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2800 Old Elizabeth Road
     West Mifflin, PA 15122
     412.466.7184 - tel
     412.466.6172 - fax

Personnel Manual PDF Print E-mail
Written by Administrator   
Sunday, 24 August 2008 20:05
Welcome to Lebanon Presbyterian Church.  We are glad that you are a member of our staff and want you to know that we will make every effort to make you feel comfortable and will provide you with the necessary support and environment to achieve that end.

You are very important to us.

You have been selected as an employee because we feel you possess the skills, competence, and dedication needed to enhance the ministries of this Church.

This manual is designed to provide guidelines and set forth general personnel policies. It is not intended to create rights or constitute new provisions of employment.  Subject to the terms of a call or written employment agreement all employees of the Church are employees at will, whereby, with proper notice, either the employee or the Church may dissolve the employment relationship.  The manual may not be rigidly implemented and enforced, but instead will provide guidance which should be marked by flexibility, care and love by each employee and the Church.  We value highly the team approach and attitude of pride and professionalism which characterize the staff of this church.  We hope and intend that this manual will foster a happy and healthy work environment.  Please feel free to make suggestions for improvements in this manual so that it can be a living document changing as the times and conditions require.

Equal Employment Opportunity

Lebanon Presbyterian Church recruits, hires, calls, trains and promotes all persons in all job classifications without regard to race, color, national origin, sex, and age.  Physical, mental or medical disability, unrelated to the ability to engage in activities involved with the job (including blindness), need not be a deterrent for employment.  Professional and support staff will be selected on the basis of Christian commitment in keeping with the purposes of the church.

Harassment

The Church prohibits any sexual or racial harassment of any of our employees.  This policy is intended to ensure that all employees know that they can work with dignity and are not required to endure insulting or degrading treatment.  Sexual or racial harassment, in any form or manner, is prohibited.

Sexual Harassment - Sexual harassment includes unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature that has the purpose or effect of interfering with work performance or creating an intimidating, hostile or offensive work environment.  A hostile work environment can be created by jokes, innuendoes, obscenities, pictures or any other action or conduct that makes an employee uncomfortable due to actual or suggested sexual overtones.  Church employees must not condone sexual harassment of any nature.

Racial Harassment - Racial harassment includes conduct such as verbal abuse of a racial nature, use of racially degrading or derogatory words to describe a person or one's appearance, speech, mannerisms or culture, jokes of a racial nature, display of racially offensive symbols, exclusion from Church-related events, insensitivity to one's culture or ethnic heritage, using race as a consideration in determining any term or condition of employment, or condoning any of the above.

Procedures - Any employee who believes that he or she is experiencing sexual or racial harassment should immediately report the matter to the Head of Staff or the Executive Presbyter of Pittsburgh Presbytery.  The Head of Staff, his or her designee, or Executive Presbyter or his/her designee shall promptly and thoroughly investigate all complaints of harassment.

Complaints will be handled in a manner, which protects all parties involved to the maximum extent possible.  Confidentiality will be maintained as much as possible.  There will be no retaliation for reporting harassment regardless of the outcome.  Violations of this policy will lead to appropriate corrective or disciplinary measures consistent with the severity of the conduct up to and including termination of employment. 

Employee Positions

Support Staff refers to secretaries, other office personnel, and sextons.  Depending on the type of work and hours of work, some employees will be defined as exempt while others will be non‑exempt.

Employees are exempt from the wage and hour provisions of the Federal Wage and Hour Act when engaged in a bona fide executive, Administrative, or professional capacity.  An employee's job description (actual duties), not job title, will be the determining factor.  All other positions are non-exempt.  Any non-exempt employee should receive prior approval from their supervisor for any overtime hours worked.

A non-exempt employee is eligible for overtime wages for hours worked in excess of 40 hours per week at the rate of one and one half times the regular hourly rate.  An exempt employee is generally not paid any overtime for hours in excess of the weekly hours for which they are employed.

Full Time - shall refer to an employee hired to work a minimum of 35 hours per week on a permanent basis, and for which benefits begin as one becomes eligible for them.

Part Time - shall refer to an employee hired to work less than 35 hours per week, and for which the only guaranteed benefits are worker's compensation and social security.

WORKING PROCEDURES/POLICIES

Office Hours

The regular office hours are from 8:30 a.m. to 4:30 p.m., Monday through Friday. 

Pay Day

Paychecks are issued to all employees twice a month - midmonth, on the 15th and end of the month, on the 30th.  Advances of pay are discouraged.

Notice of Termination

Full and part time employees, must give a minimum of two weeks notice, submitted in writing to the Head of Staff.  Professional staff is asked to give as much notice as possible but a minimum of four weeks.

With proper notice, termination pay includes accrued but unused vacation.  No additional pay is given for unused sick or personal leave. 

Absence During Work Hours

Employees missing work due to sickness, personal emergency or other reasons should call the Head of Staff as soon as possible but no later than 9:00 a.m. and thereafter at appropriate intervals on his / her condition.

In the event of illness or personal emergency, each employee is entitled to be paid for up to four days per calendar year after the first full year of employment. 

In the event of extended illness, the Head of Staff and the Personnel Committee will determine reasonable payment for time lost.

PERSONAL TIME OFF

Death - Up to four days leave with pay will be granted for a death in the immediate family.  The immediate family includes grandparents, mother, father, children, husband, wife, brother or sister.  If other than immediate family, the amount of time off normally will be one day.  At the discretion of the Head of Staff and the Personnel Committee, this can be extended.

Maternity Leave - This leave will consist of a combination of regular annual benefits and additional conditions.  The benefits will include two (2) weeks vacation if earned and not used.  Six weeks leave with pay will be allowed plus an additional 13 weeks without pay.  The position will be held open a total of five (5) months.

Carryover - Except upon advance approval of the Head of Staff and the Personnel Committee, unused vacation, study leave, or other paid time off will not carry over from one year to another.

Tardiness and Unexcused Absence - If tardiness or unexcused absences are excessive, it may be cause for dismissal.

Leave Without Pay - Upon advance notice, and under exceptional circumstances, the Head of Staff and Personnel Committee will consider a leave without pay.  The decision will be based on the employee's work record and general office requirements.

Jury Duty – Jury Duty will be allowed up to two weeks annually without reduction of compensation.  The employees are expected to return immediately after jury service.  At the discretion of the Head of Staff and the Personnel Committee, this can be extended.

Military Leave - No pay is granted for military leave, however, vacation days may be used for this time period

JOB DESCRIPTION / PERFORMANCE EVALUATION

Each employee receives a job description prior to the date of hire.  Job descriptions are re‑evaluated each year at the time of the performance evaluation.  Performance is evaluated annually by the Head of Staff and allows the employee and supervisor time to assess strengths and weaknesses in performance and to set goals for the coming year.  A written copy of the performance evaluation will be provided for the employee.  A space for any comments will also be provided.  Performance is an important consideration when determining any salary increases.  The Personnel Committee will then meet with all staff members and conduct a performance review. 

PERSONNEL RECORDS

The Business Office maintains a confidential personnel file on each employee.  Any employee may review his/her file at a convenient time in the presence of his / her supervisor.  Nothing is to be permanently removed from this file.

PROFESSIONAL CONDUCT

The attitude and behavior of each employee is important as it reflects how the Church is perceived by all who come in contact with each employee.  Confidentiality of the strictest nature is important due to the sensitive nature of staff and congregational concerns and relationships.

Employees should be neat, clean and professionally attired and should maintain their office or workspace in a neat and organized manner.

Smoking is not permitted inside the Church building. 

UNSATISFACTORY CONDUCT

The following are examples of unsatisfactory conduct: Poor work performance, unusual absenteeism, tardiness, prolonged lunches, leaving early without permission, infractions of established guidelines, use of offensive language, excessive personal use of church phone and other equipment, unauthorized disclosure of confidential records or information, and disruptive behavior or prolonged socializing during work hours.

When unsatisfactory conduct is noted, the employee's supervisor gives an oral warning followed by a written plan of correction.  Further unsatisfactory conduct will result in suspension or dismissal.  Serious misconduct, such as, breach of confidence, theft, purposeful damage to church property, insubordination, falsification of any records and failure to resolve a written warning, may result in immediate suspension or dismissal with the employee forfeiting the right of notice or compensation in lieu of notice.

BENEFITS

Worker's Compensation & Social Security

Employees are covered by Worker's Compensation and contributions are made toward Social Security as required by law.  All new employees must fill out and sign a W-4 form to claim withholding at time of hire.

Pension. Major Medical & Hospitalization

The Church participates in the Benefits Plan of the Presbyterian Church (U.S.A.) for all full-time staff.

Holidays

The Church office will be closed on the following days:

New Year's Day, Easter Monday, Memorial Day, July 4th, Labor Day, Thanksgiving Day, Friday after Thanksgiving, Christmas, & Day after Christmas.

When a holiday falls on a Saturday or Sunday, it is generally observed on the following Monday.

Vacation

Each employee is given vacation time with pay based on the following schedule:

Ordained and Program Staff -

4 weeks vacation or according to terms of call.

Regular full-time and part-time employees

Years Employed

Vacation Time

Accrual Rate

One to five years

2 weeks (10 days)

5/6 days per month

Six to Fourteen years

3 weeks (15 days)

1 1/4 days per month

Fifteen years & over

4 weeks (20 days)

1 2/3 days per month

Vacation days must be scheduled with approval of the Head of Staff.  Because of workload, vacations are generally not scheduled by the support staff during the weeks of Christmas and Easter.  An employee may not receive vacation pay and still remain on the job.

If a holiday falls during a person's vacation, it will not be counted as a day of vacation.

CONCLUSION

We hope that this Manual addresses many questions that may arise regarding your employment at the Lebanon Presbyterian Church, West Mifflin, PA.  Should additional questions arise, please feel free to address them with the Head of Staff.

 

Upcoming Events

Tue, Aug 22nd, @9:30am - 10:30AM
Adult Bible Study
Sun, Aug 27th, @9:30am - 10:30AM
Sunday School
Sun, Aug 27th, @11:00am - 12:15PM
Traditional Worship Service
Sun, Aug 27th, @6:00pm - 07:00PM
Praise Group
9:30 a.m.

We begin our Morning Services with Sunday School (9:00 AM - Summer). We offer both Adult and Youth Classes. During the Summer, there is a Bible Study instead.

11:00 a.m.

Following Sunday School is our morning service. This traditional worship service seeks to bring glory to God through the singing of hymns, choral music, liturgical readings, and bible-based sermons.  This Service is at 11:00 (10:00 AM - Summer).


6:00 p.m.

The 6:00 Service has been discontinued as of August 4, 2015.

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