Personnel Policy Manual
Personnel Handbook
Introduction
Welcome to the staff of Faith Baptist Church! As a staff member, you will be a vital part of a ministry team. All staff members, regardless of job title or description, are ministers of our church. The goal of every Faith employee is to work with excellence so that Faith might be effective in its vision to reach non-believers and make them into fully devoted followers of Christ.
Ministry is an awesome trust from God. It is also a tremendous privilege. We are excited about the unique gifts and skills that you bring to the Faith team. We hope that you will feel a sense of community and teamwork as you go about the day-to-day work of the ministry. We are committed to helping you be effective in ministry and to helping your growth as a fellow follower of Christ.
The information and policies presented here are designed to serve you while you are employed at Faith Baptist Church. These policies are not a contract but serve as a convenant between the church and you as an employee. They may change from time to time as deemed necessary by the Personnel Team. As an employee, you will be notified of any changes immediately. We encourage you to read all the information provided and discuss any questions with your supervisor.
Lifestyle Statement:
Your most important role in life is not that of a Faith Baptist employee or professional minister. Job one of each employee is to maintain an authentic, personal relationship with God. To that end, all employees should strive to live a life of integrity that is consistent with biblical truths. Faith Baptist employees should also work to live a balanced life with respect to family, relationships, physical and emotional health.
Your supervisors and/or Faith Baptist Church Leadership may provide appropriate accountability to you on lifestyle issues. As a church employee, you should understand that your lifestyle impacts your work and the effectiveness of ministry.
Principles By Which We Work:
We Work for Christ. Therefore, our major aim is to see people grow and mature in their Christian experience. Every inpidual is important.
We work for Others. Ours is a blessed privilege of doing what the Lord has commanded all Christians to do. Thus, we work for others. We are their agents and their helpers. We make the task easier by our planning, our encouragement, and our day-by-day labor in the vineyard. We are here to serve, not to be served.
We Work as a Team. “Each for the other – all for God.” We have no single stars in our program. Each inpidual plays his part to the best of his ability. Each team member is important to the working of all. Each member of the team is expected to assume full share of the work. There will be times when all of us pitch in to help another member of the team. When criticism or praise comes to the staff, it comes to all! Therefore, it is of vital importance that we learn and practice the marvelous concept of being team members working toward the same goal. Fellowship of the community begins with the Church Staff.
We Work as Good Stewards. Time is a trust. Each member of the team should learn to be a good steward of his time. We should always strive to be found faithful, generous, and helpful.
We Work Together With Complete Loyalty. Many times the temptation will come to be disloyal to one another. This is one thing that will not be accepted, for it quickly breaks down trust and sincerity. As a team, we strive to help one another, we stick together in the face of criticism, hardship, problems and misunderstandings. If criticism is due, it will be done face to face, honestly, politely, quickly, and in Christian love. The loyalty of members of the team to Jesus, to each other, and to Faith Baptist Church should never be in question by another member or an outsider. There is no place on the Church Staff for disloyalty, petty jealousy, or any other unchristian behavior.
We Work Together as Trained Specialist. Each member of the team has been chosen for a particular task and because of specific Spiritual gifts. We come together to plan our total program and to receive specific assignments and responsibilities. The “How” of the task and the details of operation are left to the inpidual team member. The Senior Pastor will give direction and make suggestions, but he does not serve as a supervisor for every detail.
We Work as Assistants to the Pastor in the Ministry of the Church. The Pastor is held responsible by the Church for the work accomplished. The team makes themselves most valuable when they strive with the Pastor to do each task most effectively. Avoid taking every detail, every rumor, and every tale to the Pastor. Do your best to correct misunderstandings. It is imperative that each member of the Staff keep his or her supervisor thoroughly informed of all vital information.
Pastor Matthew Culbertson and the Personnel Team
Section 1: Definitions
“Faith Baptist Church” will be referred to as “the church” throughout the rest of this document.
A “day” is defined as 1/5 of an employee’s regularly scheduled hours per week.
Section 2: Personnel Relationships
The Senior Pastor is the chief staff administrator of the church. Each staff position is considered to be an extension of the ministry of the Senior Pastor and, therefore, all staff ultimately accountable to him.
The purpose of the Personnel Team is to assist the Senior Pastor in administration of the staff by doing the following: giving counsel to the Senior Pastor, defining policies and procedures in the Personnel Handbook, reviewing compensation recommendations from the Senior Pastor, recommending compensation to the Budget Compensation Team, and participating with the Senior Pastor in the hiring and terminating of all Ministerial and Support Staff. The Personnel Team will review all evaluations for the Ministerial Staff and conduct Senior Pastor evaluation. No salary or benefit adjustment will be made for the Ministerial Staff or Support Staff without the approval of the Senior Pastor and the Personnel Team. All salary and benefit adjustments are subject to the budgetary procedure on an annual basis.
Section 3: Personnel Classifications
Ministerial Staff:
These positions may be full or part time. They fit the guidelines for ministers determined by the IRS:
“Ministers are inpiduals who are duly ordained, commissioned, or licensed by a religious body constituting a church or church denomination. They are given the authority to conduct religious worship, perform sacerdotal functions, and administer ordinances or sacraments according to the prescribed tenets and practices of that church or denomination.”
The IRS typically regards pastors as self-employed. This status is important in determining what kind of expenses and allowances can be deducted from an employee’s gross income. Ministerial Staff are usually paid on a salary basis. They are not paid based solely on the hours they spend in the office during any given week. Indeed, they do much of their work after hours and on weekends. Benefits will be determined, by the Personnel Team upon hiring.
Support Staff:
The Support Staff shall consist of office personnel and others that are employed to assist in carrying forth the programs and ministries of the church.
Salaried – A non-ordained ministry position that can be full or part time yet does not require regular office hours. Benefits will be determined when hired by the Personnel Team.
Hourly – A position scheduled for a regular work week that is paid based on the number of hours worked during a pay period. Hourly employees are entitled to personnel benefits as outlined in this manual.
Temporary – A position scheduled full or part time and is not entitled to personnel benefits.
Interns – The church may choose to provide educational ministry experience through internships. The salary and benefits, if any, will be determined by the Personnel, Budget and Stewardship teams and the Senior Pastor.
Section 4: General Policies
All staff persons contribute significantly to the opinions which the public holds towards Faith Baptist Church. Each person is an immediate representative of the church to the public. It is important that members of the staff treat colleagues and the public both courteously and thoughtfully. Dependability, tact, punctuality, neatness, and friendliness are traditions at the church and are expected of each person.
Appearance: Neatness and good taste in an employee’s dress contribute to the impression made on fellow employees, but more importantly to the impression made on visitors to the church. Wearing apparel should be based on your working conditions. Your supervisor will instruct you as to specific wearing apparel needed. You are expected to maintain your wearing apparel and personal hygiene in a business-like manner. Always remember that you never get a second chance to make a good first impression.
Conduct: Consideration for the rights of others requires that all employees conduct themselves in a respectable and orderly manner. Violence, foul language, fighting, horseplay, and other objectionable or unfavorable conduct will not be tolerated.
Honesty: All employees are expected to respect the property of the church and of their fellow workers. Theft of even the smallest item is strictly prohibited as well as any other act of dishonesty.
Confidentiality: All staff may be in possession of confidential information. This information is to be respected in all cases and not discussed in any manner. Any infraction of this policy is considered to be poor job conduct and a breach of ethics. Personnel found in violation of this policy are subject to dismissal.
Church Relationship and Loyalty: Personnel of the church are to bear in mind that whether they are members of Faith Baptist Church or members of another church, they are to respect the church as their employer and other personnel as fellow employees. Church membership has no bearing on personnel matters, and employees who also happen to be church members will not be awarded “preferential treatment.”
Each employee will be expected to be loyal to the church and their Pastors regardless of church affiliation. Each employee is to abide by all established church policies and procedures. When such loyalties cannot be maintained, they will be expected to discuss such problems with their supervisor. If the problem cannot be eliminated, then they are to follow the steps outlined under Grievances.
Sexual Harassment: Sexual harassment is prohibited by the church toward any of its employees. Conduct regarded as sexual harassment will be the basis for corrective and/or disciplinary action up to and including dismissal.
Substance Abuse: The church has a vital interest in maintaining a safe, healthy, and productive work environment and has no tolerance of drug and/or alcohol abuse. Conduct regarded as substance abuse will be the basis for corrective and/or disciplinary action up to and including dismissal.
Smoking is prohibited anywhere on the church property and in church vehicles.
Discipline: Discipline is intended to correct or improve the performance and/or behavior of an employee. Disciplinary action is based on the degree of severity of the problem and may be in the form of a verbal warning, a written warning, or suspension/dismissal.
Dismissal: Any staff person called by a vote of the church body may be dismissed by vote of the church with recommendation of the Personnel Team and Senior Pastor.
Dismissal of a support staff person may be done by the Personnel Team and Senior Pastor.
All unused vacation will be paid to the employee. Severance pay, if applicable, will be determined by the Personnel Team at time of dismissal.
Grievances: It is recognized that personnel complaints, misunderstandings, and differences of opinions may arise over job-related situations. To assure fair and equitable treatment of all personnel and provide a channel of communication for anyone who may have a job-related problem, the following procedure has been established:
A. The persons involved should first privately discuss the situation to see if a reasonable solution can be found.
B. The employee should discuss the situation with his/her immediate supervisor prior to going to the next level of authority.
C. If the problem still exists, then the problem should be brought to the attention of the Senior Pastor for a solution.
D. The Personnel Team will not address personnel problems unless the above procedures have been followed and then only if the person bringing the problem is present.
Employee Records: Employee records are kept in the church office and are not for the public or church membership to view. Any employee may at any time check the details of his or her own employee records in the presence of their supervisor.
It is important that your employment records are kept current. Be sure to notify the office as soon as possible of any changes in the following:
- Your name
- Change in home address
- Change in home telephone number
- Change in a number where you can be reached in case of emergency
- Change in your marital status
- Change in your beneficiary for your group insurance
- Change in number of dependents
- Corrections to your social security number
Resignation:
Ministerial Staff: The Ministerial Staff may terminate their position with the church by a written notice of thirty (30) days given to the Senior Pastor and or the Personnel Team.
Support Staff: Support Staff should notify their supervisor at least two (2) weeks in advance or sooner if possible. Submit any change of address and make arrangements for delivery of your final pay check.
Section 5: Attendance and Absences
Attendance: Employees are required to work the amount of hours required by their job description which is determined at the time of hire. Work schedules are to be arranged by the employee’s supervisor.
Regardless of your reasons for absence, always notify your supervisor in advance if you are going to be absent. If you are unable to call, you are responsible for having someone call to inform the office. In addition, be sure that you:
- Call in each day unless you are hospitalized;
- Always give the specific reason for your absence; and
- Notify your supervisor when you expect to return.
Attendance records become part of your permanent personnel file. Excessive tardiness is cause for disciplinary action.
Leaves of Absence: Leaves of absence without pay shall require the approval of your supervisor and the Personnel Team. This includes maternity leave.
Vacations:
Ministerial Staff: Upon the hiring of Ministerial Staff, consideration will be given by the Personnel Team to the number of years of consecutive, full-time service in the ministry before determining vacation time. The minimum vacation time will be two weeks. The Personnel Team shall be informed the Senior Pastor’s dates for vacation each year. All vacation dates of Ministerial Staff shall be approved by the Senior Pastor.
Support Staff: All vacation dates of Support Staff shall be approved by the Senior Pastor. Employees with continuous service shall be paid annually for the set number of days as follows:
- Zero (0) to less than 1 year of service – 5 days after 90 days probationary period
- One (1) to less than six (6) years of service – 10 days
- Over six (6) years of service – 15 day cap
Note: Vacation days are earned during the calendar year and normally cannot be held over to accumulate to the next year.
Sick Leave: Sick leave may be granted to any employee. On July 1st of each calendar year, the church will allow twelve (12) days sick leave. There is no cash value upon termination or retirement. An employee who is off sick for more than three (3) consecutive days shall have a doctor’s statement authorizing his or her return to work. Occasional brief absence for medical or dental appointments, which cannot be arranged outside work hours, will be permitted and should be taken as a minimum of a half day which will count against your 12 days of sick leave. This will include illness within your immediate family (as defined under Funeral Leave).
Funeral Leave: Absences to attend the funeral of a member of a regular employee’s immediate family will be treated as an excused absence with proper notification. You will be paid for the period of the absence on the following basis:
In the event of death in your immediate family, you will receive pay for up to a maximum of three (3) consecutive working days. Immediate family members are:
- Spouse
- Son/Daughter*
- Father*
- Mother*
- Brother*
- Sister*
- Mother/Father-in-law*
- Son/Daughter-in-law*
In the event of a death of a grandchild you will receive pay for up to a maximum of two (2) consecutive working days. In the event of a death of any of the following relatives, you will receive pay up to one day to attend the funeral of:
- Foster Child
- Brother/Sister-in-law*
- Grandparent or spouse’s grandparent*
- *Step and adopted relatives are included.
If exceptional circumstances exist, additional paid days may be granted by your supervisor.
Jury or Civil Service: Jury service is a civic duty. The church will release every employee to serve when called.
If you are dismissed from jury service during normally scheduled work hours, you should report to work for the remainder of your work day.
Other civic responsibilities, including, reserve/guard deployment should be negotiated at the time of hiring.
Inclement Weather: Determination of delays or closure of the office due to inclement weather will be based on the action of the Festus R-6 Public School System.
Ministerial Leave:
Sabbatical Leave for the Senior Pastor:
Sabbatical leave is an opportunity for the Senior Pastor to do study, research, or writing which should enhance the Senior Pastor’s proficiency. Therefore, the Senior Pastor is encouraged to take advantage of this opportunity.
A sabbatical leave is defined as an approved period of planned study during which the Senior Pastor is relieved of regular duties. This leave may extend for any time up to six (6) months in which compensation normally continues at the usual rate.
The Senior Pastor is eligible for sabbatical leave upon reaching the 7th year of continuous employment. Requests for sabbatical leave shall be submitted to the Personnel Team and is to be approved by the church six (6) months in advance of the beginning date of the leave. The Personnel Team will consider the staffing and financial condition of the church, growth of the church and the Senior Pastor’s study program in making its decision in recommending the
request to the church. In his request for sabbatical leave, the Senior Pastor shall include his program for the sabbatical leave. Upon returning from leave, the Senior Pastor is expected to make a written report to the deacons and to the church concerning the program carried out during the leave.
Outside Ministry and Mission Trips:
The Senior Pastor and Ministerial Staff are encouraged to take advantage of speaking engagements, conferences, and annual sessions. These should not exceed five (5) Sundays, including vacations, unless prior approval has been obtained. The Senior Pastor will obtain permission from the Personnel Team and all other Ministerial Staff from the Senior Pastor. The Senior Pastor, Ministerial Staff, and spouses, may attend the Southern Baptist Convention and Conferences. Their expenses shall be paid by the church based on budget allocation and approval by the Senior Pastor.
Section 6: Payroll
Budget and Stewardship team will review.
Section 7: Benefits
Group Medical: This is included in the salary package of Ministerial Staff. This insurance is procured by the church and the inpidual at the lowest rate with the most benefits offered. The entire premium costs are paid by Faith Baptist Church.
Holidays: The church shall observe the following paid holidays for full and part-time employees:
- New Year’s Eve
- New Year’s Day
- Good Friday
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Eve
- Christmas Day
- Two (2) floating holidays
If the holiday falls on a regularly scheduled work day, it is a paid day off. If it falls on a scheduled day off, a day is taken off either the week prior to or the week following the holiday.
Annuities: This is included in the salary package of ministerial staff. Annuities are available through the Annuity Board of the Southern Baptist Convention. Any employee working 20 or more hours may choose to establish his/her own annuity. The annuity may be purchased at the following:
5% of salary – 1st year, 1% increase each year thereafter with a 10% cap.
Worker’s Compensation: Employee understands that Employer is governed by the laws of the State of Missouri with respect to work-related injuries or illness and that in the event Employee sustains or develops a work-related health condition. Employee’s sole remedy shall be determined by the laws related to Worker’s Compensation within the state of Missouri.