Employer Name Here

Employer Name Here

Employee Handbook

July 2012

Based on diocesan policies promulgated in January 2010

The Employer name Herereserves the right to make changes in this Handbook at any time. The policies contained in this Handbook apply to all lay employees, supersede any other previous policies, and will not be negated by any other Diocesan or Parish/School policy issued before this date.

Employer Address and Contact Information Here

TABLE OF CONTENTS

Employee Handbook:

OUR IDENTITY

Mission Statement

Working for the Church

Employment Philosophy

Catholic Social Teaching

1. EMPLOYMENT REQUIREMENTS AND PROCEDURES

1. Overall Employment Relationship
2. Applicability
3. Equal Opportunity
4. Disabilities
5. Employment Eligibility Verification
6. Harassment in the Working Environment
7. Offer of Employment
8. Background Screening
9. Safe Environment Training
10. Relatives of Employees
11. Orientation

1. STATUS OF EMPLOYMENT AND EVALUATION

1. Employment Status
2. Types of Positions
3. Probation Period
4. Performance Evaluations
5. Personnel Records
6. Outside Employment and Appointments

1. ATTENDANCE AND WORK RULES

1. Attendance and Absences
2. Overtime
3. Time Records
4. Meals/Breaks
5. Personal Appearance

1. DISCIPLINARY PROCEDURES

a. Verbal Counseling

b. Written Warning

c. Disciplinary Leave

d. Probationary Status

e. Demotions and Termination of Employment

1. CHANGES IN EMPLOYMENT STATUS

1. Promotions and Transfers
2. Demotion
3. Termination of Employment
4. Termination Benefits

1. SETTLING DISPUTES AND GRIEVANCES

1. Internal Procedures
2. Mediation of Disputes

1. Lay Employee Compensation and Benefits

1. Spiritual Retreats
2. Holiday Leave
3. Vacation Leave
4. Sick Pay
5. Family and Medical Leave
6. BereavementLeave
7. Military Duty
8. Jury Duty
9. Performance Reviews
10. Expense Reimbursement
11. Wage and Salary Administration
12. Continuing Education
13. Social Security
14. Pension Plan
15. Tax Deferred Payroll Investment 401 (k)
16. Health Care Insurance
17. Group Life and Accidental Death & Dismemberment Insurance
18. Disability Insurance (Long Term)
19. Disability Insurance (Short term)
20. Employee Assistance Program
21. Optional Life Insurance
22. Workers’ Compensation Insurance
23. Unemployment Insurance

1. WORK POLICIES AND PRACTICES

1. Safe Work Place Policy

1. Safety
2. Security
3. Medical Emergencies
4. Work-related Accidents, Injuries or Illnesses
5. Evacuation Plan

1. Other Work Place Policies

1. Drivers’ Policy
2. Firearms/Weapons
3. Office Equipment/Electronic Media/Computers
4. Confidentiality
5. Housekeeping
6. Personal Property
7. Smoking Policy
8. Exit Interview
9. Return of Employer Property

CONCLUSION

The Identity of Employer name Here

Mission Statement

Working for the Church

All employees of the Employer Name Here(Employer) are called to extend God’s love, as revealed in Jesus Christ, to all people. All employees must strive to enhance the quality of life of those they serve by working collaboratively, by treating each with dignity and respect, and by assisting each to reach full potential by offering leadership, service, and resources. Urged by the Gospel, we are to make our priority to share the Good News of Jesus Christ through word and deed.

Employment Philosophy

TheEmployer asks employees to work in an atmosphere based on Catholic, Christian beliefs. Among the factors considered in employing an individual, selection will be based on education, experience, personal qualities, and specific qualifications for the position. This is much more than a job – it is a ministry. We encourage a deep faith life amongst all of our staff and that they be conscious of being a witness to Christ regardless of their position or the task being performed. All employees working within any entity of the Diocese must realize that they represent more than just themselves and will thus be held to a high standard of accountability, whether on or off campus.

Catholic Social Teaching

The truths of the Church are outlined in the Creed and explained in the Catholic Church’s teachings. The seven (7) Catholic Social Principles are applications of the Gospel and Doctrine to the issues of Social Justice. Employment is contingent on an employee’s acceptance that by his/her word and example they are commissioned to teach and serve as ministers of the teachings and tenants of the Roman Catholic Church.

1. Life and Dignity of the Human Person. All people are sacred, made in the image and likeness of God. People do not lose dignity because of disability, poverty, sex, age, addiction, homelessness, lack of success, race,or way of life. This principle emphasizes “people over things” and“being over having”.

2. Call to Family, Community, and Participation. The human person is both sacred and social. We realize our dignity and rights in relationship with others, in community. “We are one body; when one suffers, we all suffer.” We are called to respect all of God’s gifts of creation, to be good stewards of the earth and each other.

3. Rights and Responsibilities. People have a fundamental right to life, food, shelter, education and employment. All people have a right to participate in decisions that affect their lives. Corresponding to these rights are duties and responsibilities to respect the rights of others in the wider society and to work for the common good.

4. Preferential Option for the Poor and Vulnerable. The moral test of a society is how it treats its most vulnerable members. The poor have the most urgent moral claim on the conscience of the nation. We are called to look at public policy decisions in terms of how they affect the poor.

5. Dignity of Work and the Rights of Workers. If the dignity of work is to be protected, then the basic rights of workers must be respected: the right to productive work, decent and fair wages and safe working conditions.

6.Solidarity. We are our brothers’ and sisters’ keepers, wherever they live. Learning to practice the virtues of solidarity means learning that “loving our neighbor” has global dimensions in this interdependent world in which we live. We are called to work globally for justice.

7.Care for God’s Creation. We show our respect for the Creator by our stewardship of creation. Care for the earth is a requirement of faith. We are called to protect people and the planet, living our faith in relationship with all of God’s creation. This environmental challenge has fundamental moral and ethical dimensions that cannot be ignored.

1. EMPLOYMENT REQUIREMENTS AND PROCEDURES

a)Overall Employment Relationship

The policies contained in this document, as well as other policies issued by the Bishop or Pastor from time to time, form the basis of the employment relationship between the Employer and staff, whether working at the Pastoral Center, Parish or School or other off-site departments and offices.

As an integral part of these policies, the Employer retains the right to exercise all administrative and managerial functions related to the operation of the Parish or School and its various programs. No person, in any capacity, is authorized to alter this employment relationship, except in an individual case and with the written authorization of the Employer.

In keeping with the laws of the State of Florida, the employment relationship is at-will, unless an employee is employed under a written contract (teachers). Therefore, just as an employee may resign at any time with or without reason, the Employer retains the right to dismiss an employee at any time with or without reason, provided it is not a reason prohibited by law. Contract employees are obligated to fulfill the term of their contract.

b)Applicability

The policies contained in this document apply to all lay employees. Although it is desirable for these policies to apply to the relationship between clergy, men and women religious, certain lay positions and the Employer, it is recognized that certain prior relationships exist under Canon Law that restrict full compliance. In those instances, appropriate policies and procedures will be included in documents that govern those relationships.

c)Equal Opportunity

The Employer is fully committed to a policy of equal opportunity in all of its employment practices. The Employer endorses all efforts to eliminate and prevent discrimination on the basis of age, gender, familial status, race, national origin, color, marital status, or disability.

Since a person’s faith and Church participation may be preferred in his/her role on behalf of the Employer, religion will not be a protected category for purposes of non-discrimination.

d)Disabilities

The Employer is committed to providing equal employment opportunity to qualified individuals with disabilities, and will employ, advance in employment and otherwise treat qualified individuals without discrimination with regard to disability in all employment practices including the following: employment upgrading, demotion or transfer, recruitment, advertising, layoff or terminations, rates of pay or other forms of compensation and benefits, and selection for training.

The Employer will attempt to reasonably accommodate employees and job applicants needing accommodation to permit them to perform the essential functions of their jobs in a safe and efficient manner. The Employer will afford reasonable accommodation to qualified applicants and employees with known disabilities provided that the accommodation does not cause undue hardship to the Employer or, irrespective of the accommodation, that such individuals do not pose a direct threat to the health and safety of themselves or others.

If the applicant or employee requests reasonable accommodation, the Employer may require medical confirmation either from the employee’s health care provider or one chosen by the Employer to evaluate the employee’s condition, applicable work limitations and potential accommodations as a part of this process. All information will be kept confidential. Employees are expected to cooperate with colleagues with disabilities.

Employees with questions or concerns about life-threatening illnesses are encouraged to contact the Human Resources Department for information.

e)Employment Eligibility Verification

After the hiring decision has been made, proof of U.S. citizenship or the right to remain in the country must be established. Therefore, an employee’s eligibility for employment must be verified according to the Immigration Reform and Control Act of 1986. The appropriate forms (I-9) must be completed prior to commencing employment and kept in a separate file with the personnel files.

f)Harassment in the Working Environment

The purpose of this policy is to promote and insure a Christian professional and supportive work environment for all employees and volunteers which is free from physical, psychological, or verbal intimidation and harassment. The policy intends that each employee and volunteer maintain and further develop attitudes and behaviors which express respect for others and are reflective of each person’s God-given dignity. It further intends to encourage a heightened sensitivity toward behaviors that others may find offensive and intimidating, whether these behaviors refer to race, religion, color, gender, sexual orientation, national origin, age, marital status, familial status, veteran status, disability. Lastly, this policy provides sanctions against behaviors which others may find offensive or intimidating.

The Employer prohibits any form of harassment by employees, volunteers, supervisors or third parties. Harassment can result from a single incident or from a pattern of behavior involving verbal, written or physical conduct or written communication.

Harassment encompasses a broad range of behaviors, which could include but are not limited to:

• Physical or mental abuse
• Insults or derogatory slurs based on one or more of the individual’s protected statuses

• Unwelcome sexual advances or touching

• Sexual comments or sexual jokes

• Comments or jokes based on an individual’s protected status
• Requests for sexual favors implicitly or explicitly used as a condition of employment or affecting any personnel decisions or action.

When an employee believes that he/she is being harassed or feels uncomfortable with the actions or comments of another, the employee must report his/her concerns, in writing, to the employee’s immediate supervisor or the Diocesan Executive Director for Human Resources. In the event the conduct involves or if the employee is uncomfortable discussing the situation with either one of these individuals, then the report should be made to the Pastor or his designee. Any person who observes conduct by an employee, which he or she believes to be harassing, retaliatory or discriminatory should report such conduct as outlined above.

Once a report of offensive comments or actions is received, it will be promptly and carefully investigated. The confidentiality of each party involved in a harassment investigation, complaint, or charge will be observed, provided it does not interfere with the ability to investigate the allegations or take corrective action.

Persons who engage in prohibited harassment are subject to disciplinary actions up to and including discharge.

Retaliation against persons who report harassment is prohibited. Any person who feels that he/she has been subjected to retaliation for making a complaint under this policy is encouraged to report such conduct as outlined above.

Individuals should recognize that knowingly and willfully bringing false accusations of harassment or discrimination can have serious effects on innocent individuals and should not be done.

g)Offer of Employment

The offer of employment may only be made in writing by the Employer after appropriate consultation, setting forth the job description, beginning date of employment, starting pay, and any special conditions relating to the position, including ending date of employment when necessary.

h)Background Screening (Electronic Fingerprinting)

The Diocese of St. Petersburg requires that all employeesworking within any entity of the Diocese undergo a Florida Department of Law Enforcement (FDLE) Level 2 (FBI) criminal history background screen and must meet minimum standards of moral conduct. All new employees must be screened prior to beginning employment. All employees will be required to undergo a criminal history background screening conducted through the Diocese of St. Petersburg every 5 years subsequent to the initial background screening.

i)Safe Environment Training

All employees must be trained in safe environment issues and procedures. For new employees, this training must be accomplished as soon as practical after an offer of employment. For current employees who have already attended the classroom training, recertification is required every five years and can be done on-line.

j)Relatives of Employees

The policy of the Diocese is to not hire immediate family members within the same location or department. Immediate family members may be employed at different locations within the Diocese of St Petersburg.

k)Orientation

In addition to general information about the employer and this specific location, the appropriate supervisor and the Human Resources Department/Business Manager will provide new staff members with information about personnel policies, procedures, benefit programs, and other related matters. Enrollment forms will be made available to eligible employees at this time.

1. STATUS OF EMPLOYMENT AND EVALUATION

a)Employment Status

All employees will hold one of the following designations of employment status as determined by the Department of Human Resources in accordance with the Federal Fair Labor Standards Act of 1938:

• Exempt Employees – Supervisors and administrators are not covered by the FLSA and do not receive overtime pay or compensatory time. To be exempt, a person’s work must be executive, administrative, or professional in nature, requiring the regular exercise of discretion and independent judgment. Exempt means that you are not paid overtime if you work more than 40 hours a week. A salaried exempt employee is paid for doing a job no matter how long it takes to complete the job.Exempt employees must submit time records approved by their immediate supervisor which will be retained by the Employer for three years.

There is no comp time policy by the Employerfor full-time, exempt employees. Full-time employees are paid their regular rate of pay assuming a forty (40) hour work week with a one (1) hour lunch allowed each eight (8) hour working day.Regular work week hours are contained in each job description. Deviations from the regular work week must be approved by the immediate supervisor.

• Non-exempt Employees – Employees who perform work other than executive, administrative, or professional are defined by the FLSA as non-exempt employees. Such employees must be compensated at least the Government defined minimum wage and at a rate of one and one half times their respective hourly rate for overtime worked in excess of 40 hours per week. (Vacation, sick-time, holidays and other time off are not considered as time worked). Non-Exempt employees must submit time records approved by their immediate supervisor which will be retained by the Employer for three years.

b)Types of Positions

Each employee’s position will be designated according to the following criteria:

• Full-time with Benefits -- (Salary/Hourly) An employee who is regularly scheduled to work 30 hours per week on a continuous basis during the calendar year will be compensated on a salaried or hourly basis and will receive full benefits.

• Part-time with Benefits -- (Salary/Hourly) An employee who is regularly scheduled to work 25 or more hours per week and was hired prior to February 28, 2010 or regularly scheduled for 30 hours per week and hired after March 1, 2010 will be compensated on a salaried/hourly basis and will receive full benefits.

• Part-time No Benefits -- (Salary/Hourly) An employee hired after March 1, 2010 who is regularly scheduled for less than 30 hours per week will be compensated on a salaried/hourly basis and will receive no benefits other than pension credit (if earned)** and those that are required by State or Federal statute.

• Temporary -- An employee who is hired into one of the above categories but for a limited and specified period of time not to exceed six (6) months. During this time the employee is eligible only for Unemployment, Worker’s Compensation, and Social Security benefits. Beyond six months, they will be considered a regular employee and receive benefits as outlined in the employee benefit memorandum.

• Contract -- An Employee who is hired for a specific position or role but for a limited and specified period of time. During the period of the contract, the employee is eligible for Unemployment, Worker’s Compensation, and Social Security benefits. Further, they may be eligible for other employee benefits depending upon the length of their regularly schedule work week and total hours worked in a plan year.

**Pension Eligible Employee – (Salary/Hourly) Any employee who is scheduled to work 1,000 hours per plan year (July 1 – June 30) and is compensated on a salaried/hourly basis. These employees will earn a Credited Year of Service and be eligible to participate in Pension and other Retirement Programs [401(k) or 403(b) plans].