Catholic Church Personnel Policies by Tim Jacquet

Catholic Church Personnel Policies by Tim Jacquet

THESE PERSONNEL POLICIES ARE FOR INFORMATION ONLY AND ARE IN NO WAY TO BE INTERPRETED OR CONSTRUED AS A CONTRACT OF EMPLOYMENT.  THE PARISH HAS THE RIGHT UNILATERALLY TO AMEND OR WITHDRAW ANY POLICY OR MATTER SET FORTH HEREIN AT ANY TIME.

 

 

 

 

 

 

 

 

 

 

 

 


To Index


TABLE OF CONTENTS                                                         

   Page

 

1.00                  EMPLOYMENT AND Catholic Church Personnel Policies by Tim Jacquet

PROCEDURES FOR HIRING……………………………………. 3

 

1.01      Equal Employment Opportunity Statement…………………………………. 3

 

1.02      Position Openings…………………………………………………………………. 3

 

1.03      Application Process……………………………………………………………….. 3

 

1.04      Employment Interview…………………………………………………………….. 3

 

1.05       Letter of Appointment……………………………………………………………… 3

 

1.06       Orientation of New Employee…………………………………………………… 3

 

1.07       Ethical and Personal Conduct Policy………………………………………… 4

 

 

 

2.00                  JOB DESCRIPTIONS AND WAGES………………………………………………………. 5

 

2.01      Job Description……………………………………………………………………… 5

 

2.02      Wage and Salary Changes……………………………………………………….. 5

 

2.03      Wage and Salary Deductions……………………………………………………. 5

 

2.04      Wage and Salary Payments……………………………………………………… 5

 

2.05      Definitions…………………………………………………………………………….. 5

 

2.06      Overtime………………………………………………………………………………. 6

 

2.07      Salary Confidentiality……………………………………………………………… 6

 

 

 

3.00                  PAID BENEFITS……………………………………………………………………………….. 7

 

3.01      Medical and Dental Coverage…………………………………………………… 7

 

3.02      Social Security………………………………………………………………………. 7

 

3.03      Life/Accidental Death & Dismemberment Insurance (AD&D)…………… 7

 

3.04      Pension Plan…………………………………………………………………………. 7

 

3.05      Worker’s Compensation………………………………………………………….. 7

 

3.06      Voluntary Retirement Savings Plan (403b)………………………………….. 7

 

 

 

4.00                  WORKING CONDITIONS AND FRINGE BENEFITS…………………………………… 8

 

4.01      What is Expected of Employees of Employees……………………………. 8

 

4.02      What Employees Can Expect……………………………………………………. 8

 

4.03      Hours of Work……………………………………………………………………….. 8

 

4.04      Holidays and Holy Days…………………………………………………………… 8

 

4.05      Vacation……………………………………………………………………………….. 9

 

4.06      Absences and Payment…………………………………………………………… 9

 


                                    4.061    Sick Leave – Short Term Illness………………………………………………… 9

           

            4.062    Sick Leave – Long Term Illness, or Maternity Leave……………………… 9

 

            4.063  Bereavement – Death In Family…………………………………………………… 9

 

            4.064 Jury Duty……………………………………………………………………………….. 10

 

            4.065  Personal Days……………………………………………………………………….. 10

 

             4.07   Absences – Without Pay…………………………………………………………… 10

 

            4.071 Medical Leave of Absence ……………………………………………………….. 10

 

            4.072 Other Leave of Absence……………………………………………………………. 10

 

 

            5.00                  GENERAL EXPECTATIONS………………………………………………………………. 11

 

            5.01  Attitudes…………………………………………………………………………………. 11

 

5.02   Safety…………………………………………………………………………………….. 11

 

5.03   Telephone Manners………………………………………………………………….. 11

 

5.04   Personal Appearance……………………………………………………………….. 11

 

 

6/00      JOB PERFORMANCE AND REVIEW………………………………………………………………. 12

 

                        6.01 Review Procedure…………………………………………………………………….. 12

 

 

 

            7.00      RESIGNATION, DISMISSAL AND GRIEVANCE PROCEDURES…………………………… 13           

 

             7.01  Resignation……………………………………………………………………………. 13

 

            7.02  Exit Interview………………………………………………………………………….. 13

 

            7.03  Severance Pay…………………………………………………………………………. 13

 

            7.04  Dismissal……………………………………………………………………………….. 13

 

            7.05  Layoff…………………………………………………………………………………….. 13

 

            7.06   Grievance Procedure……………………………………………………………….. 13

 

 

 

Appendix A      ETHICAL & PERSONAL CONDUCT POLICIES

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

1.00         EMPLOYMENT AND PROCEDURES FOR HIRING

 

NOTE:  Questions or concerns about the following procedures should be addressed to the Pastor or to the Parish Administrator for clarification.

 

1.01                 Equal Employment Opportunity Statement

It is the policy of St Maximilian Kolbe Parish and the Diocese of Galveston-Houston to promote equal opportunity in the areas of recruitment, employment, transfer and promotion.  Employment at YOUR CATHOLIC CHURCH Parish and promotion will go to those individuals whose training and experience most nearly qualify them for the positions offered, without regard to race, color, sex, age, handicap or national origin.  It is recognized that there are positions at YOUR CATHOLIC CHURCH Parish, which require Sacramental Ordination or active participation in the Catholic Church, and a lifestyle consistent with Catholic Church teaching.

 

1.02                 Position Openings

When a vacancy occurs or a new position is created, the Department Head or Supervisor reviews the position. Issues to be considered include the job classification and the possibility of recruiting from within the staff.  The Department Head or Supervisor carries out the recruitment procedures.  The Pastor retains the option to determine that a priest, religious man or woman, or Deacon will fill a given position.

 

In all recruitment efforts, it is to be remembered that the Parish of St Maximilian Kolbe, as also the Diocese of Galveston-Houston and its other Parishes, is an Equal Employment Opportunity employer.

 

Although the Church may employ relatives of employees, a Department Head or a Supervisor should not hire his or her own relative.  A relative is defined as a person who is related to one closer than a second cousin by blood or marriage.

 

Open positions will be made public when appropriate.

 

1.03                 Application Process

All applicants, including those who might be already employed by YOUR CATHOLIC CHURCH Parish, follow a standard application process:

 

L.  The completion of an application form

2   A pre-employment interview

3.   An assessment of applicant’s experience (A transcript of grades may be required when      appropriate.)

4.  Reference checks

 

1.04                 Employment Interview

The Pastor or the Department Head interviews applicants in order to ascertain suitability for appointment.  At an appropriate time in the interview process, the prospective employee is provided information about personnel policies.

 

All hiring must be done in consultation with the Pastor.

 

1.05                 Letter of Appointment

When a person is hired, the Department Head notifies that person in writing, stating the position title, salary, and starting date.

 

The notification shall also include:

–        A schedule of employee benefits

–        A copy of the Ethical and Personal Conduct Policies of the Diocese with its related Acknowledgment Form and Informational Questionnaire for Prospective Employees.

 

Members of religious orders execute a standard contract in lieu of the letter of appointment.

 

If the person accepts employment, the Department Head forwards the application and letter of agreement or contract, and the completed Acknowledgment Form and Informational Questionnaire for Prospective Employees, to the bookkeeper for establishment of a personnel folder.

 

1.06                 Orientation of New Employee

The new employee meets with the bookkeeper to sign necessary forms, and receive information about any other employee benefits and other personnel policies.

 

1.07            Ethical and Personal Conduct Policy

Each employee will read, sign, and adhere to the  “Ethical and Personal Conduct Policies of the Diocese of Galveston Houston.  The intent of these policies is to insure that all personnel of the Diocese follow the Diocese’s traditional strong moral, ethical, and social standards of conduct dictated by the Catholic Church and our community at large.

 

All personnel must understand and live by sound Catholic moral standards in their day-to-day work.

  1. Confidentiality: In no instance should confidential information learned through one’s employment at St Max be used for one’s own or another’s benefit, nor should such confidential information be disclosed to non-staff persons or to any persons who have  no right to such information.
  2. Personal Responsibility: Employees should conduct their personal financial affairs in a responsible manner so as to be above criticism.  Parish credit cards and expense reimbursements are intended only for those items directly related to church and Parish purposes.  Materials bought with Parish money are the property of the Parish and not of the employee who made the purchase.
  3. Use of Letterhead:  It is inappropriate for any Parish employee to use official stationery for personal or non-job related purposes, particularly when such use implies endorsement by the Parish, or brings discredit to the Parish.
  4. Personal Conduct:

(1)   Dishonesty:  Any Parish employee who commits an act constituting breach of trust or dishonesty, e.g., theft or fraud or falsification of any type of records, will be subject to disciplinary action up to and including termination.

(2)   Major Infractions:  It is necessary that the Parish investigate thoroughly all reports of any major infraction, and to appropriately discipline the responsible person, up to and including termination.  Major infractions include, but are not limited to, the following examples:

(a)   Any action, which adversely affects the Parish’s public image, or causes embarrassment to the Diocese, the Parish, or its Parishioners.

(b)   The unauthorized possession, distribution, or use of any illegal drug or narcotic.

(c)   The removal or borrowing of Parish property without permission.

(d)   The failure to report to work, without proper notification to Supervisors.

(3) Sexual Harassment, Sexual Misconduct, and Child Abuse: Sexual harassment is                                                            immoral and reprehensible and will not be tolerated by the Parish.  Sexual                                                                        misconduct is immoral, contrary to Christian principles, and undermines the                                                                      mission of the church.  Abuse of children is immoral and reprehensible and will not                                                           be tolerated by the Parish.  All Parish personnel must comply with applicable civil                                                             and church laws and Diocesan provisions regarding incidents of actual or                                                                         suspected sexual harassment, sexual misconduct, or child abuse.

  1. Progressive Discipline Process

(1)   All employees are to be informed by their responsible Supervisors of what is       expected of them in the performance of their jobs, how to conform with Diocesan and Parish rules, policies, and standards of conduct and behavior,  and how the Parish views their performance and level of contribution.

(2)   When personnel performance or conduct does not meet expected standards, it is the responsibility of management to thoroughly review and address any problem in a timely, consistent and equitable manner, using a formal due process of Progressive Discipline which normally includes four steps: a) Coaching and counseling; b) Formal warning; c) Probation; d.) Termination.

(3)   All documents associated with the Progressive Discipline Process are to be retained as part of the worker’s personnel file.

 

 

 

 

 

 

 

2.00         JOB DESCRIPTIONS AND WAGES

 

2.01                 Job Description

The Department Head will furnish each employee a copy of his or her job description.

 

2.02                 Wage and Salary Changes

Salaries are negotiated with the employees when hired.  Salaries are reviewed annually at departmental budget review time.

 

2.03                 Wage and Salary Deductions

Federal law requires that the Parish deduct social security and income taxes from each employee.  The Parish pays its share of the social security benefit as specified by law.

 

2.04                 Wage and Salary Payments

Each Non-Exempt employee is required to submit to his or her Supervisor for signature weekly time-sheets indicating the number of hours worked.  Such time sheets are then forwarded to the Parish Bookkeeper.  One employee is not to record time for another.

 

Employees are generally paid on the 15th and the last day of the month.  Should these dates fall on a Saturday or Sunday, salary checks are issued on the preceding Friday.

 

2.05                Definitions:

 

Department Head:         A Department Head is one who is in charge of a Department or Office (such as, the Maintenance department, Mothers Day Out, etc.).

 

Regular

Full-time:                     A Regular Full-time employee is one who is hired to work 40 hours per week and who is expected to continue employment indefinitely.  Such an employee is entitled to the full range of benefits provided through the Diocese of Galveston-Houston.

 

Regular

Part-time:                     A Regular Part-time employee is one who is hired to work fewer than 40 hours per week. Those working a minimum of 30 hours per week are entitled to the full range of benefits provided through the diocese.  Those working a minimum of 20 hours per week, but less than 30 hours per week, are entitled to social security and pension benefits.  Those working fewer than 20 hours per week are entitled to the social security benefits.  All Part-time employees are entitled to sick leave and vacation on a pro-rated basis. Holidays are paid if such coincide with the workday of Part-time employee.

 

Temporary

Full-time or

Part-time:                     A Temporary Full-time employee or a Temporary Part-time employee is one who is hired to work on a special project or for a specific period of time, generally of short duration.

 

Exempt:                       An Exempt employee is one who is exempt from the payment of the overtime and minimum wage provisions of the Fair Labor Standards Act.  Exempt employees typically include administrative employees.

 

Non-Exempt:                A Non-Exempt employee is one who is entitled to overtime pay.  This category includes hourly employees.

 

 

 

 

 

2.06                Overtime

Overtime is paid to Non-Exempt employees at the rate of time-and-one-half for hours worked over 40 hours in a week.  Overtime work is to be performed only with the permission of the Department Head,

and only when it is absolutely necessary.

 

Working overtime by Exempt employees is sometimes necessary for the fulfillment of their duties and responsibilities.   Such Exempt employees are normally not eligible to receive overtime pay.  It is possible, however, that Full-time Exempt employees receive compensatory time for hours worked in excess of standard workweek. (40 hours)

 

  1. For overtime work, which is approved in advance by the employee’s Supervisor, qualifying   persons may receive a comparable amount of compensatory time off.

 

  1. If approval in advance is not possible, an employee must seek approval within 24 hours after completion of the work, which involved potential compensatory time.

 

2.07                Salary Confidentiality

Information about salaries is privileged.  Department Heads should be cautious, when discussing salaries with their employees, not to allude to other salaries about which they may have knowledge.  Misuse of salary information creates many problems for all concerned.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3.00         PAID BENEFITS

 

The Diocese of Galveston-Houston and YOUR CATHOLIC CHURCH Parish provide certain additional benefits.  Information about the details of these programs is available from the Parish Bookkeeper.

 

Under the Group Benefit Plan, the Parish may require a post-offer or pre-placement screening physical for Group Benefits for all new regular employees who work a minimum of 30 hours a week.

 

3.01                 Medical and Dental Coverage

All employees working a minimum of thirty (30) hours a week are eligible for the Diocesan Group Health Plan benefits.  These benefits will become effective the 1st of the month following the completion of 3 months of service.  The employer pays the cost of the Group Health Plan.  An employee may waive this benefit if he or she has other coverage.  Group Health Plan benefits for dependents of employees may be added at the employee’s expense.

 

Employees on the payroll as of 12:00 Midnight 3/31/92 are grand-fathered under the policy in effect at that time which provided this benefit for regular employees working a minimum of twenty (20) hours per week.

 

A booklet explains the Group Health Plan in detail.  The terms of the plan itself govern the application of the plan in all cases.

 

Medical and dental coverage is provided for diocesan clergy.  Medical and dental coverage for religious staff members who do not participate in the diocesan lay-employee plan is paid through the Diocese at the same level of funding as that paid for lay employees.

 

3.02                 Social Security

The Social Security Administration requires all lay employees to be covered under this plan.  The Federal Government determines the amount of payroll deduction.  The Parish pays its share of the social security benefit as specified by law.

 

3.03                 Life Insurance/Accidental Death & Dismemberment Insurance (AD&D)

All employees working a minimum of 30 hours a week are enrolled in the Diocesan Group Life, Long-Term Disability, and Accidental Death & Dismemberment Insurance Plans.  The Parish pays the total premium for this insurance.  The employee may not waive this insurance.

 

Employees on the payroll as of 12:00 Midnight 3/31/92 are grand-fathered under the policy in effect at that time which provided this benefit for regular employees working a minimum of twenty (20) hours per week.

 

3.04                 Pension Plan

All employees working a minimum of twenty (20) hours a week for at least five (5) months a year are eligible for pension benefits.  The employer pays an amount equal to 5.5% of an employee’s annual salary toward the diocesan pension fund.  An employee may not waive this benefit.

 

3.05                 Worker’s Compensation

YOUR CATHOLIC CHURCH Kolbe Parish pays worker’s Compensation coverage for Parish employees.

 

3.06                 Voluntary Retirement Savings Plan (403b)

A 403b Voluntary Retirement Savings Plan is available to all employees.  The Parish Bookkeeper is able to provide more information about this plan.

 

 

 

 

 

 

 

 

 

 

4.0        WORKING CONDITIONS AND FRINGE BENEFITS

                                       FOR REGULAR EMPLOYEES

 

4.01                 What is Expected of Employees

Each staff member assumes definite responsibilities that are integral to fulfilling the duties of the specific position.  It is important, therefore, that each staff member accept the following norms and objectives:

1.  To work conscientiously toward achieving the goals of the particular department or office;

2. To perform assigned duties at a high level of quality, accuracy and effectiveness;

3. To work cooperatively and generously with other staff members and agencies;

4. To demonstrate sincere loyalty to the Parish and to other members of the staff.

5. To safeguard the confidential nature of particular aspects of Parish work;

6  To exhibit high personal standards of integrity, moral character and social conduct;

7. To be professional in communication, and diligent in developing communication skills;

8. To be punctual, both in the morning and when returning from lunch, and to give advance         notice to one’s Supervisor in cases of inability to report for work;

9. To attend to personal business, except for family emergencies, outside of working hours.

 

4.02                 What Employees can expect

Consistent with goals established by the Catholic Church, YOUR CATHOLIC CHURCH Parish shall endeavor to achieve:

1. Fair treatment at all times of all employees;

2. A just and fair wage for all employees;

3. Working conditions conducive to the employees’ physical and psychological well being.

4. Opportunity to participate, either directly or through representatives, in the formulation of         policies affecting employees.

 

4.03                 Hours of Work

Normal hours worked by employees are 8:30a.m. to 4:30 p.m., Monday through Friday, with one hour for lunch.  Some hours of work are varied.  40-hour weeks are the norm.  Whenever the normal workday schedule needs to be changed for work reasons the Employee must obtain his or her Supervisor’s approval. When Employees alter their  normal workday schedule they should notify the Parish Receptionist of their proposed time in and time out.

 

4.04                 Holidays

The Parish normally observes the following legal and religious holidays: New Year’s Day, Good Friday, Easter Monday, Memorial Day, Independence Day, Labor Day, Thanksgiving Thursday, the Friday after Thanksgiving, Christmas Eve afternoon, and Christmas Day.  Other holidays may be  designated by the Pastor.

 

When a legal holiday falls on Saturday, the preceding Friday is observed as the holiday.  When a  legal holiday falls on Sunday, the following Monday is observed as the holiday.  Some employees  may be requested to work on normal holidays, and to take a compensatory day off at another time.

 

If a designated holiday falls on an employee’s “day-off”, the “day off” is not to be moved by the employee to another day.

 

4.05                 Vacation

All Regular Full-time employees who have completed 6 months of service are eligible for paid vacation.  All Regular Part-time employees are also eligible, but on a pro-rated basis.

 

In determining length of service, credit will be given for prior service with the Diocesan of Galveston-Houston, its Parishes, and its schools, when the prior service counted toward diocesan pension benefits for the employee, and when the break in service between the prior position and present employment is three (3) years or less.

 

 

 

 

 

The schedule of benefits is as follows:

Upon                              Annual vacation

Completion of:              entitlement:

6 months                      1     week (see limitation below)

1 year                                       2     weeks

5 years                         3     weeks

10 years                         4     weeks

 

At YOUR CATHOLIC CHURCH Catholic Community, the vacation year is computed from 1 January through 31 December.

 

All vacation to which an employee is entitled during a calendar  year should be taken within that calendar year.  There is no provision for carrying vacation time over to the next calendar year.

 

When the 6-month and the 1-year anniversary dates fall within the same calendar year, the vacation entitlement for that year is limited to two weeks.

 

Beginning with the year in which the employee attains two years of service, the employee is entitled  to take vacation anytime within that calendar year regardless of the anniversary date.

 

An employee is entitled to the additional vacation that occurs based on the completion of 5 years, and 10 years within the calendar year in which the anniversary date falls.

4.06                 Absences and Payment

All absences are to be requested through the immediate Supervisor, and are subject to such additional approval as herein indicated.

 

For an unscheduled absence such as illness, employees are required to notify their Supervisor about the absence within ½ hour of the start of the workday, as is possible.

 

All Regular Full-time employees who have completed 6 months of service are eligible for those paid benefits listed under Section 4.06.  All regular part-time employees are also eligible under the same conditions, but on a pro-rated basis.

 

4.061               Sick Leave – Short Term Illness

Sick Leave provides employees with an authorized paid-absence from work, for personal illness or injury, or for the case of an ill member of the employee’s immediate family, either living in the same household or dependent upon the employee.

 

Each Full-time employee will earn one (1) paid sick day for each month of employment.  Short-term sick leave may not be accumulated beyond ten (10) days, nor may more than ten (10) short-term sick days be taken in any one fiscal year.

 

4.062               Sick Leave – Long Term Illness, or Maternity Leave

In cases of maternity leave, illness involving hospitalization, or other illness-related circumstances resulting in an absence which is anticipated to be in excess of 5 days, a letter from the doctor is required stating the probable length of the absence.  In such cases, with the approval of the Pastor, pay will be continued for a period not to exceed 1 day for each month of employment.

 

The maximum sick leave accumulation for Full-time employees for long-term illness is 60 days and includes current accumulated short-term sick leave.

 

4.063               Bereavement – Death in Family

In the event of a death in the immediate family, eligible employees will be entitled to up to three (3) days of paid leave.  Immediate family means: parent, spouse, child, or spouse’s parent.  In addition, immediate family would be understood to include any other person living in the same household as the employee.  If death occurs to relatives outside of the immediate family as defined above, an eligible employee will be entitled to one (1) day of paid leave.

 

The Pastor, in the event of a death in the family, may grant additional paid time-off, for out-of-area travel, or for other necessary reasons.

 

 

 

4.064               Jury Duty

Employees are encouraged to fulfill their civic responsibilities.  Eligible employees who are summoned to jury duty will receive paid leave during their jury service.  The employee must provide the employer with a copy of the official notice of the Court.  Employees are to notify their Department Head or Supervisor at least one (1) week in advance of required jury duty dates.  An employee who is excused from jury duty for a whole day is expected to report to work.

 

 

The policy of jury duty does not apply if one appears in court on his or her own behalf.  The policy does apply if one is called upon to be a witness in a Court of Law.  In this situation, a copy of the official Court notice is to be given to the employer.

 

4.065               Personal Days

Eligible employees will earn one (1) paid personal day at the end of each six (6) months of continuous employment.  Personal days may not be accumulated beyond two (2) days, nor may more than two (2) paid personal days be taken in any one fiscal year.

 

Personal days may be used for doctor or dental appointments, or similar necessary purposes which are not otherwise covered under Sections 4.05 or 4.06.

 

4.07            Absences – Without Pay

 

4.071               Medical Leave of Absence

A medical leave of absence without pay may be granted for a physician-certified health condition that will cause the employee to be absent (after use of accrued vacation and other paid leave) for more than 30 days but not more than three months.

 

The employee must make a request for leave of absence from the Department Head.  When reasonably possible, the request should be in writing and should provide a statement from the physician certifying the need.  The request, once received, will require written approval of the Department Head in consultation with the Pastor.

 

4.072               Other Leave of Absence

A leave of absence without pay for reasons other than a physician-certified health condition may be granted for a period not to exceed ten (10) consecutive workdays in any fiscal year.

 

The employee must make the request for such a leave of absence in writing, and the request will require the written approval of the Department Head.

 

Before approval can be given, the Department Head will take into consideration the staffing and budgeting needs of the department.  Requests may be denied on this basis or for other reasonable considerations.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5.00         GENERAL EXPECTATIONS

 

5.01                  Attitudes

Attitude is perhaps the most important attribute an employee can bring to the job.  An employee’s responsibility to the Church and to oneself is to do his or her best and to do it cheerfully.  Attitude is revealed in the manner in which an employee responds to a request, or in the way the employee answers a telephone.

 

If an employee’s attitude is positive, everyone will benefit.  Employees of the Parish should feel a special loyalty and sense of pride in their work,  because of the importance of the mission of the Church and its message of salvation and service to people.

 

5.02                 Safety

The safety of personnel is of major importance to the Parish of St. Maximilian Kolbe.  It is a great concern when unsafe conditions appear.  Employees should notify their Department Head or Supervisor as soon as they become aware of any safety hazards.

 

5.03                 Telephone Manners

Telephone contact may be the only contact some people have with the Parish.  It is therefore very important to answer the telephone quickly and cordially.   No one calling YOUR CATHOLIC CHURCH Parish should be put on hold for more than a minute.

 

An offer to be of assistance, and an offer to take a message, should be made to the caller, but the caller is not to be asked, or expected to give, his or her name

 

All calls should normally be returned the same day, when possible.

 

Personal calls are normally made in emergencies only.

 

5.04                 Personal Appearance

A good appearance is an asset to each employee, to the Parish, and to one’s associates.  Good common sense should be one’s guide.  Employees are expected to be neat, well-groomed, and dressed appropriately at all times.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

6.00         JOB PERFORMANCE AND REVIEW

 

6.01                 Review Procedure

Job performance will be reviewed at least once annually, normally between January and April.

 

The purpose of the job performance review is to identify strengths and weaknesses, and to agree upon an improvement program where it might be required.

 

The Pastor will review Department Heads.  The Department Head will review other employees.

 

A job performance form will be completed and reviewed with the employee.  The form will be kept on file by the Department Head and will eventually become part of the permanent personnel file.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

7.00          RESIGNATION, DISMISSAL, AND GRIEVANCE PROCEDURES

 

7.01                 Resignation

An employee without a contract who intends to resign from the Parish employment is expected to give at least a two-week written notice to his or her immediate Supervisor.

 

While employment is based on mutual consent, either the employee or the employer may initiate termination of employment at anytime.   An employee who is considering resignation should discuss the situation with his or her immediate Supervisor before making a final decision.  This discussion may reveal some factors that might have been overlooked and could change the decision to resign.

 

Prior to the last day of work, the employee will be asked to participate in an exit interview and to turn in any keys or other Parish property.

 

7.02                 Exit Interview

The purpose of the exit interview is to:

a) Make sure the resignation is not based on a misunderstanding that could be remedied.

b) Inform the employee of the termination benefits.

c) Gather information that could be helpful in improving working conditions.

d) Collect Parish keys, Parish credit cards, Parish property, etc.

 

7.03                 Severance Pay

Upon termination of employment, the employee will receive pay for all time worked and pay for any                     earned vacation time not yet taken as vacation.

 

7.04                 Dismissal

Dismissal refers to the discharge of an employee from Parish employ.  In the event of unsatisfactory performance, the immediate Supervisor should discuss the matter with the employee on at least two separate occasions, documenting these discussions prior to dismissal.

 

Should a Supervisor find it necessary to dismiss an employee, two weeks’ written notice should be given, if possible.  However, if in the judgment of the Supervisor the dismissal should be effective immediately, a severance payment equal to two-weeks pay will be given in lieu of notice, along with any pay due for time worked or vacation time earned and not used.  If the dismissal is due to issues arising out of gross negligence or misconduct, the termination will be immediate and without entitlement to any severance benefit.

If an employee fails to report to work for three consecutive days and does not contact his immediate Supervisor, the Parish will assume that the employee has voluntarily resigned his or her position, after the Supervisor has made several attempts to contact the employee.

 

7.05                  Layoff

Layoff refers to the removal of a position due to reorganization or decrease in demand for the specific service.  Two weeks’ written notice will be given, along with pay for time worked and vacation earned but not used.

 

7.06                  Grievance Procedure

In the event an employee has a grievance that cannot be resolved within the department, the employee may request the Pastor to appoint a committee of three impartial persons, to meet and hear all aspects of the grievance.