ABOUT THIS HANDBOOK / DISCLAIMER

We prepared this handbook to assist you in finding the answers to many questions that you may have regarding your employment with Living Word. Please take the necessary time to read it.

We do not expect this handbook to answer all of your questions. Your Supervisor and Human Resources also will be a major source of information.

Neither this handbook nor any other verbal or written communication by a management representative, is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation. Living Word adheres to the policy of employment at will, which permits the Church or the employee to terminate the employment relationship at any time, for any reason, with or without cause or notice. No one is authorized to provide any employee with an employment contract or special arrangement concerning terms or conditions of employment.

Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate Church documents. These Church documents are always controlling over any statement made in this handbook or by any member of management.

This handbook states only general Church guidelines. The Church may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to terminate employment at will.

This handbook supersedes all prior handbooks, per Sunday January 22, 2017.

Table of Contents

Section 1 - Governing Principles of Employment

1-1. Introduction

1-2. Not an Equal Employment Opportunity Employer

1-3. Statement of Faith

1-4. Non-Harassment

1-5. Sexual Harassment

1-6. Drug and Alcohol-Free Workplace

1-7. Workplace Violence

Section 2 - Operational Policies

2-1. Employee Classifications

2-2. Your Employment Records

2-3. Working Hours and Schedule

2-4. Timekeeping Procedures

2-5. Overtime 2-6. Telecommuting

2-7. Travel Time for Non-Exempt Employees

2-8. Emergency Closings

2-9. Safe Harbor Policy for Exempt Employees

2-10. Your Paycheck

2-11. Direct Deposit

2-12. Salary Advances

2-13. Performance Reviews

Section 3 - Benefits

3-1. Benefits Overview

3-2. Holidays

3-3. Paid Vacations

3-4. Unpaid Time Off

3-5. Personal Days

3-6. Mission Experience Time Off

3-7. Insurance Programs

3-8. Workers’ Compensation

3-9. Jury Duty Leave

3-10. Bereavement Leave

3-11. Retirement Plan

3-12. Medical Expense Reimbursement Program (MERP)

Section 4 - Leaves of Absence

4-1. Personal Leave Personal Leave Pregnancy-Related Absences

4-2. Military Leave

4-3. Family Leave

4-4. Medical Leave

4-5. School Attendance Leave

Section 5 - General Standards of Conduct

5-1. Ethics and Conduct

5-2. Tithing

5-3. Workplace Conduct

5-4. Punctuality and Attendance

5-5. Work Schedules

5-6. Use of Communication and Computer Systems

5-7. Smoking

5-8. Personal Visits and Telephone Calls

5-9. Confidential Company Information

5-10. Conflict of Interest and Business Ethics

5-11. Problem Resolution

5-12. Progressive Discipline

5-13. Employee Discipline Plan

5-14. Use of Facilities, Equipment and Property, Including Intellectual Property

5-15. Blogging and Social Media

5-16. Health and Safety

5-17. Hiring Relatives/Employee Relationships

5-18. Employee Dress and Personal Appearance

5-19. Publicity/Statements to the Media

5-20. Operation of Vehicles/Cellular Phones

5-21. Business Expense Reimbursement, Requisitions, Reimbursements, & Petty Cash

5-22. References

5-23. If You Must Leave Us

5-24. Exit Interview

General Handbook Acknowledgment

Receipt of Sexual Harassment Policy

Receipt of Non-Harassment Policy

Section 1 - Governing Principles of Employment

1-1. Introduction

For those of you who are commencing employment with Living Word Family Church, welcome! We hope you will enjoy your work here. We believe that your association with LWFC will be a mutually beneficial and pleasant one. You have joined an organization that strives for excellence in every area. In the attitude demonstrated by our Lord when He washed His disciples’ feet, we view ourselves as servants and humbly seek to care for the children of God and to reach out of the world with the message of His love in a way that represents His heart. We hope you will find satisfaction and take great pride in your work here, doing it as unto the Lord.

For those of you who have been with us, thank you for your past and continued service.

We understand that it is our employees who provide the services that our congregation relies upon, and who will grow and enable us to create new opportunities in the years to come. Be prepared to be stretched and to grow with the ministry as it grows. Your job description may need to change from time to time, and you may be asked to learn new skills to accommodate the growth of the ministry. The ability to lean heavily upon the Lord, a good attitude, and the willingness to clearly communicate your needs and concerns in a timely fashion will be great allies. We commit ourselves to be attentive and helpful. Until now, our relationship may have been that of pastor/church member. Please bear in mind that while that relationship still exists, it will now parallel and often times overlap our new relationship as employer/employee. We will demand and expect your very best in terms of quality of work and the wise use of your time. May God grant you success and great joy as you serve Him here!

Sincerely,

Pastors Micah & Melissa Caronna

Living Word Family Church

1-2. Not an Equal Employment Opportunity Employer

Because of the spiritual nature of our organization, we are not an equal opportunity employer.

Only Christians who agree with our doctrine and beliefs* will be considered for employment. At LWFC, we give the Word of God final authority. Anyone whose lifestyle is contrary to the lifestyle outlined in the Bible as appropriate for a child of God will not be considered for employment. And any employee who falls into the habitual practice of sin as defined by the Word of God (as it is interpreted by the president of this corporation) will be subject to disciplinary action, up to and including termination of employment.

*Now I beseech you, brethren, by the name of our Lord Jesus Christ, that you all speak the same thing, and that there be no divisions among you; but that you be perfectly joined together in the same mind and in the same judgment. 1 Corinthians 1:10

See “Statement of Faith”.

It is not LWFC policy to discriminate in employment opportunities or practices on the basis of race, color, sex, national origin, or age. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the HR Director. The Church will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers, violation of this policy will lead to discipline, up to and including discharge.

1-3. Statement of Faith

WE BELIEVE:

That the Bible is the inspired Word of God, written for us today as well as those in the past. II Timothy 3:16

In the “born-again” experience (salvation). John 3:3-7

That as a Christian, our daily conduct should line up with God’s Word. II Corinthians 7:1

In the baptism of the Holy Spirit with the evidence of speaking in tongues. Acts 2:1-4

That Jesus paid the price for our physical healing as well as our salvation and that healing is for all. I Peter 2:24

In sharing Jesus with others as commanded in Matthew 28:19-20.

In tithing (10% of our income) as support for the local church. Proverbs 3:9, Malachi 3:10, Luke 11:42, Matthew 23:23, Hebrews 7:4-7

In keeping the ordinances of water baptism, Matthew 28:19-20, and the Lord’s Supper. I Corinthians 11:23-26 and 12:4-10

In the operation of the gifts of the Holy Spirit. I Corinthians 12:4-10, Romans 12:5-8, Ephesians 4:11

In the fruit of the Spirit evident in every believer’s life. Galatians 5:22-23

In the triune God: The Father, The Son, and the Holy Spirit. Matthew 28:20, I John 2:22,24 and 5:7, John 14:16 & 17, 26:16 & 17, and 26

In the soon and coming return of the Lord Jesus Christ. 1 Thess. 4:13-18

1-4. Non-Harassment

It is Living Word’s policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of any protected classification including, but not limited to, race, color, national origin, disability, marital status, or age. The purpose of this policy is not to regulate our employees’ personal morality, but to ensure that in the workplace, no one harasses another individual.

If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to your Supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be harassment, please contact the HR Director. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Church will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be subject to disciplinary action, up to and including discharge.

1-5. Sexual Harassment

It is Living Word’s policy to prohibit harassment of any employee by any Supervisor, employee, customer or vendor on the basis of gender. The purpose of this policy is not to regulate personal morality within the Church. It is to ensure that at the Church all employees are free from sexual harassment. While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about an employee’s physical appearance, conversation about your own or someone else’s sex life, or teasing or other conduct directed toward a person because of his or her gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.

If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to your Supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be harassment, please contact the HR Director. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Church will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be subject to disciplinary action, up to and including discharge.

1-6. Drug and Alcohol-Free Workplace

To help ensure a safe, healthy and productive work environment for our employees and others, to protect Church property, and to ensure efficient operations, the Church has adopted a policy of maintaining a workplace free of drugs and alcohol. This policy applies to all employees and other individuals who perform work for the Church.

The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale or distribution of controlled substances, drug paraphernalia or alcohol by an individual anywhere on Church premises, while on Church business (whether or not on Church premises) or while representing the Church, is strictly prohibited. Employees and other individuals who work for the Church also are prohibited from reporting to work or working while they are using or under the influence of alcohol or any controlled substances, except when the use is pursuant to a licensed medical practitioner’s instructions and the licensed medical practitioner authorized the employee or individual to report to work.

Violation of this policy will result in disciplinary action, up to and including discharge.

The Church maintains a policy of non-discrimination and will endeavor to make reasonable accommodations to assist individuals recovering from substance and alcohol dependencies, and those who have a medical history which reflects treatment for substance abuse conditions. We encourage employees to seek assistance before their substance abuse or alcohol misuse renders them unable to perform the essential functions of their jobs, or jeopardizes the health and safety of any Church employee, including themselves.

1-7. Workplace Violence

Living Word is strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of personal injury to employees and damage to Church and personal property.

We do not expect you to become an expert in psychology or to physically subdue a threatening or violent individual. Indeed, we specifically discourage you from engaging in any physical confrontation with a violent or potentially violent individual. However, we do expect and encourage you to exercise reasonable judgment in identifying potentially dangerous situations.

Experts in the mental health profession state that prior to engaging in acts of violence, troubled individuals often exhibit one or more of the following behaviors or signs: over-resentment, anger and hostility; extreme agitation; making ominous threats such as bad things will happen to a particular person, or a catastrophic event will occur; sudden and significant decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior; reacting to questions with an antagonistic or overtly negative attitude; discussing weapons and their use, and/or brandishing weapons in the workplace; overreacting or reacting harshly to changes in Church policies and procedures; personality conflicts with co-workers; obsession or preoccupation with a co-worker or Supervisor; attempts to sabotage the work or equipment of a co-worker; blaming others for mistakes and circumstances; demonstrating a propensity to behave and react irrationally.

Prohibited Conduct

Threats, threatening language or any other acts of aggression or violence made toward or by any Church employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or intimidation.

Procedures for Reporting a Threat

All potentially dangerous situations, including threats by co-workers, should be reported immediately to any member of management with whom you feel comfortable. Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede our ability to investigate and respond to the complaints. All threats will be promptly investigated. No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this policy.

If the Church determines, after an appropriate good faith investigation, that someone has violated this policy, the Church will take swift and appropriate corrective action.

If you are the recipient of a threat made by an outside party, it should be reported immediately to any member of management with whom you feel comfortable. It is important for us to be aware of any potential danger in the church. Indeed, we want to take effective measures to protect everyone from the threat of a violent act by an employee or by anyone else.

Section 2 - Operational Policies

2-1. Employee Classifications

For purposes of this handbook, all employees fall within one of the classifications below.

Full-Time Employees - Employees who regularly work at least 30 hours per week who were not hired on a short-term basis.

Part-Time Employees - Employees who regularly work fewer than 30 hours per week who were not hired on a short-term basis.

Short-Term Employees - Employees who were hired for a specific short-term project, or on a short-term freelance, per diem or temporary basis. Short-Term Employees generally are not eligible for Church benefits, but are eligible to receive statutory benefits.

Independent Contractors - Individuals who were hired for a specific project, or scope of work on a short or long term basis, per hourly wage or contract amount.

Volunteers are those who have established a working relationship with LWFC on a voluntary basis. They are not compensated for their time through any benefit program

In addition to the above classifications, employees are categorized as either “exempt” or “nonexempt” for purposes of federal and state wage and hour laws. Exempt employees do not receive overtime pay. You will be informed of your classifications upon hire and informed of any subsequent changes to your classifications.

2-2. Your Employment Records

In order to obtain your position, you provided us with personal information, such as your address and telephone number. This information is contained in your personnel file.

Please keep your personnel file up to date by informing the Director of Human Resources of any changes. Also, please inform the Director of Human Resources of any specialized training or skills you may acquire in the future, as well as any changes to any required visas. Unreported changes of address, marital status, etc. can affect your withholding tax and benefit coverage. Further, an “out of date” emergency contact or an inability to reach you in a crisis could cause a severe health or safety risk or other significant problem.

2-3. Working Hours and Schedule

Living Word normally is open for business from 9:00 am to 5:00 pm, Monday through Thursday. You will be assigned a work schedule and you will be expected to begin and end work according to the schedule. To accommodate the needs of our business, at some point we may need to change individual work schedules on either a short-term or long-term basis.

2-4. Timekeeping Procedures

Employees must record their actual time worked for payroll and benefit purposes. Non- exempt employees must record the time work begins and ends, as well as the beginning and ending time of any departure from work for any non-work-related reason, on forms as prescribed by management.

Altering, falsifying or tampering with time records is prohibited and subjects the employee to discipline, up to and including discharge.

Exempt employees are required to record their daily work attendance and report full days of absence from work for reasons such as leaves of absence, sick leave or personal business.

Non-exempt employees may not start work until their scheduled starting time.

It is your responsibility to sign your time record to certify the accuracy of all time recorded. Any errors in your time record should be reported immediately to your Supervisor, who will attempt to correct legitimate errors.

2-5. Overtime

Like most successful companies, we experience periods of extremely high activity. During these busy periods, additional work is required from all of us. Your Supervisor is responsible for monitoring business activity and requesting overtime work if it is necessary. Effort will be made to provide you with adequate advance notice in such situations.

Any non-exempt employee who works overtime will be compensated at the rate of one and one-half times (11⁄2) his/her normal hourly wage for all time worked in excess of forty (40) hours each week, unless otherwise required by law.

Employees may work overtime only with prior management authorization.

For purposes of calculating overtime for nonexempt employees, the workweek begins on Saturday and ends on Friday.

Employees who work overtime without receiving prior authorization from the supervisor may be subject to disciplinary action, up to and including possible termination of employment.

2-6. Telecommuting

Telecommuting is the practice of working at home or at a site near home instead of physically traveling to a central workplace. It is a work alternative that LWFC may offer to some employees when it would benefit both the organization and the employee.

Employees who believe telecommuting can enhance their ability to get the job done should submit a written request to their supervisor proposing how it will benefit LWFC and themselves. The request should explain how they will be accountable and responsible, what equipment is necessary, and how communication barriers will be overcome.

The decision to approve a telecommuting arrangement will be based on factors such as position and job duties, performance history, related work skills, and the impact on the organization.

The employee’s compensation, benefits, work status, work responsibilities, and the amount of time the employee is expected to work per day or per pay period will not change due to telecommuting (unless otherwise agreed upon in writing).

The employee’s at-home work hours will conform to a schedule agreed upon by the employees and his or her supervisor. If such a schedule has not been agreed upon, the employee’s work hours will be assumed to be the same as they were before the employee began telecommuting. Changes to this schedule must be reviewed and approved in advance by the employee’s supervisor.

Telecommuting is an alternative method of meeting the needs of the organization and is not a universal employee benefit. As such, LWFC has a right to refuse to make telecommuting available to an employee and to terminate a telecommuting arrangement at any time.

Employees that telecommute are subject to working set hours as established in their job description.

2-7. Travel Time for Non-Exempt Employees

Overnight, Out-of-Town Trips

Non-exempt employees will be compensated for time spent traveling (except for meal periods) during their normal working hours, on days they are scheduled to work and on unscheduled work days (such as weekends). Non-exempt employees also will be paid for any time spent performing job duties during otherwise non-compensable travel time; however, such work should be limited absent advance management authorization.

Out-of-Town Trips for One Day

Non-exempt employees who travel out of town for a one-day assignment will be paid for all travel time, except for, among other things: (i) time spent traveling between the employee’s home and the local railroad, bus or plane terminal; and (ii) meal periods.

Local Travel

Non-exempt employees will be compensated for time spent traveling from one jobsite to another job site during a workday. The trip home, however, is non-compensable when an employee goes directly home from his/her final job site, unless it is much longer than his/her regular commute home from the regular worksite. In such case, the portion of the trip home in excess of the regular commute is compensable.

Commuting Time

Under the Portal to Portal Act, travel from home to work and from work to home is generally non-compensable. However, if a nonexempt employee regularly reports to a worksite near his/her home, but is required to report to a worksite farther away than the regular worksite, the additional time spent traveling is compensable.

If compensable travel time results in more than 40 hours worked by a non-exempt employee, the employee will be compensated at an overtime rate of one and one-half times the regular rate.

2-8. Emergency Closings

At times, emergencies such as severe weather, fires, power failures, or earthquakes, can disrupt church operations. In extreme cases, these circumstances may require the closing of the church offices. The Church Administrator or Office Manager will be responsible for making this decision and relaying the information to employees.

Employees should watch Channel 11 News or Channel 5 News, the LWFC website and SMS messaging for scheduled closings due to inclement weather. If Wake County Schools are closed or delayed because of inclement weather, Living Word will mirror the closure or delay in operating hours.

When operations are officially closed due to emergency conditions, the time off from scheduled work will be unpaid for nonexempt employees and paid for exempt employees. However, with supervisory approval, employees may either use available personal days, or they may work from home if the nature of their responsibilities will allow it.

In cases where an emergency closing is not authorized, employees who fail to report for work will not be paid for the time off. Employees may request available paid leave time such as unused personal days.

Essential projects and assignments will not be compromised due to closure or delays. Employees in essential operations may be asked to work on a day when operations are officially closed. In these circumstances, employees who work will receive regular pay.

In the event an employee cannot come into work because of childcare issues due to school closings, unused personal time may be used. Flextime may be used with a supervisor’s approval, but time must be made up within the week of time missed.

In the event of an inclement weather occurrence prior to the start of a normal business day:

1. The Church Administrator or Office Manager will monitor NC Highway Patrol recommendations.

2. The Church Administrator or Office Manager will notify the support staff no later than 7:15 a.m. of the office’s operating hours for the day.

3. If the decision is made to open the office on a delayed schedule and weather or road conditions later deteriorate, the Church Administrator or Office Manager will notify support staff members no later than one hour prior to the scheduled opening not to report to work.

a. If a support staff member is delayed in reporting to work by inclement weather on a day that the office opens on schedule, he or she may opt to take the time off without pay or make up the time within the same pay period.

b. In the event of a delayed opening, support staff members may opt to make up the hours missed within the next pay period or take the time off without pay.

c. In the event that the office opens on a delayed schedule and a support staff member determines that it is not possible to safely report to work from their location, he or she may opt to take the day off without pay. The support staff member is to notify the Church Administrator or Office Manager by office opening time, or as soon as that is possible, that he or she will not be able to report to work.

d. If the office is closed due to inclement weather, support staff members will have the option of taking the day off without pay, taking the day as vacation, or making up their time within the current pay period.

e. In the event an employee cannot come into work because of childcare issues due to school closings, unused personal time may be used. Flextime may be used with a supervisor’s approval, but time must be made up within the same pay week of time missed. In the event of an inclement weather occurrence, or worsening inclement weather conditions, during a normal business day:

1. The Church Administrator or Office Manager will monitor NC Highway Patrol recommendations every 1/2 hour.

2. In the event that the decision is made to close the office early, the Church Administrator or Office Manager will give support staff members 1/2 hour to 2 hours’ notice of the early closing, depending on the severity of the weather conditions.

a. In the event that the office remains open during an inclement weather occurrence and a support staff member believes that returning to their residence at the end of the business day would be unsafe, the support staff member may opt to leave early with 1/2 hours’ notice to the Church Administrator or Office Manager and take the time off without pay.

b. In the event of a delay, closing, or early closing of the office, the Church Administrator or Office Manager will compose and communicate to the Pastor the text of the appropriate temporary outgoing voicemail greeting.

c. The Church Administrator or Office Manager will communicate with the Maintenance Supervisor regarding any issues that may need to be addressed regarding the buildings or grounds to ensure the safety of employees.

2-9. Safe Harbor Policy for Exempt Employees

It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure that you are paid properly and that no improper deductions are made, you must review your pay stubs promptly to identify and report all errors.

If you are classified as an exempt salaried employee, you will receive a salary which is intended to compensate you for all hours you may work for Living Word. This salary will be established at the time of hire or when you become classified as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work you perform.

Under federal and state law, your salary is subject to certain deductions. For example, unless state law requires otherwise, your salary can be reduced for the following reasons:

Full-day absences for personal reasons.

Full-day absences for sickness or disability.

Full-day disciplinary suspensions for infractions of our written policies and procedures.

Family and Medical Leave absences (either full- or partial-day absences).

To offset amounts received as payment for jury and witness fees or military pay. The first or last week of employment in the event you work less than a full week. Any full work week in which you do not perform any work.

Your salary may also be reduced for certain types of deductions such as your portion of health, dental or life insurance premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) or pension plan.

In any workweek in which you performed any work, your salary will not be reduced for any of the following reasons:

Partial day absences for personal reasons, sickness or disability. Your absence on a day because your employer has decided to close a facility on a scheduled work day. Absences for jury duty, attendance as a witness, or military leave in any week in which you have performed any work. Any other deductions prohibited by state or federal law.

However, unless state law provides otherwise, deductions may be made to your accrued leave for full- or partial-day absences for personal reasons, sickness or disability.

If you believe you have been subject to any improper deductions, you should immediately report the matter to your supervisor. If the supervisor is unavailable or if you believe it would be inappropriate to contact that person (or if you have not received a prompt and fully acceptable reply), you should immediately contact Director of Payroll or any other supervisor in the Company with whom you feel comfortable.

2-10. Your Paycheck

You will be paid bi-weekly for all the time you have worked during the past pay period.

Your payroll stub itemizes deductions made from your gross earnings. By law, the Church is required to make deductions for Social Security, federal income tax and any other appropriate taxes where applicable. These required deductions also may include any court-ordered garnishments. Your payroll stub will also differentiate between regular pay received and overtime pay received.

If you believe there is an error in your pay, bring the matter to the attention of the Director of Payroll immediately so the Church can resolve the matter quickly and amicably.

Your paycheck will be direct deposited, unless you request that it be mailed, or authorize in writing another person to accept your check for you.

2-11. Direct Deposit

Living Word strongly encourages employees to use direct deposit. Authorization forms are available from the Director of Payroll.

2-12. Salary Advances

Living Word does not permit advances on paychecks or against accrued paid time off.

2-13. Performance Reviews

Depending on your position and classification, Living Word endeavors to review your performance annually. However, please understand that a positive performance evaluation does not guarantee an increase in salary, a promotion, or continued employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of management.

In addition to these formal performance evaluations, the Church encourages you and your Supervisor to discuss your job performance on a frequent and ongoing basis.

Section 3 - Benefits

3-1. Benefits Overview

In addition to good working conditions, it is Living Word’s policy to provide a combination of supplemental benefits to all eligible employees. In keeping with this goal, each benefit program has been carefully devised. These benefits include time-off benefits, such as vacations and holidays, and insurance and other plan benefits. We are constantly studying and evaluating our benefits programs and policies to better meet your present and future requirements. These policies have been developed over the years and continue to be refined to keep up with changing times and needs.

The next few pages contain a brief outline of the benefits programs Living Word provides for you and your family. Of course, the information presented here is intended to serve only as guidelines.

The descriptions of the insurance and other plan benefits merely highlight certain aspects of the applicable plans for your general information only. The details of those plans are spelled out in the official plan documents, which are available for review upon your request from the Human Resources Department. Additionally, the provisions of the plans, including eligibility and benefits provisions, are summarized in the summary plan descriptions (”SPDs”) for the plans (which may be revised from time to time). In the determination of benefits and all other matters under each plan, the terms of the official plan documents shall govern over the language of any descriptions of the plans, including the SPDs and this handbook.

Further, Living Word (including the officers and administrators who are responsible for administering the plans) retains full discretionary authority to interpret the terms of the plans, as well as full discretionary authority with regard to administrative matters arising in connection with the plans and all issues concerning benefit terms, eligibility and entitlement.

While the Church intends to maintain these employee benefits, it reserves the absolute right to modify, amend or terminate these benefits at any time and for any reason.

If you have any questions regarding your benefits, please contact the Human Resources Department.

3-2. Holidays

Full-time and Part-time employees will be paid for the following holidays:

New Year’s Day

Easter Monday

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas (Dec. 25-Jan.1)

When holidays fall or are celebrated on a regular work day, eligible employees will receive one (1) day’s pay at their regular straight-time rate. Eligible employees who are called in to work on a holiday will receive one (1) day’s pay at their regular straight-time rate.

A recognized holiday that falls on a Saturday will be observed on following Monday. A recognized holiday that falls on a Sunday will be observed on the following Monday. If eligible employees are required to work on a recognized holiday, they may treat the missed holiday as a floating holiday. The exception to this is the Christmas holiday, since the week of Christmas is slated as holiday time off. Only if New Year’s falls on a Sunday will Monday be considered a holiday.

Paid time off for holidays are counted as hours worked for the purposes of determining overtime.

Please keep in mind that other PTO is difficult, and often impossible to allow before or after holidays.

All non-exempt part-time employees who work regularly scheduled hours will be paid for the hours that they would have worked on the day upon which the holiday falls. If the holiday falls on a day that they do not normally work, they will not be paid for it. The purpose of holiday pay for part-time employees is to assure that they do not suffer loss of income due to the observance of a holiday. Their paycheck should look the same at the end of the week as it would look on a normal week. Part-time employees who work flexible hours will not receive holiday pay. They will need to accommodate their work hours to the needs of their supervisors for the holiday week.

3-3. Paid Vacations

We know how hard you work and recognize the importance of providing you with time for rest and relaxation. We fully encourage you to get this rest by taking your vacation time. Full-time employees accrue paid vacation time as follows:

Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation, and personal pursuits. Due to the nature of the ministry, LWFC asks that its employees please schedule vacation time in one week increments, not missing more than one Sunday in a row as of 1/1/05. Vacation days are granted annually in January. Vacation days are no longer be granted in the month the employee’s service began, rather at the start of each fiscal year (January). The benefit year will be January

- December. Service years are accrued based on initial year of service. At the beginning of each fiscal year, the employee will receive their vacation time accrued in-writing for the fiscal year.

Employees in the following employment classification(s) are eligible to earn and use vacation time as described in this policy:

* Regular full-time employees (Exempt & Non-Exempt) - PAID

* Exempt Part-time employees – PAID

* Non-Exempt Part-time employees - UNPAID

Exempt Full-Time Employee benefits include:

· Upon initial eligibility new hires may receive .416 (Based on 5 days) days per month vacation during their first 12 months of service; thereafter, they may receive .83 (Based on 10) days per month vacation through the end of the fiscal year.

· After 1 year of eligible service = 10 paid vacation days each year.

· After 5 years of eligible service = 15 paid vacation days each year.

· After 10 years of eligible service = 20 paid vacation days each year.

· After 20 years of eligible service = 25 paid vacation days each year.

Non-Exempt Full-Time Employee benefits include:

· Upon initial eligibility = 1x the number of hours noted in their job description of paid vacation days each year (i.e. 40 hr/wk = 40 hours of paid vacation)

· After 1 year of eligible service = 2x the number of hours noted in their job description of paid vacation days each year (i.e. 40 hr/wk = 80 hours of paid vacation)

· After 5 years of eligible service = 3x the number of hours noted in their job description of paid vacation days each year (i.e. 40 hr/wk = 120 hours of paid vacation)

· After 10 years of eligible service = 4x the number of hours noted in their job description of paid vacation days each year (i.e. 40 hr/wk = 160 hours of paid vacation)

· After 20 years of eligible service = 5x the number of hours noted in their job description of paid vacation days each year (i.e. 40 hr/wk = 200 hours of paid vacation)

Exempt Part-Time Employee benefits include:

· Upon initial eligibility = 1x the number of hours noted in their job description of paid vacation days each year (i.e. 20 hr/wk = 20 hours of paid vacation)

· After 1 year of eligible service = 2x the number of hours noted in their job description of paid vacation days each year (i.e. 20 hr/wk = 40 hours of paid vacation)

· After 5 years of eligible service = 3x the number of hours noted in their job description of paid vacation days each year (i.e. 60 hr/wk = 120 hours of paid vacation)

· After 10 years of eligible service = 4x the number of hours noted in their job description of paid vacation days each year (i.e. 20 hr/wk = 80 hours of paid vacation)

· After 20 years of eligible service = 5x the number of hours noted in their job description of paid vacation days each year (i.e. 20 hr/wk = 100 hr/wk of paid vacation)

Non-Exempt Part-Time Employee benefits include:

· Upon initial eligibility = 1x the number of hours noted in their job description of unpaid vacation days each year (i.e. 20 hr/wk = 20 hours of unpaid vacation)

· After 1 year of eligible service = 2x the number of hours noted in their job description of unpaid vacation days each year (i.e. 20 hr/wk = 40 hours of unpaid vacation)

· After 5 years of eligible service = 3x the number of hours noted in their job description of unpaid vacation days each year (i.e. 60 hr/wk = 120 hours of unpaid vacation)

· After 10 years of eligible service = 4x the number of hours noted in their job description of unpaid vacation days each year (i.e. 20 hr/wk = 80 hours of unpaid vacation.

· After 20 years of eligible service = 5x the number of hours noted in their job description of unpaid vacation days each year (i.e. 20 hr/wk = 100 hr/wk of unpaid vacation.

Limitation of Days for Vacation:

Exempt employees are limited to the same number of Weekends off as the number of weeks they are allowed off per year (i.e. 1 week per year = 1 Weekend or 4 weeks per year = 4. Weekends unless otherwise stipulated in an employee’s job description. Additional Weekends may be given at the discussion of the employer’s supervisor.

The length of eligible service is calculated on the basis of a “benefit year.” This is the 12-month period that begins when the employee starts to earn vacation time and is calculated according to your start day. An employee’s benefit year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.)

Once employees enter an eligible employment classification, they begin to earn paid vacation time according to the schedule. However, before vacation time can be used, a waiting period of 90 calendar days must be completed. After that time, employees can request use of earned vacation time including that accrued during the waiting period.

Paid vacation time can be used in minimum increments of one day. To take vacation, employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements.

Change in Employee status: If an employee moves from part-time to full-time or vice versa, their original start date remains and vacation time accrued will not be lost due to a change in status; however, vacation days not taken at the old status will be paid at the new status when taken. Employees will also not lose seniority for selecting vacation if their status changes.

All employees must abide by the following to schedule vacation:

1. Insofar as ministry requirements permit, vacation may be taken at any time during the calendar year with as many vacation periods being made available during the desirable periods of the year as it consistent with ministry requirements.

2. Not earlier than December 1st employees will be given the opportunity, in order of their seniority, to choose a vacation period from those available. Selections are insofar as ministry requirements permit and with the approval of the employee’s immediate supervisor.

3. Employees not making a selection by January 30th may be passed over but may at any subsequent time select from the remaining available vacation periods insofar as ministry requirements permit.

4. For an employee electing to take his/her vacation in segments, he/she may be entitled to exercise preference for only one segment until all other employees who have expressed preference for his/her first segment of vacation are assigned. (A segment of vacation is a continuous period of vacation in full one-week increments with no work time between the beginning and end of such vacation period.) When all employees have been assigned their first segment, subsequent segments will be considered in the same manner in order of seniority.

5. After all vacation segments have been selected, a canvas will be made in seniority order for the selection of any vacation days of less than full week increments for which employees wish to have advance approval. (Submission of these requests prior to January 30th increases employee’s chances of having their choices approved.) Such scheduling will immediately follow the scheduling of vacation full weeks and will be completed by January 30th. These vacation days will be chosen in seniority order with employees choosing all such vacation days at one time even though the days selected may not be consecutive.

6. During the selection period an employee who has made a selection may not be allowed to change that selection. Insofar as ministry requirements permit, an employee may be assigned the vacation periods of his or her choice.

7. The “order of seniority” as used in this section will be determined by the employee’s seniority on January 1st of the benefit year.

8. After these vacation assignments have been completed a list of such assignments shall be prepared and posted or may be otherwise available to employees throughout the calendar year.

9. In scheduling vacation, weeks in which a holiday falls will be scheduled in the same manner as other weeks.

10. An employee may be granted a segment of vacation immediately prior or subsequent to the same major holiday two years in a row only if no other employee requests it and if ministry needs and staffing requirements permit. In the event that more than one employee does request it, the request will be granted on a seniority basis. Eligible major holidays include New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas.

11. Vacation may be rescheduled during the unexpired portion of the benefit year upon the request of the employee insofar as ministry requirements permit.

12. Requests for vacation not requested prior to January 15th are granted on the basis of the earliest request to the employee’s immediate supervisor. When multiple requests for a future date are received in a 24-hour period (midnight to midnight), requests will be granted on a seniority basis from such requests. Requests for vacation are granted in the following order:

a. Vacation for a full segment

b. All other vacation

c. Unpaid Time Off

Vacation time off is paid at the employee’s base pay rate at the time of vacation. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

As stated above, employees are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits. In the event that available vacation is not used by the end of the benefit year, employees will forfeit the unused time. Upon termination of employment (whether voluntary or involuntary), employees will not be paid for unused vacation time that has been earned through the last day of work.

Advanced but non-accrued vacation will be deducted from your final paycheck, to the extent permitted by law.

3-4. Unpaid Time Off

Requested time off without pay is available to all employees. All requests MUST be approved by the employee’s direct supervisor.

Employees with vacation are to use all vacation before requesting unpaid time off.

To schedule planned unpaid time off, employees should request advance approval from their supervisors. Requests are reviewed based on a number of factors, including ministry needs and staffing requirements.

NOTE: Requested time off unpaid is impossible to allow before and after holidays.

Employees who have an unexpected need to be absent from work [after all vacation is used (if applicable)] should notify their direct supervisor before the scheduled start of their workday, if possible. The direct supervisor must also be contacted on each additional day of unexpected absence.

See work schedules in reference to flextime which may apply to adjust regular set work hours when approved by an employee’s immediate supervisor.

3-5. Personal Days

LWFC provides personal leave benefits to all eligible employees for periods of temporary absence due to illnesses, injuries, or personal business. Eligible employee classification(s):

* Regular full-time employees

Eligible employees accrue 5 personal days per year. Personal leave benefits are calculated on the basis of a “benefit year,” the 12-month period that begins when the employee starts to earn personal leave benefits.

Employees can request use of paid personal leave after completing a waiting period of 90 calendar days from the date they become eligible to accrue sick leave benefits. Paid personal leave can be used in minimum increments of one-half day. An eligible employee may use personal leave benefits for an absence due to personal business, his or her own illness or injury, or that of a child, parent, or spouse of the employee.

Employees using personal leave benefits for an absence due to personal business should notify their direct supervisor in advance whenever possible. Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence.

Personal leave benefits are calculated based on the employee’s base pay rate at the time of absence and do not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Unused personal leave benefits are allowed to accumulate until the employee has accrued a total of 5 calendar days worth of personal leave benefits. If the employee’s benefits reach this maximum, further accrual of personal leave benefits will be suspended until the employee has reduced the balance below the limit. Personal leave benefits are intended solely to provide income protection in the event of illness or injury, or when an employee has personal business that must be conducted on a normal business day, and may not be used as vacation time. Unused personal leave benefits will not be paid to employees while they are employed or upon termination of employment.

Advanced but non-accrued personal days will be deducted from your final paycheck, to the extent permitted by law.

3-6. Mission Experience Time Off

For the benefit of mission experience, LWFC staff may take time off with supervisor approval to expand one’s mission experience. This benefit is only available to full-time employees.

Exempt Full-Time Employee benefits include:

Upon initial eligibility = 5 paid mission experience days each year.

3-7. Insurance Programs

Healthcare Benefits

Effective Date: 8/1/2015

Dental & vision insurance is available; however employees must pay 100% of the cost.

As with all of the policies in this handbook, our medical insurance provision may change at any time. For the most up-to-date information about medical benefits, refer to the plan documents or contact the Human Resources department.

The benefits we provide are meant to help employees maintain a high quality of life both professionally and personally. If you don’t understand information in the plan documents or if you have any questions about the benefits we offer, please talk with the Human Resources Department.

Life Insurance

Effective Date: 6/1/08

As an employee of Living Word you may be eligible for our $25,000 Life Insurance plan. Eligibility to receive Life Insurance benefits depends on your classification. (See page 11 of this handbook for information about employee classifications.) If you are a regular full-time employee you are eligible to receive Life Insurance benefits. You become eligible for benefits 90 days after your first day of work. Contact our Human Resources department to learn more about the plan.

3-8. Workers’ Compensation

On-the-job injuries are covered by our Workers’ Compensation Insurance Policy, which is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to your Supervisor. Failure to follow Church procedures may affect your ability to receive Workers Compensation benefits.

This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported within 48 hours to enable an eligible employee to qualify for coverage in the event that there were unforeseen complications.

This is solely a monetary benefit and not a leave of absence entitlement. Employees who need to miss work due to a workplace injury must also request a formal leave of absence. See the Leave of Absence sections of this handbook for more information.

3-9. Jury Duty Leave

Living Word realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law. You are expected, however, to provide the Church with proper notice of your request to perform jury duty and with your verification of service. You also are expected to keep management informed of the expected length of your jury duty service and to report to work for the major portion of the day if you are excused by the court. Employees on jury duty leave will be paid for their jury duty service in accordance with state law; however, exempt employees will be paid their full salary for any week in which they perform any work for the Church.

3-10. Bereavement Leave

We know the death of a family member is a time when you wish to be with the rest of your family. If you are a full-time or part-time employee and you lose a close relative, you will be allowed paid time off of up to three (3) days to assist in attending to your obligations and commitments. For the purposes of this policy, a close relative includes a spouse, (step)child, parent (in-law) or sibling (in-law). Paid leave days only may be taken on regularly scheduled, consecutive work days following the day of death. You must inform your Supervisor prior to commencing bereavement leave.

Additional time may only be taken if the employee has vacation or personal time available but must not exceed one week (5 consecutive work days).

In administering this policy, the Church may require verification of death.

This policy is for management guidance and is not and shall not be deemed to be a contract with any employee.

Changes in or deviations from this policy must have the prior written approval of the Church Administrator or Office Manager and Senior Pastor.

Responsibility

Department Heads are responsible for notifying the Church Administrator or Office Manager for funeral leave requests. The employee is responsible for contacting his/her immediate supervisor before taking the funeral leave.

3-11. Retirement Plan

403b Savings Plan (7/1/05)

A 403(b) is a retirement plan available to employees of non-profit tax-exempt organizations, like Living Word. As an employee you can invest on a T. Rowe Price account, having money drawn out of your paycheck pre tax. This is a voluntary benefit. Please see the church bookkeeper for enrollment information. At this time Living Word does not offer investment matching.

3-12. MERP Medical Expenditure Reimbursement Plan

LWFC’s medical expense reimbursement plan (MERP) is offered to any regular full-time employee who has met the 90 day introductory period.

Paid plan begins January 1, 2018 for a one-year period. Plan may be altered and monetary limitations may be added at any time at the discretion of LWFC.

MERP is an arrangement under which LWFC reimburses an eligible employee for medical and dental expenses incurred by the employee or his/her dependents (spouse and children only). Medical and dental expenses in this context are defined in Internal Revenue Code Publication 502. LWFC’s MERP plan is self-funded.

The advantages of MERP (Section 105 plans) are both for employer and employee. The medical expense reimbursements are tax deductible by the employer and the employer has flexibility in the design of the plan’s provisions, such as establishing maximum amounts for reimbursement and setting eligibility requirements for participation. The biggest advantage to employees is that the plan’s reimbursement payments are not considered to be taxable income to the employees, provided that they have not taken a medical expense deduction for these amounts on their personal tax return.

LWFC will reimburse 70% of a qualified employee’s out-of-pocket expenses (see list of allowable expenses). LWFC will reimburse 100% for medical bills (medical procedures, hospital stays, etc. LWFC asks that qualified employees request a payment plan from medical institution for any costs incurred and turn in receipts on a monthly basis and must include any remaining balance on any payments being made to hospitals, physicians, etc for current or past medical treatment.

There is a $1,000 cap on medical expenses per eligible employee per calendar year and a $250 cap per month. Any unused money at the end of the calendar year cannot be transferred in any way to the employee.

Falsification of documents or reporting for medical reimbursement falls under the ethics and conduct clause of the employee handbook and may show cause for termination of employment.

MERP Request forms can be obtained from the online “LWFC Forms” and may be turned in on a monthly basis. Receipts (or copies of receipts) are to be attached to the MERP Request form as specified.

As of January 1, 2018 all full-time employees, according to your job description, are eligible for our MERP Program. Employees will no longer have to show proof of insurance to qualify for this program.

New hires will not qualify for MERP until after their 90 day introductory period. Any part-time employee moving to full-time status will not qualify for MERP until they are considered full-time.

The MERP payout will remain at $1000 per year, per full-time employee. This amount will be prorated for employees who qualify after January 1 based on the month they qualify for the program. For example, if you qualify for MERP April 1, 2018, your yearly payout for MERP will be a maximum of $750 for the year.

Funds not used in a given year will not roll over to the next year. This is a “use it or lose it” plan.

Section 4 - Leaves of Absence

4-1. Personal Leave

Personal Leave

Personal days are different than personal leave.

LWFC provides leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations; where personal days do not apply. Employees in the following employment classification(s) are eligible to request personal leave as described in this policy:

* Regular full-time employees * Regular part-time employees

Eligible employees may request personal leave only after having completed 180 calendar days of service. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from their supervisor.

Personal leave may be granted for a period of up to 5 calendar days every year. With the supervisor’s approval, an employee may take any available sick leave or vacation leave as part of the approved period of leave.

Requests for personal leave will be evaluated based on a number of factors, including anticipated workload requirements and staffing considerations during the proposed period of absence.

Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.

When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, LWFC cannot guarantee reinstatement in all cases.

If an employee fails to report to work promptly at the expiration of the approved leave period, LWFC will assume the employee has resigned.

Pregnancy-Related Absences

LWFC will not discriminate against any employee who requests an excused absence for medical disabilities associated with pregnancy. Such leave requests will be evaluated according to the medical leave policy provisions outlined in this handbook and all applicable federal and state laws. Requests for time off associated with pregnancy and/or childbirth, such as bonding and child care, not related to medical disabilities for those conditions will be considered in the same manner as other requests for unpaid family or personal leave

4-2. Military Leave

If you are called into active military service or you enlist in the uniformed services, you will be eligible to receive an unpaid military leave of absence. To be eligible for military leave, you must provide management with advance notice of your service obligations unless you are prevented from providing such notice by military necessity or it is otherwise impossible or unreasonable for you to provide such notice. Provided your absence does not exceed applicable statutory limitations, you will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and state laws. Please ask management for further information about your eligibility for Military Leave.

If you are required to attend yearly Reserves or National Guard duty, you can apply for an unpaid temporary military leave of absence not to exceed the number of days allowed by law (including travel). You should give management as much advance notice of your need for military leave as possible so that we can maintain proper coverage while you are away.

4-3. Family Leave

LWFC provides family leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill family obligations relating directly to childbirth, adoption, or placement of a foster child; or to care for a child, spouse, or parent with a serious health condition. A serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider.

Employees in the following employment classifications are eligible to request family leave as described in this policy:

* Regular full-time employees

* Regular part-time employees

Eligible employees may request family leave only after having completed 180 calendar days of service. Eligible employees should make requests for family leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

Employees requesting family leave related to the serious health condition of a child, spouse, or parent may be required to submit a health care provider’s statement verifying the need for a family leave to provide care, its beginning and expected ending dates, and the estimated time required.

Eligible employees may request up to a maximum of 4 weeks of family leave within any 12 month period. Any combination of family leave and medical leave may not exceed this maximum limit. Married employee couples may be restricted to a combined total of 4 weeks leave within any 12 month period for childbirth, adoption, or placement of a foster child; or to care for a parent with a serious health condition.

Benefit accruals, such as paid time off or holiday benefits, will be suspended during the leave and will resume upon return to active employment.

So that an employee’s return to work can be properly scheduled, an employee on family leave is requested to provide LWFC with at least two weeks advance notice of the date the employee intends to return to work. When a family leaves ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.

If an employee fails to return to work on the agreed upon return date, LWFC will assume that the employee has resigned.

4-4. Medical Leave

LWFC provides medical leaves of absence without pay to eligible employees who are temporarily unable to work due to a serious health condition or disability. For purposes of this policy, serious health conditions or disabilities include inpatient care in hospital, hospice, or residential medical care facility; continuing treatment by a health care provider; and temporary disabilities associated with pregnancy, childbirth, and related medical conditions.

Employees in the following employment classifications are eligible to request medical leave as described in this policy:

*Regular full-time employees *Regular part-time employees

Eligible employees may request medical leave only after having completed 180 calendar days of service. Exceptions to the service requirement will be considered to accommodate disabilities.

Eligible employees should make request for medical leave to their supervisor at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

A health care provider’s statement must be submitted verifying the need for medical leave and its beginning and expected ending dates. Any charges in this information should be promptly reported to LWFC. Employees returning from medical leave must submit a health care provider’s verification of their fitness to return to work.

Eligible employees are normally granted leave for the period of the disability, up to a maximum of 4 weeks within 12 month period. Any combination of medical leave and family leave may not

Exceed this maximum limit. If the initial period of approved absence proves insufficient, consideration will be given to a request for an extension. Employees will be required to first use unused vacation and paid or unpaid time off benefits.

4-5. School Attendance Leave

Living Word will grant employees who are parents or guardians of school-age children up to four (4) hours of unpaid leave during any 12-month period to participate in activities at their children’s school. Forty-eight (48) hours’ written advance notice is required. The leave shall be at a mutually agreed upon time between the employee and the Church. The Church may require verification of the employee’s participation in the school activities. Employees must first use accrued paid time off for this purpose.

Section 5 - General Standards of Conduct

5-1. Ethics and Conduct

The successful operation and reputation of LWFC is strongly affected by the principles of fair dealing and the ethical and sound spiritual conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

Every employee represents LWFC to our congregation and to the public. The way we do our jobs presents an image of our entire congregation and of God himself. People judge all of us by how they are treated with each employee contact. Therefore, one of our first priorities is to assist any church member or potential church member. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to our congregation. Depending upon your position and job description, it may or may not be your responsibility to help them directly, but it is your responsibility to kindly and promptly see that they are referred to the person that can help them most effectively.

Romans 14:15 reminds us that we are to consider our actions and conduct and how they may affect our brothers and sisters in Christ. Therefore we must be very mindful of our actions and how they may or may not affect others. This is of particular importance when you represent LWFC. As a representative of LWFC we will be held to a high standard of excellence in deed and action inside and outside the church.

The continued success of LWFC is dependent upon our willingness to carry out God’s purposes and intentions. Employees owe a duty to LWFC and to the Lord to keep their hearts pure before him. In order to be successful in this aspect we must be doers of the Word and walk out His ordinances by faith. Romans 10:17 says that “...faith comes by hearing and hearing by the word of God”. For this reason employees of LWFC should attend church regularly. Your attendance will ensure your spiritual success and the success of this ministry. Our actions, our words, and the meditations of our hearts must be acceptable to Him if we hope to succeed at what He has called us to do. And He has made it clear in His Word that it is His will that we submit to civil authorities. (Mat.22:17-21, Rom.13:1-7, Titus 3:1, 1Pet.2:13-17)

LWFC will comply with all applicable laws and regulations and expects its trustees, directors of ministries, officers, leadership and employees to conduct themselves in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, outlined in the Word of God, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with the Co-Pastor for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every LWFC employee. Disregarding or failing to comply with this standard of ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

5-2. Tithing

All employees of Living Word Family Church are required to tithe 10% of their gross earnings to the church. Employees who do not tithe may be terminated.

See also “Not An Equal Opportunity Employer”

In tithing (10% of our income) as support for the local church. Proverbs 3:9, Malachi 3:10, Luke 11:42, Matthew 23:23, Hebrews 7:4-7

5-3. Conduct

Living Word endeavors to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common sense and fair play.

Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including discharge, in the Church’s sole discretion. The following are examples of some, but not all, conduct which can be considered unacceptable:

• Obtaining employment on the basis of false or misleading information.

• Stealing, removing or defacing Church property or a co-worker’s property, and/or disclosure of confidential information.

• Completing another employee’s time records.

• Dishonesty.

• Violation of safety rules and policies.

• Violation of Living Word’s Drug and Alcohol-Free Workplace Policy.

• Fighting, threatening or disrupting the work of others or other violations of Living Word’s Workplace Violence Policy.

• Insubordination or disobedience of a lawful management directive.

• Use of foul or inappropriate language.

• Loitering or loafing during work time, or leaving a work area without the permission of management.

• Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance, habitual lateness or unexcused absences.

• Gambling on Church property.

• Willful or careless destruction or damage to Church assets or to the equipment or possessions of another employee.

• Wasting work materials.

• Performing work of a personal nature during working time.

• Violation of the Solicitation and Distribution Policy.

• Violation of Living Word’s Harassment or Employment Opportunity Policies.

• Violation of the Communication and Computer Systems Policy.

• Unsatisfactory job performance

• Failing to tithe to the local church

• Adulterous behavior

• Promiscuousness

• Homosexual behavior

• Excessive tardiness

• Falsification of timekeeping, medical reimbursement records or employment application and/or records

• Smoking

• Possession of dangerous or unauthorized materials, such as explosives or firearms in the workplace

• Unauthorized absence from work station during the workday

• Unauthorized use of telephones, mail systems, or other employer-owned equipment

• Unauthorized disclosure of business “secrets” or confidential information

• Violation of personnel policies

• Unsatisfactory performance or conduct

• Gossip and slander

• Any other violation of Church policy

Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will, and Living Word reserves the right to impose whatever discipline it chooses, or none at all, in a particular instance. The Church will deal with each situation individually and nothing in this handbook should be construed as a promise of specific treatment in a given situation. However, Living Word will endeavor to utilize progressive discipline but reserves the right in its sole discretion to terminate an employee at any time for any reason.

The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.

5-4. Punctuality and Attendance

You were hired to perform an important function at Living Word. As with any group effort, operating effectively takes cooperation and commitment from everyone. Therefore, your attendance and punctuality are very important. Unnecessary absences and lateness are expensive, disruptive and place an unfair burden on your fellow employees and your Supervisors. We expect excellent attendance from each of you. Excessive absenteeism or tardiness will result in disciplinary action up to and including discharge.

We do recognize, however, that there are times when absences and tardiness cannot be avoided. In such cases, you are expected to notify your Supervisor as early as possible, but no later than the start of your work day. Please call, stating the nature of your illness and its expected duration, every day that you are absent.

Unreported absences of three consecutive work days generally will be considered a voluntary resignation of your employment with the Church.

5-5. Work Schedules

Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.

Flexible scheduling, or flextime, is available in some cases to allow employees to vary their starting and ending times each day within established limits. Flextime may be possible if a mutually workable schedule can be negotiated with the supervisor involved. However, such issues as staffing needs, the employee’s performance, and the nature of the job will be considered before approval of flextime. Employees should consult their supervisor to request flextime.

Flextime forms are available from the Church Administrator or Office Manager. At times work may be rescheduled but must be made up within the same pay week of the time missed and must be labeled as such when filling out timesheets for payroll purposes.

5-6. Use of Communication and Computer Systems

Living Word’s communication and computer systems are intended for business purposes and may be used only during working time; however limited personal usage is permitted if it does not hinder performance of job duties or violate any other Church policy. This includes the voice mail, e-mail and Internet systems. Users have no legitimate expectation of privacy in regard to their use of the systems.

Living Word may access the voicemail and email systems and obtain the communications within the systems, including past voicemail and email messages, without notice to users of the system, in the ordinary course of business when the Church deems it appropriate to do so. The reasons for which the Church may obtain such access include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that Church operations continue appropriately during an employee’s absence.

Further, Living Word may review Internet usage to ensure that such use with Church property, or communications sent via the Internet with Church property, are appropriate. The reasons for which the Church may review employees’ use of the Internet with Church property include, but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; engaging in the viewing of nude or otherwise considered pornographic images; and ensuring that Church operations continue appropriately during an employee’s absence.

The Church may store electronic communications for a period of time after the communication is created. From time to time, copies of communications may be deleted.

The Church’s policies prohibiting harassment, in their entirety, apply to the use of the Church’s communication and computer systems. No one may use any communication or computer system in a manner that may be construed by others as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any other characteristic protected by federal, state or local law.

Since the Church’s communication and computer systems are intended for business use, these systems may not be used to solicit for religious or political causes or outside organizations.

Further, since the Church’s communication and computer systems are intended for business use, all employees, upon request, must inform management of any private access codes or passwords.

Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.

No employee may access, or attempt to obtain access to, another employee’s computer systems without appropriate authorization.

Violators of this policy may be subject to disciplinary action, up to and including discharge.

5-7. Smoking

Smoking is prohibited on Church premises and in all Church vehicles.

5-8. Personal Visits and Telephone Calls

Disruptions during working time can lead to errors and delays. Therefore, we ask that personal telephone calls be kept to a minimum.

To guarantee safety, insure security of equipment, protect confidential information, and avoid potential distractions and disturbances, family and friends of employees are discouraged from visiting during office hours. With supervisor’s approval, occasional exceptions can be made for quite nursing infants and school closings. However, every attempt should be made to provide alternate arrangements so that children are cared for elsewhere. Employees will be held responsible for the conduct and safety of their visitors. Children, family, and friends should be discouraged from congregating in the offices and the resource room or wherever office work is being conducted.

Children are not allowed in the main section of the administrative office. Children should be supervised at all times in the reception area, and small active children should not be brought to the workplace since providing the necessary supervision would greatly hinder the employee’s ability to function productively.

5-9. Confidential Company Information

During the course of work, an employee may become aware of confidential information about Living Word’s business. It is extremely important that all such information remain confidential. Any employee who improperly copies, removes (whether physically or electronically), shares in any manner, uses or discloses confidential information to anyone outside of the Church may be subject to disciplinary action up to and including termination. Employees may be required to sign an agreement reiterating these obligations.

The protection of confidential ministry information is vital to the interests and the success of LWFC. Such confidential information includes, but is not limited to, the following examples:

• Membership Database

• Computer Network

• Mailing list

• Any information pertaining to counseling situations including the names of those who come for counseling and the reason for the counseling sessions.

• Compensation data

• Financial information

• Marketing strategies

• New materials research

• Pending projects and proposals

• Research and development strategies

5-10. Conflict of Interest and Business Ethics

Conflicts of Interest

Employees have an obligation to conduct business and ministry within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which LWFC wishes to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the Co-Pastor for more information or questions about conflicts of interest.

Transactions with outside firms must be conducted within a framework established and controlled by the executive level of LWFC. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval.

No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases,

contracts, or leases, it is imperative that they disclose to an officer of LWFC as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which LWFC does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving LWFC.

5-11. Problem Resolution

LWFC is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from LWFC supervisors and management.

LWFC strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.

If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with LWFC in a reasonable, business-like manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step.

1. Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to Co-Pastor.

2. Supervisor responds to problem during discussion or after consulting with appropriate management, when necessary. Supervisor documents discussion.

3. Employee presents problem to Co-Pastor if problem is unresolved.

4. Co-Pastor counsels and advises employee, assists in putting problem in writing, visits with employee’s supervisor, if necessary.

5. Informs employee of decision in writing, and places a copy of stated problem and resulting decision in the employee’s file.

The Co-Pastor has full authority to make any adjustment deemed appropriate to resolve the problem.

Not every problem can be resolved to everyone’s total satisfaction, but only through

understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone’s job security.

5-12. Progressive Discipline

The purpose of this policy is to state LWFC’s position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels.

LWFC’s own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.

Although employment with LWFC is based on mutual consent and both the employee and LWFC have the right to terminate employment at will, with or without cause or advance notice, LWFC may use progressive discipline at its discretion.

Disciplinary action may call for any of four steps -- verbal warning, written warning, suspension with or without pay, or termination of employment -- depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.

Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment. in the event of an employee disciplinary problem, supervisors should follow the LWFC Employee Discipline Plan.

LWFC recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline.

By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and LWFC.

5-13. Employee Discipline Plan

The purpose of this plan is to outline the specific steps LWFC supervisors are to take in order to carry out the LWFC Progressive Discipline Policy.

An employee who does not display satisfactory performance and accomplishment on the job or who does not comply with the Employee Conduct and Work Rules Policy may be dismissed, in certain cases, without resorting to the steps set forth in this policy.

Under normal circumstances, the supervisor is expected to follow the four-step procedure outlined below. There may be particular situations, however, in which the seriousness of the offense justifies the omission of one or more of the steps in the procedure. Likewise, there may be times when LWFC may decide to repeat a disciplinary step.

In the event of unsatisfactory conduct* in the workplace by an employee under your supervision:

1. Verbal warning

a. If this is a first offense, speak with the employee privately, pointing out the infraction and inform them of the consequences of repeating it.

b. Document the conversation on a Verbal Warning Form (attached).

c. Make a copy of the form for your records and forward the original form to the Co-Pastor to file in the employee’s personnel file.

2. Written warning

a. If there is a second offense, or it the seriousness of the first offense warrants, meet with the employee privately and hand-deliver a written warning (example attached).

b. Have the employee sign the acknowledgement at the bottom of the written warning.

c. Make 3 copies of the warning. Give one copy to the employee, keep one copy for your records, and forward one copy to the Co-Pastor to file in the employee’s personnel file.

3. Suspension with or without pay

a. In the event of a third offense, or if the seriousness of an earlier offense warrants, inform the Co-Pastor of the situation. Determine, with the assistance of the Co-Pastor, whether the employee should be suspended with or without pay.

b. Meet with the employee and the Co-Pastor. Inform the employee of the suspension and hand-deliver a written notice detailing the parameters of the suspension (example attached).

c. Have the employee sign the acknowledgement at the bottom of the suspension notice.

d. Make 3 copies of the notice. Give one copy to the employee, keep one copy for your records, and forward one copy to the Co-Pastor to file in the employee’s personnel file.

e. Have the employee turn in all keys, LWFC-owned equipment the employee has with him or her at that time, and computer and voice mail passwords before leaving the premises. Give all of these items to the Church Administrator or Office Manager. The Co-Pastor will accompany the employee to retrieve any LWFC-owned equipment the employee does not have with him or her.

f. The Church Administrator or Office Manager will suspend the employee’s computer and voice mail access until such time as the employee returns from suspension in good standing.

4. Termination of employment

a. In the event of a fourth offense, or if the seriousness of an earlier offense warrants, inform the Church Administrator or Office Manager of the situation. Determine, with the assistance of the Co-Pastor, whether the employee should be terminated.

Note: Except in instances of serious offenses that the Employee Conduct and Work Rules Policy acknowledges as grounds for immediate dismissal, the employee must have received at least one prior written warning AND additional written warning or a written suspension notice which notified the employee that failure to make the required performance or conduct improvements may result in dismissal.

b. The Co-Pastor will inform the Senior Pastor of the situation.

c. Meet with the employee and the Church Administrator or Office Manager. Inform the employee of the termination and hand-deliver a written termination notice (example attached).

d. Have the employee sign the acknowledgement at the bottom of the termination notice.

e. Make 3 copies of the notice. Give one copy to the employee, keep one copy for your records, and forward one copy to the Co-Pastor to file in the employee’s personnel file.

f. Follow the steps in the Employee Exit Procedure.

*Note: See Employee Conduct and Work Rules Policy for guidelines on defining unsatisfactory conduct in the workplace.

5-14. Use of Facilities, Equipment and Property, Including Intellectual Property

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards and guidelines.

Please notify your Supervisor if any equipment, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of loss, damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The Supervisor can answer any questions about an employee’s responsibility for maintenance and care of equipment used on the job.

Employees also are prohibited from any unauthorized use of the Church’s intellectual property, such as audio and video, print materials and software.

Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to and including discharge. LWFC will not be held responsible for injury or damage caused by improper, careless, negligent, destructive, or unsafe uses or operation of equipment or vehicles by an employee. The employee will carry full liability for such injury or damage.

Further, the Church is not responsible for any damage to employees’ personal belongings unless the employee’s Supervisor provided advance approval for the employee to bring the personal property to work.

5-15. Use of Social Media

Living Word respects the right of any employee to maintain a blog or web page or to participate in a social networking, Twitter or similar site. However, to protect the Church interests and ensure employees focus on their job duties, employees must adhere to the following rules: All rules regarding confidential and proprietary business information apply in full to blogs, web pages, social networking, Twitter and similar sites. Any information that cannot be disclosed through a conversation, a note or an e/-mail also cannot be disclosed in a blog, web page, social networking, Twitter or similar site.

Whether an employee is posting something on his or her own blog, web page, social networking, Twitter or similar site or on someone else's, if the employee mentions the Church and also expresses either a political opinion or an opinion regarding the Church's actions, the poster must include a disclaimer. The poster should specifically state that the opinion expressed is his/her personal opinion and not the Church's position. This is necessary to preserve the Church's good will in the marketplace.

Employees should be respectful of their potential readers and colleagues and refrain from using discriminatory comments, personal insults, libel or slander when commenting about the Church, their superiors, co-workers or the Church's competitors.

Any conduct that is impermissible under the law if expressed in any other form or forum is impermissible if expressed through a blog, web page, social networking, Twitter or similar site. For example, posted material that is discriminatory, harassing, obscene, defamatory, libelous or threatening is forbidden. Church policies apply equally to employee blogging. Employees should review their Employee Handbook for further guidance.

Living Word encourages all employees to keep in mind the speed and manner in which information posted on a blog, web page, social networking, Twitter or similar site can be relayed and often misunderstood by readers. While an employee's free time is generally not subject to any restrictions by the Church, with the exception of the limited restrictions above, the Church urges all employees to refrain from posting information regarding the Church or their jobs that could embarrass or upset co-workers or that could detrimentally affect the Church's business. Employees must use their best judgment. Employees with any questions should review the guidelines above and/or consult with their manager. When in doubt, don't post. Failure to follow these guidelines may result in discipline, up to and including termination.

5-16. Health and Safety

The health and safety of employees and others on Church property are of critical concern to Living Word. The Church intends to comply with all health and safety laws applicable to the Church. To this end, we must rely upon employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be conscientious about workplace safety, including proper operating methods, and recognize dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to management immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the Church’s premises, or in a product, facility, piece of equipment, process or business practice for which the Church is responsible should be brought to the attention of management immediately.

Periodically, the Church may issue rules and guidelines governing workplace safety and health. The Church may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All employees should familiarize themselves with these rules and guidelines, as strict compliance will be expected.

Any workplace injury, accident, or illness must be reported to the employee’s Supervisor as soon as possible, regardless of the severity of the injury or accident.

5-17. Hiring Relatives/Employee Relationships

The employment of relatives or individuals involved in a dating relationship in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships.

For purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. A dating relationship is defined as a relationship that may be reasonably expected to lead to marriage.

Although LWFC has no prohibition against employing relatives of current employees or individuals involved in a dating relationship with a current employee, we are committed to monitoring situations in which such relationships exist in the same area. In case of actual or potential problems, LWFC will take prompt action. This can include reassignment or, if necessary, termination of employment for one or both of the individuals involved. Employees in a close personal relationship should refrain from inappropriate public workplace displays of affection or excessive personal conversation.

5-18. Employee Dress and Personal Appearance

You are expected to report to work well groomed, clean, and dressed according to the requirements of your position. Your Supervisor will determine acceptable attire for your position. If you report to work dressed or groomed inappropriately, you may be prevented from working until you return to work well-groomed and wearing the proper attire.

5-19. Publicity/Statements to the Media

All media inquiries regarding the Church and its operation must be referred to the corresponding Campus Pastor. Only the corresponding Campus Pastor is authorized to make or approve public statements pertaining to the Church or its operations. No employees, unless specifically designated by the corresponding Campus Pastor, are authorized to make those statements. Any employee wishing to write and/or publish an article, paper, or other publication on behalf of the Church must first obtain approval from the corresponding Campus Pastor.

5-20. Operation of Vehicles/Cellular Phones

All employees authorized to drive Church-owned or leased vehicles or personal vehicles in conducting Living Word business must possess a current, valid driver’s license and an acceptable driving record. Any change in license status or driving record must be reported to management immediately.

A valid driver’s license must be in your possession while operating a vehicle off or on Church property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate safe driving habits at all times as authorized by management.

Church-owned or leased vehicles may be used only as authorized by management.

Cellular Phone Usage When Driving

Employees with cell phones must refrain from texting while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees should proceed to a safe location off the road and safely stop the vehicle before texting. If acceptance of a call is absolutely necessary while the employee is driving, we recommend that the employee use a hands-free option.

Under no circumstances should employees feel that they need to place themselves at risk to fulfill business needs.

Since this policy does not require any employee to use a cell phone while driving, employees who are charged with traffic violations resulting from the use of their phones while driving will be solely responsible for all liabilities that result from such actions.

5-21. Business Expense Reimbursement

Employees may be reimbursed for reasonable approved expenses incurred in the course of business. These expenses must be approved by your Supervisor, and may include air travel, hotels, motels, meals, cab fare, rental vehicles, or gas and car mileage for personal vehicles. All expenses incurred should be submitted to Director of Finance along with the receipts in a timely manner.

Employees are expected to exercise restraint and good judgment when incurring expenses. You should contact your Supervisor in advance if you have any question about whether an expense will be reimbursed.

Purchasing, Requisitions, Reimbursements, & Petty Cash

Purchasing through the church office:

The church office also regularly orders office supplies from Staples and Sams. Please turn in signed requisition forms* to the church office by the 1st and 3rd Thursdays of each month to be included in the next order. Contact the office to see a current catalog from Staples.

Purchasing by the Department Head or authorized Volunteer:

For items that are not available from those sources, each Department Head is responsible for obtaining needed supplies, either personally or through a volunteer. The following procedures must be followed:

* A signed requisition form* may be brought to the church office for a cash advance or a check written directly to the store. This process could take several days depending on the personnel in the office so please plan ahead. If you receive a cash advance, the change and receipts must be returned to the office within two business days. For checks written directly to the store, the receipt must be returned to the church office within two business days.

OR

* Receipts may be turned in with a signed requisition form* for a reimbursement. Reimbursements must be received by Sunday to be processed on Tuesdays. They will be handed out or mailed no later than Wednesday.

If a volunteer is used to obtain the supplies, it is the responsibility of the Department Head to explain this procedure or provide a copy of it to the volunteer.

Petty Cash

There are limited funds available in Petty Cash for small purchases or items needed immediately. The limit of a petty cash advance or reimbursement is $25.00. The change and receipt for an advance must be returned to the church receptionist or Church Administrator within two business days. For reimbursements, present the signed requisition form* to the office personnel.

*Must be approved and signed by department head.

5-22. References

Living Word will respond to reference requests through the Human Resources Department. The Church will provide general information concerning the employee such as date of hire, date of termination, and positions held. Requests for reference information must be in writing, and responses will be in writing. Please refer all requests for references to the Human Resources Dept.

Only the Human Resources Department may provide references.

5-23. If You Must Leave Us

Should you decide to leave the Church, we ask that you provide your Supervisor with at least two (2) weeks advance notice of your departure. Your thoughtfulness will be appreciated.

All Church property including, but not limited to, keys, security cards, parking passes, laptop computers, fax machines, uniforms, etc. must be returned at separation. Employees also must return all of the Church’s Confidential Information upon separation. To the extent permitted by law, employees will be required to repay the Church (through payroll deduction, if lawful) for any lost or damaged Church property.

As noted previously, all employees are employed at-will and nothing in this handbook changes that status.

5-24. Exit Interview

Employees who resign are requested to participate in an exit interview with Human Resources, if possible.

General Handbook Acknowledgment

This Employee Handbook is an important document intended to help you become acquainted with Living Word. This document is intended to provide guidelines and general descriptions only; it is not the final word in all cases. Individual circumstances may call for individual attention.

Because the Church’s operations may change, the contents of this Handbook may be changed at any time, with or without notice, in an individual case or generally, at the sole discretion of management.

Please read the following statements and sign below to indicate your receipt and acknowledgment of this Employee Handbook.

I have received and read a copy of Living Word’s Employee Handbook. I understand that the policies, rules and benefits described in it are subject to change at the sole discretion of the Church at any time.

I further understand that my employment is terminable at will, either by myself or the Church, with or without cause or notice, regardless of the length of my employment or the granting of benefits of any kind.

I understand that no contract of employment other than “at will” has been expressed or implied, and that no circumstances arising out of my employment will alter my “at will” status except an express written agreement. I understand that my signature below indicates that I have read and understand the above statements and that I have received a copy of the Church’s Employee Handbook.

Employee’s Printed Name:____________________ Position:____________________

Employee’s Signature:_______________________________ Date:_______________

The signed original copy of this acknowledgment should be given to management - it will be filed in your personnel file.

Receipt of Sexual Harassment Policy

It is Living Word’s policy to prohibit harassment of any employee by any Supervisor, employee, customer or vendor on the basis of sex or gender. The purpose of this policy is not to regulate personal morality within the Church. It is to ensure that at the Church all employees are free from sexual harassment. While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about an employee’s physical appearance, conversation about your own or someone else’s sex life, or teasing or other conduct directed toward a person because of his or her gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.

If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to your Supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be harassment, please contact the HR Director. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Church will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be subject to disciplinary action, up to and including discharge.

I have read and I understand Living Word’s Sexual Harassment Policy.

Employee’s Printed Name:____________________ Position:____________________

Employee’s Signature:_______________________________ Date:_______________

The signed original copy of this receipt should be given to management - it will be filed in your personnel file.

Receipt of Non-Harassment Policy

It is Living Word’s policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of any protected classification including, but not limited to, race, color, national origin, disability, marital status, or age. The purpose of this policy is not to regulate our employees’ personal morality, but to ensure that in the workplace, no one harasses another individual.

If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to your Supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be harassment, please contact the HR Director. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Church will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be subject to disciplinary action, up to and including discharge.

Employee’s Printed Name:_____________________ Position:____________________

Employee’s Signature:_________________________________ Date:______________

The signed original copy of this receipt should be given to management - it will be filed in your personnel file.