Revised January 2007
WELCOME
Welcome to First Presbyterian Church of Helena, We consider you to be a gift from God and look forward to working with you as a member of our ministry team. We appreciate you and the gifts and talents you bring to this ministry and are committed to helping you achieve your highest level of service for the Lord in this ministry.
As an employee of the church, you represent this ministry in both your work life and personal life. As a result, you are expected to always be sensitive to how others may see you biblically, spiritually, and ethically. We encourage you to strive toward living a life that is an example to other of your relationship with God and your belief in the church’s Vision Statement.
INTRODUCTION STATEMENT
This personnel policies and procedures handbook applies to all employees and is intended to provide guidelines and summary information about the church’s personnel policies, procedures, benefits and rules of conduct.
It is important that you read, understand and become familiar with the handbook and comply with the standards that have been established. Please talk with the pastor as head of staff if you have any question or need additional information.
VISION STATEMENT
As a church, we are committed to:
Growing in Christ. We will deepen our personal relationship with Jesus, our Lord and Savior.
Inspiring one another. We will love and respect, support and uplift one another in our faith, community, reflecting the love of Christ in all we say and do.
Proclaiming His Salvation. We will make salvation through Jesus Christ known to all people
Through our words and works.
PROBATIONARY PERIOD
The first six months of employment constitutes a probationary period. Except for salaried clergy, Employment may be terminated at any time. Neither pay in lieu of notice, nor severance pay, will be given to an employee whose employment is terminated during the probationary period.
During the probationary period of employment, the employee is entitled to the benefits listed in the job description.
IMMIGRATION LAW
The church is committed to full compliance with the Federal Immigration Laws and will not knowingly hire or continue to employ anyone who does not have the legal right to work in the United States.
As an ongoing condition of employment, you may be required to provide documentation verifying your identity and legal authority to work in the United States.
HIRING PROCEDURE
- Non-clergy Staff
1. Whenever an employment opening exists, this church will seek applicants to fill
the position as is deemed appropriate by the Personnel Committee.
2. The personnel Committee will determine what hiring procedure is appropriate.
3. The Session will approve job description, compensation, and benefits for each
position.
4. The Personnel Committee will make a formal offer of employment, set a level
of compensation within salary ranges established for the position, and make
recommendations to Session.
B. Clergy
1. Our church will work with the Committee on Ministry of Glacier Presbytery and
follow all guidelines and rules as set forth in the Book of Order.
EMPLOYMENT OF RELATIVES
Relatives of employees will receive the same consideration as any other applicant for a job opening and will not be accorded preferential treatment in employment matters. However, related employees may not be permitted to work in the same department or under the direct supervision of each other because of employee morale, security, or other legitimate business reasons. In addition, the church may require a related employee to transfer or resign in there is a conflict of interest or management problems of supervision that can not be resolved.
EMPLOYEE CLASSIFICATION
The church classifies employees as follows:
Full-Time Employees – an employee whose average hours of work each workweek are forty hours or more.
Part-Time Employees – an employee whose average hours of work each workweek are less than forty hours.
Nonexempt Employee – a nonexempt employee is eligible to receive overtime pay, if applicable, in accordance with the provisions of state and federal law.
Exempt Employee – an exempt employee is not covered by the overtime provisions of state and federal law and therefore not eligible for overtime pay.
VACATION
Vacation accrues on a monthly basis and no more time that accrued may be taken. A full-time employee accrues ten days of vacation per year. After five years of employment, a full-time employee accrues 15 days vacation per year. After ten years of employment, a full-time employee accrues 20 days of vacation per year. A part-time employee accrues vacation at the same rate as a full-time employee, prorated to their regular hours per week. Exception: Clergy’s vacation is set in their contract.
An employee’s anniversary date corresponds to the month and day the employee was hired, subject to adjustment for the portion of any leave of absence in excess of thirty days.
Vacation days must be utilized in the year they are accrued, with the exception that employees may carry over five days of vacation to the next year.
Employees are entitled to receive pay for unused, accrued vacation time upon termination of employment.
HOLIDAYS
The church office will be closed on the following days: New Year’s Day, President’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas Day. These will be considered paid days off for all salaried and hourly wage employees. Alternate days off in lieu of holidays may be arranged by mutual consent of Head of Staff and the employee.
Salaried employees may be required to work some holidays.
The following general provisions apply to holidays:
1. Holidays will be observed on the calendar day designated by the church for observance.
2. If a holiday falls during an employee’s approved vacation period, the employee will receive
a holiday, and will not be charged for a vacation day on the day the holiday is observed.
3. An employee required to work a holiday will receive an extra day of holiday to be scheduled
by the head of staff and the employee.
4. Employees on leave of absence for any reason are not eligible for holiday benefits.
SICK PAY
Salaried and full-time hourly employees accrue sick leave on the basis of one day per month and are eligible to earn up to twelve working days of sick pay during each anniversary year. Part-time hourly and contract employees accrue two working days of sick pay during each anniversary year. Sick pay benefits may be used in the case of personal illness or injury that is not work-related; or may be used to care for an immediate family member with permission of the head of staff. Immediate family member is defined as the employee’s spouse, children, or parents.
An employee’s anniversary date corresponds to the month and day the employee was hired, subject to adjustment for the portion of absence in excess of thirty days.
Sick pay benefits may be accumulated up to a maximum of sixty days. Sick leave entitlements during the first year of employment will be prorated according to length of employment. Employees who accumulate the maximum benefit allowed will not earn additional sick pay benefits until their accumulated total has been reduced below the maximum. Thereafter, sick pay benefits will only be earned up to the maximum amount.
Unused sick pay benefits may not be used for personal time off or as additional vacation, and employees will not be paid for unused sick pay benefits upon termination of employment (either voluntary or involuntary). In addition, sick pay will not be considered as hours worked for the calculation of overtime.
Employees who receive sick pay benefits may be asked to provide medical verification, and absences of more than five (5) working days may be subject to the church’s leave of absence policy.
PERSONAL LEAVE
Salaried and full-time employees will be eligible for two workdays away from work, with pay, per year. The days may be taken in hourly increments. Personal leave may be used for any reason. If an employee does not use his or her personal leave time during the year, it is forfeited. It does not accrue from year to year.
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