XPastor tries to help churches by providing some of the essentials for running a church—items like job descriptions, employment applications, review forms and church policies. Below is the Human Resource Policy from Seven Mile Road Church in Boston, Massachusetts.


Seven Mile Road is a gospel-centered missional church committed to the advancement of the gospel in Greater Boston. Seven Mile Road has planted two churches, Seven Mile Road Philadelphia and Restoration Road in Wakefield, Massachusetts. In the next ten years, our aim is to multiply local Seven Mile Roads in Greater Boston, working together and sharing resources, towards the end of seeing 1,500 Bostonians believing the gospel, being discipled, and living on mission in an ever-growing network of healthy Seven Mile Roads, for Jesus’ glory and our joy.


Seven Mile Road is a gospel-centered church that is:

  • Deeply Relational—Our goal is for Seven Mile Road to be a church where friendships run deep and our shared culture is different than anything that our unbelieving friends have ever seen before; one that enables trust, accountability, and a connectedness that moves us from being individuals to being a community.
  • Contextually “Bostonian”—We desire to be a church where Bostonians who don’t know Jesus at all can spend time and not stumble over anything but Jesus’ gospel.
  • Locally Missional—Rather than focusing regionally, we want every local Seven Mile Road church to know and be known by a specific people group that’s theirs.
  • Theologically Reformed—Seven Mile Road holds to the Reformed understanding of the gospel that salvation is by grace alone, through faith alone, in Christ alone, all for the glory of God alone.
  • Happily Complementarian—We happily embrace scripture’s teaching around the doctrine of man and excitedly call our men and women to embrace their manhood and womanhood by faith, including calling men to serve our flock as pastors as our Father intended.
  • Aggressively Multiplying—Seven Mile Road is not out to become a mega-church, but to multiply healthy congregations that grow roots in particular Boston zip codes and live with missional intentionality among those people groups.


  • Justin Gottlieb—Executive Pastor
  • Dan Ko—Local Lead Pastor, Malden
  • Matthew Kruse—Lead Pastor and Local Lead Pastor, Melrose
  • Matthew Moran—Gospel Communities Pastor

Central Offices

  • Seven Mile Road Church, 84 Green Street, Melrose, MA 02176
  • 781-313-3421
  • www.sevenmileroad.org

Other Information

Employer ID No.: 20-4192247


At-Will Employment

Employment at Seven Mile Road is “at-will,” meaning that the terms of employment may be changed with or without notice, or without cause, including but not limited to termination, demotion, promotion, compensation, benefits, duties, and location of work. Entrance into employment with Seven Mile Road is voluntary and done with acknowledgement that there is no agreement or contract expressed or implied between Seven Mile Road and the employee for continuing or long-term employment.

While the administrator has certain hiring authority, no representative of Seven Mile Road has any authority to alter the at-will nature of this employment relationship. Similarly, nothing stated in these or other Seven Mile Road policies shall be interpreted to conflict, alter, or eliminate the “at-will” status of Seven Mile Road employees.

Equal Opportunity Employment

Seven Mile Road is an equal opportunity employer. Excepting Bona Fide Occupational Qualification or legal exemption (i.e. our commitment to biblical teaching on religion, gender, sexual orientation, etc.), Seven Mile Road will abide by all state and federal laws prohibiting discrimination against applicants and employees on the basis of race, color, national origin, age, disability, status with regard to public assistance, or other legally protected status category. All employment decisions will be based on character, spiritual fitness and job qualifications.

Seven Mile Road expects all employees to understand, obey, and strictly enforce this policy, including the reporting of any and all unlawful discrimination to a pastor. Any employee engaging in any form of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

Fair Labor Standards Act

In accordance with the Fair Labor Standards Act (FLSA), all Seven Mile Road positions will be evaluated and categorized into its appropriate status: exempt or non-exempt. This will be communicated clearly to the employee and supervisor to ensure employees receive appropriate protection and compensation.

Employees exempt from FLSA, are not protected by its minimum pay or overtime standards. Exempt employees are salaried and are expected to work as needed for their job responsibilities, but will, under some circumstances, be granted compensatory time off at a later date.

Employees that are non-exempt from FLSA will be paid an hourly rate no less than that set by the Commonwealth of Massachusetts and will receive overtime pay of one and a half times regular pay for any time worked above forty hours in a work week. Vacation, sick, and holiday, etc. hours are not included in the calculation of overtime pay.

Exemption status will be noted in each job description of Seven Mile Road. When necessary, additional clarity around hours worked, scheduling, and location of work will be determined by the employee’s supervisor.

Theological Agreement

Employment at Seven Mile Road assumes employee is, or will soon be, a covenanted member at Seven Mile Road, fulfilling all covenantal obligations and agreeing with core theological positions of Seven Mile Road as stated in the Seven Mile Road Statement of Faith.

Background Checks

For the safety of Seven Mile Road, her members, participants and our surrounding communities, Seven Mile Road reserves the right to conduct employee background checks prior to and/or after any offer or beginning of employment. In addition to any other background checks, Seven Mile Road conducts CORI checks on all employees and volunteers each year.


Employees are paid by direct deposit on or near the tenth of each month. Pay is for the entirety of the current month.

Conflict of Interest

Employees must review and abide by Seven Mile Road’s Conflict of Interest Policy. See Appendix 1.

Sexual Harassment Policy

Sexual harassment of any type is prohibited. Employees must review and abide by Seven Mile Road’s Sexual Harassment Policy. See Appendix 2.

Mandatory Reporting

All pastors of Seven Mile Road, along with anyone working in Seven Mile Kids or with anyone under the age of eighteen, are Mandatory Reporters as defined by Massachusetts State Law.

According to Massachusetts State Ann. Laws Chapter 119, Section 51A, “If you have reasonable cause to believe that a child is suffering from or has died as a result of abuse or neglect, you are required by law to report it. Abuse and neglect is defined as follows:

  • Abuse inflicted upon him or her that causes harm or substantial risk of harm to the child’s health or welfare, including sexual abuse.
  • Neglect, including malnutrition.
  • Being a sexually exploited child.
  • Being a human trafficking victim.

This is to protect, serve, and minister to those abused or neglected and also to protect, serve, and minister to the reporter and anyone affected.

The reporting process is as follows:

  1. Mandatory reporter submits an oral report immediately to someone on the Pastoral Team.
  2. The pastor files an immediate oral report with the Department of Children and Families.
  3. The pastor files a written report with the Department of Children and Families within 48 hours of the initial report.
  4. Pastor will notify parents of report.
  5. Be available for any follow up questions.

The church will take immediate measures to protect, counsel, minister, and serve anyone who has been affected by abuse or neglect. The first step is to take the proper legal action. For more information, you can visit www.mass.gov/dcf.


In addition to an ongoing commitment to the covenantal obligations of members of Seven Mile Road, employees of Seven Mile Road must be committed to blamelessness in their personal and business dealings. This pursuit of blamelessness should be evidenced by intentional avoidance of morally compromising situations at all times. Violation of these expectations may subject employee to disciplinary action up to, and including, termination.


Seven Mile Road employees may have access to confidential information that could be harmful to the church, her members, and others in the community should it be shared inappropriately. Any breach of confidentiality may lead to discipline up to and including termination.

Any information that is confidential while employed at Seven Mile Road will remain so even after termination.


Health Care Coverage

Seven Mile Road provides health care coverage for eligible employees. Plan costs are reviewed on an annual basis by the Executive Pastor. Any changes recommended by the Executive Pastor will be reviewed by our Elder Board.

Harvard Pilgrim Healthcare is Seven Mile Road’s current provider of health coverage.

Workers’ Compensation

Seven Mile Road carries Workers’ Compensation Insurance that provides coverage for certain injuries or illnesses that are caused by, arise from, or occur while fulfilling job responsibilities at Seven Mile Road. Injured employees should report their work-related injury or illness to the Executive Pastor immediately.

Vacation and Holiday Pay

Seven Mile Road grants employees vacation and personal days, as well as a number of holidays listed below. Vacation and personal days are managed in a calendar year cycle and can be taken in full day (8 hour) or half-day (4 hour) increments.

Vacation Days:

  • FT employees receive paid vacation days based on their position within the organization. Pastors receive fifteen vacation days. All other FT staff receive ten days.
  • For new FT employees, vacation days are pro-rated based on date of hire.
  • Employees are encouraged to take eligible vacation days each year. There is no rollover into the next calendar year.
  • The employee’s supervisor (with Executive Pastor approval) may increase the number of vacation days as employee responsibilities are increased.
  • There is no compensation for unused vacation days, except upon retirement or termination of work at Seven Mile Road. Payment will be pro-rated based on termination date.
  • Vacation must be requested two weeks prior to planned vacation and will be approved/declined by Executive Pastor.

Personal Days:

  • Employees receive five personal days per calendar year which may be used for vacation.
  • For new employees, personal days are pro-rated based on date of hire.
  • There is no rollover of personal days to the next calendar year.
  • There is no compensation for unused personal days.


Seven Mile Road provides the following paid holidays for FT employees each year:

  • Patriots Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day and day after
  • Christmas Day through New Year’s Day (except Sunday)

Leave of Absence

Sick Leave

Full-time employees are provided eight hours per calendar month of sick hours. The balance of unused, accrued sick hours can be carried over to the next calendar year, up to a maximum of 240 hours. Accumulation in excess of this amount as of January 1 of each year shall be forfeited.

Military Leave

Military leave will be granted according to federal law.

Bereavement Leave

Upon the death of immediate family, employees are allowed three days of bereavement leave. Additionally, sick days and personal days can be used towards this end.


Time Sheets

All non-exempt employees are required to record the actual number of hours worked and report to their supervisor through a designated system. Payment of overtime will be in accordance with all necessary laws.

It is expected that nonexempt employees will work only their regularly scheduled hours. The employee’s supervisor must pre-approve all hours beyond their regular schedule.

Dress Code

Employee dress should be clean and free from characteristics that may hinder the work of the employee or the mission of Seven Mile Road. In particular, any clothing potentially harmful to a gospel brother or sister should be avoided. Examples of items employees should refrain from wearing:

  • Revealing, tight, or suggestive clothing.
  • Clothing supportive of any political party, message, or position.
  • Clothing supporting any illegal or immoral behavior.

Credit Card

Seven Mile Road credit card use is restricted to purchases for Seven Mile Road. Use of a Seven Mile Road card for personal purchases, even when reimbursement is intended is prohibited.

Submission of receipts via online form is required within ten days of purchase.

Proximity to Church

Seven Mile Road’s mission, strategy, and vision require employees that are excited about the local church’s mission and their own involvement in that mission. Employees of Seven Mile Road are to embrace and model missional living for all to see. Because of this, employees are expected to live within a strategic area that allows for intentional missional engagement with their local Seven Mile Road’s target area/people group. Except for exceptional cases (e.g. Future Seven Mile Road plant/mission, already living in a nearby community, etc.) approved by the Seven Mile Road Pastor Team, this means that employees of Seven Mile Road are to live within the city limits of their local Seven Mile Road.


Any purchase needing reimbursement must be pre-approved by the Executive Pastor. Approval of reimbursement will only be granted when no other payment option is available. Request for reimbursement should be made within ten days via appropriate online form.

Working From Home

At Seven Mile Road, we are most concerned that our employees are functioning most happily, holily, and effectively. The relational nature of our work demands availability for meetings and other events, but otherwise employees are allowed flexibility in working hours and location at the discretion of their supervisor. Any negative effect of working away from the office will lead to revocation of “work from home” privileges.

Social Media

Seven Mile Road recognizes the benefit of social media in our day and encourages employees to take advantage of these outlets (Twitter, Facebook, etc.) for the good of the gospel, community, and other positive purposes. That said, social media should never take away from time, energy, and effort from one’s responsibilities at Seven Mile Road. Additionally, any web presence should not in any way damage, harm, or make difficult the ministry of Seven Mile Road. Toward that end, we have developed these guidelines:

  • Notify the Executive Pastor of any blog, social media, or website you own, host, or create content for.
  • Include a disclaimer on any blog or website making clear that the views are your own personal opinions and not those of Seven Mile Road.
  • Be wise as you write and publish to the internet, realizing the public nature and visibility of the platform and the potential for adverse consequences.
  • Avoid publication of any material that would jeopardize the ministry of Seven Mile Road, her people, her employees, or your own job.

Unless approved otherwise by Seven Mile Road’s Pastor Team, Seven Mile Road owns the copyrights to all work produced by employees within the scope of his/her employment at Seven Mile Road. This includes all sermons, writings, graphic design, artwork, songs, etc.

Job Descriptions

Seven Mile Road is committed to creating and maintaining accurate job descriptions for all positions with the following hopes:

  • Clar