This personnel policy section was developed to describe some of the expectations of Moulton Baptist Church (MBC or church) employees and to outline the policies, programs and benefits available to eligible employees. Employees should familiarize themselves with the contents of this section. Employees should read, understand, and comply with all provisions of the policies and procedures.
These policies and procedures cannot anticipate every situation or answer every question about employment at MBC. It is not an employment contract and it is not intended to create contractual obligations of any kind. After consideration of protocols for terminations, neither the employee nor MBC is bound to continue the employment relationship if either chooses, at its will, to end the relationship.
In order to retain necessary flexibility in the administration of its policies and procedures, MBC reserves the right in its sole and absolute discretion to change, revise, or eliminate any of the policies and/or benefits described in this manual. Employees will be notified in writing of such changes to the policies as they occur.
Enforcement of these policies and procedures are the responsibility of the pastor, deacons, personnel committee, and other supervisors where applicable. If there is a conflictbetween the policies in this manual and State and/or Federal regulations, then the State and/or
Federal regulations shall prevail.
Definitions [These policies apply to the following individuals and positions.]
Full-time employees are those whose position requires 30 hours or more each work week.
Interim or Part-time employees are those whose position requires less than 30 hours each work week.
Temporary employees are those hired for a short-term period to fill a vacancy or for a short-term need of the church.
Ministerial positions are senior pastor, associate pastors, ministers [youth, music, etc.] and possibly directors of preschoolers, children, or other age groups as determined by the church.
Support positions are administrative positions and campus maintenance positions.
To ensure that all individuals are well-qualified, it is the policy of MBC to
check the employment references of all applicants, both those given as well as others from former employers. All potential employees are screened with a criminal background check, financial background check, and drug test prior to employment. Ministerial staff are also evaluated by an approved Christian counseling service in relation to mental and emotional stability, personality, and staff team work dynamics.
MBC relies upon the accuracy of information contained in the employment application, along with other information presented throughout the hiring process and employment. Any misrepresentations, falsification, or material omissions in any of this information may result in MBC excluding the individual from further consideration for employment or, if already hired, termination of employment.
Equal Employment Opportunity – MBC is committed to employment opportunities for qualified employees and fair treatment of all employees and prospective employees without regard to race, color, age, national origin, sex, veteran status, or physical handicap. The church does reserve its rights, as a religious organization under Federal law, to make employment decisions based on religion. MBC reserves the right to employ persons who, in the opinion of the church, have a work history and life style which is consistent with the admonition of Scripture to walk in a manner worthy of the calling of our Lord. MBC also reserves the right to restrict some positions such as the senior pastor to only males due to religious beliefs and federal religious freedom laws.
Americans with Disabilities Act (ADA) – MBC is committed to full compliance with the ADA and related Federal and State laws and regulations as they apply to churches.
Employees have an obligation to conduct their personal affairs in a manner
that precludes actual or potential conflicts of interest and to follow rules of conduct that will protect the interest and safety of all employees and the church.The church recognizes and respects the employee’s right to engage in activitiesoutside their employment which in no way conflicts with or reflects poorly on thechurch. The church reserves the right to determine when an employee’s activities represent a conflict with the church’s interest and to take whatever action isnecessary to resolve the situation.
Employees may be disciplined, up to and including possible termination, for poor job performance, as determined by their supervisor, pastor, deacons and/or personnel committee. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment.
Theft or inappropriate removal or possession of property
Falsification of church records
Divulging confidential information to unauthorized persons
Working under the influence of alcohol or illegal drugs
Fighting or threatening violence in the workplace
Boisterous or disruptive activity in the workplace
Insubordination or other disrespectful conduct
Violation of safety or health rules
Sexual or other unlawful harassment
Inappropriate work attire
Excessive absenteeism or any absence without notice
Excessive tardiness or leaving work earlier than your scheduled end
of day without supervisor’s approval
Violation of personnel policies or failure to follow instructions and
Unsatisfactory or below average performance in quality, quantity, or
Breaking of any law considered a felony or some accounts of
Employment with MBC carries with it a responsibility to be constantly
aware of the importance of good, ethical conduct. Employees must refrain from taking part in any transaction in which their own interest may conflict with the best interest of the church.
The pastor or personnel committee will evaluate potential employees during
the probationary period. New employees are hired contingent upon successful completion of a 90-day probationary period. At the end of the 90 day period, the pastor or supervisor, in consultation with the personnel committee or deacon, will evaluate the performance of the new employee and may recommend:
1) Transition to regular employment status upon satisfactory performance evaluation and recommendation of supervisor.
2) Denial of transition to regular employment and termination of
employment upon unsatisfactory performance evaluation. Documentation will be included in the employee file.
Salaries are established by the pastor and/or supervisor and deacons and/or
Personnel Committee in conjunction with the Stewardship Committee. They have the responsibility to establish the salary structure, individual salaries, and review of all salaries. This policy applies to all salaried employees whether full or part- time. Salary compensation levels shall be made (though not exclusively) using the following criteria:
Current financial condition of MBC
Performance of the employee (determined by supervisor and
Current pay in other churches for similar work
Training and education
Cost of living
Years of service
Pay amount per hour will be determined by supervisor and/or pastor and the
deacons and/or Personnel Committee in conjunction with the Stewardship Committee. Employees are responsible for keeping a record of their hours of work which is then approved by their supervisor and/or pastor before submitting for payment. Increases in pay for hourly employees will be determined by the list of criteria under salaried employees. All changes in pay rate must be approved by the supervisor and/or the pastor and the deacons and/or the Personnel Committee in conjunction with the Stewardship Committee.
Salaried employees will be paid bi-monthly, about the last working day near
the 15th and about the last working day of the month. Hourly employees will be paid monthly, at the beginning of the month upon receiving approved hourly work record. Changes to this procedure must be approved by the supervisor and/or the pastor and the treasurer. All church employees are paid by check. All required deductions, such as federal taxes, FICA, etc. will be deducted from theemployee’s paycheck. Employees should review their pay slips for any errors. If a mistake is detected they should notify the treasurer and/or the financial secretary immediately.
IV. Time off and leave of absence for full-time employees
Because MBC recognizes the importance of vacation time and providing the
opportunity for spiritual growth, rest, recreation, and personal activities, the church grants annual paid vacation to its salaried employees. Employees shall be entitled to vacation time with full pay in accordance with the following schedule except where authorized otherwise:
90 days – 4 years 5-9 years
10 or more years
80 hours/ 2 weeks 120 hours/ 3 weeks 160 hours/ 4 weeks
Employees will receive vacation benefits on a prorated basis based on the number of hours worked per week as a percentage of a 40 hour work week, according to their work schedule.
The allowable vacation is available on the first business day of each new year and is managed on a calendar year basis. Vacations must be taken with in the year and may not be carried from year to year. When a holiday occurs on a working day or holiday time approved by the church, that day is not counted as vacation. Any vacation time that was accrued, but not used, will not be paid at thetime the employee’s employment is terminated.
Records of an employee’s vacation time usage will be maintained in the church office.
The pastor and /or supervisor must approve all requested vacation leave. The pastor and/or deacons and/or personnel committee must arrange for adequatecoverage of employee’s duties prior to the employee’s vacation. The deacons willbe responsible for approving the pastor’s requested vacation leave. (See Appendix for Request for Leave form)
2. Sick leave
A salaried employee may be granted sick leave if absence is due to sickness,
bodily injury, quarantine, exposure to contagious disease or when continuing towork might jeopardize the health of others, and illness in employee’s immediatefamily which requires care by the employee. Immediate family is defined as: spouse, child, grandparent, grandchild, mother, father, and legal dependent.
All salaried employees are given 10 days/2 weeks (80 hours) of sick leave per year. During the year employed an employee shall receive one day (8 hours) of sick leave for each calendar month up to ten days (80 hours) total for the year. Unused sick leave may be accrued up to forty days (320 hours).
These days may be taken with pay as needed, and a record of sick time taken is to be kept in the church office. Any sick time above the 24 consecutive hours must be approved by the pastor and/or supervisor and deacons and/or the personnel committee. All sick time taken above the 24 consecutive hours willrequire a doctor’s excuse to be included in the records kept by the church office.All sick time used above the 24 consecutive hours and not approved forcompensation will be deducted from the employee’s salary. Excessive unapproved sick day usage can result in an employee’s termination ofemployment. (see Appendix for Sick Leave form)
Upon termination of employment, the employee will not be paid for sick
leave that has not been used.
Bereavement leave for employees will be granted for an employee’s family.
Family is defined as spouse, children, grandchildren, parents, grandparents, siblings, and mother and father-in-law. This should be arranged through the pastor and/or supervisor. Such time off is without loss of pay up to three consecutive work days per loss. Time in excess of three days can be considered vacation orleave without pay with the pastor or supervisor’s approval. (see Appendix for Bereavement Leave form)
Conference, convention, denominational service, and training leave
The church recognizes the personal and professional growth achieved
through participation in conventions, conferences, revivals, or other meetings and service in denominational capacities.
Ministerial staff will be allowed up to 15 days leave per calendar year in which to participate in any of the above. However, only two Sundays per calendar year may be missed for any of these activities unless approved by the deacons. The cost of meals, lodging, and travel will be reimbursed to the traveler when the travel is at the request of, and in the interest of the church, as budget funds permit. A summary of travel, meals, lodging, and all other approved expenses must be submitted to the treasurer along with all receipts before traveler can be reimbursed. All trips must be approved by the pastor and/or supervisor and the deacons. All unapproved trips and expenses will be the financial responsibility of the traveler.
Support staff employees are allowed to attend meetings, seminars, denominational conventions and conferences, etc. for training andenrichment at the church’s expense as budget funds and work loadpermit. This time off with pay must be authorized by the pastor and /or supervisor and/or personnel committee.
In the absence of the pastor because of vacation, sickness, or attendance at
conventions, the pulpit is temporarily supplied by church ministerial staff, qualified church members, or a visiting minister. A pastoral supply will be invited by the pastor in cooperation with the deacons. Remuneration and expenses are paid by the church, as necessary. For absences other than those mentioned above and beyond budgeted amount the pastor compensates the supply for their services.
Church employees must cooperate with the pastoral supply, advising him of procedures and schedules, assisting him by carrying on with their assignments and duties as they normally would.
Family care and medical leave without pay
A leave of absence will be granted for the birth, adoption, or foster care
placement of an employee’s child; the care of an employee’s child, parent, orspouse with a serious illness/health condition; or the employee’s serious illness orhealth condition that makes the employee unable to perform his/her duties.
Employees who have completed at least one year of employment and have worked at least 1250 hours in the previous 12 months may submit a written request for a family care and medical leave of absence, without pay, for any length of time up to a maximum of 12 workweeks in a 12 month period, in compliance with FMLA laws.
Based on the facts and circumstances surrounding each individual request, family care and medical leave will normally be granted by the pastor and/or supervisor and deacons and/or personnel committee. Requests for family care and medical leave to care for a child, parent, or spouse with a serious illness/health condition, or an employee with a serious illness/health condition must beaccompanied by a health provider’s written statement that certifies the need forthe leave and an estimate of the length of time the employee will be unable to work due to the serious illness or health condition.
Annual leave, sick leave, or leave without pay may be requested for FMLA covered conditions. Leave without pay must be approved for a covered condition when requested by an eligible employee who has no annual or sick leave available.
Employees returning from a serious illness/health condition must present ahealth provider’s written release of wellness, verifying that they are able toperform their duties safely and that they pose no health risk to themselves or others before they will be allowed to return to work.
Personnel who are summoned to serve jury duty or subpoenaed as a court
witness will be granted leave of absence with pay for the required length of service. Upon receipt of a summons for jury duty, the pastor and/or supervisor must be notified. Documentation of jury duty service must be provided to the pastor and/or supervisor upon completion of service in order to place in office records.
National holidays will be observed by all church employees to the maximum
extent possible unless ministry obligations dictate otherwise. If an employee is required to work on a holiday, arrangements with pastor and/or supervisor will be made to allow another day off to be taken with pay within the same pay period.Paid holidays observed by the church are as follows: New Year’s Day, Good Friday, Memorial Day, Independence Day (July 4th), Labor Day, Thanksgiving Day, the Friday following Thanksgiving, Christmas Eve, and Christmas Day.
The church office hours shall be from 8:00 a.m. to 4:30 p.m. Monday
through Friday (excluding holidays). The office hours are subject to change from time to time as may be determined by the pastor and/or deacons. Ministerial staff often serve at other times besides just office hours and in places other than the church office. Therefore, ministerial staff are not expected to keep all church office hours. However, realizing the importance of office operations and public availability the ministerial staff should be in the office as much as possible to facilitate the healthy operation of the office of MBC.
Full-time employees shall be expected to work 30-40 hours per week. Part-time employees shall be expected to work less than 30 hours per week. The pastor and/or supervisor and the deacons and/or personnel committee
shall set all hourly work week schedules for employees. Ministerial employees that are expected to work on Sundays are allowed to select one day within the scheduled work week as a day off to compensate. This day off should be approved by the pastor and/or supervisor. Sometimes with ministry events an employee is required to work during their day off. If such an event takes place it must be with the full knowledge of the supervisor, and arrangements must be made to allow compensation time to be awarded at the discretion of the supervisor.
All full-time employees are allowed one hour for lunch. Lunch hour will be
observed away from the desk. (The Fair Labor Standards Act requires that non- exempt employees observe lunch hours away from their work stations to avoid incurring overtime pay by the employer.)
Inclement weather policy
Unless otherwise notified, employees are expected to report to work on
time. However, if it is impossible or unsafe to arrive on time because of ice, snow, or inclement weather or road conditions, employees are expected to arrive at work as soon as safely possible. If weather conditions become hazardous during working hours, employees may request permission from the pastor and/or supervisor to leave early. If the church office is open, employees must charge any time absent from work because of inclement weather to vacation leave or leave without pay. If the church office is closed due to inclement weather, employees will be paid for those days.
Absenteeism and tardiness
It is important that employees work their assigned schedules as consistently
as possible. However, our church understands that because of illness or emergency, you may be unable to come to work. If you are unable to report to work for any reason, you must notify the pastor and /or supervisor no later than
8:30 a.m. on that day. It is your responsibility to keep the pastor and/or supervisor informed on a daily basis during a short-term absence and to provide medical verification when asked to do so.
Employees who do not call the pastor and/or supervisor or report to work on time may be subject to loss of compensation and/or disciplinary action, up to and including termination.
The pastor, deacons, or personnel committee shall recommend a program for Employee Benefits to be approved. Recommendations that are financial and will affect the church budget should also be approved by the stewardship committeebefore being presented to the congregation for their approval. This may include such things as retirement, vacations, holidays, medical and life insurance, etc. All benefits are available to full time employees from the start of their full employment with the church, which is after the 90 day probationary period.
MBC understands the importance of employees having adequate health
insurance to cover the needs of them and their families. Also, respecting the right for employees to choose the company and type of policy that best suits their needs, no insurance policy is provided by the church. Instead the church has chosen to provide a reimbursable account for full time employee health insurance not to exceed $500 dollars per month. Employees must provide the office with a copy of an insurance bill as proof of insurance at a minimum of once a year and anytime the policy or amount changes.
The church realizes the importance of preparing for the time of retirement
for its employees. In full cooperation with the SBC Annuity Board, the church will assist employees in the following ways: All employees are encouraged to participate in the Annuity Board retirement benefits program and make plans for their future. MBC will also contribute up to 10% of an employee’s financialcompensation to the annuity account of the employee with the SBC Annuity Board. Other arrangements for other companies must be evaluated and approved by the pastor and/or supervisor and the deacons and/or personnel committee.
MBC understands the importance of providing for those that have been
disabled in the performance of their service to the church. One of the benefits ofMBC’s contribution to the SBC Annuity Board retirement program is theinclusion of long-term disability benefits. For more information about this benefit the employees should check with the SBC Annuity Board regarding their retirement program.
Employees who are authorized to use their personal vehicles in the service
of the church are reimbursed by amounts established by the deacons and/or personnel committee and approved by the stewardship committee. Reimbursement is capped each year within the budgeting process. Mileage logs and reimbursement forms should be submitted monthly to the financial secretary and approved by the pastor and/or supervisor before payment is made. Mileage logs are still required after the cap is met to ensure the church and its employees meet all Federal and State guidelines. Reimbursement requests must be submitted monthly unless other arrangements have been made with the pastor and/or personnel committee. (See attachments for mileage log and reimbursement forms)
Ministerial staff that are ordained and are eligible according to Federal tax
law will be allowed to set up a housing allowance with the church. A form must be completed, such as the one provided by the SBC Annuity Board or similar, and submitted to the treasurer and/or financial secretary. At least annually, a current request should be submitted to the church for approval.
Continuing education benefit
MBC realizes the benefits of staff that advance in their educational
obtainment. A reimbursable account has been set up and capped each year within the budgeting process. Employees that go back to an accredited school and work on an advanced degree are eligible for this benefit. Employees desiring to take advantage of this benefit must submit a letter of request accompanied by a copy ofthat semester’s receipt. Once request has been approved by the pastor, deacons or personnel committee, then reimburse payment can be made to the employee.
VII. Personnel management
To maintain effective management and supervision and to insure
satisfactory achievement by all employees.
To create a healthy working environment where church and employee may
share ideas, concerns, and feedback in regards to shared ministry of the church.
All full-time and part-time employees in the church will have an up-to-date
job description. Job descriptions are clearly written statements of relationships, responsibilities, and authority for each specific position. (See Appendix for Job Descriptions)
Job descriptions will be reviewed and updated on a periodic basis by the employee and the pastor and/or supervisor. The updated job descriptions will be reviewed by the deacons and/or personnel committee and submitted to the church
All employees shall be under the direction and leadership of the pastor
and/or his designee. The direct supervisor of each employee will be included in their job description.
To assist employees in performing their work to the best of their abilities, it
is important that they be recognized for good performance and that they receive appropriate suggestions for improvements. Consistent with this goal, their performance will be evaluated on an ongoing basis. Such evaluations will normally occur after they have been employed for 90 days, and then annually thereafter. All written performance reviews will be based on their overall performance in relation to their job responsibilities and job descriptions. Of course, special performance evaluations may be conducted at any time to advise them of the existence of performance or disciplinary problems. Position descriptions and salary ranges will be reviewed by the deacons and/or the personnel committee on a periodic basis in conjunction with the stewardship committee.
Senior Pastor: the deacons shall evaluate the pastor and his effectiveness as needed.
Ministerial staff: the senior pastor shall evaluate the ministerial staff in cooperation with the deacons, at not less than one scheduled time per year. Each employee will be evaluated with fairness and objectivity.
Support staff and part-time staff shall be evaluated by the senior pastor and/or their supervisor in cooperation with the personnel committee, at not less than one scheduled conference per year. Each employee will be evaluated with fairness and objectivity.
Examples of performance categories are: work quality; job knowledge; organization; attendance and punctuality; initiative; cooperation; relations with the public, church members, committees, and teams; adherence to policies and procedures.
Complaints, grievances, and appeal procedures
Misunderstandings or conflicts can arise in any church. To ensure effective
working relations, it is important that such matters be resolved before serious problems develop. Most incidents resolve themselves naturally; however, should a situation persist that the employee believes is detrimental to him/herself or the church, the employee should immediately discuss the matter with the pastor and/or his/her supervisor. If the incident cannot be resolved by the supervisor then matters should be brought before the senior pastor.
If at any time there is a significant disagreement or misunderstanding as to job responsibilities or privileges which cannot be resolved with the senior pastor, the ministerial employees may request to meet with the deacons, and support and part-time employees may request to meet with the Personnel Committee. The senior pastor should be notified prior to the meeting.
Any employee of the church who believes that they have not been treated in accordance with the established policies, procedures, or practices may appeal the matter in a joint meeting of the senior pastor and the deacons.
The senior pastor, in consultation with the deacons and/or personnel
committee, may take such disciplinary action regarding all employees, with the exception of the senior pastor, as appropriate. A quorum of deacons and/or personnel committee must be present.
The first disciplinary action will consist of a verbal warning withcorrection recommendations, documented as such in the employee’spersonnel file.
The second warning will be a written reprimand reviewed by the deacons and/or the personnel committee along with any correction recommendations. This will be placed in the employee’s personnelfile after counseling with the employee.
If further disciplinary actions are necessary, the deacons and/or the personnel committee will review the matter and make recommendations up to and including termination. All non- ministerial staff will be terminated upon the approval of the personnel committee and/or deacons. Ministerial staff can be terminated upon the recommendation of the deacons and a vote of the church. This vote needs to be a special called meeting for this specific business, and proper notification should be given as stated under special called business meetings.
Notwithstanding the progressive discipline steps outlined above, the church retains the right to immediately terminate an employee or to alter the progressive procedure outlined above if, in its discretion, the performance or conduct of the employee so warrants. Any employee who is terminated under this disciplinary action policy may request a review according to the complaints, grievances and appeal procedures given above.
Resignation is a voluntary act initiated by the employee to terminate
employment with MBC. Thirty days written notice is required for resignation of each employee. Resignations must be presented to the pastor and/or his designee with a copy to be placed in the church records. Resignation is effective at the close of the last day worked. Employees are responsible for returning all property, keys, materials, or written information issued to them or in their possession or control, on or before their last day of work.
VIII. Office policy and practice
This section provides specific rules of conduct and procedures not addressed
elsewhere that must be followed by all employees. The goals are to encourage initiative, efficiency, quality job performance; to maintain good employee relations; and to promote professionalism.
Quality of work, attitude, and job performance
A proper attitude is essential to achieve satisfactory job performance. Every
employee is expected to show initiative and diligence in performing assigned job duties and to be conscious of the responsibilities of other employees. The MBC staff seeks to maintain a team work approach to church work, and all employees are expected to be willing to help and assist as needed in completing tasks regardless of specific job descriptions. In order to maintain a safe and efficient working environment, employees shall disclose to the pastor and/or their supervisor any pharmaceutical use that may negatively impact their ability to perform their duties.
Employees of the church may be privileged to confidential and sensitive
information and should not discuss such information with anyone outside the church offices and only within the church offices on a need-to-know basis. Violation of this policy is not in keeping with church philosophy and may result in disciplinary action.
Harassment includes many forms of offensive behavior. If employees believe
they have been harassed on the job, or if they are aware of harassment of others, they should provide a verbal and a written complaint to the pastor as soon as possible. The complaint should be as detailed as possible, including names of individuals involved, the names of any witnesses, direct quotations when language is relevant, and any document evidence (notes, pictures, cartoons, etc.).
MBC will not knowingly permit any retaliation against any employee who complains of prohibited harassment or who participates in an investigation. All incidents of harassment that are reported will be investigated. MBC will immediately undertake or direct an effective, thorough, and objective investigation of the harassment allegation. The investigation will be completed, and a determination regarding the reported harassment will be made and communicated to the employee who complained and to the accused harasser(s).
The church absolutely prohibits the use, consumption, sale, purchase,
distribution, dispensing, manufacture, possession, or being under the influence of any illegal drug by any employee during working hours, while representing the church, while on the premises of the church, or elsewhere on church business.
Off the job illegal drug use or excessive alcohol use (drunkenness, DUI,public intoxication, etc.) which could adversely affect an employee’s jobperformance, jeopardize the safety of others, or adversely reflect upon the church may subject the employee to disciplinary action up to, and including, termination of employment.
All prospective employees are expected to undergo a drug test before hiring. The presence of any illegal drugs or drugs not used as prescribed by a doctor will result in a person not being eligible for employment with MBC. All employees are subject to random drug testing or personal drug testing if drug use is suspected. Failure of any drug test subjects the employee to disciplinary action up to, and including, termination of employment.
Damage or theft
No employee shall take or intentionally damage any property owned by the
church. No employee shall take or intentionally damage any personal property belonging to a co-worker or any other person in the facility. All infractions will be handled on a case by case basis with the involvement of the pastor and/or supervisor and/or the deacons and/or the personnel committee. These actions can subject the employee to disciplinary actions up to, and including, termination of employment.
Removal/destruction of files, records, and documents
No employee may remove or assist in the removal of any files, records or
documents from the church office without the express permission of the pastor, clerk, and/or treasurer. No employee shall destroy or alter any files, records or documents of the church without written authorization of the pastor, clerk, and or treasurer.
Dress and appearance
Employees are expected to report to work well groomed and dressed in a
professional manner. Exceptions may be made when the employee is engaged in tasks that may require other attire.
Access to the electronic mail system requires the recommendation and
approval of the pastor. All employees are expected to conduct themselves in a professional manner in all their correspondences. Any correspondences that are not a part of church work, inappropriate in nature, threating or harassing to others can subject the employee to disciplinary procedures. Viewing, accessing, storing, sending, or any other interaction with pornographic materials or websites can subject the employee to disciplinary procedures. The nature of the internet unfortunately allows searches and online work to accidentally come into contactwith pornographic material that may infect the employee’s computer. If this doeshappen the incident needs to be reported to the supervisor and/or pastor immediately with full details related to the incident. Anyone misusing the computer equipment or electronic services may be barred from using these things for periods of time determined by the pastor and/or supervisor and/or the deacons and/or the personnel committee.
10. Office machines
Office machines are the property of MBC, and employees are expected to use
them for church business purposes only.
IX. Worker’s compensation policy and practice
A worker’s compensation injury is an injury or illness resulting fromemployment. MBC will make every effort to provide a safe working environment for its employees. It is our commitment to comply with applicable Occupational and Safety Health Administration (OSHA) standards and other state and federal standards. We will also work closely with our insurance provider to make every effort to have as safe a work environment as realistically possible.
All MBC employees are covered from the day work begins. The church pays
the entire cost of this coverage. MBC will also cover the cost of all injury related cost up to and not exceeding $5000 before involving the insurance carrier.
Neither MBC nor the insurance carrier will be liable for the payment ofworker’s compensation benefits for injuries that occur during an employee’svoluntary participation in any off-duty recreational, social, or athletic activity sponsored by the church.
Any employee is guaranteed three types of benefits in accordance with state
laws on workers’ compensation.
Medical care to take care of injury
Rehabilitation services necessary to return to work Reimbursement for lost wages
Any injury, regardless of severity, must be reported to your immediate
supervisor or the next ministerial staff person in charge. Should a ministerial staff person be unavailable, the incident and injury should be reported to a deacon. The incident and injury will be documented and placed in church records. Failure to report the injury before the end of the business day or the end of your work shift could result in denial of the claim and disciplinary action up to, and including, termination of employment.
The church will provide general first-aid treatment for employees. If treatment
beyond general first-aid is needed, a church employee will transport, or call 911 to take the injured employee to the nearest designated medical treatment facility. The church approved facility will monitor all aspects of the employees care and report the progress to the appropriate church personnel. A written release or evaluation form must be completed and returned to the employee’s supervisor after each visit with the physician or clinic.
Before being allowed to return to work, the physician must provide a release- to-full duty form. Physician’s offices and/or medical facilities will have this form.The form will be placed in the employee incident file for the church office and records.
In the event that the employee cannot return to duty, a modified duty program
will be implemented with the physician’s approval. A modified duty assignmentis given to an employee who can perform all the essential functions of their position but is unable to perform some of the non-essential functions of their position. The employee would be relieved of performing some of the non- essential functions of their position.
Workers’ compensation pays the employee 66 2/3% of their salary. The
church may pay a pay differential for a period of time and amount determined by the pastor and/or supervisor and deacons and/or personnel committee.
While on workers’ compensation, an employee will not accrue vacation days, sick leave, or holiday pay. Other benefits paid will be determined by the pastor and/or supervisor and the deacons and/or personnel committee.
An investigation and follow-up will be done between the supervisor and the
employee. Any changes that are deemed necessary will be reviewed by the supervisor, and appropriate actions will be taken to rectify the situation or environment. All changes and actions will be noted in a report and filed in the church office.