PERSONNEL POLICY

UNITED BAPTIST CHURCH

SACO MAINE

PREFACE

The United Baptist Church, like other churches, fulfills many roles and serves a variety of constituencies. It is in the church's role as an employer that this Personnel Policy is intended to address. The purpose of this policy is to define the personnel administration of the policy; and to ensure that the employment, termination, supervision, development and recognition of all church employees are fair, uniform, and within the spirit and substance of the Constitution and ByLaws of the church.

As a prerequisite for employment on our church staff, all employees are expected to be able to personally endorse the church's statement of "Affirmation and Mission" which follows below:

We, the people of the United Baptist Church, believe that our primary mission is to glorify the one triune God - Father, Son, and Holy Spirit - an advance the Kingdom in the following ways:

Joyfully worshipping God through Jesus Christ our Lord and Savior as led by the Holy Spirit.

Looking to the scriptures for divine instruction and inspiration for Christian living.

Educating and equipping children, youth and adults to grow in Christian devotion and discipleship, stewardship and service.

Enjoying fellowship with one another as friends in Christ.

Serving as beacons of hope and healing by ministering to the spiritual and physical needs of people.

Acting upon the Great Commission to spread the Gospel - locally and globally - by being an inviting community of faith.

Aspiring to love, striving for peace, and working for justice in our personal relationships, civic responsibilities and corporate witness.

I.     ADMINISTRATION

1. The Senior Pastor, with the Personnel Committee, will administer this policy on behalf of the church.
2. In the matters pertaining to the Senior Pastor, reference and referrals shall be made to the Pastoral Relations Committee.
3. No exceptions to the provisions of the policy will be authorized without prior approval of the Personnel Committee, Senior Pastor, Church Council, and appropriate Board or Committee of the church.
4. Personnel policies will be reviewed at least annually by the Senior Pastor and the Personnel Committee.

II.      NON-SMOKING POLICY

Smoking is not allowed in the church building by anyone, including all employees. It is the policy of the church to provide a smoke-free environment for its members, parishioners, guests and staff.

III.     CONFIDENTIALITY

All employees are expected to be absolutely trustworthy in matters of confidentiality and are charged to see that all communications of church matters be conducted through proper channels as outlined by the Constitution and ByLaws. Violations of confidentiality or proper protocol may be cause for dismissal. It is understood that confidentiality may be broken in situations where a real threat exists to someone's life or property, as well as in matters regarding child or spousal abuse.

  

IV.     ANTI-HARASSMENT POLICY

It is the policy of the United Baptist Church to provide a working environment free from all forms of harassment, including but not limited to continual unwelcome comments, demeaning jokes of ethnic, racial or sexual nature or innuendo, and inappropriate physical contact. Incidences of harassment are to be reported to the Senior Pastor and/or Chair of the Personnel Committee.

V.      JURY DUTY

Non-ordained staff will receive their full pay during Jury Duty but must reimburse the church the compensation (excluding mileage) they receive for serving a term of Jury Duty.

VI.     CLASSIFICATION OF EMPLOYEES

A.		United Baptist Church, for payroll and benefit purposes, recognizes two major classifications of employees:
	1.	Ordained Ministers - those who are exempt from the wage and hour provisions of the Federal Fair Labor Standards Act; and
	2.	Non-ordained staff: those who are not exempt from the provisions of the Federal Fair Labor Standards Act.
B.		Hiring
		Non-ordained staff shall be hired by the Church Council upon recommendation of the Senior Pastor and Personnel Committee after consultation with the Chair of the appropriate board or committee. The search for new staff shall include, but not be limited to, the advertising of the position, interviewing, testing of skills, and extensive checking of references.
C.		Work Week
		The working hours per week for each staff position will be defined by the terms of employment at the time of hiring and will be determined or adjusted by the Church Council upon recommendation by the Personnel Committee in consultation with the Senior Pastor and Chairs of the appropriate boards and committees.
D.		Probationary Period
		All non-ordained employees shall serve a probationary period of three (3) calendar months. Employment continuation is contingent upon satisfactory performance of the job description as reviewed by the Senior Pastor and Personnel Committee. Employees are paid and eligible for appropriate benefits from the first day of employment.
E.		Job Descriptions and performance reviews for all staff positions and staff persons will be written and kept on file in the Senior Pastor's office.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

VII.     COMPENSATION

1. Compensation for all non-ordained staff shall come under the review of the Church Council upon recommendation by the Personnel Committee, after consultation with the Senior Pastor and appropriate boards and committees and then be brought to a business meeting of the church for action.
2. Compensation shall reflect employee performance, length of service, and competitive wage levels in the wider church and local community.
3. The Personnel Committee shall undertake annual salary reviews and make recommendations in the early fall of each year to the Church Council for consideration in the preparation and presentation of the annual church budget.

VIII.    PERFORMANCE REVIEWS

All non-ordained employees shall have a performance review in the early fall of each year. This review shall be conducted by the Senior Pastor and Personnel Committee.

IX.     EMPLOYEE BENEFITS

1. Vacation: The church will provide paid vacation for all full-time and part-time staff on a pro-rated basis. Non-ordained staff accrue vacation at the following rate: Two (2) weeks after one year, three (3) weeks after five years, four (4) weeks after 10 years. Vacation time is not cumulative from year-to-year. Vacation time must be cleared with the Senior Pastor and approved by the Personnel Committee. A thirty day notice of vacation is expected so as to ensure an efficient coordination of staffing needs. Exceptions may be granted when deemed appropriate by the Personnel Committee and Senior Pastor.
2. Personal Leave Days: Full-time employees (those who work 35 hours or more) are entitled to a maximum of two personal days with pay during each calendar year. Personal days not not cumulative from year-to-year. Personal days must be requested ahead of time and shall be reported to the Personnel Committee.
3. Bereavement Leave Days: Each employee shall be allowed up to three days leave with pay for absence resulting from the death of an immediate family member, and up to one day leave with pay for absence resulting from the death of an extended family member. Bereavement leave must be approved by the Senior Pastor and shall be reported to the Personnel Committee.
4. Holidays: The church recognizes certain days during the year for full-time staff. Part-time staff shall not be expected to work holidays (unless they fall on Sundays), but shall not be counted as "work days." The holiday schedule includes the following:

New Year's Day

Martin Luther King, Jr.

Presidents' Day

Patriot's Day

Memorial Day

Independence Day

Labor Day

Columbus Day

Veteran's Day

Thanksgiving

Christmas

5. Paternal Leave:  Paternal leave will be granted on the same basis as sick leave (see below). Additional days without pay may be negotiated.
6. Sick Leave: A maximum of six (6) days is allowed in any one year of service. Sick days must be reported to the Senior Pastor or, in the absence of the Senior Pastor, the Chair of the Personnel Committee.
7. Leave of Absence:  An employee in good standing may request a non-paid leave of absence up to three months. Such requests shall be reviewed by the Personnel Committee, the Senior Pastor and the appropriate board or committee before any decision is made. If a leave is granted, salary and benefits are not paid or earned.
8. Health Insurance and Retirement Fund: Full-time employees shall be eligible for health insurance benefits. Retirement plans are not presently offered to non-ordained staff, but may be negotiated with the Personnel Committee which could forward such a recommendation to the Church Council for budgetary considerations.
9. Social Security:  The church will pay the Social Security tax for all non-ordained employees according to Federal Law.
10. Worker's Compensation:  The church shall provide Worker's Compensation Insurance Coverage for all employees who qualify under the law.

X.     TERMINATION

1. Resignations:  Non-ordained employees may resign by submitting a written letter of resignation to the Personnel Committee at least two (2) weeks in advance of the day of termination.
2. Dismissals:  Employees may be dismissed for unsatisfactory performance only after reasonable efforts to enable an employee to meet the requirements of employment have failed. In such cases, the church shall give at least two (2) weeks notice of termination in writing or may offer payment of salary in lieu of such notice.
3. Exit Interviews:  The Personnel Committee will conduct exit interviews with employees who have resigned or been dismissed before the date of termination.

XI.     COMPLAINT AND GRIEVANCE PROCEDURE

Any non-ordained employee of the church who has a formal complaint or grievance regarding the conditions of their employment or relationships with other employees shall put such a complaint or grievance in writing to be submitted to the Senior Pastor and/or the Chair of the Personnel Committee. If reasonable efforts to address the complaint or grievance by the Senior Pastor and Chair of the Personnel Committee do not resolve the situation to the satisfaction of the employee and the good of the church, then the matter will be brought to the Personnel Committee for further rese4arch and review. The Personnel Committee will in a timely fashion, make formal recommendations for appropriate resolution to the concerned parties. If the complaint or grievance continues to be unresolved, then the Personnel Committee shall consult with the Church Council which shall have the final decision over such matters.

XII.     ADDENDUM:

This policy is meant to be fully consistent with the Constitution & ByLaws of the United Baptist Church of Saco, Maine. If any inconsistency becomes apparent, the Church Council in concurrence with the Personnel Committee shall bring such an inconsistency into compliance.

[Approved by vote of the Church Council on May 14, 1997].

Reviewed 3/9/99

Burton S. Howe - Senior Pastor

Sandra Dolby - Chair of the Personnel Committee

Roger Ralph - Moderator

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