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,