Ridglea Presbyterian Church Employee Policy Handbook

Transcription

1 Ridglea Presbyterian Church Employee Policy Handbook Approved by Session at meeting on 3/19/2015 1

2 RPC Philosophy As God s chosen ones... put on compassion, kindness, lowliness, meekness, and patience, forbearing one another and... forgiving each other, as the Lord has forgiven you..., and above all these put on Love, which binds everything together in perfect harmony. And let the peace of Christ rule in your hearts, to which you were called in the one body.... Let the word of Christ dwell in you richly, as you teach and admonish one another in all wisdom.... And whatever you do, in word or deed, do everything in the name of the Lord Jesus, giving thanks to God the Father through him. Colossians 3: Love one another.... By this all men will know you are my disciples, if you have love for one another. John 13:34, 35 2

3 Employment Laws and Guidelines Laws and courts exempt churches from the provisions of employment laws only where the exemption is necessary in connection with the church s ecclesiastical function. Equal Employment Opportunity RPC will recruit, hire, call, train, and promote all persons in all job classifications without regard to race;creed;color;national origin;gender;age;marital status;religious affiliation (except when after careful study religious affiliation is determined to be a bona fide occupational qualification);or physical, mental or medical disability (including non sighted) unrelated to the ability to engage in job related activities. Texas Employment at Will The policies and procedures set forth in this manual are not a binding contract and are not all inclusive, but offer a set of guidelines for implementation of these policies and procedures. This manual is not a contract guaranteeing employment for any specific duration. While we hope that employment relationships will be long term, either the employee or RPC may terminate this relationship at any time for any circumstance, for any reason or no reason, with or without cause or notice unless otherwise specified in a written employment contract or in accordance with the Presbyterian Church (U.S.A.) Book of Order. Federal Old Age and Survivors Benefits Act (Social Security) RPC must pay the FICA tax to Social Security, including non exempt and temporary staff on its payroll, and it will be withheld from the wages. However, RPC will not pay FICA taxes for ministers who are classified as self employed under Social Security law. They pay their own self employed Social Security tax. Social Security premiums will be paid to the U. S. Government for each exempt and non exempt employee, according to the prevailing Social Security law. Family Medical Leave Act FMLA does not apply to RPC, as this law applies to companies with 50 or more employees. Workers Compensation Insurance All employees shall be covered by the Workers Compensation Law of Texas. Although Texas law does not require workers' compensation, RPC has Workers Compensation Insurance. Unemployment Insurance Church employees are not covered by Texas s Unemployment Insurance and RPC does not provide unemployment insurance. 3

4 Harassment General Harassment Policy To promote equal employment opportunity for all employees, RPC strives to maintain an atmosphere of mutual respect and understanding in the workplace. Toward that end, RPC considers the use of demeaning, belittling, humiliating, insulting, or other forms of disrespectful language toward or about you or others to be unacceptable. One or more of the following tests may be useful in determining whether particular terms are unacceptable under this policy: 1. Whether you would feel discriminated against or insulted if someone else who is different from you were to use that term when referring to you or speaking to you about someone else; 2. Whether referring to yourself or another person in such a way would tend to segregate yourself or others on a minority basis; 3. Whether such terminology tends to perpetuate racial, ethnic, gender, or other minority stereotypes;and 4. Whether such terms would make an ordinary person feel belittled, needled, or picked on. While the context of such statements can be important in judging whether the statements violate this policy, in general, RPC will consider any such language unacceptable and will follow up on any complaints it receives. The following examples illustrate what is unacceptable under this policy (this list is not exhaustive and is only a general guide): Slurs and other disrespectful terms relating to a person's race, color, religion, age, national origin, citizenship status, gender, sexual orientation, genetic information, or disability Excessive or habitual use of terms relating to a person's characteristics, if a reasonable person would feel excluded, belittled, or singled out for unwanted attention through such language Referring to people in terms of their assumed nationalities Words relating to gender stereotypes Profane or obscene references to yourself or others It is no excuse that you apply an unacceptable term to yourself. Such terms inevitably disturb others, even if they do not say so out loud. Further, they perpetuate unfavorable stereotypes and contribute toward a hostile work environment. While we are all different, and appreciate everything that makes us unique individuals, there is no need to dwell upon those differences to the point where we become preoccupied with ourselves and what separates us from one another. We are all employees here, we are team members, and we are united in working to give our RPC congregation members, guests, and staff the best possible value and experience with our church. In sum, using unacceptable language in the workplace calls into question the speaker's maturity, judgment, and suitability as a team member. Such language will not be tolerated. Any employee who believes that he or she has been harassed or who has witnessed such behavior should report the situation to one of the following persons: Pastor/Head of Staff of RPC, or the Chairman of the RPC Personnel Committee. 4

5 When RPC receives a complaint of harassment, it will take all necessary steps to ensure that the matter is promptly investigated and addressed. If the investigation shows that harassment has occurred, disciplinary action, as appropriate, will be taken. Such action may include termination of employment. Sexual Harassment Policy Sexual harassment is unlawful and prohibited by RPC. Sexual harassment is a form of sex discrimination and means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where: Submission to such conduct is made either explicitly or implicitly a term or condition of an individual s employment or training; or s ubmission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or s uch conduct has the purpose or effect of significantly interfering with an individual s work performance or creating a hostile or offensive work environment. Examples of sexual harassment include, but are not limited to, the following when such behavior or acts come within one of the definitions above: Either explicitly or implicitly conditioning any term of employment (e.g., continued employment, wages, evaluation, advancement, assigned duties or shifts) on the provision of sexual favors. Touching or grabbing a sexual part of a person s body. Touching or grabbing any part of a person s body after that person has indicated, or it is known, that such physical contact was unwelcome. Continuing to ask a person to socialize when that person has indicated s/he is not interested. Displaying or transmitting sexually suggestive pictures, text, objects, cartoons, or posters. Continuing to write sexually suggestive notes or letters if it is known or should be known that the person does not welcome such behavior. Referring to or calling a person a sexualized name if it is known or should be known that the person does not welcome such behavior. Telling sexual jokes or using sexually vulgar or explicit language in the presence of a person if it is known or should be known that the person does not welcome such behavior. Retaliation of any kind for having filed or supported a complaint of sexual harassment (e.g., ostracizing the person, pressuring the person to drop or not support the complaint, adversely altering that person s duties or work, etc.). Derogatory or provoking remarks about or relating to a person s sex. Harassing acts or behavior directed against a person on the basis of his/her sex. It is also unlawful to retaliate against a person for filing a complaint of sexual harassment or for cooperating in an investigation of sexual harassment. Any employee who believes that he or she has been sexually harassed or who has witnessed such behavior should report the situation to one of the following persons: Pastor/Head of Staff of RPC, or Chairman of the RPC Personnel Committee. 5

6 When RPC receives a complaint of sexual harassment, it will take all necessary steps to ensure that the matter is promptly investigated and addressed. If the investigation shows that sexual harassment has occurred, disciplinary action, as appropriate, will be taken. Such action may include termination of employment. Classifications Definitions Employment Pastor : Applies only to Ministers of the Word and Sacrament ordained by or received into the Presbyterian Church (U.S.A.). Full time : Employees are classified as full time for benefit determination purposes when they are scheduled to work at least an average of 30 hours per week and are not classified as temporary. Part time : Employees are classified as part time when they work an average of less than 30 hours per week. These part time employees may be eligible for certain benefits. Temporary : Applies to employees employed for a specified period of time not to exceed one year, whose term of service automatically expires at the end of that period unless terminated earlier because of resignation, retirement, or termination by either the employee or employer. Hours of work for these employees will be outlined in their individual employment agreements. Individuals with this classification are not eligible for enrollment in the Benefits Plan. Fee for Service : Applies to independent contractors who are paid a set fee for a particular job or project, which may be a one time assignment or may be a recurring assignment, but not daily or weekly. Office Hours 9:00 a.m. to 3:30 p.m., Monday through Thursday and9:00 a.m. to 1:30 p.m., Friday. Closed on scheduled holidays (and Mondays when holidays occur on Sunday). Employees will be expected to work on Sundays (including holidays) if that is part of their job `description. 6

7 General Employment/Hiring Practices Physical Examinations Employees may be subject to a general physical examination given by a physician selected by RPC, and at RPC s expense. This is to safeguard the health of present employees and to determine whether the employees are physically able to meet the requirements of the job. Checking of Applicants RPC will check applicants personal references. Background checks will also be performed. Church Owned Information, Property, and Access All RPC information and/or property owned and/or assigned to an employee should be considered information owned and under the control of RPC. An employee attempting to destroy, redirect, and/or use church owned information or property for personal purposes will be subject to disciplinary action by the Pastor/Head of Staff, Personnel Committee, or Session. The following is a partial list: accounts all s received at ridgleapres.org should remain on the server and not removed, deleted, or redirected to a personal . Folders may be added to manage the inbox. All s must remain on the server. Security code building each employee, if appropriate, will be given a unique security code. This security code should not be used by any other person or group. Internet access at RPC may be via an unsecure and/or secure internet connection;due to the impact on internet speed, the secured network must be reserved for RPC business only. Web site updates on the RPC web site is the sole property of RPC and should be used for communication to the members (secured) and internet. All information on the web site requires approval from the Pastor/Head of Staff, the staff member responsible for that information, the Session, or the Committee responsible for that information. RPC Voice Mail, RPC Facebook page, etc. Alcohol and Drug Use The Church is dedicated to providing a safe, healthy, and productive working environment free from the use, possession, dispensation, distribution, or manufacture of illegal drugs, or the improper use of legal drugs, alcohol, or illegal inhalants. The Church requires employees to perform their job duties unimpaired by prohibited substances. Any employee who is found to use, possess, dispense, distribute, or manufacture any illegal drug or illegal inhalants while performing Church related job duties or while operating any Church owned or leased equipment will be subject to disciplinary action, up to and including immediate termination. Improper use of legal drugs refers to the use of prescription medication not prescribed for current personal treatment by a licensed medical professional, or the use of prescription or non prescription medication to an extent or in a manner that impairs the performance of an employee s job duties. Any employee undergoing prescribed medical treatment with any substance that might adversely 7

8 affect the employee s job performance and/or endanger the safety of others should report this treatment to the Pastor/Head of Staff. An employee who is found to be consuming alcohol while at the workplace or to be under the influence of alcohol or improperly using legal drugs while at the workplace, or while using any Church owned or leased equipment, will be subject to disciplinary action, up to and including immediate termination. RPC reserves the right to require an alcohol or random drug test, in the event of a work related accident or if the employee s job performance or behavior warrants such reasonable suspicion. Employees are expected to cooperate and consent to a drug test when requested as a condition of continued employment with the Church. Refusal to consent to a drug test is cause for immediate termination of employment. The cost of all drug tests will be paid for by the Church. Benefits Employees will receive an annual Compensation Worksheet from the Session which will identify specific benefit eligibility. During the first year of employment, employees benefits will accrue on a pro rata basis. Thereafter, all benefits will accrue in January of each year. Vacation Unless otherwise negotiated, Employees will receive the following vacation benefit each year: All pastors Other Full time employees 4 weeks (as set by Grace Presbytery) 4 weeks (20 work days) Part time employees Independent Contractors/Fee for Service 2 weeks time equivalent to their regularly scheduled work week no vacation benefit Vacations may be scheduled at any time, subject to the needs of the Church and approval by the Pastor/Head of Staff or Chairman of the Personnel Committee, but vacations should not be scheduled during the week immediately before Christmas Day or Easter Day since those are particularly busy times in the activities of the Church. Vacation need not be taken in a continuous period. A maximum of one week s vacation time can be carried over to the next year. Up to one week of earned but unused vacation time can be carried 8

9 forward into the next vacation accrual year, but such accumulated time will be forfeited if not taken during the next year. Payments for unused, accrued vacation time will be made at termination. Holidays The following paid holidays are observed: 1. New Year s Day 2. Monday after Easter 3. Memorial Day 4. Fourth of July 5. Labor Day 6. Thanksgiving Day and the day following 7. Christmas Day and the day following If a particular holiday falls on Sunday, the Church offices will be closed on the following Monday. If a particular holiday falls on Saturday, the offices will be closed on either Friday or Monday, as determined by the Session, Personnel Committee, or Pastor/Head of Staff. When the holiday falls during the vacation time of an employee, an additional vacation day may be taken. When the Church program necessitates, work assignments during holidays will be made by the Pastor/Head of Staff. Absences Any absence, planned or emergency, should be reported to the Pastor/Head of Staff as soon as possible. Any work related injury or illness must be reported immediately to the Pastor/Head of Staff or, in his absence, other supervisory personnel. Requests for time off for personal events, legal matters, or civic duties must be cleared and approved by either the Pastor/Head of Staff or the Chairman of the Personnel Committee. Personal errands and routine/emergency appointments during Church working hours should be kept to a minimum. Absences for workshops, conferences, and seminars are subject to approval of the Pastor/Head of Staff or the Chairman of the Personnel Committee. Death in immediate family (parents, spouse s parents, spouse, children, brother, sister): employee will be paid for the absence not to exceed one week, with approval of Pastor/Head of Staff. Additional time may be approved by the Pastor/Head of Staff or by the Chairman of the Personnel Committee. Death of relative other than immediate family: Employee will be paid for the day of burial, plus two days travel time, if necessary, subject to approval by the Pastor/Head of Staff or by the Chairman of the Personnel Committee. 9

10 Absence for jury or witness duty is allowed as required by applicable law, but Employee will be paid only up to 10 work days for absences required by jury or witness duty. All other leaves of absence (except vacation and personal sick leave) will be considered leaves without pay, except as otherwise authorized by the Personnel Committee or required by law. All requests for leave are to be submitted in writing through immediate supervisor to the Chairman of the Personnel Committee. Sick Leave Sick leave ensures the continuation of pay for approved time away from work during periods of illness, either of qualified church employees, or of an employee s parents, spouse, or children. Pastors shall receive full salary until disability insurance begins, but no longer than 90 days. Other employees (excluding independent contractors/fee for service) shall accrue: one day of sick leave for each month of service up to a maximum total of 45 days unused sick leave at full pay. one additional day of sick leave after the 45 days at full pay are accrued, for each month of service to a maximum of 45 additional days at half pay. Regardless of whether an employee has unused accrued sick leave, sick leave pay shall discontinue upon the initiation of payments under any applicable disability insurance policy. Sick leave pay for Part time employees will be limited to their part time work schedules. Fee for Service Employees will receive no sick leave. No payment will be made for unused, accrued sick leave at termination regardless of reason for termination. Pension & Welfare Benefits Full time employees may also be eligible for certain pension and/or welfare benefits, in accordance with the applicable policies of the Presbyterian Church (U.S.A.) and Grace Presbytery, Inc. Eligibility and participation criteria for such benefits are set forth in the applicable benefit plan document(s), and in the information shown at as the plan documents and the website are revised from time to time. The language of the actual plan document(s) will prevail over the language of the website in the event of any inconsistency between the two. Cell Phone Reimbursement The Pastor/Head of Staff and other full time employees with job descriptions that require them to be available after normal office hours shall be reimbursed for their documented cell phone expenses related to their church related activities, up to a maximum of $50.00 per month. 10

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12 Employee Policy Handbook Acknowledgement I have received a copy of this RPC Employee Policy Handbook (version ), and I acknowledge that I have read, understand, and agree to follow the policies within this RPC Employee Policy Handbook. I understand that this RPC Employee Policy Handbook does not constitute an employee contract and that employment in Texas is at will. Employee s Signature Title Date Employee s Name Printed: RGW /20/