1) day per month up to a maximum of twelve (12) days per year. Unused sick leave may be carried over from year to year up to a maximum accrual of thirty (30) days. Unused sick leave is not payable upon termination. Sick leave benefits are accrued beginning the first full calendar month following date of employment. Sick leave pay will be eight (8) hours per day for full-time employees, and four (4) hours per day for part-time employees. The Lead Pastor or a direct supervisor shall retain the authority to approve the use of sick leave (not to exceed the employee s accrued balance) for unusual circumstances such as illness of a family member or other situations that may arise. Vacation Exempt Employees: During the first four years, employees will get two weeks vacation time per year. Vacation days to be pro rated during first year. *Employees five years through nine years will get three weeks paid vacation per year. *Employees ten years or more will get four weeks paid vacation per year. *All vacations must have prior approval from the Lead Pastor. (Pastors who have been in full-time ministerial service immediately prior to employment at CC@A may be given paid vacation in excess of the above if it is so agreed.) Full time Non-Exempt Employees: During the first four years, employees will accrue two weeks paid vacation time per year. Vacation cannot be taken until the employee has been employed by CC@A for six (6) consecutive months. *Employed five years through nine years will get three weeks paid vacation time per year. *Employed ten years or more will get four weeks paid vacation time per year. Employees who are granted paid or unpaid leave of absence will not accrue vacation benefits for the period they are absent from work on approved leave. Employees who terminate their employment with CC@A prior to taking all unused vacation, for which they are eligible, will receive pay for such unused vacation. Vacation pay will be based on the pay rate the employee is receiving at the time vacation is taken. Vacation may not accrue from year to year. The employee s immediate supervisor must approve all vacation schedules. 3

4 Holidays Employees will receive twelve (12) paid holidays each year. They are as follows: New Years Day Good Friday* Memorial Day July 4th Labor Day Columbus, Nevada or Veterans Day (employee s choice) Thanksgiving (2 Days) (Actual day and day after) Christmas (2 Days) Floating holidays (2 days-employee s choice) * Employees may take the Monday after Easter Sunday if preparation for Easter services prevents them from observing Good Friday. Holidays falling on Sunday will be observed the following Monday. Holidays falling on Saturday will be observed the previous Friday. If any holidays fall within a paid vacation period, the holiday will not be counted as a day of vacation. If any holiday falls on a day off, it may be taken on a regular workday immediately prior to or immediately following the holiday. Holiday pay will be based on the pay rate of the employee when the holiday occurs. Non Exempt Full-time employees will be paid eight (8) hours pay for a holiday, part-time employees will be paid four (4) hours. Jury Duty The employee will be granted time off and paid their normal salary for jury duty. Documentation to support their attendance for jury duty must be provided to CC@A in order for employee to be paid. Employees who are excused from jury duty before the end of their normal workday must contact their immediate supervisor concerning their return to work. Maternity Leave Maternity leave requests will be evaluated in accordance with all applicable federal and state laws. Twelve weeks of maternity leave will be granted, if requested. Any applicable sick leave may be used during this time, however, if the employee is not eligible for sick leave or the sick leave benefits are exhausted, the employee will take the remainder of the requested leave as unpaid personal leave. Funeral Leave Employees may take time off with sick pay due to the death of an immediate family member. If the funeral is held out of state, the employee will be provided with five (5) days off. If the funeral is in-state, the employee shall be provided with three (3) days off. For purposes of this policy, the immediate family includes spouse, father, mother, son, daughter, sister, brother, grandparents, grandparents-in-law, grandchildren, mother-inlaw, father-in-law, sister-in-law, brother-in-law, son-in-law, or daughter-in-law. Military leave Employees who are members of the National Guard or Reserves qualify for military leave. The employee must notify their immediate supervisor immediately upon receiving orders for military service. A copy of the orders must also be submitted in order for the leave to be approved. Military leave is not paid leave. 4

5 Insurance Medical/Dental/Life may provide health and dental benefits for full time (40+ hours) employees and their families in addition to their compensation package. Said benefits to terminate at time employment terminates, with option for employee to continue at own expense to the extent such is required by law and allowed by contract of insurer. Disability does not provide disability insurance. Retirement Exempt Employees (Pastoral): An amount equal to ten percent (10%) of the salary/housing package will be paid to the Annuity Fund of the pastor s choice. Exempt Employees (Pastoral) may allocate additional monies to Annuity Funds through a salary reduction agreement, subject to legal limits. This is part of, not in addition to, the existing pastoral compensation packages. Exempt Employees (Non-Pastoral), Non-Exempt Employees: Retirement benefits are not available to exempt employees (non-pastoral) and non-exempt employees. Exempt Employees (Non-Pastoral) and Non-Exempt Employees may allocate a portion of their salary to the Annuity Board's retirement plan after six months' employment through a salary reduction agreement.. Merit Increases - All merit increases will be associated with completed annual performance evaluations. Exempt Employees: Merit Increases will be dependent upon the employee s job performance for the previous year. The Lead Pastor and Personnel Committee will review and recommend merit increases for exempt employees to the Finance Committee and Administrative Council. The Personnel Committee as part of the annual budget process shall recommend the Lead Pastor s merit increase. Non-Exempt Employees: Merit Increases dependent upon the employee s job performance for the previous year will be recommended to the Personnel Committee and Administrative Council by the employee s immediate supervisor. Self-Improvement Convention & Association Meetings Exempt employees (Pastoral) are authorized to be absent from their regular duties with pay to attend the state and national conventions, association meetings, and sponsored activities that will contribute to the CC@A programs. Scheduling and reasonable participation is to be determined by the Lead Pastor. Conference/Revival Leadership After one (1) year of service, Exempt Employees (Pastoral) will be allowed up to two (2) weeks per year to lead conferences, seminars, revivals or the like at the discretion of the Lead Pastor. 5

6 Guest Preaching Exempt Employees (Pastoral) are authorized to be absent from their regular duties with pay for occasional assignments at other churches. Such absences should be scheduled so as not to unduly hinder the normal activities of and must be approved by and are at the discretion of the Lead Pastor. Continuing Education Employees may be authorized to be absent from their regular duties with pay for training opportunities that further their education in their specific areas of ministry, e.g., Glorieta, Music California, leadership seminars. The Lead Pastor or the immediate supervisor must approve absences in advance. Education Cost Reimbursement Following one (1) year of employment at Exempt Employees (Pastoral) will be eligible for education cost reimbursements, which relate directly to the employee s job responsibilities. Those benefits can include reimbursement for costs incurred for registration, tuition, and books up to the amount agreed upon by the employee, Lead Pastor and the Administrative Council. Class attendance, travel time, research and study must not interfere with the ongoing ministry of the employee. Church Related Expenses Reimbursements Reimbursements for pre-approved church-related expenses incurred by exempt employees and non-exempt employees (assuming prior approval by supervisor) will be promptly provided. Mileage reimbursements for church use of an employee's personal vehicle shall be at the rate determined by the Internal Revenue Service annually. Moving Expenses Reasonable and necessary moving expenses for Exempt Employees (Pastoral) shall be paid by CC@A with the approval of the Administrative Council and Lead Pastor. These costs will be reimbursed by employee if employment is less than one year. Other Personnel Policies Work Schedule Normal office hours of CC@A non-exempt employees are between 8:00 a.m. and 4:30 p.m., Monday through Thursday. Employee s work schedule will be designated according to the employee s immediate supervisor and may include five (5) eight-hour days or four (4) ten-hour days. Employees are entitled to breaks in accordance with Federal labor laws. Overtime Exempt Employees: Exempt employees who are required to work exceptional amount of overtime may be granted reasonable compensatory time off with pay. This is to be determined by Lead Pastor. 6

7 Non-Exempt Employees: Non-exempt employees shall be compensated at 1.5 times the base rate of pay for all hours worked over 40 hours in any one work week. The employee s immediate supervisor must approve all compensated overtime prior to the hours being worked. Absences During the times it is necessary to be absent, you must call your immediate supervisor or the church office no later than 9:00 a.m. on the first day of the absence. Administrative/Personal Leave (Non Medical) (6) ADD On occasion, it may be necessary for an employee to be absent from work for an extended period of time due to family or other personal reasons. Leave of absence for limited periods of time will be permitted, depending upon the reasons and circumstances that prompt such a request. These periods of absences shall be without pay. Employees of CC@A who need a leave of absence must present a written request to their supervisor who will, in turn, review the circumstance with the Lead Pastor and/or Personnel Committee. The written request must contain the anticipated length of the absence with dates and circumstances that prompt such a request. Length of the leave will be no more than four months. Leave of absences are reserved for those CC@A employees that have completed one full year of service and have worked a minimum of 1250 hours in a twelve month period preceding the leave. Payday All employees receive their pay on the fifteenth and thirtieth day of every month. If the fifteenth or thirtieth falls on a Saturday or Sunday, the employee is paid the previous Friday. Telephone Calls Employees are permitted to use the church telephone for personal calls during working hours; however, such calls must be kept to a minimum and of short duration. All long distance calls charged to the church must be for church business and a record of such calls must be kept and reported to the Administrative Pastor for monthly review. Drug Testing A requirement of employment at CC@A is that an employee be free from drug dependency, illegal drug use, drug abuse, controlled substance use, or alcohol dependency or abuse, and may be required to undergo testing at any time. 7

8 Harassment All persons should be treated with Christian love, respect, and ethical standards based on Biblical revelation. Any form of harassment will not be tolerated and is subject to immediate termination. Dress Code Personal appearance during office hours and during ministry events that are related to employment should always be professional. Professional attire should be considered business casual at a minimum, and would not include unnecessarily revealing outfits. In cases where an employee is unsure whether an outfit meets this policy, erring on the side of discretion should be the rule. Resignation/Termination of Employees The CC@A Constitution and By-laws shall govern Resignation/Termination of Pastoral employees. Employee Protection (Whistleblower) Policy All employees are required to read and sign CC@A s whistleblower policy. Conflict of Interest Policy All employees are required to read and sign CC@A s conflict of interest policy. Unemployment benefits CC@A is exempt from paying state unemployment tax. As an exempt entity, former employees of CC@A are not eligible to receive state unemployment benefits. All employees are required to read and sign CC@A s recognition of no unemployment letter. Updated