First Baptist Church of Lindale

PERSONNEL POLICY MANUAL

This personnel policy manual supersedes all prior oral or written practices or guidelines.

4/13/15 1

TABLE OF CONTENTS

1. NOTICE 2. INTRODUCTION 3. LEGAL MATTERS 3.1 Equal Employment Opportunity (p. 2) 3.2 Employment at Will (p. 3) 3.3 Definitions (p. 3) 3.4 Relatives (p. 3) 3.5 Immigration (p. 3) 3.6 Minors (p. 3) 3.7 Disability (p. 3) 3.8 Harassment (p. 4) 3.9 Media/Reference Inquiries (p. 4) 3.10 Employee Property (p. 5) 4. COMPENSATION 4.1 Initial Terms of Job Offer (p. 5) 4.2 Pay period (p. 5) 4.3 Advance of Pay (p. 5) 4.4 Wage & Salary Reviews (p. 6) 4.5 Merit Bonuses (p. 6) 4.6 Payroll Deductions (p. 6) 4.7 Garnishment (p. 6) 4.8 Lost Paychecks (p. 6) 4.9 Staff Gifts (p. 6) 4.10 Honorariums Paid to Staff (p. 7) 4.11 Overtime (p. 7) 4.12 Adjustment of hours (p. 7) 4.13 Recognition for Service (p. 7) 4.14 On-the-job injuries (p. 7) 4.15 Housing Allowance (p. 8) 4.16 Minister Reimbursement (p. 8) 4.17 Book Allowance (p. 8) 4.18 Continuing Education (p. 8)

5. BENEFITS 5.1 Holidays (p. 8) 5.2 Vacation (p. 9) 5.3 Personal Time (p. 9) 5.4 Ministry Time (p. 10) 5.5 Conference Time (p. 10) 5.6 Sick Time (p. 10) 5.7 Sundays & Mandatory Meetings (p. 11) 5.8 Leaves of Absence (p. 11) 5.9 Required Events (p. 13) 5.10 Insurance (p. 13) 5.10a Health Insurance 5.10b Life Insurance 5.10c Workers Compensation Insurance 5.11 F.I.C.A./Social Security (p. 14) 5.12 Retirement (p.14) 6. PERFORMANCE 6.1 Job Description (p. 14) 6.2 Written Reports (p. 14) 7. EXPECTATIONS 7.1 Office hours (p. 14) 7.2 Inclement Weather (p. 15) 7.3 Spiritual Growth (p. 15) 7.4 Tardiness & Absences (p. 15) 7.5 Outside activities (p. 16) 7.6 Ethical Conduct (p. 16) 7.7 Conflict Resolution (p. 16) 7.8 Off premise/away from desk (p. 17) 7.9 Office Privacy (p. 17) 7.10 Mailboxes (p. 17) 7.11 Keys/Access to Church Property (p. 17) 7.12 Personal Use of Church Equipment/Supplies (p. 17) 7.13 Telephone (p. 17) 7.14 Computer/Internet (p. 18) 7.15 Electronic communications (p. 18) 7.16 Use of Support Staff (p. 18) 7.17 Confidentiality (p. 18) 7.18 Attire (p. 19) 7.19 Special Occasions (p. 19) 7.20 Solicitations (p. 19) 7.21 Finances (p. 19) 8. EMPLOYEE AGREEMENT

2 4/13/15

1. NOTICE This Personnel Policy Manual (“Manual”) is intended to provide guidelines for the exercise of management discretion in the personnel area. It is not intended to be a contract, either express or implied, or otherwise to create legally enforcement obligations on the part of First Baptist Church of Lindale (“FBC”) or its employees. It supersedes and replaces all previous personnel policies, practices, and guidelines. FBC and its management reserve full discretion to add to, modify, or delete provisions of this Manual at any time without advance notice. For this reason, employees should check with the Personnel Committee to obtain current information regarding the status of any particular policy, procedure, or practice. No individual has the authority to modify FBC policy as contained in this Manual. Any such modification must be in writing and signed on behalf of FBC by the Personnel Committee, acting on behalf of FBC, or by one or more members of the Personnel Committee, to whom authority is delegated. 2. INTRODUCTION FBC aims to “proclaim God’s truth and inspire a passion for His glory.” Accordingly, FBC values all paid staff working together as a team. Just as Paul compared the church to a body, where each individual plays an important role, so it is here – that is, each staff member plays a different but important role, regardless of title, office size, or salary. One key to maintaining a vibrant team atmosphere is for expectations to be clear and understood by everyone. That is the purpose of this Manual. This Manual applies to all employees (excluding contract labor), and it is intended to acquaint you with FBC’s personnel policies, procedures, benefits and rules of conduct. Keep this Manual for your reference. It is important that you read, understand, and become familiar with the Manual, and that you comply with the standards established in it. Please consult with your supervisor if you have any questions or need additional information about anything mentioned in this Manual. 3 LEGAL MATTERS 3.1 Equal Employment Opportunity It is the policy of FBC to provide equal employment opportunity for all applicants and employees. FBC does not discriminate on the bases of race, religion, gender/sex, national origin, age, disability, worker’s compensation history, membership in a uniformed service as well as obligation to perform service in a uniformed service, or any other legally protected status. FBC will make reasonable accommodations to allow disabled employees to perform the essential functions of their job when such accommodations do not impose an undue hardship on FBC. FBC prohibits hostile environment or harassment of any individual based on any protected status. This policy applies to all areas of employment. FBC is not, however, a “normal” employer. It does not produce a product, and it does not provide a service. Instead, FBC has a higher calling, which is to “proclaim God’s truth and inspire a passion for His glory.” For this reason, and consistent with federal and state law, FBC is different than “normal” employers. In particular, FBC reserves the right to employ people who have a denomination background and philosophy of ministry similar to FBC’s and who, in the sole discretion of FBC, have a work history and lifestyle that is consistent with the mission of FBC, including its Scriptural principles. Final decisions concerning noncompliance with these conditions will be made by the body vested with such authority by the FBC by-laws. All employment decisions will be made in compliance with applicable employment-related laws.

3 4/13/15

3.2 Employment at Will All employment at FBC has been and continues to be at-will. This means that both the employee and FBC have the right to terminate employment at any time, with or without advance notice, and for any reason or for no reason. No one other than FBC’s Personnel Committee has the authority to alter this arrangement, to enter into an agreement for employment for a specified period of time, or to make any agreement contrary to this policy, and any such agreement must be in writing and signed by the Personnel Committee or by one or more Personnel Committee members who have received actual authority by FBC to sign on behalf of FBC. Nothing in this Manual is intended to alter the continuing at-will status of employment with FBC. 3.3 Definitions The term “employee(s),” and “you/your” are used interchangeably for “employee(s)” in this Manual. Employees fall into the following categories: Full-time employee – Employees who average at least 35 hours of work each week. Part-time employee – Employees who average less than 35 hours of work each week. Ministry Staff – Employees whose job title includes pastor or minister. Support Staff – All employees not designated as a pastor or minister in their job title. Exempt employee – Employees who are not covered by the overtime provisions of state and federal law and are, therefore, not eligible for overtime pay. Non-exempt employee – Employees who are eligible to receive overtime pay, if applicable, in accordance with the provisions of state and federal law. 3.4 Relatives- Applies to Ministerial Staff FBC believes that it is generally in the best interest of both its ministry and its employees to keep professional church relationships separate from personal and family relationships. Accordingly, the church shall employ only one person within an immediate family. Further, every effort will be made to employ only one person within an immediate and/or an extended family; however, exceptions to this “family” restriction can be made by vote of the Personnel Committee under unique situations. Immediate family members of Ministerial Staff may not be hired with the exception of an internship term of no more than one year. Immediate family, as used in this section, includes parents (including in-law), siblings (including in-law), children, and spouses. 3.5 Immigration FBC 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. 3.6 Minors Employees must be at least 16 years of age and their work must comply with all federal and state laws. 3.7 Disability If, at any time, employee needs to request accommodation for what he or she considers to be a disability, immediately contact your supervisor and the Chair of the Personnel Committee. An employee with a physical disability must provide current professional verification certified by a licensed physician, psychologist, audiologist, speech pathologist, rehabilitation counselor, physical therapist, occupational therapist, or other professional health care provider not related to you, who, in the opinion of the church, is qualified in the diagnosis of the disability. The verification must reflect your present level of functioning of the major life activity affected by the disability. Employee must provide the verification documentation to their supervisor

4 4/13/15

and the Chair of the Personnel Committee. Employee will bear the cost of obtaining the professional verification. If the initial verification is deemed incomplete or inadequate to determine the present extent of the disability and appropriate accommodation, the church has the discretion to require supplemental assessment of a physical disability. Employee would be responsible for the cost of the supplemental assessment. 3.8 Harassment FBC does not and will not tolerate sexual or racial harassment, or any other form of illegal harassment of its employees, applicants, members, vendors, or visitors. No employee, applicant, vendor, or visitor of FBC is expected to endure treatment of this nature. Hostile work environment or harassment includes intimidation, ridicule, and insults based on a protected status that unreasonably interferes with work performance. Some examples include racial slurs; ethnic jokes; posting of offensive statements, poster, or cartoons; or other similar conduct. Sexual harassment includes solicitation of sexual favors, unwelcome sexual advances, or other verbal, visual, or physical conduct of a sexual nature. Illegal harassment can also occur through e-mail, voice-mail, or internet use. This policy covers behavior taking place on any mode of transportation to and from events, or at the event itself, whether on church property or away from FBC property. FBC has the following 4 – step procedure for reporting and investigating allegations of unlawful harassment, including sexual harassment: 1. Reporting: If you believe you have been the victim of harassment, you have a duty to report it

immediately to your supervisor, to the Chair of the Personnel Committee or to the Senior Pastor. FBC emphasizes that you are not required to complain first to your immediate supervisor.

Prompt reporting of any incident is essential to allow FBC to investigate and take appropriate remedial action. FBC will not tolerate retaliation against any employee for making a report under this policy.

2. Investigation: Every report of harassment will be investigated thoroughly and promptly.

Confidentiality will be maintained as appropriate under the circumstances. The Chair of the Personnel Committee will direct the investigation of complaints, unless he is reported to be the harasser, in which case, the Senior Pastor or his designee will direct the investigation of the report. All FBC employees are expected, as a condition of their employment, to cooperate with an investigation. FBC will not tolerate retaliation against any employee who provides truthful information during this investigation.

3. Reporting Findings: The Chair of the Personnel Committee (or the Senior Pastor or his

designee) will report the harassment allegation and investigation results to the Personnel Committee within 60 days of the initial report.

4. Corrective Action: After the investigation has been completed, the Personnel Committee will

make a decision regarding the resolution of the case. FBC will take prompt and appropriate remedial action consistent with the results of the investigation. Disciplinary action for violating this harassment policy can range from verbal or written warnings up to and including immediate termination, depending upon the circumstances.

3.9 Media/Reference Inquiries If a media representative contacts you regarding an employee, church member or attendee, or ministry issue, you shall refer the inquirer to the appropriate pastor, as determined by the Senior Pastor. Only if you are given prior permission by the appropriate pastor may you give any information to the media representative.

5 4/13/15

This will ensure that accurate information will be given for those matters that are appropriate for public knowledge. If you receive an inquiry regarding the work performance of a present or former employee, you must refer it to the Senior Pastor. Nobody but the Senior Pastor may give out any information regarding a present or former employee, unless the employee has asked them to serve as a reference. Only when Christian convictions necessitate it (e.g. warning a potential church about a former pastor who was let go because of immorality), and within the limits of the law, the Senior Pastor may give out information about a current or former employee. In such cases he should take care to limit his statements to established facts. 3.10 Employee Property FBC is not responsible for any personal property lost, damaged, stolen or destroyed unless required to by local, state or national law. This includes, but is not limited to, vehicles parked in the church parking lot, large sums of money, jewelry, books or other valuables. In case of a fire or building damage covered by FBC insurance, ministry staff are responsible for knowing ahead of time whether necessary personal property (e.g. library, files) are covered by FBC’s insurance. If items are not covered by FBC’s insurance policy, FBC is not responsible for their loss. 4. COMPENSATION 4.1 Initial Terms of Job Offer Prior to hiring any employee, the Personnel Committee will present the employee with a written document – called “Initial Terms of Job Offer.” This document will contain the principal terms of the employee’s compensation offer. If applicable, this document should include salary and wages, amount of hours to be worked, vacation time (including when it will become available), and any benefits (e.g. insurance, retirement, allowances). When hired, the employee shall sign this document, which FBC will place in his/her personnel file. This policy does not include seasonal employees or nursery workers. The purpose of the Initial Terms of Job Offer is to make sure there is clear understanding between the Personnel Committee and the employee as to the terms of the initial offer. Only terms expressly identified in the Initial Terms of Job Offer should be considered part of the job offer. FBC is not responsible for any spoken or implied agreements that are not contained in the Initial Terms of Job Offer. The Initial Terms of Job Offer is not a binding contract and, consistent with the employee’s at-will status, all of the terms therein are subject to change at the Personnel Committee’s discretion. 4.2 Pay Period For exempt employees, there are two work periods:

• All work done from and including the 30th of the month (28th/29th in February) until and including the 14th of the following month. This will be paid on the 15th of the month.

• All work done from and including the 15th of the month until and including the 29th of the month. This will be paid on the 30th of the month.

For non-exempt employees, they are paid for their hours accumulated during two consecutive weeks of work or one month of work, depending on the nature of their position and as determined by the Personnel Committee. Checks will be available by the end of the workday on which they are due. If the payday falls on a holiday, the payday will be the first workday preceding the holiday. 4.3 Advance of Pay If an employee will be unable to pick up his paycheck due to travel, he may request the check in advance. This request must be made using the appropriate form and be approved by the Financial Secretary and

6 4/13/15

Treasurer. FBC does not allow for advance pay due to financial hardship. FBC is not able to cash paychecks for employees. 4.4 Wage & Salary Reviews The Personnel Committee, in conversation with respective supervisors and the Senior Pastor, annually review employees for consideration of a pay increase. Approved increases will be effective on the first payday of the new fiscal year. The following factors are used in determining salary:

1. Budget limitations. The Personnel Committee must work within the budget parameters given to it by the appropriate church leadership.

2. Job performance. The results of scheduled Job Performance Reviews will play a major role in consideration of wage and salary increases.

3. Pay range for the position. The range is determined by the Personnel Committee who will consult – in a non-binding way – the information provided by the National Association of Christian Business Administrators. Employees or church members may request information about the pay range at any time. In general, new employees are paid at or below the midpoint of their position’s salary range.

4. Cost of living. The Personnel Committee shall evaluate the need for cost of living adjustments and make changes at the sole discretion of the Personnel Committee.

4.5 Merit Bonuses When Budget limitations allow, at the discretion of the Personnel Committee, merit bonuses will be dispensed at the end of the fiscal year as a percentage of the employee’s salary. The Personnel Committee, in conversation with the respective supervisor and the Senior Pastor, makes the final determination of how much is given. 4.6 Payroll Deductions Various payroll deductions, such as Federal Income Tax, State Income Tax, and Social Security Taxes are required by law. All other deductions, such as health insurance, 403(b) elective deferrals, etc., must be authorized by you in writing. Employee-initiated changes must be submitted to the Financial Secretary two weeks prior to the day the changes will take effect. Ministry staff may be considered self – employed for Social Security Tax purposes and are not required to have the same payroll deductions as other employees. Each paycheck stub will itemize amounts that have been withheld. It is important that you keep this information for your personal records. If you have any questions about your deductions, please talk with the Accounting Office. 4.7 Garnishment As required by law, FBC is required to honor legal garnishments of employees’ wages. FBC will notify the applicable employee of any garnishment notice received by the church. 4.8 Lost Paychecks Employees must report checks lost or otherwise missing to the Financial Secretary immediately so that a stop-payment order may be initiated. The Treasurer will determine when a replacement check can be issued. The employee will be responsible for reimbursing the church for the stop-payment fee charge by the bank. 4.9 Staff Gifts All special occasion gifts (e.g. free will offerings, birthdays, anniversaries) which are paid out of church funds must be approved in advance by the Personnel Committee and are subject to being taxed as income in keeping with Federal and State Tax laws.

7 4/13/15

To protect against a conflict of interests, ministry staff are required to report to the Personnel Committee any gifts (e.g. gift cards, cash, appliances) or free/discounted services valuing in excess of $400. Ministry staff are also required to report any gifts with an annual accumulative value in excess of $400. 4.10 Honorariums Paid to Staff In no circumstances shall ministry staff of FBC receive an honorarium of any other compensation for services they render for FBC functions, including retreats, special events or counseling of members. This policy does not apply to weddings or funerals. 4.11 Overtime For non-exempt employees it is the general policy of FBC that overtime hours are not authorized. In the case of unusual or urgent situations, supervisors may request a limited amount of extra hours, but this will be a rare occurrence. The rate of overtime pay will be calculated at one and one – half times your regular pay rate for any hours in excess of 40 hours in a given work week. Employee’s overtime wages should be reported each month to the Personnel Committee. 4.12 Adjustment of Hours For non-exempt employees, time may be taken off from regular hours in order to prevent working in excess of your allotted hours for that week. Adjustment of hours must be done within two workweeks of when the extra hours were worked. The employee’s supervisor must have approved the extra hours in order for them to be used in the adjustment. For non-exempt employees, their allotted weekly hours worked must average over a 52 week period (e.g. a 30 hour per week employee must average 30 hours over a 52 week period). The Office Manager will keep track of the average hours worked. Employee’s supervisor must approve any additional hours worked over their allotted hours. Adjustment of hours must be done prior to the end of the budget year. This system allows the support staff to be more available during seasons of peak workload and adjust their hours when workload is light (e.g. summer months, Christmas and New Year’s weeks). Because ministry staff are exempt and have extensive ministry commitments outside of normal office hours, they have greater discretion over adjusting hours. Because of this, they are expected to keep track of their weekly schedule and report the results to their supervisor. They should also keep the office informed if they will not be in during normal office hours. When more than 59 hours are worked in a given week, their supervisor is authorized to allow them to reduce their hours for the following two weeks and only the following two weeks. 4.13 Recognition for Service All employees working over 20 hours per week shall be recognized for anniversaries in five-year increments (e.g. 5, 10, 15, 20…). The recognition should take the form of an appropriate gift from the Personnel Committee. The ministerial staff shall receive a love offering and a reception for anniversaries in ten-year increments (e.g. 10, 20, 30…) All years counting toward such totals must be continuous. 4.14 On-the-job Injuries FBC carries workers’ compensation insurance on all employees for on – the – job accidents, and will comply with applicable workers’ compensation laws and regulations and will provide information to the workers’ compensation carrier, who will make benefit payments to injured employees as provided by applicable workers’ compensation laws. All job – related injuries, regardless of their cause or severity, must be reported to the Office Manager or supervisor as soon as possible. Accidents that are not promptly reported may result in the claim being denied. You are required to return to work as soon after an injury or illness as your medical condition permits. FBC reserves the right to request and receive a “fitness – for – duty” report before you return to work.

8 4/13/15

All workers are expected to adhere to reasonable safety precautions and any known safety guidelines of FBC. Failure to do so may result in disciplinary action, up to and including immediate termination of employment. 4.15 Housing Allowance IRS Regulations permit ministry staff to exclude a housing allowance from their taxable income. In February of each year, individuals will submit a written request to the Personnel Committee, through the Financial Secretary, for approval. The Personnel Committee will then vote on approving the request. If ministry staff is hired after this annual approval, requests will be submitted for action at the first applicable Personnel Committee meeting following the employment decision. If ministry staff need to make a significant change to their housing allowance, such as changing housing arrangements or buying a house, they may submit a revised housing allowance request to the Personnel Committee through the Financial Secretary. In accordance with IRS regulations, retroactive requests are not permitted and are only applicable on future salary dollars. 4.16 Minister Reimbursement IRS regulations permit ministry staff to exclude certain otherwise unreimbursed expenses (e.g. professional, mileage, continuing education) from their taxable income. Ministry staff must notify the Financial Secretary regarding the amount they want withheld from their taxable pay one month prior to the start of the church’s fiscal year. From the amount set aside, they may receive reimbursement for qualifying expenses with proper documentation and approval. Per IRS regulations, any set aside money not used within its allotted fiscal year will no longer be available to the employee. 4.17 Book Allowance Ministry staff are given a book allowance, the amount of which is determined by the Personnel Committee. Book allowance can be used for books, subscriptions, Bible software and similar resources. The book allowance is only to be used for resources that relate to the work of pastoring. Resources purchased with the book allowance are the sole property of the minister who purchased them. 4.18 Continuing Education Ministry staff are given an allowance for continuing education, the amount of which is determined by the Personnel Committee. Continuing education monies can be used for all costs associated with attending a conference or receiving additional training (e.g. flight, car rental, hotel, meals, and registration) or for schooling. Continuing education monies can only be used on conferences, training or schooling previously approved by employee’s supervisor. If a member of the ministry staff is pursuing further theological education, they may petition the Personnel Committee to increase their allowance until their schooling is complete. 5. BENEFITS 5.1 Holidays The office will be closed on the following holidays and thus they will be observed by church employees: New Year’s Day Thanksgiving Day and the day following Good Friday Christmas Eve Memorial Day Christmas Day Independence Day New Year’s Eve Labor Day Generally speaking, holidays falling on a Saturday will be observed on Friday, the day before. Holidays falling on Sunday will be observed on Monday, the day after. Exact dates will be determined and communicated by the Office Manager at the outset of each calendar year.

9 4/13/15

For ministry staff, if the holiday falls on a regular day off, they may move their regular day off to a different day of that same week. If ministry demands that they work on a holiday, they may apply the holiday time off to the day of their choosing within 60 days of the holiday, with the approval of their supervisor. For support staff who are paid hourly, they will receive pay for the above holidays commensurate with the average amount of hours they would normally work on that day of the week. If they have a maximum amount of hours they can work each week, paid holiday hours count toward that total. 5.2 Vacation The Personnel Committee will set the initial amount of vacation time for each employee at the time of their hiring. Efforts will be made to match the amount of vacation they received in their previous place of employment, but this may not be reasonable. In general, vacation is allotted as follows: Ministry Staff 0 to 6 months of employment – no vacation 7 to 12 months – 5 days 1-4 years – 10 days 5-9 years – 15 days 10 years + - 20 days

Support Staff 0 to 6 months of employment – no vacation 7 to 12 months – 5 days 1-4 years – 10 days 5 years + - 15 days

For each year of fulltime service, one additional day of vacation will be allotted at the start of the calendar year following the employee’s anniversary. Vacation days for part-time staff are awarded in the same way, but on a prorated basis (e.g. an employee working 30 hours a week will earn .75 days of vacation each year). Requests for vacation time off must be made in writing and should be submitted to your supervisor for approval at least 10 working days in advance. Vacation must be taken in half-day increments. Vacation requests will be approved only if the time off will not interfere with the normal business operations of the Church. In the event that adequate staffing cannot be secured, vacation priority will be given based on the following criteria, in order:

1. Due to the unique demands of the Senior Pastor’s position, his requests are given first priority. 2. The staff member who has gone the most time without taking that time off will be given priority (e.g.

if Joe hasn’t taken vacation at Christmas in three years while Steve took it last year, Joe will be given priority).

3. Priority is given to those with the greater time of continuous service to FBC. Employees are encouraged to use all vacation during the calendar year after it has been earned. However, employees will be allowed to accumulate up to three days from the previous year and these days must be used within the next calendar year. Unused vacation for ministry staff will be paid subject to Personnel Committee approval. Accrued but unused vacation pay will be awarded upon termination of employment. 5.3 Personal Time Personal time can be used in whatever way the employee determines. It can be taken in hour increments. Due to the nature of personal time, it may not be possible to give 10 days advance notice to the supervisor. However, every effort should be made to give ample notice. Every effort will be made to honor requests for personal time. However, approval cannot be given if the time off will have a detrimental effect on business operations of the church. Personal time is allotted in the following way:

• Senior Pastor – 24 hours

• All other full-time staff who have worked at least 6 months – 16 hours

10 4/13/15

• All part-time staff who have worked at least 6 months – Prorated (e.g. an employee working 30 hours a week would receive 12 hours)

Any personal time not used within a calendar year is lost. It cannot be accrued or rolled over into the following year. 5.4 Ministry Time Ministry staff may be allotted up to 10 days per calendar year for Christian ministry that is not an official function of FBC (e.g. leading music, speaking at a conference, going on a non-FBC missions trip). Requests for ministry time off must be made in writing and should be submitted to your supervisor for approval at least 20 working days in advance. Ministry time must be taken in half-day increments. Ministry time off requests will be approved only if the time off will not interfere with the normal business operations of the Church. Staff cannot use ministry time for any more than two Sundays per year. Ministry staff may be asked to participate in a church ministry trip that is not officially part of their job description (e.g. speaking at an FBC youth retreat, leading a short-term missions trip). They are permitted to do so as long as they do not miss more than 10 days without written permission from the Personnel Committee. These days are not charged against their 10 days of ministry time. Exceptions can be made for additional ministry time days by the Personnel Committee for the Senior Pastor. The exception for the additional ministry time must be reviewed annually by the Personnel Committee. Ministry time cannot be used for anything besides ministry. Unused ministry time will not be paid to the employee if the employee is terminated. Employee will not be allowed to carry over unused ministry time. 5.5 Conference Time Ministry staff may be allotted up to 10 days per calendar year for attending conferences, seminars or otherwise pursuing further training and education. Conference time must be used on opportunities that better equip the employee for his position and further the long-term interests of the church. Any conferences or training should be submitted 20 days in advance when possible and must be approved by the employee’s supervisor. Conference time must be used in half-day increments. Conference time off requests will be approved only if the time off will not interfere with the normal business operations of the Church. Staff cannot use conference time for any more than two Sundays per year. Conference time cannot be used for anything besides ministry. Unused conference time will not be paid to the employee if the employee is terminated. Employee will not be allowed to carry over unused conference time. 5.6 Sick Time Full-time employees accrue 8 hours of sick time for every month they work. Part-time employees accrue a prorated amount of sick time for every month they work (e.g. an employee working 30 hours per week will receive 6 hours of sick time each month). Sick time may be used only in the case of personal or immediate family (spouse, children and parents) illness, injury, birth/adoption or death that is not work-related. Sick pay benefits may be accumulated up to maximum of 240 hours. Employees who accumulate the maximum time allowed will not earn additional sick time until their accumulated total has been reduced below the maximum. Thereafter, sick pay benefits will be earned only up to the maximum amount. Unused sick time may not be used for personal time off or as additional vacation, and employees will not be paid for unused sick time upon termination of employment.

11 4/13/15

Employees who request sick time off may be asked to provide medical verification. Extended absences are subject to the Church’s leave of absence policy. 5.7 Sundays & Mandatory Meetings Ministry staff who miss Sunday morning services must be charged either 5 hours of personal/sick time or a full day of vacation/conference/ministry. If they miss only the evening service, they must be charged either 2 hours of personal/sick time or a half-day of vacation/conference/ministry. If they miss the whole day, they are charged with a full day of either vacation or sick time. Ministry staff who miss mandatory meetings or events (e.g. staff meetings, deacons meetings) must charge that time to vacation, conference, ministry or personal time, even if the meeting is in the evening or on the weekend. Additionally, ministry staff may not miss more than six Sundays per year; including sick and vacation time (see sections 5.4 Ministry Time and 5.5 Conference Time for maximum number of Sundays allowed for each). 5.8 Leaves of Absence The Church makes leaves of absence available to employees on the following basis:

1. Family Care, Medical Leave: A leave of absence for the birth, adoption or foster care placement of an employee’s child, or the care of an employee’s child, parent, or spouse with a serious illness/health condition, or the employee’s serious illness/health condition that makes the employee unable to perform his or her duties.

a. Employees who have completed at least one year of employment and have worked at least 1,250 hours in the previous 12 months may submit a written request for a family care and medical leave of absence, without pay, for any length of time up to a maximum of 12 work weeks in a 12-month period.

b. An employee shall provide the church with not less than 30 days notice, before the date the leave is to begin, of his intention to take a family care and medical leave, except that if the date of the treatment requires leave to begin in less than 30 days, the employee shall provide such notice to the church as soon as is practicable.

c. Request for family care and medical leaves to care for a child, parent or spouse with a serious illness/health condition, or an employee with a serious illness/health condition, must be accompanied by a health provider’s written statement that certifies the need for the leave and estimates the length of time the employee will be unable to work due to this serious illness/health condition. FBC reserves the right to require that the eligible employee obtain the opinion of a second health care provider designated or approved by FBC concerning any information provided by the employee’s certifying physician in support of a request for family medical leave.

d. Employees on family care medical leave may be required, or may elect, to substitute accrued vacation and/or sick pay benefits during this period of time.

e. Every effort will be made to place employees in the same or equivalent position upon their return to work following any approved family care medical leave, provided the employee returns to an ongoing, normal working schedule within 12 work weeks. However, in the event the leave exceeds 12 weeks, the church is unable to guarantee that a position will be available upon the employee’s return. Employees with a serious illness/health condition must present a health care provider’s written release verifying they are able to safely perform their duties before they will be allowed to return to work.

2. Jury Duty: A leave of absence may be taken because of jury duty or a subpoena. FBC recognizes the responsibilities of employees as citizens. Employees who lose working time because of being called or actually serving as a juror in a federal or state court shall be paid the difference between the amount paid by the court and the amount of pay he would have earned working at his regular rate during such working time. Upon completion of jury duty, a Verification of Attendance Form must be presented to the Church. Employees who are excused from jury duty for the day or are excused early

12 4/13/15

should report to work when it is practical to do so. If an employee is called to serve on jury duty at a time that would unreasonably interfere with normal business operations, the church may request that the required service be rescheduled for a later date that would be more convenient for the church. This policy applies to court subpoenas.

3. Military Leave: A leave of absence may be taken for required military services. FBC complies with applicable state and federal laws concerning leaves for military service.

4. Workers Compensation Leave: A leave of absence may be taken because of work-related illness or injury. Workers’ compensation leaves will run concurrently with family care and medical leave under both federal and state law. FBC complies with applicable state and federal law concerning leaves for work-related illness or injury. Employees on leave because of work-related illness or injury will be reviewed on an individual basis by the Church.

5. Sabbaticals: A paid leave of absence is designed for a time of spiritual rejuvenation and in depth study. After a Senior Pastor has worked for FBC for five continuous years may request a sabbatical. Sabbatical requests should be made in writing six months prior to the proposed date. The written request should state the proposed dates, the reason there is need for a sabbatical, the proposed area of in-depth study, and the plan for coverage at FBC during the sabbatical. The Personnel Committee will evaluate all proposals. They are only permitted to approve one sabbatical per calendar year for the Senior Pastor. Sabbaticals are not to exceed 6 weeks. The employee shall receive full salary and benefits during the sabbatical. Within a month of returning from sabbatical, the employee shall submit a report of what was accomplished to the Personnel Committee. Pastors who receive a sabbatical must serve five more years continuously before requesting another sabbatical.

The following general provisions apply to all leaves of absence:

1. All leaves of absences must be approved in writing by the Personnel Committee. 2. A request for an extension of a leave of absence must be made in writing prior to the expiration date

of the original leave and, when appropriate, must be accompanied by a health provider’s written statement that certifies the need for the extension.

3. Failure to return to work on the first work day following the expiration of an approved leave of absence may be considered a voluntary termination.

4. Coverage under the Church’s group insurance plans will be continued on the following basis: a. The Church will continue to contribute to group health insurance premiums, as though the

employee were actively at work, for up to 12 work weeks of an approved family care and medical leave of absence;

b. The Church will continue to contribute to other group insurance premiums as if the employee were actively at work for the first 12 work weeks of an approved family care and medical leave of absence;

c. Employees will be required to pay the entire premium for other continued group insurance coverage during the portion of an approved family care and medical leave of absence in excess of 12 work weeks;

d. The Church will continue to contribute to group insurance premiums as if the employee were actively at work for the first 6 weeks of any other approved leave of absence;

e. Employees will be required to pay the entire premium for continued group insurance coverage during the portion of any other approved leave of absence in excess of 6 weeks.

f. Employees must make arrangements with FBC to pre-pay their share of group insurance premiums before going on leave of absence. Employees who fail to return to work at the end of an approved leave of absence will be required to reimburse the Church for group insurance premiums paid by FBC while the employee was on leave.

5. Employees on leave of absence may be subject to layoff on the same basis as employees who are actively at work.

6. Employees on leave of absence must communicate with the Church on a regular basis, at least once each month, regarding their status and anticipated return-to-work date.

13 4/13/15

7. Employees on leave of absence who seek or accept other employment without the FBC’s prior written approval may be subject to disciplinary action, up to and including possible termination.

8. Employees who falsify the reason for their leave of absence will be subject to disciplinary action, up to and including possible termination.

5.9 Required Events If employees or employees’ spouses are required to attend an event (e.g. conference, retreat, staff event), the church shall cover all expenses related to that event. The church shall only cover the minimal expense necessary for their attendance. If the event is scheduled in advance and is deemed important for the employee’s growth and development, the employee may be asked to apply continuing education funds to help cover expenses. Mandatory events are determined by the Senior and Associate Pastors. 5.10 Insurance Full-time employees will become eligible for enrollment in FBC’s group health, life and long-term disability insurance plans on the first day of the calendar month following employment. Support staff may be subject to a 90-day probationary period before enrollment, at the discretion of the Personnel Committee. Employee contributions to the plans are paid by payroll deduction which must be authorized in writing. Plan details, which may differ by position, will be made available at the time the employee becomes eligible for employment and are determined by the Personnel Committee. 5.10a Health Insurance FBC contributes to premiums for employee and dependent coverage as follows: 100% for full time ministry staff and family members; 100% for full time support staff; excluding family members. For ministry staff, FBC will also pay the final $1,500 of the deductible.

• Salary in lieu of health insurance – Employees may elect to waive their right to health insurance. If so, they must do so in writing. Employees may elect to receive salary in lieu of health insurance under the following conditions:

o They must provide proof they have health insurance through another private policy. o They must waive their right to health insurance in writing. o They are permitted to receive a maximum of $200 per month, the exact amount determined

by the Personnel Committee and signed by both parties. o They sign a document that states their salary will be reduced by the agreed upon amount

determined by the Personnel Committee and signed by both parties. o They sign a document that states their salary will be reduced by the agreed upon amount of

increase at the moment they choose to enroll in the church’s health insurance program.

• Other insurance (e.g. dental, vision) – FBC may offer other insurance plans from time to time. FBC does not subsidize the premiums for these plans. The employee takes on the full cost of such plans.

• For support staff that work 25-34 hours, FBC will contribute 1/3 (not to exceed $3,000 annually) of the cost of employees insurance if employee qualifies for Guidestone. Contribution does not include any family members.

5.10b Life Insurance Life insurance is provided through the Southern Baptist’s Guidestone program. FBC does not subsidize the premiums for life insurance. The employee takes on the full cost of life insurance. 5.10c Workers Compensation Insurance All employees are automatically covered by Workers’ Compensation Insurance at the time they are hired. FBC pays 100% of the premiums for this important coverage. The compensation carrier will make benefit payments to injured employees as provided by applicable worker’s compensation laws. For more information, please see 4.13.

14 4/13/15

5.11 F.I.CA./Social Security The employer’s portion of Social Security and Medicare taxes will be provided for all support staff. Since ministry staff are considered “self-employed” for social security purposes and are required to pay the entire SECA tax (as determined by the IRS, approximately 15.3%), a Self-Employment Tax Offset Adjustment payment is included in the salary of ministry staff. The amount of this adjustment is calculated at one-half of the minister’s self-employment taxes due from FBC taxable earnings. This adjustment is not provided to ministry staff who have elected to opt out of the Social Security System by filing and receiving an approved IRS Form 4361. This adjustment is a taxable benefit and will be recorded on the employee’s Form W-2 at year-end. 5.12 Retirement For ministry staff, retirement is provided through the Southern Baptist’s Guidestone 403(b) program. FBC contributes toward this retirement at a rate of 10% of employee’s basic salary (including housing allowance). All full-time employees are eligible to contribute their own funds to their retirement account. The amount of contributions, along with any changes in contributions, must be given in writing to the Financial Secretary with at least two weeks notice and will be paid by payroll deduction. 6. PERFORMANCE 6.1 Grievances or Complaints Employees who have grievances or complaints regarding their employment at FBC must discuss these with their supervisor. If the employee feels their grievance or complaint is unresolved, the employee can submit their concern in writing to the Chairman of the Personnel Committee. He will review the matter and take appropriate action. If the employee is still not satisfied, they can request that the whole Personnel Committee review the matter. The decision of the Personnel Committee is final. Under no conditions may the employee or the employee’s spouse discuss their grievances with members of the congregation, nor any other party who may discuss it with a church member. 6.2 Personnel Records A complete confidential record of your employment is kept on file. Personnel records are property of First Baptist Church and only authorized personnel have access to personnel files. It is important that the Church always have current information about you. Please let us know immediately if you change your name, address, phone number, or marital status, etc. If for some reason you need to change your name and/or Social Security number, you will be asked to provide original documentation authorizing the change. 7. EXPECTATIONS 7.1 Office hours The FBC office hours are as follows: 8:30 am – 5:00 pm, Monday – Thursday 8:30 am – 12:00 pm, Friday Changes to office hours must be approved by Personnel Committee Support Staff At least one member of the support staff should be in the office during all office hours unless otherwise noted (see 7.3 and 7.19). Unless otherwise directed by their supervisor, support staff whose work revolves around the office should work all of their hours during normal office hours.

15 4/13/15

Ministry Staff Because Sunday is a workday for ministry staff, they are encouraged to take one week day off during the week. In general, this day off should be regular and not change week to week. It also should be approved by the employee’s supervisor. Because ministry staff have extensive commitments outside of normal office hours, they have greater freedom with regard to office hours. However, every effort should be made to be in the office as frequently as possible during the week. Ministry staff must also keep the office staff informed if they will not be in during normal office hours. 7.2 Inclement Weather Severe weather conditions do not automatically eliminate your responsibility to come to work. The Senior Pastor is responsible to determine if the church will conduct normal business on days of severe weather. If the Senior Pastor determines that the church will conduct business despite the weather conditions and you choose not to come to work because of poor weather conditions, your absence will be charged against your time off. If you arrive late when it is determined the church will conduct normal business, your supervisor will evaluate the reason for the lateness. If the reason is deemed not appropriate, you will be charged against your time off. When work is terminated due to severe weather, all employees scheduled and present for work during the period of the work day cancelled will be granted time off with pay. 7.3 Spiritual Growth Because the spiritual health of FBC employees is vital to the healthy functioning of the church, certain steps have been taken to foster spiritual growth. Support staff whose work revolves around the office are expected to arrive to the office at 8:00 am. The first 30 minutes of the day are to be used for prayer and personal Bible study. These 30 minutes are paid time. If this time is used for personal matters besides prayer and Bible study, the privilege to use it for spiritual growth will be lost and the employee will be asked to use the time for church business. During days when FBC’s Women’s Bible Study meets, women in the office are welcome to take part if approved by their supervisor. If no support staff are available to staff the office, a sign should be posted with a phone number at which one of the support staff will be available to take the call. 7.4 Tardiness & Absences It is important that employees work their assigned schedules as consistently as possible. However, the church understands that because of illness or emergency you may be unable to come to work. If you are unable to report to work for any reason, you must contact your supervisor. It is your responsibility to keep the church informed on a daily basis during a short-term absence and to provide medical verification when asked to do so. Nonexempt employees are expected to be at their workstation ready to begin work at the beginning of their scheduled shift and at the end of their scheduled breaks and meal periods. Except in an emergency, nonexempt employees must have their supervisor’s permission to leave work before they are regularly scheduled to do so. A tardy or absence is considered “excused” only when you call ahead of time, charge the time against regular time off, and the tardy or absence is for a compelling reason. FBC reserves the right, at its sole discretion, to determine what constitutes a compelling reason. A tardy or absence for a non-compelling reason and failing to call in according to church policy will be considered “unexcused.” FBC considers “unexcused” tardiness and absence to be serious problems. However, employees who are tardy or absent excessively or show a consistent pattern of absence, whether “excused” or “unexcused,” will be subject to disciplinary action, up to and including possible termination.

16 4/13/15

If you do not call in or report to work for two consecutive work days, you may be considered to be voluntarily terminated. 7.5 Outside activities For full-time employees, FBC expects that your position here is your primary employment. Any outside activity or employment must not interfere with your ability to properly perform your duties at FBC and must not hinder the testimony of either FBC or the employee. Regardless of your position at FBC, if you are thinking of taking a second job, you must notify your supervisor immediately. He/she will thoroughly discuss this opportunity with you to make sure it will not interfere with your job here or pose a conflict of interest. Final approval for outside employment rests with the Personnel Committee. 7.6 Ethical Conduct As an employee of this church, it is of the utmost importance that you conduct yourself with the highest integrity. This must include, but is not limited to, the following:

• Drugs, alcohol and controlled substances. While at work, employees are forbidden from using anything that can alter their judgment including illegal drugs and alcohol. If prescription drugs are necessary, it is necessary to inform your supervisor of your need for them. In addition, any off-duty conduct that may adversely affect the reputation and interests of FBC is prohibited. FBC reserves the right to screen employees for drug use.

• Opposite sex and minors. In general, you should never be alone with a member of the opposite sex or a minor. If it is necessary to have a meeting with such a person, the meeting should take place in the office during office hours and should be in a place where you would be visible to someone passing by in the hallway. In other unique situations (e.g. necessary car ride, parent late to pick up a child), the parent (if possible) and a fellow pastor should be notified immediately. This policy governs any FBC activity including retreats and car rides.

• Honesty and integrity. This includes timely disclosure of all pertinent facts, correct reporting on any personnel or church records, and honesty in all communications.

• Compliance with all applicable governmental laws, rules and regulations.

• Respect toward those in authority over you. Defiance, lack of compliance and harsh or snide words are all considered insubordination.

• Upholding the reputation of FBC. Words spoken within the workplace and when off-duty should uphold the reputation of FBC.

• Other matters covered in 3.8, 7.7, 7.12, 7.14 and 7.17. Violation of any of these or other ethical issues is grounds for disciplinary action up to and including immediate termination. 7.7 Conflict Resolution FBC believes in the literal application of Jesus’ teaching in Matthew 18:15-20 and 1 Corinthians 6:1-8 on how to resolve conflicts. If you believe you have been wronged, it is your responsibility to immediately go and attempt to resolve the issue with the individual or individuals involved. If the conflict is with your supervisor, you should attempt to resolve it by direct and open communication. If the situation cannot be resolved on the personal level, you are to inform your supervisor (or, in the event the conflict is with your supervisor, the Senior Pastor or Chair of Personnel Committee). The ultimate internal authority in conflict resolution rests with the Personnel Committee. All attempts for resolution must be accomplished in the sequence given above and must be strictly limited to discussions within the lines of supervision of the persons involved.

17 4/13/15

7.8 Off Premise/Away from Desk If you leave the premises or expect to be away from your desk for a period of time, please notify the receptionist providing your location and estimated time of return. When you are gone from the office for an extended period of time, please check your voice mail periodically to receive your phone messages. You are asked to return phone calls promptly. Whenever possible, phone calls should be returned on the day received, but at least within 24 hours. Likewise, e-mail messages should be returned promptly. Whenever possible, e-mail messages should be acknowledged on the day received, but at least within 24 hours, even if the problem can’t be immediately resolved. 7.9 Office Privacy Access to another person’s office or cubicle is not permitted without prior permission and approval of the office occupant. In their absence, the Senior Pastor or Office Manager may grant approval. FBC reserves the right to access employee offices, work stations, filing cabinets, desks and any other church property with or without advance notice or consent. 7.10 Mailboxes You will be provided a mailbox in the church office. Each office mailbox is considered an extension of the individual’s office and requires the same rule of privacy. 7.11 Keys/Access to Church Property You will be issued keys necessary for your work area(s). Keys are to be carefully guarded. You should exercise care in allowing individuals into the church facilities, because if you do allow access to a facility or a locked part of a facility such as an office, you assume responsibility for the actions of the individuals involved including cost to repair damage or replace items taken and not returned. If a key for which you’ve signed is lost, regardless of who actually lost it, you may be charged for a replacement. You may also be held responsible for the cost of changing locks and keys in order to re-implement security and controlled access if you lose a key. Keys should not be used to gain access to church property for personal use without prior permission from your supervisor. No property is to be loaned or removed from the church grounds without approval from the appropriate authority over the equipment. 7.12 Personal Use of Church Equipment/Supplies Church office equipment/supplies (e.g. copier, fax, paper) are to be used for church-related tasks only. Personal use of them should be rare and must be reimbursed by the employee. Personal use of equipment/supplies is only permitted if it does not interfere in any way with church-related tasks. 7.13 Telephone The office phone should be used for church-related calls. Personal use is unavoidable but should be limited. If the office phone is used for a personal long-distance call, effort should be made to reimburse the church for the call. During office hours, personal cell phone use should be limited to necessary matters. Personal cell phones should be set to silent so as to not disrupt the office. Ministry staff are issued a church cell phone. The plan, features and minutes available will be based on the demands of each position, as determined by your supervisor. Not all ministry staff will necessarily have the same plan. Due to the nature of cell phones, it is impossible to limit personal use. However, this should not be taken advantage of through excessive personal use. Overages to one’s assigned plan will be paid by the employee unless there is a reasonable explanation for the overage. Broken or lost cell phones will be replaced at the employee’s expense.

18 4/13/15

In rare situations, spouses may be permitted on the church cell phone plan. This will only be permitted if the following conditions are met:

1. There is no cost to the church. 2. It does not prevent a staff member who needs a work cell phone from receiving one. 3. The full cost of the line is paid by the employee prior to the bill’s due date each month. 4. Upgrades and other perks remain the sole ownership of the church. 5. The employee understands that the line will be dropped at any point the church needs it.

If the number of spouses desiring a line exceeds the number of lines available, lines will be awarded to those who have had the extra line the longest (first-come, first served). 7.14 Computer/Internet Support staff are not permitted to use church computers for personal use (e.g. e-mail, games, surfing the web) except during scheduled breaks or lunch periods. Ministry staff may use their assigned computer for personal use under the following conditions:

1. They do not count the time spent as ministry time 2. They limit personal use during office hours 3. Their use does not hamper the effective functioning of the computer (e.g. adding clunking programs,

regularly acquiring viruses) Computers may not be used for any activity that could harm the reputation of FBC including, but not limited to, viewing anything pornographic or sexually explicit, copyright infringement, slander, falsifying of one’s identity, profanity, chain mail, or anything that would violate federal, state or local laws. FBC reserves the right to monitor and log onto any and all aspects of its computer system including, but not limited to, monitoring internet sites visited by users, monitoring chat and newsgroups, monitoring files, and all communications sent or received by users. Violation of these standards may result in disciplinary action up to and including immediate termination. 7.15 Electronic Communications Electronic messages (e.g. text messages, e-mails) sent on church equipment should reflect the professionalism generally expected in the office. Care should be taken that they are properly spelled and punctuated, efficient, courteous and professional. Some flexibility to these rules is permitted for text messages, given the medium’s unique etiquette. E-mails may be read by someone other than the addressee and may even someday have to be disclosed to outside parties. Accordingly, employees must take care they would be comfortable with anyone reading the e-mail they have sent. The church reserves the right to access, read, delete or make public any electronic messages sent on church equipment, with or without the employee’s consent. 7.16 Use of Support Staff The office support staff provide assistance to the pastoral staff of the church in their ministries and assist other areas in the church. Occasionally, a member of the pastoral staff may ask his assistant to help with non-ministry related items (e.g. photocopies for an upcoming speaking engagement), but this should be the exception rather than a normal practice, and should be after all church-related tasks are completed. Support staff time is not to be used for personal or family matters (e.g. scheduling a doctor’s appointment). 7.17 Confidentiality As an employee, you may have access to confidential information regarding the finances, operations, vision and future of FBC. You may also know or be informed of personal information about an FBC member, attendee, missionary or fellow employee. The ability to keep information confidential is a required element of

19 4/13/15

employment, regardless of how the information is acquired, such as written material, phone messages, conversations, e-mail, etc. Any violation of confidentiality seriously injures FBC’s reputation and effectiveness. Discussion of information relating to church business will be limited to those officially concerned. These matters should never be discussed outside official/professional channels including family and fellow employees. If you are questioned by someone and you are concerned about the appropriateness of giving them certain information, remember that you are not required to answer. Instead, as politely as possible, refer the request to your supervisor. No one is permitted to remove or make copies of any FBC records, reports or documents for other than official FBC business without prior approval by the Chairman of the Personnel Committee or Senior Pastor or his designee. This restriction also prohibits the e-mailing of unauthorized information to others within or outside First Baptist Church. All records are confidential, but extra care must be taken to guard the confidentiality of giving records. As determined by the Finance Committee, only the minimum number of people necessary may access personal giving records. Except when required to by local, state or federal law, those granted access to personal giving records are not permitted to share the information with anyone, including the employee’s spouse. Because of its seriousness, disclosure of confidential information may result in discipline up to and including immediate termination. Your employment with FBC assumes an obligation to maintain confidentiality, even after you leave the church’s employment. 7.18 Attire Your appearance reflects not only on you as an individual but on the church as well. We expect you to take pride in your appearance and strive to achieve a positive, modest and businesslike image when representing FBC. Within these parameters, the Senior Pastor is responsible for setting the dress code, which all employees will be expected to follow. 7.19 Special Occasions As a general rule, get-togethers to celebrate special occasions are to be conducted on personal time, such as lunch breaks or after work. On occasion, however, the Senior Pastor may see fit to close down the office for a special occasion (e.g. administrative assistants’ thank you lunch) Such time will be paid and will count toward the hours worked in that week. Employees are required to attend the event, except if they receive prior permission to miss. 7.20 Solicitations Employees are prohibited from using e-mail lists, employee lists, ACS lists, or Pictorial Directory lists for any reason other than for specific FBC ministry purposes. 7.21 Finances The Finance Committee, Personnel Committee and Treasurer are responsible for establishing written policy governing how expenses are paid and reimbursed. All employees are responsible for knowing these policies and abiding by them. Failure to follow proper procedure may result in employee having to reimburse the church or to forgo reimbursement.

20 4/13/15

8. EMPLOYEE AGREEMENT The following Employee Agreement will be read and signed when every employee is hired. It will be signed again in January of each year. At that time, the employee will also submit a revised W-4. The signed document and W-4 will be kept in the employee’s personnel file.

This is to acknowledge that I have received, read, and understand FBC’s Personnel Policy Manual. I understand that it provides guidelines and summary information about certain of the church’s personnel policies, procedures, benefits, and rules of conduct, including ethical conduct, disability, Equal Employment Opportunity, Family and Medical Leave, harassment, on the job injuries, jury duty, military leave, and media inquiries. I have also read, understand and will comply with the standards and policies that have been established and are contained in this Manual. I further understand that the church reserves and has the right to modify, supplement, rescind, or revise any provision, benefit, or policy contained in this Manual from time to time, with or without notice, as it deems necessary or appropriate. I also acknowledge that both the church and I have the right to terminate our employment relationship at any time, with or without cause or notice, and that this “Employment at Will” relationship will remain in effect throughout my employment with the church unless it is specifically modified by an express written agreement signed by me and approved by a resolution of the Personnel Committee. I further acknowledge that this “Employment at Will” relationship may not be modified by any oral or implied agreement. I understand that FBC believes that the Bible commands us to make every effort to live at peace and resolve disputes in private or within the Christian church (see Matthew 18:15-20; 1 Corinthians 6:1-8). Therefore, as an employee of FBC, I will follow these guidelines in resolving any conflict that may arise due to my employment at FBC. I understand that this Personnel Policy Manual supersedes all previous manuals, handbooks or personnel policies that I have previously received from or have been advised of by this church as my employer. ___________________________________________________ Employee Name (Please Print) ___________________________________________________ ___________________ Employee Signature Date