Employee Handbook - First Baptist Church Cdc · Employee Handbook Revised 2/16/14, 4/3/2016. Pending 2017 First Baptist Church of Shelby 120 N. Lafayette Street Shelby, North Carolina

Employee Handbook Revised 2/16/14, 4/3/2016. Pending 2017

First Baptist Church of Shelby

120 N. Lafayette Street Shelby, North Carolina 28150

Phone: (704) 482-3467 Fax: (704) 482-1137

This Employee Handbook is the property of First Baptist Church. It contains confidential information and

may not be duplicated, entered into computer, or data storage system or used in any manner without the

express written consent of the Business Manager of First Baptist Church.

This Employee Handbook and its personnel policies & procedures supersede all previous manuals and

handbooks; and all other inconsistent employment material practices terms and conditions.

1 | P a g e

TABLE of CONTENTS

Welcome to First Baptist Church .............................................................................................................................................. 3

About this Handbook ............................................................................................................................................................... 4

Section 1: EMPLOYMENT .......................................................................................................................................................... 5

Section 1.1 EQUAL EMPLOYMENT OPPORTUNITY ...................................................................................................................... 6

Section 1.2 AT-WILL EMPLOYMENT ........................................................................................................................................... 6

Section 1.3 IMMIGRATION REFORM AND CONTROL ACT OF 1986 ............................................................................................ 7

Section 1.4 EMPLOYMENT OF MINORS ...................................................................................................................................... 7

Section 1.5 EMPLOYMENT OF RELATIVES ................................................................................................................................... 7

Section 1.6 MINISTERIAL EMPLOYMENT APPROVAL ................................................................................................................. 7

Section 1.7 CRIMINAL BACKGROUND CHECKS ............................................................................................................................ 8

Section 1.8 MOTOR VEHICLE RECORD (MVR) ............................................................................................................................ 8

Section 1.9 JOB DESCRIPTIONS ................................................................................................................................................... 8

Section 1.10 Probation 90-DAY PERIOD ...................................................................................................................................... 9

Section 2: COMPENSATION & HOURS OF WORK ..................................................................................................................... 10

Section 2.1 EMPLOYMENT CLASSIFICTIONS ............................................................................................................................. 11

Section 2.2 PAY PERIODS ......................................................................................................................................................... 11

Section 2.3 PAYROLL DEDUCTIONS .......................................................................................................................................... 11

Section 2.4 DIRECT DEPOSIT .................................................................................................................................................... 12

Section 2.5 PERSONNEL RECORDS ............................................................................................................................................ 12

Section 2.6 WORK HOURS ......................................................................................................................................................... 12

Section 2.7 TIME CLOCKS ......................................................................................................................................................... 13

Section 2.8 TIME OFF REQUEST ............................................................................................................................................... 13

Section 2.9 OVERTIME ............................................................................................................................................................. 13

Section 2.10 COMPENSATORY TIME ......................................................................................................................................... 13

Section 2.11 GARNISHMENT OF WAGES ................................................................................................................................... 14

Section 2.12 LENGTH OF SERVICE BONUS ................................................................................................................................ 14

Section 2.13 MINISTER’S HOUSING ALLOWANCE ..................................................................................................................... 14

Section 2.14 TRANSFERS AND PROMOTION ............................................................................................................................. 15

Section 2.15 COMPENSATION ADVANCES ................................................................................................................................ 15

Section 2.16 MOVING EXPENSES .............................................................................................................................................. 15

Section 3: BENEFITS ................................................................................................................................................................ 16

Section 3.1 GROUP INSURANCE PLANS .................................................................................................................................... 17

Section 3.2 DEATH BENEFIT ..................................................................................................................................................... 17

Section 3.3 LIFE INSURANCE .................................................................................................................................................... 17

Section 3.4 SUPPLEMENTAL INSURANCES ............................................................................................................................... 17

Section 3.5 WORKERS’ COMPENSATION INSURANCE .............................................................................................................. 18

Section 3.6 RETIREMENT PLANS .............................................................................................................................................. 18

Section 3.7 PROTECTION BENEFIT ........................................................................................................................................... 19

Section 3.8 TRAVEL INSURANCE ............................................................................................................................................... 19

Section 3.9 HOLIDAYS .............................................................................................................................................................. 19

2 | P a g e

Section 3.10 VACATION LEAVE ................................................................................................................................................. 20

Section 3.11 SICK LEAVE ........................................................................................................................................................... 21

Section 3.12 PERSONAL/BEREAVEMENT LEAVE ...................................................................................................................... 21

Section 3.13 CIVIC DUTY .......................................................................................................................................................... 21

Section 3.14 MILITARY LEAVE ................................................................................................................................................. 22

Section 3.15 CONFERENCES, REVIVALS AND RETREATS ........................................................................................................... 22

Section 3.16 UNEMPLOYMENT COMPENSATION ..................................................................................................................... 23

Section 3.17 Medical and Dental Continuation Provision ......................................................................................................... 23

Section 4: LEAVE OF ABSENCE ................................................................................................................................................ 25

Section 4.1 FAMILY AND MEDICAL LEAVE ACT (FMLA) ............................................................................................................. 26

Section 5: WORK PRACTICES, CONDUCT AND GUIDELINES ...................................................................................................... 27

Section 5.1 WORK PRACTICES AND PERFORMANCE STANDARDS ........................................................................................... 28

Section 5.2 CONDUCT GUIDELINES ........................................................................................................................................... 28

Section 5.3 PERSONAL DEMEANOR .......................................................................................................................................... 28

Section 5.4 CONFIDENTIALITY ................................................................................................................................................... 29

Section 5.5 CONFLICT OF INTEREST .......................................................................................................................................... 29

Section 5.6 INFORMATIONAL INQUIRES ................................................................................................................................... 29

Section 5.7 EMPLOYEE POSTED INFORMATION ........................................................................................................................ 30

Section 5.8 JOB PERFORMANCE ............................................................................................................................................... 30

Section 5.9 COMMON PERFORMANCE REVIEW ...................................................................................................................... 30

Section 5.10 TERMINATION ..................................................................................................................................................... 30

Section 5.11 SMOKE, DRUG AND ALCOHOL-FREE WORKPLACE ............................................................................................... 31

Section 5.12 WORKPLACE SAFETY ............................................................................................................................................ 31

Section 5.13 ATTENDANCE AND PUNCTUALITY ....................................................................................................................... 31

Section 5.14 BREAK AND MEAL PERIODS ................................................................................................................................. 32

Section 5.15 NURSING MOTHERS ............................................................................................................................................ 32

Section 5.16 ABSENCES ............................................................................................................................................................ 32

Section 5.17 INCLEMENT WEATHER CLOSURE ......................................................................................................................... 32

Section 5.18 ACCESS TO CHURCH PROPERTY .......................................................................................................................... 33

Section 5.19 BUILDING KEYS ..................................................................................................................................................... 33

Section 5.20 BUSINESS EXPENSE REPORTING .......................................................................................................................... 33

Section 5.21 USE OF PERSONAL AUTOMOBILE ........................................................................................................................ 33

Section 5.22 USE OF CHURCH VEHICLES .................................................................................................................................. 33

Section 5.23 USE OF TELEPHONES AND CELL PHONES ............................................................................................................ 34

Section 5.24 POSTAGE ............................................................................................................................................................. 34

Section 5.25 PERSONAL PHOTOCOPIES ................................................................................................................................... 34

Section 5.26 CREATED MATERIALS .......................................................................................................................................... 34

Section 5.27 COMPUTER USE .............................................................................................................................................. 34 -35

Section 5.28 POLICY AGAINST HARASSMENT .......................................................................................................................... 36

Section 5.29 GRIEVANCE PROCEDURES ................................................................................................................................... 37

EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT .................................................................................................................. 38

3 | P a g e

WELCOME CHURCH STAFF Welcome to First Baptist Church! We consider our employees to be a gift from God and look forward to working with them as a member of our ministry team. Please take a few moments to review the vision and mission statements of the church as it pertains to the Employee Handbook.

VISION STATEMENT The vision of First Baptist Church is to work together under the direction of the Holy Spirit and the Holy Scriptures. To attract and hire qualified employees who will assist in leading, developing, administering and supporting the church through passionate commitment to God and people.

MISSION STATEMENT Community: Just as God said through the prophet Jeremiah, “see the peace and

prosperity of the city to which I have carried you into exile,” God intends for his church to make the greatest impact in our community! He’s called us to be “One” so that Shelby and Cleveland County will know him. We walk together, a community of Christ Followers, to know him and make him known in our Shelby Community.

Compassion: Jesus looked out over his town and said, “How often I have longed

to gather your children together, as a hen gathers her chicks under her wings,” and another time he had compassion on them, because they were like sheep without a shepherd. His compassion in us compels us to share our faith and his love in Shelby.

Service: Jesus said he did not come to be served but to serve. He also said

there is no greater love than to lay down our lives for our friends. So, here at FBC, we are seeking to live “on purpose” as Jesus’ presence in Shelby – like Jesus, we seek to live life beyond ourselves.

4 | P a g e

ABOUT THE HANDBOOK The First Baptist Church Employee Handbook is not a contract, and no provision, benefit, or policy shall be deemed to be contractual in nature. This handbook does not anticipate every circumstance or question about policy. As a result, First Baptist Church (will also be referred to as “the Church” or “the Employer” in this handbook) reserves the right to modify, supplement, rescind, or revise any provision, benefit, policy, or procedure from time to time, with or without notice, as it deems necessary or appropriate. Administration of these policies and benefits is the responsibility of the Pastor, the Business Manager and the appropriate committees. The Employee Handbook applies to all employees and is intended to provide guidelines and summary information about First Baptist Church’s policies, procedures, benefits and rules of conduct. This handbook supersedes and revokes all prior handbooks and may not be amended or supplemented without the expressed approval of the Church in Conference. It is the obligation of every employee to be familiar with its contents and comply with all its provisions as well as applicable federal, state, and local regulations concerning employment practices. This handbook is subject to interpretation by the church, which interpretation shall be binding. Therefore, if an employee has a question or wants further clarification of these policies and procedures, please contact the church Business Manager or Pastor.

5 | P a g e

SECTION 1: EMPLOYMENT

6 | P a g e

Section 1.1 EQUAL EMPLOYMENT OPPORTUNITY The church is committed to equal employment opportunity for all qualified persons, without regard to race; color; national origin; sex; age; disability; marital status; or other protected class to the extent required by law as applicable to the church. As a religious institution, the church reserves the right to prefer applicants on the basis of religion as permitted by federal, state and local law. The church may also impose conduct requirements as necessary and appropriate for a Christian organization. The church is committed to providing reasonable accommodations to qualified employees and applicants, as required by the Americans with Disabilities Act (ADA) and other applicable laws and regulations. The employee should notify his or her immediate supervisor if the employee requires reasonable accommodations to perform the essential functions of his or her job due to a disability. We expect all employees to show respect and sensitivity toward all other employees, and to demonstrate a commitment to the church equal opportunity objectives. If you observe a violation of this policy, you should report it immediately to your supervisor, the church Business Manager, or the Pastor. The church may immediately investigate any complaint and take appropriate preventative and/or corrective action. Violation of this policy may result in disciplinary action, up to and including possible termination.

Section 1.2 AT-WILL EMPLOYMENT It is the policy of First Baptist Church to employ in paid positions those ministers and staff as designated by the Constitution/Bylaws of First Baptist Church and other positions as deemed appropriate in its sole discretion. All paid employees should be professing Christians. All employees of the church are employed “at-will” (except those with written contracts to the contrary), and the church expressly reserves the right to terminate any employee “at-will”, with or without cause or notice, in its sole discretion. Likewise, “at-will” employees may also terminate their employment relationship with the church at any time, with or without cause or notice. No offer of employment and no statement or representation in this handbook or in any other publication, or made by any church employee should be construed as a promise or guarantee of permanent employment. Furthermore, no provision in this or any other employment policy statement changes the terms of this “at-will” policy. In addition, no church administrator or representative has the authority to change this “at-will” employment relationship except in writing signed by the employee, and approved by the deacon board.

7 | P a g e

Section 1.3 IMMIGRATION REFORM AND CONTROL ACT OF 1986 The church is committed to full compliance with the federal immigration laws and will not knowingly hire or continue to employ anyone who does not have the legal right to work in the United States. As a condition of employment, all employees will be required to provide documentation verifying your identity and legal authority to work in the United States.

Section 1.4 EMPLOYMENT OF MINORS Any prospective employee younger than age eighteen is required to provide a valid work permit prior to commencement of employment. State and federal regulations restrict the types of jobs that may be performed and the number of hours per day or week a minor is allowed to work while school is in or out of session.

Section 1.5 EMPLOYMENT OF RELATIVES The policy of the church is that a relative of a person currently employed may be hired if the relative will not be in a reporting relationship with each other, or if one relative will not have the ability to affect terms or conditions of employment by direct supervision. Once employed, affected employees, will not be transferred or promoted into such a reporting chain whereas the relative maybe a direct supervisor because of employee morale, security or other legitimate ministry reasons. In addition, the church may require a related employee to transfer or resign if there is a conflict of interest or management problem of supervision that cannot be resolved. For the purposes of this policy, a relative is defined to include parents, grandparents, children, brothers, sisters, brothers and sisters-in-law, fathers and mothers-in-law, stepparents, stepsiblings, stepchildren, and spouses.

Section 1.6 MINISTERIAL EMPLOYMENT APPROVAL

The Pastor shall be called and employed by the church upon the recommendation of a seven (7) member Pastor Search Committee, with the approval of the deacons and the church in conference. Other ministerial staff shall be called by the church upon the recommendation of the Pastor, working with the appropriate committee, and upon approval by the deacons and the church in conference. It is desirable that all ministerial staff members have seminary education. It is required that ministerial staff members have membership in First Baptist Church of Shelby upon employment.

8 | P a g e

Section 1.7 CRIMINAL BACKGROUND CHECKS Background checks are conducted to promote a safe work environment and to protect the church’s most important assets: the people we serve and the people with whom we serve. Background checks assist hiring authorities in making prudent employment decisions based upon more comprehensive job-related information. Prior to employment, or serving the church, all candidates (employees and volunteers) must provide authorization to conduct a background check. An offer of employment is contingent upon the following:

The candidate’s signing of the background check consent form. The church reserves the right to modify and revise the consent form as needed.

A determination by the church that the candidate’s criminal history does not preclude him/her from employment or volunteering with First Baptist Church.

In addition, if the church knows or has reason to believe that an employee or volunteer has a criminal conviction that was not previously disclosed, that individual also will be requested to consent to further background checks as described above, or the church may terminate the employee or volunteer. First Baptist Church specifically reserves any and all rights to conduct criminal background checks regarding applicants, employees, or volunteers without the consent of such individuals, as permitted by law. In addition, employees that interact or support the childcare programs will be required to submit to a TB test and fingerprinting. The church will comply with the Fair Credit Reporting Act and laws when making decisions on employment.

Section 1.8 MOTOR VEHICLE RECORD (MVR) Employees who may be expected to drive any church vehicle or drive a vehicle on any church business will provide the church with acceptable motor vehicle driving information. Employment and assignments will be conditional, pending the receipt of a satisfactory report from the State of Transportation, Division of Motor Vehicles.

Section 1.9 JOB DESCRIPTIONS Employees are generally given a job description before they start to work. A job description summarizes employee duties and responsibilities and gives important information about a new job. Please read and study your job description carefully and discuss it with your supervisor if you have any questions.

9 | P a g e

The church or business manager reserves the right to revise or assign more responsibilities as needed and update job descriptions from time to time, as it deems necessary and appropriate.

SECTION 1.10 PROBATION 90-DAY PERIOD New employees are on probation until they have completed 90-days of service with First Baptist Church. The probation period is designed to give new employees an opportunity to demonstrate their ability to achieve satisfactory level of performance and to determine whether the new position meets their needs expectations. The church uses this period for an initial evaluation period of employee capabilities, work habits and overall performances.

10 | P a g e

SECTION 2: COMPENSATION & HOURS OF WORK

11 | P a g e

Section 2.1 EMPLOYMENT CLASSIFICTIONS

Part-time/Fee Basis Employees An employee shall be considered part-time when he/she works less than thirty hours per week. Part-time employees are not eligible for benefits. Exempt Salaried Employee Exempt Salaried employees are those who are exempt from the Fair Labor Standards Act (FLSA) regulations regarding overtime payment. Exempt Salaried employees are paid a salary for a normal work schedule, typically 40 hours per week, and/or as necessary to accomplish job responsibilities. This includes staff that is ordained or, if not ordained, are required by the nature of their position to perform ministerial duties in the function of their jobs and are required to perform administrative and supervisory duties. Non-Exempt Hourly Employees Hourly employees will be paid based on a rate hour worked. If hours exceed the normal 40 hours work week employees will be paid overtime rate per Fair Labor Standards Act (FLSA). In general, “hours worked” includes all time an employee must be on duty, required to be on the employer’s premises, or required at any other prescribed place of work.

Section 2.2 PAY PERIODS Semi – Monthly payroll: Each hourly employee will be paid regular hourly pay based on an 8-hour day in the regular work week. According to NC law the payday may start and end on any day of the week based on the payroll ending date stated at the top of time cards. Paydays will be on or around the 15th and last day of the month. Days per pay period will fluctuate with the number of days in each month. Payroll for salaried employees is processed and paid semi-monthly the 15th and last day of each month. When the payday falls on authorized holidays, payment may occur on the nearest regular work workday as determined by the Financial Coordinator. Employees should review their paychecks for accuracy. If there is a mistake, or an item is not understood, please report it to the Financial Coordinator. In the event a paycheck is lost or stolen, please advise the Financial Coordinator immediately.

Section 2.3 PAYROLL DEDUCTIONS The normal payroll deductions are made each pay period to comply with state and federal law, such as federal income tax, Medicare, and social security taxes. Employees must authorize any other deductions in writing. The church complies with applicable state and federal laws regarding garnishment and assignment. Each paycheck stub will itemize amounts that have been withheld.

12 | P a g e

Employees will be provided with a Wage and Tax Statement (W-2) by January 31of the year following each year of employment as required by federal and state laws. If there are any questions about your W-2 form, please forward those to the Financial Coordinator. Employees may change the number of withholding elections at any time by completing a new W-4 form. Employees may obtain a new form or submit a completed form to the Financial Coordinator. The church does not pay FICA taxes for those ministers who are considered self-employed for purposes of Social Security coverage. However, these deductions can be withheld from their payroll per instruction of their signed W4.

Section 2.4 DIRECT DEPOSIT To save time and effort, employees may have their pay directly deposited into a bank of their choice and receive an itemized statement of wages, provided we, the employer are given authorization. Please see the Financial Coordinator for enrollment, changes or withdrawal from the program.

Section 2.5 PERSONNEL RECORDS It is important that the church always have current information about each employee. Please let the Financial Coordinator know if you change your name, address, phone number, marital status, etc. If for some reason you need to change your name and/or social security number, you will be asked to provide original documentation authorizing the change. Employee status change forms are available in the Financial Coordinator’s office. At reasonable times and on reasonable notice, you will be allowed to review your personnel file with prior approval of the Business Manager.

Section 2.6 WORK HOURS

The church business office is open Monday through Friday, 8:30 am until 5:00 pm. Ministerial staff work hours are from 8:30 am to 5:00 pm, Monday through Friday. However, ministerial staff members are expected to work whenever and however the need arises. In addition, ministerial staff members are expected to carry out certain responsibilities on Sundays, Wednesdays and special events. In recognition of this fact, the Pastor may approve ministerial staff member time off during normal work days. It is anticipated that ministerial staff members will regularly take off one weekday coordinated by the Pastor. Part time and full time employee work hours are set based on job description needs which may vary due to the need to support the church during events and special projects. These hours are coordinated by the Business Manager.

13 | P a g e

Section 2.7 TIME CLOCKS All Non-exempt and hourly employees must punch their designated time clock, which accurately reflects the hours they have worked. If the hourly employee has approved leave via a Time Off Request, or benefit accrual for any work missed, it will be taken into account for payroll processing. Altering or falsifying time may result in disciplinary action, up to and including termination of employment.

Section 2.8 TIME OFF REQUEST Non-exempt and exempt employees must submit paid time off request using a Time Off request form. Hourly employees must give at minimum a one week notice for paid leave.

Section 2.9 OVERTIME Overtime is to be avoided under normal circumstances. However, from time to time, non-exempt and exempt employees subject to the “Overtime Rule” may be asked to work beyond their normally scheduled hours or on a regularly scheduled day off. The First Baptist work week shall begin on Sunday at 12:01 and end Saturday at midnight. Any non-exempt employee who works in excess of 40 hours during one work week shall be compensated for overtime. Overtime is paid at the rate of one and one-half (1.5) times their regular rate of pay, in accordance with state and federal law. All overtime hours must be pre-approved by the Business Manager. The church may provide compensatory time off as a substitute for overtime pay within the same work week. Vacation, holiday, sick time or leave of absence do not constitute hours worked for the purposes of computing overtime. Except in cases of emergency or situation out of their control, non-exempt employees who work overtime hours that have not been authorized in advance by the Business Manager may be subject to disciplinary action, up to and including possible termination.

Section 2.10 COMPENSATORY TIME (Exempt employees) Due to the nature of our ministry, it is common for exempt salaried employees that are not eligible for overtime pay to work more than their regular weekly work hours. On occasion, salaried full-time staff may work extended periods of time in excess of their regular work hours. In these cases, salaried full-time employees may be granted compensatory time. Compensatory time is awarded to staff not eligible for overtime pay to give them time to refresh themselves.

14 | P a g e

Each employee’s supervisor is responsible for determining whether compensatory time is appropriate, and if so, the amount of time that will be given and when it will be taken. Compensatory time is not an attempt to provide eligible employees time off on an hour-per-hour basis. It is generally understood that these “seasons of intense ministry” are exceptions to the normal working schedule at the church, rather than the rule.

Section 2.11 GARNISHMENT OF WAGES The church will comply with all legally authorized orders to garnishment wages for the requested amount and time. Employees may not be discharged for garnishment of wages.

Section 2.12 LENGTH OF SERVICE BONUS

Full-time and part-time employees shall receive anniversary bonuses based on their years of service. Full-time employees’ bonuses will be given as follows: Part-time employee bonuses will be given as follows: $10.00 per year for 5 years $15.00 per year for 10 years $20.00 per year for 15 years $25.00 per year for 20 years or more

Section 2.13 MINISTER’S HOUSING ALLOWANCE All licensed or ordained minister, whether they own or rent their homes, may exclude from their income for federal income tax reporting purposes the portion of their ministerial income designated by the church as a “housing” allowance. This may be done only if the Board of Deacons authorizes a housing allowance. This is reviewed once a year (usually in December) for the following year. It is the responsibility of the pastor/ministers to fully understand the IRS guidelines concerning housing allowances.

.50% for 5 years

.75% for 10 years 1.00% for 15 years 1.50% for 20 years 2.00% for 25 years 2.50% for 30 years or more

15 | P a g e

Section 2.14 TRANSFERS AND PROMOTION When an employee moves from one position within the staff structure to another through transfer or promotion, the employee’s compensation may be adjusted commensurate with the position at the discretion of the Personnel Committee. Should an employee work in more than one department of the church, the benefit accruals of the Church Employee Policy & Procedure Handbook will apply.

Section 2.15 COMPENSATION ADVANCES All staff members are encouraged to be good stewards of their finances and to administer them according to sound budgetary principles. Therefore, salary advances will not be given to employees.

Section 2.16 MOVING EXPENSES

Moving expenses shall be negotiated with each ministerial staff member at the time of employment.

16 | P a g e

SECTION 3: BENEFITS

17 | P a g e

Section 3.1 GROUP INSURANCE PLANS Full-time employees are eligible for medical insurance benefits. Premiums paid in full by the church following a thirty (30) day waiting period (excluding the ministerial staff). If an employee is married and covered by his or her spouse’s coverage, the employee may formally waive health insurance coverage by signing a waiver form that will be maintained in their employment file. A full-time employee may add their spouse or other dependent family members to the group health insurance plan. However, the employee must pay the additional amount of premium incurred.

Annual Enrollment is September of each year at which time employees may change benefits without a qualifying life event.

A qualifying event means a “special enrollee” is allowed to enroll or change his or her existing plan option in the plan after: a loss of eligibility for group health coverage, health insurance coverage, CHIP or Medicaid; becoming eligible for state premium assistance, Medicaid or CHIP subsidies; and the acquisition of a new spouse or dependent by marriage, birth, adoption or placement for adoption.

You must notify the Business Manager as soon as possible if you have a qualifying event.

Section 3.2 DEATH BENEFIT

The beneficiary of full-time or regular part-time staff members will receive the salary of the deceased for one month beyond the pay period in which the staff member dies. Such salary will be in addition to any unused vacation time due to the employee.

Section 3.3 LIFE INSURANCE All full-time employees will receive term life insurance following a (30) day waiting period. The policy amount, terms and conditions are further explained in separate documents provided to newly hired employees at the time of orientation.

Section 3.4 SUPPLEMENTAL INSURANCES Employees of the church are eligible to apply for supplemental insurances on an elective basis. Supplemental insurance policies are paid for and owned directly by the employee and may be retained post-employment. Examples of supplemental insurances include: Optional Life, Spouse Optional Life, Accidental Death and Dismemberment, Dental, Vision, STD, LTD, Disability, Critical Illness and Cancer. During employment, payroll deductions and premium payments will be made on behalf of employees by the church in accordance with payroll regulations. The premium

18 | P a g e

amounts, terms and conditions of the supplemental insurance plans available are further explained in separate documents provided to newly hired employees at the time of orientation.

Section 3.5 WORKERS’ COMPENSATION INSURANCE

First Baptist Church carries Workers’ Compensation Insurance through the North Carolina State Department of Labor and Industries. This program covers certain accidental injuries or occupational illnesses that are caused by, arise out of, or occur in the course of employment at First Baptist Church including medical expenses and time-lost benefits as provided by statute. Specific benefits are prescribed by law depending on the circumstances of each case. Coverage begins on the first day of employment. Employees who sustain work-related injuries or illnesses should inform their Supervisor or the Business Manager immediately. This will protect the employee’s ability to qualify for coverage and expedite assistance.

Section 3.6 RETIREMENT PLANS Employees who work 20 hours or more per week are eligible for participation in the FBC Retirement Plan through GuideStone at the time of hire by self-funding via pre-tax payroll deduction. Contribution can range from $1.00 and higher. Contribution to the retirement plan enables employees to be eligible for a life and disability benefit. (See Protection Benefit section) After three years of full-time employment church employees begin to receive a monthly pre -taxed contribution in the amount of $105.00 made on their behalf by the church. (This benefit excludes the ministerial staff.) Each employee may elect the plan or combination of plans that best suits their investment needs via the GuideStone website. Direction for asset management will be provided by the Financial Coordinator. Employees may increase their contribution at any time through payroll reduction. Annuity benefits cease with termination and do not apply to any severance policy. The Financial Coordinator will provide direction for any fund distribution.

19 | P a g e

Section 3.7 PROTECTION BENEFIT

As a participant in the Church Retirement Plan, employees are also eligible for a Long-Term Disability (LTD) Income Benefit and a Survivor Protection Benefit through GuideStone and your Baptist State Convention. Enrollment is automatic through participation. There are no defined hours that must be worked for a minister to quality. All other church employees must work at least 20 hours per week to quality. Additional information for this benefit coverage will be provided by the Financial Coordinator.

Section 3.8 TRAVEL INSURANCE First Baptist Church provides $150,000.00 in travel insurance coverage for ministerial staff members only.

Section 3.9 HOLIDAYS Full-time church employees receive paid holidays on the following specified days:

New Year’s Day

Floating Holiday for Martin Luther King’s Birthday

Easter Monday

Memorial Day

Independence Day

Labor Day

Thanksgiving Day and Friday following

Christmas three days If a holiday falls during an employee’s approved vacation period, the employee will receive holiday pay, and will not be charged for a vacation day on the day the holiday is observed. Employees on leave of absence for any reason are not eligible for holiday pay on holidays that are observed during the period they are on leave. Due to the operational nature of the church, there will be times that ministers and support staff will be required to work on a scheduled holiday. However, the minister and/or the support staff will be able to take the holiday on another day of their choice.

20 | P a g e

Section 3.10 VACATION LEAVE

Employees who work thirty (30) hours or more per week earn vacation on their anniversary date based on their length of continuous service with the church and their category or department of employment. Vacation time does not accumulate from one year to the next, nor may vacation time be advanced. Unused vacation time is forfeited without pay. A day of vacation is interpreted to mean a full working day. Paid holidays falling during a vacation will not be counted as paid vacation time. Vacations must be coordinated by the Business Manager and scheduled with the Financial Coordinator for tracking purposes via a time off request form. Conflicts in scheduling of vacation time may be resolved with preference given to the person with the greatest seniority. Sufficient staff must be present daily to adequately carry out the functions of ministry and operation of the church. However, as far as possible, staff members will be permitted to have their choice of vacation dates. It is important to note that some system of rotation may be necessary to prevent employees from taking choice holiday times every year. More than two consecutive weeks of vacation will require special consideration by the Business Manager and/or the appropriate committee. Length of service determines the maximum balance of vacation hours that a full-time employee accrues. Any full-time member of the ministerial staff, or church business manager who comes to our staff with employment in other Southern Baptist Churches, colleges and denominational agencies, or have experience in their field of expertise (i.e. business manager) will receive vacation time credit for their prior service. Length of service will be calculated from the employment anniversary date for each staff member. Vacation accrues as follows:

Length of Service Vacation accrued

0 – 3 months None

4 – 11 months 1 week

1 year to 5 years 2 weeks

6 years to 19 years 3 weeks

20 years and over 4 weeks

Exception: After serving the congregation for six (6) consecutive months, the Pastor shall receive two (2) weeks with pay and four (4) weeks each year thereafter.

If requested vacation time is not used, employees must inform the Business Manager within 7 business days so the day or days can be return to the employee’s bank of time.

21 | P a g e

If the appropriate parties are not informed within the allotted time the vacation time will be forfeit.

Section 3.11 SICK LEAVE Full-time employees who have worked more than ninety (90) calendar days will receive one workday of sick leave for each calendar month of employment, not to exceed twelve (12) work days per calendar year. Sick days may accrue from year to year not to exceed forty (40) days. In the event all sick leave benefits have been used, then continued absences may be charged against any accumulated annual vacation. Sick leave that has accumulated during the employee’s tenure is forfeited without pay upon termination, whether by the employee or the church. Sick leave may be used for the employee’s illness, medical appointments and the illness of a spouse or dependent child. Unused sick pay benefits may not be used for personal time off or as additional vacation. Employees who receive sick pay benefits may be asked to provide medical verification.

Section 3.12 PERSONAL/BEREAVEMENT LEAVE From time to time situations will arise when full-time staff members will find it necessary to be away from work. Staff members must request permission from their supervisor in advance of any absences that can be planned, such as medical appointments, funerals and other unavoidable circumstances. Unpredictable situations such as personal illness, family illness or death may occur that prevent a staff member from reporting to work as scheduled. In cases such as these the following guidelines will be used. Employees must notify the Business Manger within thirty (30) minutes of your scheduled starting time if you are going to be absent. Give the reason for the absence and the expected duration of the absence. Full-time employees who have worked more than ninety (90) calendar days will receive 40 hours paid leave per calendar year. If such absences exceed the (40) hours, the employee may elect to use vacation time or have an excused, but unpaid, absence.

Section 3.13 CIVIC DUTY Absences due to legal responsibility (such as Jury Duty) may be granted up to one (1) week with pay. If an employee’s obligation does not require the full workday, then the employee is expected to report to the church for the remainder of the day.

22 | P a g e

Personnel who are called for civic responsibilities in excess of two (2) weeks will be retained on active employment status; however, base salary shall be suspended until the individual returns. Employee must supply the Business Manager with a copy of the jury summons upon request.

Section 3.14 MILITARY LEAVE If an employee is called into regular active military service or enlist under terms of federal statutes granting reemployment rights, they will be placed on military leave without pay. When military service ends, the employee will be eligible for reinstatement with the church under the terms of applicable federal statutes. If an employee is a member of the National Guard or any branch of the Armed Forces Reserves, he/she will be granted a military training leave without pay upon written request supported by a copy of the official orders or instructions. These training leaves will not exceed the actual period of time spent in military training and reasonable travel time. Paid time off may be used upon written request.

Section 3.15 CONFERENCES, REVIVALS AND RETREATS The ministerial staff may be granted two weeks away to conduct church approved (by the Pastor and the deacons) revivals or conferences or to participate in seminars or workshops. Two weeks per year is defined here to mean ten working days with no more than two Sundays included. Where possible, the scheduling of these events should not interfere with the programs or routine of the church. Funds for ministers to participate in conferences or workshops should be requested at budget preparation time each year. Request for additional time away, over and above these two weeks, to participate in some special conferences or event, should be directed to the pastor and deacons. For support staff, attendance at weekday training sessions conducted by the denomination, state, association or other recognized instructional agencies may be authorized by the Business Manager as the needs of the church dictate. Requests for such absences must include dates, times, costs, and specific training or ministry objective at least one week in advance.

23 | P a g e

Section 3.16 UNEMPLOYMENT COMPENSATION First Baptist Church is not obligated to pay into the North Carolina State Unemployment Compensation System. We do not participate and therefore any employee who is terminated will not receive unemployment compensation.

Section 3.17 Medical and Dental Continuation Provision

A participant has 60 days from the date of loss of eligibility to elect continuation coverage. A participant with accrued vacation time may use that time to extend their termination date and continue coverage through that date prior to starting continuation coverage. Election of the continuation provision must be coordinated with the Financial Coordinator. First Baptist Church is not obligated to pay for participation in MCP and DCP. Premium

payments are the responsibility of the insured and are due in advance of the billing

cycle to the Financial Coordinator.

A participant may change medical and/or dental plans at the point they transition to a

continuation account. However dependents that were enrolled prior to the date of the

qualifying event, are eligible for continuation coverage. Additional, only covered

employees and/or their eligible dependents can only be added if an additional qualifying

event is experienced at a later date.

A participant will be terminated from MCP once they become Medicare eligible.

Dependent eligibility

At the point of termination, dependents can continue medical and/or dental coverage for up to

18 months without employee participation.

A participant already on MCP/DCP may add a dependent or change plans if there is a

qualifying event.

Retirement:

A participant may retire off of MCP if they are age 55 or older.

If the employee is retiring and doesn’t want to continue the medical offered by his

employer, then his dependents are not eligible for DMC.

.

24 | P a g e

Length of MCP/DMC Coverage:

Up to 18 months for Up to 36 months

· Employee leaves SBC or other

approved denominational work

(termination)

· Divorce or legal separation from

the employee

· Employee works fewer than the

hours required for full-time

employment

· Loss of dependent child status

· Elimination of eligible class of

employment

Employee’s death

25 | P a g e

SECTION 4: LEAVE OF ABSENCE

26 | P a g e

Section 4.1 FAMILY AND MEDICAL LEAVE ACT (FMLA) First Baptist Church shall grant up to twelve (12) weeks of family and medical leave

during a “rolling” twelve (12) month period to eligible employees, in accordance with the

Family and Medical Leave Act (FMLA) of 1993. FMLA is an unpaid job protected leave

of absence. However, an employee must first use accrued sick hours before FMLA time

will be granted. An employee may choose to also substitute accrued vacation for all or

part of any unpaid FMLA.

Eligible employees must be employed by First Baptist Church at least twelve (12)

months (but this period need not be consecutive) and must have worked at least 1,250

hours of service during the twelve (12) month period immediately before the date when

the leave would begin.

In order to qualify as FMLA leave under this policy, the employee must be taking the

leave for one of the following reasons:

The birth of a child and in order to care for that child

The placement of a child for adoption or foster care1

To care for a spouse, child, or parent (not in-laws) with a serious health

condition2

The serious health condition of the employee2

Caring for military dependents that are injured or become sick in the line of duty

Notes:

(1) Must conclude within twelve (12) months after the birth or placement; (2) A serious

health condition means a condition that involves inpatient care or continuing treatment

by a health care provider.

Employees requesting leave for their own or an eligible family member’s serious health

condition will be required to provide sufficient medical certification from the employee’s

or family member’s health care provider. Medical certification must be provided thirty

(30) days in advance of the request for leave when possible. First Baptist Church may

require, at its discretion, periodic recertification.

Questions of interpretation under this policy will be resolved by reference to the FMLA

and regulations issued by the United States Department of Labor. Employee’s rights

under this policy shall in no case be less than those afforded by FMLA.

27 | P a g e

SECTION 5: WORK PRACTICES, CONDUCT AND GUIDELINES

28 | P a g e

Section 5.1 WORK PRACTICES AND PERFORMANCE STANDARDS Employment is with the mutual consent of the employee and First Baptist Church. Consequently, both have the right to terminate the employment relationship at any time, with or without cause or advance notice. As a standard ethical practice, part-time or non-exempt employees are expected to provide a minimum of a two weeks’ notice if

they plan to vacate their position.

Section 5.2 CONDUCT GUIDELINES All employees of First Baptist Church are expected to:

1. Accept the mission of the church and integrate personal goals with the goals of the church and be a part of the team working toward the church’s goals. The Pastor and other members of the ministerial staff are primarily responsible for the spiritual ministry of the church, but shall assist in business matters. The deacons assisted by the Business Manager and Finance Coordinator, are primarily responsible for business matters, but will assist in the spiritual ministry of the church .

2. Represent the church well on the job and away from the job and live a lifestyle

consistent with the mission of the church.

3. Show a commitment to Christian principles through excellence of work. Employees are expected to do their best on assignments, to learn all they can about their jobs and the church, and to be prompt, dependable and willing to work together as a team.

4. Provide courteous and cooperative service to visitors and members of the

church.

5. Maintain harmonious working relationships and cooperate with co-workers and supervisors. Respect each other as integral parts of the team. Differences should be communicated and resolved in a Christian manner.

6. Participate in opportunities provided for spiritual, personal and job related growth.

7. Use proper telephone etiquette. Answer promptly, be courteous, speak clearly and identify yourself.

Section 5.3 PERSONAL DEMEANOR All personnel at First Baptist Church, whether volunteer, part-time, or full-time, must recognize the leadership example that must be required of them. While no specific dress code is required, individuals should dress cleanly and appropriately for the task

29 | P a g e

they are accomplishing. Beyond the external aspects of the individual’s demeanor, the staff member should be positive in attitude and Christian in service. Staff personnel are in the “people business”. The client is the member or non-member that each will encounter daily, both in the Church and in the community. Staff members of First Baptist Church are expected to set the example of Christian ministry and lifestyle.

Section 5.4 CONFIDENTIALITY Matters relating to members and non-members private and personal lives should not be made a matter of public discussion or disclosure; nor should the general operations of the business office, or financial office or other church operated departments be discussed outside the working environment of that office/department. All staff members are expected to use the utmost tact and discretion in carrying out the functions of their position. Queries by individuals concerning operations of the church, its finances, or members should be directed to the Business Manager or Pastor.

Section 5.5 CONFLICT OF INTEREST All employees of First Baptist Church shall avoid all real or apparent conflicts of interest and any activity that might have an adverse effect on the church. A conflict of interest may arise when a person or their immediate relative(s) have a competing personal interest (financial or otherwise, direct or indirect) or engage in any activity that prevents the proper discharge of their official church duties. Any potential conflict of interest shall be disclosed to the Business Manager (or if Business Manager the Pastor) for written approval before consummating any transaction to determine if a conflict exist. Exempt salaried employees are prohibited from engaging in outside employment without the prior written approval of the Deacons. In addition, all employees are prohibited from engaging in outside employment, private business, or other activity which might have an adverse effect on, or create a conflict of interest with the church at the church’s sole discretion.

Section 5.6 INFORMATIONAL INQUIRES The Pastor or his designee will be the spokesperson for the Church in all matters of publicity or official comment. No employee will originate or release any information which is concerned with personnel matters, the policies, doctrines, procedures, convictions, finances, or activities of the Church for use in newspapers, social media, radio, television or any other medium of communication. All such inquiries will be referred to the Business Manager. Any publicity or information release must be approved by the Pastor or his designee.

30 | P a g e

Section 5.7 EMPLOYEE POSTED INFORMATION The official employee bulletin boards are located in church office. All church employees should check the bulletin board on a regular basis for any important notices on safety, policy changes, or other important posted materials. All required state and federal law information are posted. Only official notices may be posted on this board or approved by the business manager.

Section 5.8 JOB PERFORMANCE If it becomes evident that an employee is not serving in a Christian manner, it may be necessary to discipline, up to and including termination, for poor job performance, as determined by First Baptist Church. Some examples of poor job performance are as follows:

Below expected work quality and quantity.

Poor attitude, including rudeness, or lack of cooperation.

Excessive absenteeism, tardiness, or abuse of privileges.

Failure to follow instructions or First Baptist Church’s policies and procedures.

Section 5.9 COMMON PERFORMANCE REVIEW

Annually performance reviews will be conducted in January of each year. Any cost of living or merit increase will be effective at the time of evaluation as determined by the church budget. In no case are pay increases or bonuses promised or guaranteed by the church.

Section 5.10 TERMINATION

In the event of an employee termination, it is the responsibility of the Business Manager to collect from the employee all keys which belong to the church, and to delete the terminated employee’s name from security codes and the telephone system. The Finance Coordinator will check for any outstanding payroll or travel advances and deduct such amount owed from the employee’s final paycheck. Any credit cards which belong to the church will also be collected. The Financial Coordinator will review with employee information regarding insurance and retirement processes that will need to be addressed and to coordinated delivery of any final paychecks.

31 | P a g e

Section 5.11 SMOKE, DRUG AND ALCOHOL-FREE WORKPLACE

No smoking or use of other tobacco products (including, but not limited to, cigarettes, pipes, cigars, snuff, chewing tobacco e-cigarettes or vaping products) is permitted around or in any part of the church or in vehicles owned by the church. The use, sale, transfer, possession, or being “under the influence” of alcohol, illegal drugs, or controlled substances when on duty, on church property, or in church vehicles is prohibited. “Under the influence” for the purpose of this policy, is defined as being unable to perform work in a safe or productive manner, and/or being in a physical or mental condition which creates a risk to the safety and well-being of the affected employee, other co-workers, the public, or church property as determined by that person’s supervisor. All employees may be subject to drug testing at any time. Employees using prescription drugs must notify their supervisor if the medication may affect their behavior or performance. Violation of this policy may result in disciplinary action, up to and including termination.

Section 5.12 WORKPLACE SAFETY Employees should report to their immediate supervisor all observed safety and health violations, potentially unsafe conditions, and any accidents resulting in injuries. Employees are encouraged to submit suggestions to their immediate supervisor concerning safety and health matters. Should an accident occur, an accident form must be completed by the end of the work day and submitted to the Business Manager or Pastor.

Section 5.13 ATTENDANCE AND PUNCTUALITY It is important that employees work their assigned schedules consistently. However, the church understands that because of illness, medical appointments, funerals or other unavoidable circumstances employees may be unable to work. Employees who are unable to report for work for any reason must contact their Supervisor by phone 30 minutes prior to the beginning of their regular work day. It is your responsibility to keep your Supervisor informed on a daily basis during a short-term absence and to provide medical verification when asked to do so. In general, all employees with set schedules are expected to be responsible and demonstrate respect for fellow employees by establishing a record of punctuality and regular attendance. If an employee finds that he/she will be late for more than ten (10) minutes, the employee should notify their Supervisor as soon as possible. An employee’s failure to arrive consistently at his/her regularly scheduled starting time and leave at his/her regularly scheduled quitting time is considered cause for corrective

32 | P a g e

action. Excessive absences or tardiness are factors considered in evaluating overall job performance and up to and including termination.

Section 5.14 BREAK AND MEAL PERIODS A one-hour lunch break is provided for ministers. Office employees, kitchen, custodial and maintenance employees shall be allowed a thirty (30) minute unpaid meal period.

Section 5.15 NURSING MOTHERS Accommodations will be made for any nursing mothers per the Patient Protection and Affordable Care Act (“PPACA”) under amended Section 7 of the Fair Labor Standards Act (FLSA), to allow for reasonable break time to express milk for nursing mothers for one year after child’s birth.

Section 5.16 ABSENCES When staff members expect to be absent, they are expected to contact their Supervisor by phone prior to the beginning of their regular work day, each day they are absent. Each absence from work must be explained to their Supervisor. For this reason, any staff member who has been absent from work for three (3) consecutive days and has not contacted their Supervisor will be considered as having voluntarily resigned from the First Baptist Church Staff. Any and all benefits related to absences from work with a continuation of employee benefits will be granted only after the third month of employment. Accruals will be accumulated from date of hire, and employees will be eligible to use these benefits after the ninety (90) day probationary period. Vacation, sick and personal time leave accruals are based upon employment status, hours, length of service or contractual agreements.

Section 5.17 INCLEMENT WEATHER CLOSURE Employees are expected to be on duty during normal working hours and church activities are expected to be held as scheduled unless a decision is made to close the office, cancel church services or church activities as defined below:

To confirm the opening or closing of the church, employees are expected to check the church voicemail message for direction. Employees will not need to use benefit time or unpaid time off when the church office is closed. However, if the office is open benefit time or unpaid time may be taken if an employee determines he or she is unable to get to work.

33 | P a g e

Employees responsible for facility maintenance are expected to be available as necessary during inclement weather for appropriate facility maintenance.

Section 5.18 ACCESS TO CHURCH PROPERTY The church reserves the right to monitor or access employee offices, work stations, filing cabinets, desks, computers, computer files, voice mail, e-mail and any other church property at its discretion, with or without advance notice or consent.

Section 5.19 BUILDING KEYS Building keys may be distributed to employees or volunteers based on their job assignments and responsibilities in order to better oversee the use and protection of the building. The Business Manager will issue keys to new employees and/or existing employees based on need and will document key distribution in a log book. All keys must be returned to the Business Manager upon termination of employment or end of activity responsibilities. Lost keys must be reported to the Business Manager immediately.

Section 5.20 BUSINESS EXPENSE REPORTING Ministers will be reimbursed for all pre-approved ministry related expenses, in accordance with the Church Reimbursement Expense Account Policy. Ministers are expected to submit these reports by the 5th day of the month following the month in which expenses were incurred for reimbursement.

Section 5.21 USE OF PERSONAL AUTOMOBILE Employees and ministers who use their own automobiles for travel on authorized church business will be reimbursed for mileage at the rate established by the current IRS guidelines. Employees must carry, at their own expense, the minimum insurance coverage for property damage and public liability. Mileage reimbursement must be submitted by the 5th day of the month following the month in which expenses were incurred on the designated mileage reimbursement form.

Section 5.22 USE OF CHURCH VEHICLES Utilization of church vehicles must be coordinated or requested through the church office. Drivers must be preapproved by the designated church insurance company, the Transportation Team and abide by all requirements of the Church Transportation Bylaws.

34 | P a g e

Section 5.23 USE OF TELEPHONES AND CELL PHONES From time to time it may be necessary for employees to make and receive personal call or text message. However, these calls or text should be limited whenever possible or made during scheduled break and meal periods. Employees are expected to use good judgment and common sense when it comes to these communications.

Section 5.24 POSTAGE

The postage meter at the church is intended only for church related mail. However, staff may ask to purchase postage on rare occasion. Personal mail with paid postage by employee may be placed into designated outgoing mail boxes.

Section 5.25 PERSONAL PHOTOCOPIES The photocopier at the church is intended only for church related copies. However, staff may ask to make copies on rare occasion with approval by the Business Manager.

Section 5.26 CREATED MATERIALS

All materials created by church employees or volunteers for church use, are the sole property of FBC Shelby unless otherwise agreed upon with by the Business Manager or Pastor. No FBC Shelby created materials may be sold or distributed without the written permission of Business Manager or Pastor.

Section 5.27 COMPUTER USE The use of First Baptist Church automation systems, including computers, fax machines and all forms of Internet/Intranet access, is for church business and is to be used for authorized purposes only. Brief and occasional personal use of the electronic mail system or the Internet is acceptable as long as it is not excessive or inappropriate, occurs during personal time (lunch or other breaks), and does not result in expense to the church. Use of the computer, that is defined as “excessive” interferes with normal job functions, responsiveness, or the ability to perform daily job activities. Users waive any right to privacy in anything they create, store, send or receive via a FBC computer or through FBC’s Network. Church automation systems are church resources and are provided as business communication tools. Electronic communication “should not be used to solicit or sell products, distract coworkers, or disrupt the workplace”.

35 | P a g e

Use of church computers, networks, and Internet access is a privilege granted by management and may be revoked at any time for inappropriate conduct including, but not limited to:

Sending chain letters;

Misrepresenting oneself or the church;

Engaging in unlawful or malicious activities;

Using abusive, profane, threatening, racist, sexist, or otherwise objectionable language in either public or private messages;

Sending, receiving, or accessing pornographic materials;

Causing congestion, disruption, disablement, alteration, or impairment of church networks or systems;

Infringing in any way on the copyrights or trademark rights of others;

Using recreational games.

Electronic Mail Using church automation systems to create, view, transmit, or receive racist, sexist, threatening, or otherwise objectionable or illegal material is strictly prohibited. “Material” is defined as any visual, textual, or auditory entity. Such material violates the church anti-harassment policies and is subject to disciplinary action Unless specifically granted in this policy, any non-business use of the church’s automation systems is expressly forbidden. If an employee violates these policies, they could be subject to disciplinary action up to and including termination. The church owns the rights to all data and files in any computer, network, or other information system used in the church. The church reserves the right to monitor computer and e-mail usage, both as it occurs and in the form of account histories and their content to assure compliance with this policy and state and federal laws. Users waive any right to privacy in anything they create, store, send or receive via a FBC computer or through FBC’s Network. No employee may access another employee’s computer, computer files, or electronic mail messages without prior authorization from either the employee or an appropriate church official. The church has licensed the use of certain commercial software application programs for business purposes. Third parties retain the ownership and distribution rights to such software. No employee may create, use, or distribute copies of such software that are not in compliance with the license agreements for the software. Violation of this policy can lead to disciplinary action, up to and including dismissal. Electronic mail messages received should not be altered without the sender’s permission; nor should electronic mail be altered and forwarded to another user and/or unauthorized attachments be placed on another’s electronic mail message.

36 | P a g e

Internet/Intranet Browser(s) This policy applies to all uses of the Internet, but does not supersede any state or federal laws of church policies regarding confidentiality, information dissemination, or standards of conduct. The Internet is to be used to further the church’s mission, to provide effective service of the highest quality to the church’s customers and staff, and to support other direct job related purposes. The various modes of Internet/Intranet access are church resources and are provided as business tools to employees who may use them for research, professional development, and work related communications. Limited personal use of Internet resources is a special exception to the general prohibition against the personal use of computer equipment and software. Employees are individually liable for any and all damages incurred as a result of violating church security policy, copyright, and licensing agreements. All church policies and procedures apply to employees’ conduct on the Internet, especially, but not exclusively, relating to: intellectual property, confidentiality, church information dissemination, standards of conduct, misuse of church resources, anti-harassment, and information and data security. Violation of these policies and/or state and federal laws can lead to disciplinary action, up to and including termination and possible criminal prosecution.

Laptops Users are expected to take precautions to ensure the laptops are not stolen, lost, or damaged. In case of theft or loss, the user must file a report with the Business Manager immediately. Because laptops are provided for church related work, no personal software may be installed unless approved by the Business Manager.

Section 5.28 POLICY AGAINST HARASSMENT The church is committed to providing a work environment that forbids harassment. In keeping with this commitment, the church maintains a strict policy prohibiting unlawful harassment, including sexual harassment. It is important to understand that jokes, stories, cartoons, nicknames, and comments about appearance may be offensive to others. Sexual harassment of employees by supervisors, co-workers, or vendors is prohibited. If an employee believes that they are being, or have been, harassed in any way, please report the facts of the incident or incidents to your the Business Manager immediately, without fear of reprisal. If the harassment involves the Business Manager, notify the Pastor.

37 | P a g e

Any reported incident will be investigated by an outside consultant. Complaints and actions taken to resolve harassment will be handled confidentially. Violation of this policy may result in disciplinary action, up to and including termination. Employees may bring complaints, ask questions, and raise concerns under this policy without fear of reprisal. All employees are responsible for understanding, adhering to and strictly enforcing this policy.

Section 5.29 GRIEVANCE PROCEDURES

Employees have an opportunity to present their work-related complaints and to appeal supervisory decisions through a dispute resolution or grievance procedure. First Baptist Church will attempt to resolve promptly all grievances that are appropriate for handling under this policy. An appropriate grievance is defined as an employee's expressed feeling of dissatisfaction concerning any interpretation or application of a work-related policy by management, supervisors, or other employees. Employees will not be penalized for proper use of the grievance procedure. However, it is not considered proper if an employee abuses the procedure by raising grievances in bad faith or solely for the purposes of delay or harassment, or by repeatedly raising grievances that a reasonable person would judge have no merit. Implementation of the grievance procedure by an employee does not limit the right of First Baptist Church to proceed with any disciplinary action that is not in retaliation for the use of the grievance procedure.

38 | P a g e

EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT

My signature below indicates that I have received a copy of the church Personnel Policies and Procedures Book.

I understand that this book contains information regarding church rules, regulations and benefits which affect me as an employee.

I acknowledge that I have read and understood the church policies.

I also understand that the church may revise, supplement or rescind policies, procedures or benefits described in the book, with or without notice.

Print Name: ________________________

Signature: _________________________

Date: _____________________________

Witness: _______________________