Sample Local Church Policy and Procedures

Personnel Manual or Employment Handbook

WELCOME TO COMPANY

An interesting and challenging experience awaits you as an employee of Company. To answer some of the questions you may have concerning the Company and its policies, we have written this handbook. Please read it thoroughly and retain it for future reference. The policies stated in this handbook are subject to change at the sole discretion of . From time to time, you may receive updated information concerning changes in policy. If you have any questions regarding any policies, please ask your supervisor or a member of our human resources department for assistance.

This handbook is not a contract, express or implied, guaranteeing employment for any specific duration. Although we hope that your employment relationship with us will be long term, either you or may terminate this relationship at any time, for any reason, with or without cause or notice. Please understand that no supervisor, manager, or representative of other than the president, the general counsel, or the vice president of human resources has the authority to enter into any agreement with you for employment for any specified period or to make any promises or commitments contrary to the foregoing. Further, any employment agreement entered into by the president, the general counsel, or the vice president of human resources shall not be enforceable unless it is in writing.

We wish you the best of luck and success in your position and hope that your employment relationship with will be a rewarding experience.

ABOUT OUR COMPANY--THE XYZ STORY

(Sample History)

XYZ was founded in 1975 by Dr. John Doe, a pathologist in Pell City, Alabama. From the time he was a young boy, Dr. Doe dreamed of finding a cure for the world's most deadly diseases. He went to medical school and after he graduated, he received a grant from the Acme Corporation. With the funds from this grant, Dr. Doe started the XYZ Company, a nonprofit research corporation, with a staff of one professional researcher and two volunteers.

Several months later, Dr. Doe hired a staff of fund-raisers, who were able to increase significantly the amount of funds available for XYZ's research. Over the next eleven years, XYZ expanded its research staff to over 500 employees. XYZ also purchased several buildings in Pell City for use as corporate and research headquarters and procured some of the world's most sophisticated research equipment.

With funds from additional grants, XYZ was able to acquire ABC, Inc., a small company headquartered in Eden, Alabama, with facilities also in Montana and Nevada and a total professional staff of 500. The XYZ-ABC Research merger was completed in 1990. Since that date, the newly formed XYZ Company has been continually expanding its research activities and is now conducting research into cures for various types of cancer, multiple sclerosis (MS), and AIDS, among other serious illnesses. In fact, in 1987, XYZ received a grant form the federal government of $50 million to further its efforts to find a cure for MS.

In total, XYZ employs over 5,000 professional and technical workers as well as a highly effective support staff, all devoted to finding cures for the world's most complex and troublesome illnesses.

We proudly welcome you to the XYZ team. We are confident that through your efforts and dedication, XYZ will continue to make advances in finding cures for the most dreaded diseases known to humankind.

I. EQUAL EMPLOYMENT OPPORTUNITY

A. provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, military or veteran status in accordance with applicable federal laws. In addition, complies with applicable state and local laws governing nondiscrimination in employment in every location in which has facilities.

B. expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, national origin, age, disability, military or veteran status, or status in any group protected by state or local law.

C. With respect to sexual harassment, prohibits the following:

1. Unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct of a sexual or otherwise offensive nature.

2. Offensive comments, jokes, innuendos, and other sexually oriented statements.

D. Complaint Procedure

1. Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise.

2. If you experience any job-related harassment based on your sex, race, national origin, disability, or another factor, promptly report the incident to your supervisor or the director of human resources.

E. If determines that an employee is guilty of harassing another individual, appropriate disciplinary action will be taken.

F. prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy.

II. EMPLOYMENT OF RELATIVES

permits the employment of qualified relatives of employees as long as such employment does not create actual or perceived conflicts of interest.

A. Individuals who are related by blood or marriage are permitted to work in the same facility, provided no direct reporting or supervisory/management relationship exists.

B. No relatives are permitted to work in the same department or in any other positions in which believes an inherent conflict of interest may exist.

C. Employees who marry while employed are treated in accordance with these guidelines.

D. This policy applies to all categories of employment at , including regular, temporary, and part-time classifications.

III. ORIENTATION PROGRAM

A. During your first few days of employment, you will participate in an orientation program. During this program, you will receive important information regarding the performance requirements of your position, basic policies, your compensation, and benefits programs, plus other information necessary to acquaint you with your job and . You will also be asked to complete necessary paperwork and present information establishing your identity and your eligibility to work in the United States.

B. Please use this orientation program to familiarize yourself with and our policies and benefits.

IV. JOB POSTING

A. believes in promoting employees from within and has established a job-posting program.

B. To be eligible to apply for a posted position, you must meet the minimum hiring specifications and be an employee in good standing.

C. You are responsible for monitoring job vacancy notices and for completing and filing an in-house application form with the human resources department.

V. PERSONNEL FILES

maintains personnel files on each employee.

B. Notify your supervisor or the human resources department of any changes in your name, telephone number, home address, marital status, number of dependents, beneficiary designations, scholastic achievements, and emergency contacts.

VI. NONDISCRIMINATION AGAINST AND ACCOMMODATION OF INDIVIDUALS WITH DISABILITIES

complies with the Americans with Disabilities Act and provides reasonable accommodation for qualified individuals with disabilities.

VII. CLASSIFICATIONS OF EMPLOYMENT

A. For purposes of salary administration and eligibility for overtime payments and employee benefits, classifies its employees.

B. Full time regular employees: employees hired to work workweek on a regular basis.

C. Part-time regular employees: employees hired to work fewer than per week on a regular basis.

D. Temporary employees: employees engaged to work full time or part time on payroll.

E. Leased workers: workers assigned to work at through a leasing organization.

VIII. WORK HOURS

A. The regular workweek for all full-time employees is forty hours, divided into five days, Monday through Friday.

B. The normal work hours for full-time employees are 8:00 A.M. to 5:00 P.M. with a one-hour unpaid meal period.

C. Daily and weekly work schedules may be changed from time to time at the discretion of .

IX. RECORDING WORK HOURS

A. It is the policy of to comply with applicable laws that require records to be maintained of the hours worked by our employees.

B. Falsification of a time record is a breach of company policy and is grounds for disciplinary action.

X. REGULAR PAY PROCEDURES

A. All employees are normally paid by check on a semi-monthly basis.

XI. OVERTIME PAY PROCEDURES

A. If you are classified as a nonexempt employee, you will receive compensation for approved overtime work as follows:

1. You will be paid one and one-half times your regular hourly rate of pay for all hours worked beyond the fortieth hour in any given workweek.

2. You will be paid one and one-half times your regular hourly rate of pay for all hours worked on Saturdays or Sundays.

XII. SALARY ADMINISTRATION PROGRAMS

A. To attract and retain above-average employees, endeavors to pay salaries competitive with those paid by other employers in our industry.

B. Each position at has been studied and assigned a salary grade.

C. Your salary will be reviewed on an annual basis, and if you are granted a salary increase, it will normally be effective on your anniversary date.

XIII. PERFORMANCE REVIEWS

A. Your performance will be evaluated by your supervisor on an ongoing basis and through periodic written evaluations. endeavors to conduct written performance reviews annually.

B. All written performance reviews will be based on your overall performance in relation to your job responsibilities.

C. Special written performance evaluations may be conducted by your supervisor at any time to advise you of performance or disciplinary problems.

XIV. FAMILY AND MEDICAL LEAVES OF ABSENCE

A. will grant a leave of absence to eligible employees for the care of a child, family member, or the employee's own serious health condition.

B. An employee must have completed at least one full year of service and have worked a minimum of 1,250 hours to be eligible for such leave. In addition, to be eligible for leave, an employee must work at a facility that employs at least fifty employees at that facility or within seventy-five miles.

C. Child/Family Care Leave

1. If the leave is planned in advance, you must provide at least thirty days' notice, using official Leave-of-Absence Request Form.

2. If the leave is unexpected, you should notify your supervisor and the human resources department by filing the Leave-of-Absence Request Form as soon as practicable.

XV. Leave for Employee's Serious Health Condition

A. If you request a leave of absence for your own serious health condition, you will be granted leave under the following conditions:

1. If the leave is planned in advance, you must provide at least thirty days' notice, using official Leave-of-Absence Form.

2. If the leave is unexpected, you should notify your supervisor and the human resources department.

3. Any time that you expect to be absent for more than five consecutive work days, you will be required to submit appropriate medical certification from your physician.

4. All of benefits that operate on an accrual basis will cease to accrue during your leave period.

5. You will be required to use all accrued, unused sick, vacation, and personal days during your leave.

6. All group health benefits will continue during the leave provided you continue regular employee contributions to these plans.

7. During your leave, you may also be required to provide with additional physician's statements on request.

8. Before you will be permitted to return from medical leave, you will be required to present with a note from your physician indicating you are capable of returning to work.

XVI. Leaves for Employees Who Do Not Meet the Minimum Service Requirements

A. Leave requests must be made at least thirty days in advance using official Leave-of-Absence Request Form.

B. The certification requirements and conditions for accrued time off and continuation of group health insurance during leave apply to all leave requests.

C. Leaves will be limited to a thirty-day maximum duration, except leaves for the employee's own serious health condition.

XVII. MILITARY LEAVES OF ABSENCE

Leaves of absence without pay for military or Reserve duty are granted to full-time regular and part-time regular employees.

XVIII. BEREAVEMENT LEAVE

A. You will be granted up to five days off from work with pay in the event of the death of your spouse, child, parent, or sibling.

B. Requests for bereavement leave should be made to your immediate supervisor.

XIX. JURY AND WITNESS DUTY LEAVE

A. If you are a full-time regular employee who is summoned to jury duty, continues your salary during your active period of jury duty.

B. All employees are allowed unpaid time off if summoned to appear in court as a witness.

XX. VACATIONS

grants annual, paid vacations to its full-time regular and part-time regular employees.

XXI. HOLIDAYS

usually provides paid time off to all full-time regular and part-time regular employees on the following holidays.

XXII. PERSONAL DAYS

permits full-time regular employees to take up to three paid personal days annually.

XXIII. SICK DAYS

provides paid sick days to full-time regular employees.

XXIV. SALARY CONTINUATION PLAN

has established a salary continuation plan for eligible full-time regular employees.

XXV. EMPLOYEE BENEFITS PROGRAM

has established a variety of employee benefits programs.

XXVI. BASIC SURGICAL AND MAJOR MEDICAL INSURANCE

group basic surgical and major medical insurance program is available to eligible employees.

XXVII. DENTAL INSURANCE

group dental insurance program is available to eligible employees.

XXVIII. LIFE INSURANCE

life insurance program is available to eligible employees.

XXIX. LONG-TERM DISABILITY INSURANCE

provides all full-time regular employees with long-term disability insurance benefits.

XXX. WORKERS' COMPENSATION INSURANCE

A. To provide for payment of your medical expenses and for partial salary continuation in the event of a work-related accident or illness, you are covered by workers' compensation insurance.

B. If you are injured or become ill on the job, you must immediately report such injury or illness to your supervisor or the human resources department.

XXXI. CONTINUING OR CONVERTING YOUR GROUP HEALTH INSURANCE COVERAGE

A. If you resign or are terminated from employ or if your work hours are reduced, you and your eligible dependents may have the right to continue coverage for up to eighteen months.

XXXII. RETIREMENT PLAN

has established a retirement program to assist you in your postemployment years.

XXXIII. 401(k) PLAN

has established a 401(k) saving plan that is available to all regular employees who have completed a minimum of six months of employment.

XXXIV. EDUCATIONAL ASSISTANCE PROGRAM

has established an educational program to help eligible employees develop their skills and upgrade their performance.

XXXV. PERSONAL APPEARANCE AND DEMEANOR

A. Discretion in style of dress and behavior is essential to the efficient operation of .

B. Employees are also required to keep their work environment clean and orderly.

XXXVI. ABSENTEEISM AND TARDINESS

A. expects all employees to assume diligent responsibility for their attendance and promptness.

B. If you are unable to work because of illness, you must notify your supervisor or department head by 9:00 A.M. on each day of your absence.

XXXVII. GUIDELINES FOR APPROPRIATE CONDUCT

A. As an integral member of the team, you are expected to accept certain responsibilities and exhibit a high degree of personal integrity at all times.

C. Types of behavior and conduct that considers inappropriate include, but are not limited to, the following:

1. Falsifying employment or other records

2. Violating nondiscrimination and/or sexual harassment policy

3. Soliciting or accepting gratuities from customers or clients

4. Engaging in excessive, unnecessary, or unauthorized use of supplies

5. Reporting to work intoxicated or under the influence of non-prescribed drugs.

6. Bringing or using alcoholic beverages on property.

XXXVIII. COMPLAINT RESOLUTION PROCEDURE

A. If a situation persists that you believe is detrimental to you or , you should follow the complaint procedure.

Step One: Discuss the problem with your immediate supervisor.

Step Two: If unresolved, request a meeting with your department head.

Step Three: Prepare a written summary for review by an problem-solving committee.

XXXIX. CONFIDENTIALITY OF INFORMATION

A. It is the policy of to ensure that the operations, activities, and affairs of the company and its clients are kept confidential.

XL. WORKPLACE SEARCHES

A. To safeguard the property of our employees, our customers, and , the company reserves the right to inspect packages and search offices, desks, files, and lockers.

XLI. E-MAIL

A. All electronic and telephonic communications systems and all communications and information transmitted by, received from, or stored in these systems are the property of and are to be used solely for job-related purposes.

XLII. SOLICITATIONS AND DISTRIBUTIONS OF LITERATURE

A. Employees may not distribute literature or printed materials, sell merchandise, solicit financial contributions, or solicit for any other cause during working time.

B. Nonemployees are likewise prohibited from distributing material or soliciting employees on premises at any time.

XLIII. BULLETIN BOARDS

A. To maintain an effective avenue for communicating with our employees, maintains bulletin boards.

B. bulletin boards are used to communicate official government information and company announcements.

C. Employees may not post materials on bulletin boards or elsewhere on company property.

XLIV. EMPLOYEE COMMITTEES

A. It is the policy of to solicit ideas, suggestions, views, and concerns of employees by providing regular employee meetings.

B. All employees are encouraged to present their ideas and concerns to management at these meetings.

XLV. DRUG-FREE WORKPLACE

A. It is the policy of to create a drug-free workplace in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988.

XLVI. WORKPLACE VIOLENCE

A. Company is concerned about the increased violence in society and has taken steps to help prevent incidents of violence from occurring.

XLVII. TERMINATION OF EMPLOYMENT

A. Employees desiring to terminate their employment relationship with are urged to notify the company at least two weeks in advance.

B. Employees who plan to retire are urged to provide with a minimum of two months' notice.

XLVIII. E-Mail Employee Acknowledgment Form

A. I understand that all electronic communication systems are the property of and are to be used solely for job-related purposes.

B. I agree not to use a code, access a file, or retrieve any stored communication unless authorized.

UNDERSTANDING BY EMPLOYEE

I understand that the information in handbook represents guidelines only and that the Company reserves the right to modify this handbook at any time.

I understand that this handbook is not a contract of employment, express or implied, between me and and that I should not view it as such.

I further understand that no manager or representative of has any authority to enter into any agreement guaranteeing employment for any specified period of time.

The undersigned hereby certifies that he delivered this Handbook to on this and did witness the signature of in the two places shown above.