XPastor tries to help churches out by providing some of the essentials for running a church—items like job descriptions, employment applications, review forms, employment handbooks and ministry policies. Below is the Personnel Handbook of BCF Church.
Congratulations and thank you for accepting Bible Fellowship Church (BFC)’s offer of employment. One of the keys to our success as a caring and growing Church is hiring good Staff Members. We have hired you because we believe you have the skills and the potential to help BFC succeed in God’s plan for us. We expect and depend upon you and each Staff Member to perform the tasks assigned to you to the best of your abilities. We believe that hard work, faithfulness to the Lord and commitment will not only help us succeed as a Church, but will help give you a sense of significance and accomplishment.
We are glad to have you as a member of the BFC team. We hope that your employment proves mutually satisfying and that you will make an important contribution to our future ministry. Every Staff Member has an important role in our ministry and we value the abilities, experience and background that you bring with you to our Church. It is our Staff Members who provide the services that our members rely upon and enable BFC to grow and create new opportunities in the years to come.
Our leadership team intends to provide you with all of the support and the resources you will need to perform your job effectively. If, at any time, you need assistance or guidance, please do not hesitate to ask any of the members of our leadership team. They are here to help you perform to the best of your abilities.
Once again, welcome to BFC. May God richly bless you!
Jack Monroe, Executive Pastor
Description of Handbook
This Employee Handbook contains information about the employment policies and practices of Bible Fellowship Church (“BFC” or “the Church”). We expect each Staff Member to read this Employee Handbook carefully, as it is a valuable reference for understanding your job and the Church. During your initial orientation, you will be given an opportunity to sit down and carefully review this Employee Handbook. This Employee Handbook supersedes all previously issued Employee Handbooks and inconsistent verbal or written policy statements. Except for the policy of at-will employment, which can only be changed by the Executive Pastor in writing, the Church reserves the right to revise, delete, and add to the provisions of this Employee Handbook. All such revisions, deletions, or additions must be in writing and must be signed by the Executive Pastor of the Church. No oral statements or representations can change the provisions of this Employee Handbook.
None of the Church’s personnel documents and benefit plans, including this Employee Handbook, constitutes, or is intended to constitute, an express or implied contract guaranteeing continued employment for any Staff Member. No Department Head has any authority to enter into a contract of employment—express or implied—that changes or alters the at-will employment relationship. Only the Executive Pastor has the authority to enter into an employment agreement that alters the at-will employment relationship and any such agreement must be in writing. This Employee Handbook is the property of BFC. All rights are reserved. No part of this Employee Handbook may be reproduced in any form or by any electronic or mechanical means, including information storage and retrieval systems, without permission in writing from the Department Head.
Not all BFC policies and procedures are set forth in this Employee Handbook. We have summarized only some of the more important ones. If you have any questions or concerns about this Employee Handbook or any other policy or procedure, please ask your Department Head.
Vision and Purpose Statement
BFC Vision: To receive and release the Love of God to all people.
BFC Purpose: To empower every believer to reach their full potential in Christ by Celebrating God’s greatness; Cultivating Christ-likeness; Caring for one another; Contributing through ministry; and Communicating Christ to the world.
Church Membership and Statement of Faith
All employees of BFC except custodians and child care workers are to become members of the Church within three months of their start of employment. This is normally done by attending the Newcomer’s Connection Class. If you are already attending another church, BFC will give you a non-voting dual membership.
The following statement is the basic spiritual foundation for this Church, and these are the terms that you agree to uphold and practice as an employee of BFC and as a member.
- We believe the Scriptures, both Old and New Testaments, to be the inspired Word of God, without error in the original writings, the complete revelation of His will for the salvation of men, and the divine and final authority for all Christian faith and life (2 Tim. 3:16,17; 2 Peter 1:20,21; Isa. 8:20).
- We believe in one God, Creator of all things, infinitely perfect, and eternally existing in three persons: Father, Son, and Holy Spirit (John 1:1-3; 1 Cor. 8:6; Matt. 3:16; John 7:3).
- We believe that:
- Jesus Christ is true God and true Man, having been conceived of the Holy Ghost and born of the Virgin Mary;
- He died on the cross, shedding His blood as an atonement for our sins according to the Scriptures; and,
- He arose bodily from the dead and ascended into heaven where, at the right hand of the Majesty on High, He is now our Priest and Advocate (Phil. 2:5-11; Matt. 1:18; 1 Peter 3:18; Heb. 9:24).
- We believe that man was created in the image of God but fell into sin and is therefore lost. Only through regeneration by the Holy Spirit can salvation and spiritual life be attained (Titus 3:5; John 3:1-16; Gen. 1:26; Rom. 5:12).
- We believe that the death of Jesus Christ and His resurrection provide the only ground for justification and salvation of all who believe, and that only such as receive Jesus Christ by faith are born of the Holy Spirit and thus become Children of God (Rom. 5:1; Acts 4:12; 1 Cor. 15:1-4).
- We believe in the personal, pre-millennial, and imminent return of our Lord Jesus Christ, and that this Blessed Hope has a vital bearing on the personal life and service of the believer (1 Thes. 4:13-18; Rev. 3:10; Titus 2:12,13).
- We believe in the bodily resurrection of all the dead; of the Believer to everlasting blessedness and joy with his Lord, and of the Unbeliever to judgment and everlasting conscious punishment (1 Cor. 15:22-27; Rev. 20:11-15).
- We believe that the true Church is composed of all such persons who, through faith in Jesus Christ, have been regenerated by the Holy Spirit and are united together in the Body of Christ of which He is the head (1 Cor. 12:12,13; Eph. 5:21-33; Col. 1:18).
- We believe that the works of God are perfect, the sealing of the Holy Spirit is everlasting, and that the intercession and advocacy of God the Son is effective so that every believer redeemed by the Blood of Christ shall be presented faultless before the presence of God in eternity (John 5:24,10:27; Jude 24; Rom. 8:1,38,39; Eph. 4:30).
- We believe that the following behavioral acts are expressly forbidden in Scripture including, but not limited to: premarital/extramarital sex, homosexuality, drunkenness, theft, profanity, occult practices, use of illegal drugs and dishonesty. These are not to be practiced by employees and workers of this Church.
II. Employment Relationship
A. Employment at Will
While we hope that your employment will prove mutually satisfactory, please understand that continued employment cannot be guaranteed for any Staff Member. Employment at the Church is employment at will. This means that you are free to leave your employment at any time, with or without cause or notice, and the Church retains the same right to terminate your employment at any time, with or without cause or notice. Please also understand that no one at the Church has the authority to change this policy of at-will employment. This policy is the sole and entire agreement between you and the Church as to the duration of employment and the circumstances under which employment may be terminated.
With the exception of employment at will, terms and conditions of employment with the Church may be modified at the sole discretion of the Church with or without cause or notice at any time. No implied contract concerning any employment-related decision or term or condition of employment can be established by any other statement, conduct, policy, or practice.
B. Equal Employment Opportunity Employer
BFC is an equal employment opportunity employer and strives to comply with all applicable laws prohibiting discrimination while upholding our statement of faith.
In accordance with applicable federal and state law protecting qualified individuals with known disabilities, the Church will attempt to reasonably accommodate those individuals unless doing so would create an undue hardship on the Church. Any qualified applicant or Staff Member with a disability who requires an accommodation in order to perform the essential functions of the job should contact your Department Head and request an accommodation.
III. Commencing Employment
A. Background Checks
The Church recognizes the importance of maintaining a safe workplace with Staff Members who are honest, trustworthy, qualified, reliable, and nonviolent, and do not present a risk of serious harm to their co-workers or others. For purposes of furthering these concerns and interests, the Church reserves the right to investigate an individual’s prior employment history, personal references, and educational background, as well as other relevant information that is reasonably available to the Church. The Church may review an applicant’s or a Staff Member’s credit report and criminal background, if any. In the event that a background check is conducted, the Church will comply with the federal Fair Credit Reporting Act and applicable state laws, including providing the job applicant or Staff Member with any required notices and forms. Consistent with these practices, job applicants or Staff Members may be asked to sign certain authorization and release forms. Consistent with legal requirements, the Church reserves the right to require job applicants or Staff Members to sign the forms as requested as a condition of employment.
B. Employment Status
Staff Members at BFC are classified as full-time non-exempt, part-time nonexempt, temporary, or exempt.
- Full-Time Nonexempt Staff Members
Full-time non-exempt Staff Members are those who are normally scheduled to work and who do work a schedule of 40 hours per week.
- Part-Time Nonexempt Staff Members
Part-time nonexempt Staff Members are those who are scheduled to and do work less than 40 hours per week. Part-time nonexempt Staff Members may be assigned a work schedule in advance or may work on an as-needed basis.
- Temporary Staff Members
Temporary Staff Members are those who are employed for short-term assignments. Short-term assignments will generally be periods of one year or less. Temporary Staff Members are not eligible for benefits, except as required by applicable law, and may be classified as exempt or nonexempt on the basis of job duties and compensation.
- Exempt Staff Members
Exempt Staff Members are those whose job assignments meet the federal and state requirements for overtime exemption. Exempt Staff Members are compensated on a salary basis and are not eligible for overtime pay. Generally, executive, administrative, professional, and certain ministry directors are overtime exempt. Your Department Head will inform you if your status is exempt.
C. Introductory Period
The first three months of continuous employment at BFC will no doubt be a learning experience. You will learn your job duties and responsibilities, get acquainted with your Department Head(s) and fellow Staff Members, and familiarize yourself with the Church in general. We refer to this initial period of employment as your introductory period.
While we understand that you will be learning a lot about your new job, you are still expected to perform satisfactorily and your performance will be reviewed closely. Also, please understand that completion of the introductory period does not guarantee continued employment and does not change the at-will nature of the employment relationship.
D. Job Duties
As part of your initial orientation, you will learn the various duties and responsibilities of your job. You will be provided with a copy of the written job description for your individual position. The Church maintains certain expectations and standards applicable to your job position. Your Department Head should review these with you.
It is expected that Staff Members will perform additional duties and assume additional responsibilities as needed by their Department Head for the efficient operation of the Church.
In order to adjust to changes in our ministry, it may become necessary to modify your job description, add to or remove certain duties and responsibilities, or reassign you to an alternate job position.
A. Working Hours and Schedule
The Church office is normally open for ministry from 9:00 a.m. to 4:00 p.m., Monday through Thursday and Fridays 9:00 a.m. to noon. You will be assigned a work schedule and you will be expected to begin and end work according to the schedule. In order to accommodate the needs of our ministry, it may be necessary to change individual work schedules on either a short-term or long- term basis.
Nonexempt Staff Members will be given a 30-minute meal period, to be taken approximately in the middle of the workday. Nonexempt Staff Members may also take a ten-minute rest period for each four hours of work or major portion thereof as scheduled by their Department Head.
At times, emergencies such as power failures, road closings, earthquakes, fires, or severe weather may interfere with the Church’s operations. In such an event, the Church may order a temporary shutdown of part or all of its operations. Depending on the circumstances, time off may or may not be paid.
B. Timekeeping Procedures
Nonexempt Staff Members must record their actual time worked for payroll and benefit purposes. Nonexempt Staff Members should record the time work begins and ends, as well as the beginning and ending time of each meal period. Nonexempt Staff Members must also record any departure from work for any non-work-related reason.
Altering, falsifying, and tampering with time records, or recording time on another Staff Member’s time record is prohibited and subject to disciplinary action, up to and including termination of employment.
Exempt Staff Members may also be required to record their time worked and report full days of absence from work for reasons such as leaves of absence, personal days, or personal business.
It is your responsibility to sign your time record to certify the accuracy of all time recorded. Any errors in your timecard should be reported immediately to your Department Head, who will attempt to correct legitimate errors.
When operating requirements or other needs cannot be met during regular working hours, you may be scheduled to work overtime. All overtime work must be authorized in advance by your Department Head. Working overtime without prior authorization may result in disciplinary action. Nonexempt Staff Members will be compensated for all overtime hours worked in accordance with state and federal law. Exempt Staff Members are expected to work as much of each workday as is necessary to complete their job responsibilities. No overtime or additional compensation is provided to exempt Staff Members.
D. Payment of Wages
Paydays are on the 15th and last day of the month, or the last workday before those dates, for the preceding pay periods. If a regular payday falls on a weekend or holiday, Staff Members will be paid on the preceding workday.
Paychecks are normally available by 4:00 p.m. on a payday. If there is an error in your check, please report it immediately to your Department Head. No one other than the Staff Member to whom the paycheck is written will be allowed to pick up a paycheck unless written authorization has been given for another person to do so.
E. Salary Pay Policy
Exempt Staff Members will be paid a salary in accordance with applicable law. Although exempt Staff Members are generally entitled to their salary for any week in which work is performed, deductions can and will be made when permitted by law. For example, an exempt Staff Member’s salary may be reduced for complete days of absence for personal reasons and incomplete initial or final weeks of work. There may also be other occasions when an exempt Staff Member’s salary may be reduced. Please contact your Department Head for more information.
A. Open-Door Policy
BFC recognizes that Support Staff Members will have suggestions for improving the workplace, as well as complaints about the workplace. The most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with your Department Head. Please feel free to contact your Department Head with any suggestions and/or complaints.
If you do not feel comfortable contacting your Department Head or are not satisfied with your Department Head’s response, please submit your complaint or suggestion in writing to the Executive Pastor. The Executive Pastor will review your written submission and provide you with a resolution. If this resolution is not acceptable, you may appeal to the personnel committee of the Board of Elders. This committee consists of the Chairman of the Board, an additional Elder, the Senior Pastor and the Executive Pastor. Their decision will be final.
While the Church provides you with this opportunity to communicate your views, please understand that not every complaint can be resolved to your satisfaction. Even so, BFC believes that open communication is essential to a successful work environment and all Staff Members should feel free to raise issues of concern without fear of reprisal.
B. Unlawful Harassment
In accordance with applicable law, BFC will not tolerate and prohibits sexual harassment and all other harassment as contrary to our statement of faith and practice.
- Sexual Harassment Defined
Applicable state and federal law defines sexual harassment as unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when: (1) submission to the conduct is made a term or condition of employment; or (2) submission to or rejection of the conduct is used as basis for employment decisions affecting the individual; or (3) the conduct has the purpose or effect of unreasonably interfering with the Staff Member’s work performance or creating an intimidating, hostile, or offensive working environment. This definition includes many forms of offensive behavior. The following is a partial list:
- Unwanted sexual advances.
- Offering employment benefits in exchange for sexual favors.
- Making or threatening reprisals after a negative response to sexual advances.
- Visual conduct such as leering, making sexual gestures, or displaying sexually suggestive objects, pictures, cartoons, or posters.
- Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually explicit jokes, or comments about any Staff Member’s body or dress.
- Verbal sexual advances or propositions.
- Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually degrading words to describe an individual, or suggestive or obscene letters, notes, or invitations.
- Physical conduct such as touching, assault, or impeding or blocking movements.
- Retaliation for reporting harassment or threatening to report harassment.
It is unlawful to sexually harass anyone. Sexual harassment on the job is unlawful whether it involves coworker harassment, harassment by a Department Head, or harassment by persons doing business with or for the Church.
- BFC’s Complaint Procedure
BFC’s complaint procedure provides for an immediate, thorough, and objective investigation of any claim of unlawful or prohibited harassment, appropriate disciplinary action against one found to have engaged in prohibited harassment, and appropriate remedies for any victim of harassment. A claim of harassment may exist even if the Staff Member has not lost a job or some economic benefit.
If you believe you have been harassed on the job, or if you are aware of the harassment of others, you should provide a written or verbal complaint to your Department Head or to any other Department Head with the Church or to the Executive Pastor, or the Senior Pastor as soon as possible. Your complaint should be as detailed as possible, including the names of individuals involved, the names of any witnesses, direct quotations when language is relevant, and any documentary evidence (notes, pictures, cartoons, etc.)
Applicable law also prohibits retaliation against any Staff Member by another Staff Member or by the Church for using this complaint procedure or for filing, testifying, assisting, or participating in any manner in any investigation, proceeding, or hearing conducted by a governmental enforcement agency. Additionally, the Church will not knowingly permit any retaliation against any Staff Member who complains of prohibited harassment or who participates in an investigation.
All incidents of prohibited harassment that are reported will be investigated. The Church will immediately undertake or direct an effective, thorough, and objective investigation of the harassment allegations. The investigation will be completed and a determination regarding the reported harassment will be made and communicated to the Staff Member who complained and to the accused harasser(s).
If the Church determines that prohibited harassment has occurred, the Church will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any future harassment. If a complaint of prohibited harassment is substantiated, appropriate disciplinary action, up to and including discharge, will be taken. Whatever action is taken against the harasser will be communicated to the Staff Member who complained.
- Liability For Harassment
Any Staff Member of BFC, whether a coworker or Department Head, who is found to have engaged in prohibited harassment is subject to disciplinary action, up to and including discharge from employment. Any Staff Member who engages in prohibited harassment, including any Department Head or supervisor who knew about the harassment but took no action to stop it, may be held personally liable for monetary damages. Any Department Head or supervisor who knew about harassment and took no action to stop it or failed to report the harassment to the Executive Pastor, the Department Head, or the Senior Pastor may also be subject to discipline up to and including discharge. The Church does not consider conduct in violation of this policy to be within the course and scope of employment or the direct consequence of the discharge of one’s duties. Accordingly, to the extent permitted by law, the Church reserves the right not to provide a defense or pay damages assessed against Staff Members for conduct in violation of this policy.
C. Prohibited Conduct
In order to assure orderly operations and provide the best possible work environment, BFC expects Staff Members to follow rules of conduct that will protect the interests and safety of personnel. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following are examples of infractions of rules of conduct that may result in disciplinary action, including suspension, demotion, or termination of employment.
- Falsification of employment records, employment information, or other records.
- Recording the work time of another Staff Member, allowing any other Staff Member to record your work time, or allowing falsification of any time card, whether your own or another Staff Member’s.
- Theft or the deliberate or careless damage of any Church property or the property of any Staff Member or guest.
- Removing or borrowing Church property without prior authorization.
- Unauthorized use of Church equipment, time, materials, or facilities.
- Working under the influence of alcohol.
- Possessing, distributing, selling, transferring, or using—or being under the influence of—alcohol or illegal drugs in the workplace.
- Insubordination, including but not limited to failure or refusal to obey the orders or instructions of any Department Head or member of management, or the use of abusive or threatening language toward any Department Head or member of management.
- Using profane or abusive language at any time during working hours or while on premises owned or occupied by the Church.
- Failing to notify the appropriate Department Head when unable to report to work.
- Unreported absence of three consecutive scheduled workdays.
- Failing to provide a physician’s certificate when requested or required to do so.
- Making or accepting personal telephone calls of more than three minutes in duration during working hours.
- Working overtime without authorization or refusing to work assigned overtime.
- Wearing extreme, unprofessional, or inappropriate styles of dress or hair while working.
- Violating any safety, health, or security policy, rule, or procedure of the Church.
- Committing a fraudulent act or a breach of trust in any circumstances.
The Church does not have a formal progressive discipline policy requiring a set number of warnings or counseling sessions. Instead, each case is considered based on its own facts. In the case of misconduct or violation of the Church’s policies, immediate termination may be appropriate depending on the facts.
This statement of prohibited conduct does not alter or limit the Church’s policy of employment at will. Either you or the Church may terminate the employment relationship at any time for any reason, with or without cause or without notice.
D. Conduct and Employment Outside Work
In general, the Church does not seek to interfere with Staff Member’s off-duty activities. However, the Church cannot tolerate off-duty conduct that impacts negatively on the Church, either in terms of a Staff Member’s individual work performance or the ministry interests of the Church, including its reputation. For example, the Church prohibits any illegal or immoral conduct by an off-duty Staff Member that affects or has the potential to affect the Church.
E. Drug and Alcohol Abuse
The use of alcohol, illegal drugs, intoxicants, and controlled substances, whether on or off duty, can impair Staff Members’ ability to work safely and efficiently. The Church prohibits the use of these substances to the extent that they affect, or have the potential to affect, the workplace. BFC will not jeopardize the safety of the Staff Member, other Staff Members, our guests, the public, and Church operations due to an individual’s poor judgment. Accordingly, the Church prohibits the following:
- Possession, use, or being under the influence of alcohol or an illegal drug, intoxicant, or controlled substance during working hours.
- Operating a vehicle owned or leased by the Church while under the influence of alcohol or an illegal drug, intoxicant, or controlled substance.
- Distribution, sale, manufacture or purchase—or the attempted distribution, sale, manufacture or purchase—of an illegal drug, intoxicant, or controlled substance during working hours or while on premises owned or occupied by the Church.
Any Staff Member suspected of possessing alcohol, an illegal drug, intoxicants, or a controlled substance is subject to inspection and search, with or without notice. Staff Members’ personal belongings, including any bags, purses, briefcases, and clothing, and all Church property, are also subject to inspection and search, with or without notice. Staff Members who violate the Church’s drug and alcohol abuse policy will be removed from the workplace immediately. The Church may also bring the matter to the attention of appropriate law enforcement authorities. Any conviction for criminal conduct involving illegal drugs, intoxicants, or controlled substances, whether on or off duty, or any violation of the Church’s drug and alcohol abuse policy, including having a positive drug test result, may lead to disciplinary action, up to and including termination.
The use of prescription drugs and/or over-the-counter drugs may also affect Staff Members’ job performance and seriously impair Staff Members’ value to the Church. Any Staff Member who is using prescription or over-the-counter drugs that may impair his or her ability to safely perform the job or may affect the safety or well being of others must submit a physician’s statement that the prescription drug use will not affect job safety. The Staff Member is not required to identify the medication or the underlying illness. Various federal, state, and local laws protect the rights of individuals with disabilities and others with regard to the confidentiality of medical information, medical treatment, and the use of prescription drugs and substances taken under medical supervision. Nothing contained in this policy is intended to interfere with individual rights under, or to violate, these laws.
The Church will attempt to reasonably accommodate Staff Members with chemical dependencies (alcohol or drugs), if they voluntarily wish to seek treatment and/or rehabilitation. Staff Members desiring that assistance should request an unpaid treatment or rehabilitation leave of absence. The Church’s support for treatment and rehabilitation does not obligate the Church to employ any person who violates the Church’s drug and alcohol abuse policy or whose job performance is impaired because of substance abuse. The Church is also not obligated to re-employ any person who has participated in treatment or rehabilitation if that person’s job performance remains impaired as a result of dependency. Staff Members who are given the opportunity to seek treatment and/or rehabilitation and are involved in any further violations of this policy will not be given a second opportunity to seek treatment or rehabilitation.
F. Punctuality and Attendance
BFC expects you to report to work on a reliable and punctual basis. Absenteeism, early departures from work, and late arrivals burden your fellow Staff Members and the Church. If you cannot avoid being late to work or are unable to work as scheduled, you must call your Department Head and the personnel secretary as soon as possible.
Every time you are absent or late, or leave early, you must provide your Department Head with an honest reason or explanation. You must also inform your Department Head of the expected duration of any absence. The Church will comply with applicable laws relating to time off from work, but it is your responsibility to provide sufficient information to enable the Church to make a determination. You must notify your Department Head of any change in your status as soon as possible.
Excessive absenteeism may lead to disciplinary action, up to and including termination of employment. Six absences in a three-month period or six instances of tardiness in a three-month period constitute unacceptable attendance. Other continuing patterns of absences, early departures, or tardiness—regardless of the exact number of days—may also warrant disciplinary action.
If you fail to report for work without any notification to your Department Head, you may be considered to have abandoned your employment.
Individuals with disabilities may be granted reasonable accommodation in complying with these policies if undue hardship does not result to the Church’s operations. However, regular attendance and promptness are considered part of each Staff Member’s essential job functions.
G. Investigations of Current Employee
The Church may occasionally find it necessary to investigate current Staff Members, where behavior or other relevant circumstances raise questions concerning work performance, reliability, honesty, trustworthiness, or potential threat to the safety of co-workers or others. Staff Member investigations may, where appropriate, include credit reports and investigations of criminal records, including appropriate inquiries about any arrest for which the Staff Member is out on bail. In the event that a background check is conducted, the Church will comply with the federal Fair Credit Reporting Act and applicable state laws, including providing the Staff Member with any required notices and forms. Staff Members subject to an investigation are required to cooperate with the Church’s lawful efforts to obtain relevant information, and may be disciplined up to and including termination for failure to do so.
H. Performance Evaluations
Performance evaluations are conducted annually to provide both you and your Department Head with the opportunity to discuss your job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss methods for improving your performance. However, please understand that a positive performance evaluation does not guarantee an increase in salary, a promotion, or even continued employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of BFC.
In addition to these more formal performance evaluations, the Church encourages you and your Department Head to discuss your job performance on an ongoing basis.
Information about BFC, its Staff Members, guests, suppliers, and vendors is to be kept confidential and divulged only to individuals within the Church with both a need to receive and authorization to receive the information. If in doubt as to whether information should be divulged, err in favor of not divulging information and discuss the situation with your Department Head.
All records and files maintained by the Church are confidential and remain the property of the Church. Records and files are not to be disclosed to any outside party without the express permission of the Department Head. Confidential information includes, but is in no way limited to: financial records; strategic plans; personnel and payroll records regarding current and former Staff Members; the identity of, contact information for, and any other account information on attendees, vendors, and suppliers; and any other documents or information regarding the Church’s operations, procedures, or practices. Confidential information may not be removed from Church premises without express authorization.
Staff Members may be required to enter into written confidentiality agreements confirming their understanding of the Church’s confidentiality policies.
J. Staff Member Dress and Personal Appearance
You are expected to report to work well groomed, clean, and dressed according to the requirements of your position. Some Staff Members may be required to wear uniforms or safety equipment/clothing. Please contact your Department Head for specific information regarding acceptable attire for your position. If you report to work dressed or groomed inappropriately, you may be prevented from working until you return to work well groomed and wearing the proper attire.
BFC recognizes that Staff Members may develop personal relationships in the course of their employment. However, in an effort to prevent favoritism, morale problems, disputes or misunderstandings, and potential sexual harassment claims, Department Leaders are not permitted to date subordinate Staff Members unless first approved by the Personnel Committee of the Board of Elders. Violation of this policy may result in discipline, including termination.
L. Meetings with the Opposite Sex
In today’s world we cannot be too cautious in protecting your reputation and that of our ministry.
No staff member is to travel alone or meet off campus alone with anyone of the opposite sex (spouses excepted, of course). When on campus, if you need to meet, you must meet in a room with either the door open or a window that allows you to be easily seen.
M. Publicity/Statements to the Media
All media inquiries regarding the Church and its operations must be referred to the Executive Pastor. Only the Executive Pastor is authorized to make or approve public statements pertaining to the Church or its operations. No Staff Members, unless specifically designated by the Executive Pastor, are authorized to make those statements. Any Staff Member wishing to write and/or publish an article, paper, or other publication on behalf of the Church must obtain approval from the Executive Pastor before publication.
VI. BFC Facilities
A. Operation of Vehicles
The use of Church-owned or Church-leased vehicles and rental of vehicles for Church business are limited to authorized Staff Members. These vehicles must only be used in work-related activities and may not be used for personal business or activities without the express prior approval of management.
All Staff Members authorized to drive Church-owned or Church-leased vehicles or to rent vehicles for use in conducting Church business, must possess a current, valid driver’s license and an acceptable driving record. Staff Members must obtain any specific, state-required permits or licenses necessary to operate Church-owned or Church-leased vehicles. Any change in license status or driving record must be reported to management immediately. From time to time, the Church or its insurance carrier will request reports from the Department of Motor Vehicles regarding the license status and driving record of Staff Members whose job responsibilities include driving.
A valid driver’s license must be in your possession while operating a vehicle off or on Church property. It is the responsibility of every Staff Member to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers should demonstrate safe driving habits and not drive too fast or recklessly.
Certain Staff Members may drive their own personal vehicles while conducting Church business. These Staff Members must maintain adequate personal automobile liability insurance. Staff Members doing so should promptly submit an expense report detailing the number of miles driven on Church business. The Church will pay mileage reimbursement in accordance with applicable reimbursement rates. Staff Members are expected to observe the above policies while on Church business, even if driving their own personal vehicles.
B. Use of Equipment
All Church property—including desks, storage areas, work areas, lockers, file cabinets, credenzas, computer systems, office telephones, cellular telephones, modems, facsimile machines, duplicating machines, and vehicles—must be used properly and maintained in good working order. Staff Members who lose, steal, or misuse Church property may be personally liable for replacing or fixing the item and may be subject to discipline, up to and including discharge.
Staff Members are otherwise permitted to use the Church’s equipment for occasional, non-work purposes with permission from their direct Department Head. Nevertheless, Staff Members have no right of privacy as to any information or file maintained in or on Church property or transmitted through the Church. For purposes of inspecting, investigating, or searching Staff Members’ files or documents, the Church may override any applicable passwords, codes, or locks in accordance with the best interests of the Church, its Staff Members, or its guests or visitors. All bills and other documentation related to the use of Church equipment or property are the property of the Church and may be reviewed and used for purposes that the Church considers appropriate.
Staff Members may access only files or documents that they have permission to enter. Unauthorized review, duplication, dissemination, removal, damage, or alteration of files, or other property of the Church, or improper use of information obtained by unauthorized means, may be grounds for disciplinary action, up to and including discharge.
C. Use of Technology and the Internet
The Church’s technical resources—including desktop and portable computer systems, fax machines, internet access, voice mail, email, electronic bulletin boards, and its intranet—enable Staff Members quickly and efficiently to access and exchange information throughout the Church and around the world. When used properly, we believe these resources greatly enhance Staff Member productivity and knowledge. In many respects, these new tools are similar to other Church tools, such as stationery, file cabinets, photocopiers, and telephones. Because these technologies are both new and rapidly changing, it is important to explain how they fit within the Church and within your responsibilities as a Staff Member.
This policy applies to all technical resources that are owned or leased by the Church, that are used on or accessed from Church premises, or that are used on Church business. This policy also applies to all activities using any Church-paid accounts, subscriptions, or other technical services, such as internet access, voice mail, and email, whether or not the activities are conducted from Church premises.
Note: As you use the Church’s technical resources, it is important to remember the nature of the information created and stored there. Because they seem informal, email messages are sometimes offhand, like a conversation, and not as carefully thought out as a letter or memorandum. Like any other document, an email message or other computer information can later be used to indicate what a Staff Member knew or felt. You should keep this in mind when creating email messages and other documents. Even after you delete an email message or close a computer session, it may still be recoverable and may even remain on the system.
- Acceptable Uses
The Church’s technical resources are provided for the benefit of the Church and its guests, vendors, and suppliers. These resources are provided for use in the pursuit of Church ministry and are to be reviewed, monitored, and used only in that pursuit, except as otherwise provided in this policy.
Staff Members may post notices on the Church’s intranet and electronic bulletin board provided they obtain advance approval from their Department Head. Staff Members are otherwise permitted to use the Church’s technical resources for occasional, non-work purposes with permission from their direct Department Head. Nevertheless, Staff Members have no right of privacy as to any information or file maintained in or on the Church’s property or transmitted or stored through the Church’s computer, voice mail, email, or telephone systems.
- Unacceptable Uses
The Church’s technical resources should not be used for personal gain or the advancement of individual views. Staff Members who wish to express personal opinions on the internet are encouraged to obtain a personal account with a commercial internet service provider and to access the internet without using Church resources.
Solicitation for any non-Church business or activities using Church resources is strictly prohibited. Your use of the Church’s technical resources must not interfere with your productivity, the productivity of any other Staff Member, or the operation of the Church’s technical resources. Staff Members may not play games on the Church’s computers and other technical resources during work time.
You should not send email or other communications that either mask your identity or indicate that someone else sent them. You should never access any technical resources using another Staff Member’s password.
Sending, saving, or viewing offensive material is prohibited. Messages stored and/or transmitted by computer, voice mail, email, or telephone systems must not contain content that may reasonably be considered offensive to any Staff Member. Any use of the internet, intranet, or electronic bulletin board to harass or discriminate is unlawful and strictly prohibited by the Church. Violators will be subject to discipline, up to and including discharge.
BFC does not consider conduct in violation of this policy to be within the course and scope of employment or the direct consequence of the discharge of one’s duties. Accordingly, to the extent permitted by law, the Church reserves the right not to provide a defense or pay damages assessed against Staff Members for conduct in violation of this policy.
- Access to Information
The Church asks you to keep in mind that when you are using the Church’s computers you are creating Church documents using a Church asset. The Church respects the individual privacy of its Staff Members. However, that privacy does not extend to a Staff Member’s work-related conduct or to the use of Church-provided technical resources or supplie