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					                              Diocese Of Trenton Employee Handbook


INTRODUCTION TO THE EMPLOYEE HANDBOOK ...................................4
  Introduction..........................................................................................5


THE DIOCESE OF TRENTON ............................................................6
  The History of the Diocese of Trenton ...................................................7


NEW EMPLOYEE INFORMATION........................................................9
  Equal Employment Opportunity...........................................................10
  Employment at Will .............................................................................11
  Background Checks ...........................................................................12
  References.........................................................................................14


EMPLOYMENT PRACTICES ............................................................15
  Introductory Period ............................................................................16
  Employment of Relatives (Nepotism) ...................................................17
  Job Posting ........................................................................................18
  Exit Interviews ....................................................................................20


EMPLOYEE CATEGORIES ..............................................................21
  Employment Status.............................................................................22
  Employee Classification......................................................................24


PAYROLL INFORMATION ...............................................................25
  Hours of Work ....................................................................................26
  Overtime Hours and Compensation.....................................................27
  Payroll................................................................................................29
  Merit Increases...................................................................................31


EMPLOYEE DEVELOPMENT ...........................................................33
  Performance Appraisal.......................................................................34
  Promotions and Transfers...................................................................35
  Tuition Reimbursement.......................................................................36




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                                 Diocese Of Trenton Employee Handbook


LAY EMPLOYEE - TIME OFF BENEFITS .............................................38
  Vacation .............................................................................................39
  Absence Due to Illness .......................................................................42
  Banking of Unused Sick, Personal and Vacation Days .........................43
     Banking of Sick and Personal Days Form ......................................................................... 44
  Donating Sick and Personal Days........................................................45
  Holidays and Holy Days ......................................................................46
  Time Off With Pay ...............................................................................48
  Leaves of Absence .............................................................................50
  Family and Medical Leave (FMLA and NJFLA) .....................................52


LAY EMPLOYEE–INSURANCE AND PENSION BENEFITS ........................55
  Group Term Life and Accidental Death and Dismemberment Insurance
  ...........................................................................................................56
  Health Insurance ................................................................................58
  Pension Plans .....................................................................................60
  Severance ..........................................................................................61
  Short Term Disability (STD).................................................................62
  Long Term Disability (LTD)..................................................................64
  Unemployment ...................................................................................65
  Workers Compensation ......................................................................66


LAY EMPLOYEE OPTIONAL BENEFITS..............................................67
  Dental Insurance ................................................................................68
  Tax Deferred Annuity OR TDA Program...............................................69


ATTENDANCE ............................................................................70
  Absence Notification ..........................................................................71
  Absence from Work and Tardiness .....................................................72
  Unacceptable Attendance ..................................................................73
  Unauthorized Absence .......................................................................74
  Inclement Weather Conditions – Office Closings .................................75
  Inclement Weather Conditions – Compensation...................................76




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                              Diocese Of Trenton Employee Handbook


CONDUCT.................................................................................77
  Acceptable Use of Technology Resources, Internet, and E-Mail ..........78
  Code of Conduct.................................................................................83
  Confidentiality of Information ..............................................................85
  Conflict of Interest ..............................................................................86
  Employee Behavior.............................................................................88
  Employee Grievances .........................................................................89
  Fraud .................................................................................................90
  Office Protocol ...................................................................................92
  Solicitation .........................................................................................94
  Workplace Harassment ......................................................................95
  Reports of Wrongdoing.....................................................................100


TRAVEL AND EXPENSES ............................................................. 101
  Conferences..................................................................................... 102
  Credit Cards.....................................................................................103
  Dues and Subscriptions ....................................................................104
  Mileage Reimbursement ...................................................................105
  Petty Cash ........................................................................................106
  Travel and Entertainment ................................................................. 107




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               Diocese Of Trenton Employee Handbook


Introduction to the Employee Handbook




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                       Diocese Of Trenton Employee Handbook


Introduction

This handbook applies to all employees who work for the Diocese of Trenton. It
has been prepared to provide employees with information regarding the
conditions, benefits and standards that affect them.

It is understood that these standards and procedures may develop and change
periodically. They are subject to review and change as the Bishop and or his
designees deem appropriate.

The Employee Handbook for Lay Employees is not, nor should it be construed to
constitute, a contract with a lay employee in service to the Church.

All non-contract employees are employees at will, and as such are free to resign
without reason. The employer, likewise, retains the right to terminate an
employee without cause.

It is important that you read, understand and become familiar with this handbook
and that you comply with all the standards that are set forth in this handbook. If
you have any questions, concerns or need additional information, please speak
with your immediate supervisor. If your supervisor is unable to answer your
question, please contact the office of Human Resources.




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               Diocese Of Trenton Employee Handbook


The Diocese of Trenton




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                       Diocese Of Trenton Employee Handbook


The History of the Diocese of Trenton

Pope Leo XIII created the Diocese of Trenton in 1881, carving it out of the
Diocese of Newark, which then covered all of New Jersey.
The new Diocese of Trenton, with Bishop Michael J. O’Farrell as its Chief
Shepherd, included 14 counties and covered two-thirds of the area of New
Jersey. It had about 35,000 Catholics in a general population of 413,693, with 51
priests.

In its nearly 125-year history, the diocese has been divided twice to establish
new dioceses and today includes four counties with a Catholic population of over
798,000 in a total population of more 1.9 million.
The diocese now has 297 priests in the diocese, 275 permanent deacons, 117
parishes, 48 Catholic elementary schools and 11 high schools.
100 years

Bishop John C. Reiss, who had been auxiliary bishop of the diocese since 1967,
succeeded Bishop Ahr on April 22, 1980, and led the celebration of the diocesan
centennial in August 1981.
Just a few months later, on Nov. 24, the diocese, now with a Catholic population
of 850,000 was divided again to establish the Diocese of Metuchen, which
included the four northern counties of Middlesex, Somerset, Hunterdon and
Warren.

Following the split, the Diocese of Trenton had a population of 447,915 Catholics
in Burlington, Mercer, Monmouth and Ocean Counties, with in 119 parishes
served by 193 diocesan priests and 105 religious priests.
New Millennium

After initiating the Emmaus program of priestly spirituality in 1982, Bishop Reiss
implemented the Renew process for lay spirituality, which brought parishioners
together in small faith-sharing groups in five seasons from 1985 through 1987.
In 1986, Bishop Reiss approved a new vicariate structure for administration of
the diocese. On Jan. 13, 1991, he opened the Fourth Diocesan Synod during a
Mass in St. Mary's Cathedral. It came 60 years after the Third Synod.
On June 30, 1992, Bishop Reiss launched Faith-In-Service, a diocesan capital
and endowment fund campaign, to ensure the financial stability of diocesan
services. The campaign had a goal of $32 million and raised more than $38
million in gifts and pledges.




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                       Diocese Of Trenton Employee Handbook


The History of the Diocese of Trenton Continued

In 1982, Msgr. Edward U. Kmiec, who had been master of ceremonies and
secretary for Bishop Ahr and later for Bishop Reiss, was named Auxiliary Bishop
of Trenton. Ten years later, Bishop Kmiec was appointed Bishop of Nashville,
TN.

On Nov. 21, 1995, Bishop John M. Smith was named Coadjutor Bishop of
Trenton; to one day succeed Bishop Reiss as bishop of the diocese. Bishop
Smith, a native of the Newark Archdiocese and a former Auxiliary Bishop of
Newark, at the time was Bishop of Pensacola-Tallahassee, FL.

On reaching the age of 75, Bishop Reiss submitted his letter of retirement to
Pope John Paul II. The letter was accepted, effective July 1, 1997, and that day
Bishop Smith became Chief Shepherd of the Diocese of Trenton.




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              Diocese Of Trenton Employee Handbook


New Employee Information




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                       Diocese Of Trenton Employee Handbook


Equal Employment Opportunity

 It is the policy of the Diocese of Trenton not to discriminate against any
 employee or applicant for employment because of race, sex, age, disability,
 national origin, religion and other classifications protected by law. The diocese
 will also take affirmative action to ensure that such applicants are recruited and
 employed, and that employees are treated during employment without regard to
 race, sex, age, disability, national origin, religion and other classifications
 protected by law. Such action shall include, but not be limited to the following:
 employment, promotion, demotion, or transfer; recruitment or recruitment
 advertising; layoff or termination; rates of pay or other forms of compensation;
 and selection for training, including apprenticeship, where applicable.

 All solicitations or advertisements for employees placed by or on behalf of the
 diocese, or any schools or institutions affiliated with the diocese; state that all
 qualified applicants will receive consideration for employment without regard to
 race, sex, age, disability, national origin, religion and other classifications
 protected by law. However, the diocese reserves the right to require that all
 employees comply with Catholic moral teachings.




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                        Diocese Of Trenton Employee Handbook


Employment at Will

Individuals employed by the Diocese of Trenton are hired and retained at the will of
the Diocese.

The Diocese's Employee Handbook and Human Resources Policies and
Procedures Manual do not constitute an employment contract or an agreement for
a definite or specified period of employment, nor do they limit or restrict in any way
the Diocese’s first amendment rights under the United States Constitution, the
Diocese’s religious freedoms, or the Diocese’s rights and duties under Canon Law.
Canon Law and church doctrine will prevail over any conflicts with state, local or
federal law. Rather, they are established for the guidance of our supervisory and
managerial personnel in the performance of their duties. The Diocese of Trenton,
its’ Parishes, and certain organizations and entities reserves the right to amend the
policies at any time.

The employment relationship is by mutual consent and may be terminated by either
The Diocese of Trenton, one of its organizations and entities or its employee at any
time, for any reason or for no reason, with or without the other’s consent or
approval.




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                        Diocese Of Trenton Employee Handbook


Background Checks

At its June 2002 General meeting, the full body of the United States Catholic
Bishops approved of the Charter for the Protection of Children and Young
People. The Charter was finalized at the Bishops’ November 2002 General
Meeting. Article 13 of the Charter instructs each Diocese to evaluate the
background of all diocesan and parish personnel who have regular contact with
minors. As part of its commitment to implement the Charter and in furtherance of
its commitment to protect our children and youth, the Diocese of Trenton adopts
this Policy of Criminal History Background Checks.

The Policy mandates criminal history background checks for all priests, deacons,
and seminarians even if during the course of their ministry they have no contact
with minors. It mandates criminal history background checks for all religious,
employees, volunteers and third-party vendors who during the course of their
work or volunteer activity at any Diocesan entity, have direct contact with minors.
This applies even to those who have one isolated contact with minors if that
contact involves an overnight activity.

Background checks will be obtained through fingerprint analysis conducted by
the New Jersey State Police and the Federal Bureau of Investigation. Law
enforcement personnel will take fingerprints. The Diocesan Office of
Administrative Services will administer the program and coordinate it on the local
level by designated diocesan, parish, and school representatives.

The policy provides that persons who were convicted of, or plead guilty to, crimes
and offenses involving sexual misconduct or physical violence will not be
permitted to work with, or volunteer in the presence of minors. Persons who were
convicted of, or plead guilty to, lesser crimes and offenses cannot work with, or
volunteer in the presence of minors unless the Diocese gives express written
permission after an investigation into the facts surrounding the conviction or plea.
The same holds true for persons who are charged with committing a crime, but
were not convicted or did not plead guilty.

All investigations will be implemented by the Director of Human Resources and
the Chief Administrative Officer of the Diocese of Trenton.

Who must be checked?

   •   All Priests, seminarians and deacons whether or not, during the course of
       their professional duties, they have contact with a minor.
   •   All candidates for the ILEM and the Diaconate.




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                       Diocese Of Trenton Employee Handbook


Background Checks Continued

   •   All religious and Diocesan employees and volunteers who, during the
       course of their employment or volunteer activity, have regular contact with
       a minor on an ongoing basis or will have contact with a minor on one
       occasion involving an overnight activity. These include but are not limited
       to the following:

             Parish catechetical leaders and staff
             Religious Education teachers and regular aides
             Directors and staff of Youth Ministry Programs
             Directors of children’s and youth choirs
             Adult scout leaders
             Summer camp personnel
             Maintenance Staff including contracted staff
             Regularly scheduled volunteers in schools
             Altar Server coordinators
             Athletic Coaches




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                       Diocese Of Trenton Employee Handbook


References

All requests for references on current, retired, or former employees of the
Diocese must be referred to the Office of Human Resources. The office of
Human Resources will only confirm employment and provide a start and end
date.

If a current, retired, or former employee would like a more detailed reference the
employee must submit a signed reference release waiver to the Office of Human
Resources. Once the signed waiver is received, the line manager will provide a
more detailed reference.

Occasionally, an employee may be asked to provide a personal reference
regarding their relationship outside of work at the Diocese. If an employee
chooses to provide this reference it may not be written on Diocesan letterhead or
contain any reference to the employee’s work performance.




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              Diocese Of Trenton Employee Handbook


Employment Practices




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                      Diocese Of Trenton Employee Handbook


Introductory Period

New employees are placed on an Introductory Status for a period of ninety (90)
calendar days commencing with their first day of employment. This time
provides the employer and the employee the opportunity to determine whether
continued employment is desirable. Employment may be terminated at any time
and for any reason during the introductory period. The introductory period does
not alter the at will nature of the employment relationship.

The length of the Introductory Period may be extended for one additional ninety
(90) day period if a supervisor deems such an extension is necessary or
appropriate. At least ten days before the end of the Introductory Period, the
supervisor should file a written performance evaluation. This permits the
appropriate authority to process this information before and if the individual
becomes a non-introductory employee within The Diocese of Trenton.
Successful completion of the introductory period does not change the at-will
status of employment.




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                       Diocese Of Trenton Employee Handbook


Employment of Relatives (Nepotism)

It is the policy of the Diocese of Trenton and all its’ organizations and entities,
that one family member should not be hired by and/or work under another family
member. The Diocese may employ relatives of employees subject to certain
conditions. The policy to hire relatives must be in accord with the rules
established in the “Guidelines” section below.

This policy applies to new hires, as well as employees who may transfer from one
Office to another.

When an employee becomes a relative of another employee, The Diocese of
Trenton has the right to take appropriate action to avoid or address any potential
problems.     The Director of Human Resources and the applicable local
administration will review these situations on a case-by-case basis.

Existing employees otherwise subject to this policy will remain in place unless a
clear and present control issue presents itself.

GUIDELINES

   1. For this purpose, a relative is defined as: immediate family, husband,
      wife, father, mother, stepfather, stepmother, daughter, son, stepson,
      stepdaughter, brother, sister, stepbrother, stepsister, grandparent,
      grandchild, father-in-law, mother-in-law, brother-in-law, sister-in-law,
      son-in-law, daughter-in-law, niece, nephew, aunt, uncle, foster child or
      ward of the court. This definition also applies to relatives who are
      consultants, contractors or contract help.

   2. Relatives must follow the established framework specified in the
      Employee Selection Process and will be considered for any position in the
      same manner as any other applicant seeking employment.

   3. Relatives of employees are eligible for any work assignment except:
      a.   One that requires a relative to supervise the work of another relative.
      b.   One that requires a relative to check, review or process the work of
           another.

   4. Supervisors may further restrict the employment of relatives in
      departments where close proximity with one another would be disruptive
      to operations.

   5. Relatives will not be selected to serve on panels, committees, nor any
      such activity where review, decision or action would place them in a
      compromising position.




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                       Diocese Of Trenton Employee Handbook


Job Posting

The Diocese believes in providing eligible and qualified employees with every
available opportunity to advance within the Pastoral Center. The Job Posting
program provides all qualified employees with an equal chance of indicating their
interest in advancing to other jobs or higher-level jobs according to their skills
and experience.

Any employee who has a minimum of one-year employment may apply for a
posted position. Job Posting Applications are available in the Office of Human
Resources. The Office of Human Resources treats all Job Posting Applications
confidentially until the candidate progresses to the final steps in the selection
process.

Directors may choose not to post a position if they fill the vacancy by selecting a
current member of their own staff.


GUIDELINES

   1.   The Diocese will post all positions at the director’s level or below for
        seven working days and must receive all applications prior to the end of
        the seventh working day.

   2.   All job postings will be on the employee bulletin boards located in the
        cafeteria.

   3.   The notices will contain the posting date, job title, name of department,
        abbreviated job description and the job specifications (required skills and
        abilities).

   4.   An employee must have continuous employment with the diocese and or
        one of its organizations and entities for a minimum period of one (l) year
        before he/she can apply for a posted position.

   5.   An employee may not change from one job to another or transfer
        laterally more often than once every twelve months.

   6.   Employees under any type of disciplinary action are not eligible for a
        transfer.

   7.   Employees can obtain applications from the Office of Human Resources.




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                       Diocese Of Trenton Employee Handbook


Job Posting Continued

   8.   The Office of Human Resources is responsible for making the initial
        determination that the applicant meets the minimum qualifications for the
        position. Human Resources will then refer the applicant to the hiring
        manager for an in-depth interview.

   9.   The Office of Human Resources will notify applicants of any interviews,
        and the results of their interview.




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                        Diocese Of Trenton Employee Handbook


Exit Interviews

The Diocese of Trenton and all of its’ Organizations and entities handle all
terminations fairly and equitably. If you are terminating your employment, either
voluntarily or involuntarily, you may request an exit interview with the office of
Human Resources.

All employees who are terminating their employment from the Pastoral Center are
encouraged to schedule an exit interview with the Director of Human Resources. In
some instances, the Office of Human Resources may initiate the request for an Exit
Interview.

The purposes of the exit interview are:

   •   To monitor and compile information related to turnover.
   •   To obtain information that may help the Diocese reduce turnover.
   •   To give the employee an opportunity to discuss reasons for the termination.
   •   To recover all diocesan property, like keys and equipment, and settle any
       outstanding financial obligations.




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              Diocese Of Trenton Employee Handbook


Employee Categories




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                       Diocese Of Trenton Employee Handbook


Employment Status

Lay persons are employed on both full and part-time schedules. Such
arrangements may provide a distinct advantage to diocesan operations as well
as being a matter of personal convenience to the individual.

Individuals employed in all of the categories are covered as required by law for
Social Security. The diocese and all entities within the diocese are self-insured
for Short Term Disability, Unemployment Insurance and Workers Compensation.

Guidelines
 1. Introductory Period:       All newly hired lay employees will have an
    introductory status for a period of 90 days. Upon completion of this 90 day
    period these employees should receive a performance appraisal by the
    appropriate supervisor. The results of this review will help to determine
    whether or not the employee will be retained or discharged. Employment
    remains at-will during the introductory period. Successful completion of the
    introductory period does not change the at-will status of employment.

 2. Full time: Once the Introductory Period (normally a 90-day evaluation
    period) has passed, employees in this category will work the normal
    schedule, a minimum of 35 hours per week.

 3. Part – time: Each entity within the Diocese of Trenton can establish their
    requirement for weekly hours worked for an employee to be eligible for
    health, pension, and life insurance and disability benefits.

     An entity may select either 20 or 30 hours per week for an employee to be
     benefit eligible, as long as, they treat all employees consistently. Also,
     employees that had benefits while previously working 20 hours would be
     grandfathered should the entity increase the requirement to 30 hours per
     week.

     Employees that work less than 20 hours in any Diocese of Trenton
     Organization will not be eligible for benefits, except those mandated by law.

 4. Temporary: Employees in this category are employed to perform a specific
    function or for a specified period of time, and their employment is limited
    due to the nature of the job or availability of the individual. The employment
    period for those in this category cannot exceed one year. Temporary
    employees are eligible for the benefit of Workers’ Compensation only.




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                      Diocese Of Trenton Employee Handbook


 Employment Status Continued

 5. Contract: Under the law, all employees are employed by the entity for
    which they work (i.e. parish, schools, diocesan offices etc).

    Contracts are required for teachers and principals in Catholic Education, as
    well as directors and coordinators of Religious Education programs.




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                       Diocese Of Trenton Employee Handbook


Employee Classification

It is the policy of the Diocese of Trenton to classify all lay employees as either
Exempt or Non-Exempt on the basis of whether in the performance of their
assigned job; he/she meets the tests for the Executive, Administrative,
Professional or Computer Professional exemption.

      Exempt Employees:
      Include employees whose positions regularly require the performance of
      duties related to management and general business operations. These
      employees are exempt from wage and hour provisions if they meet the
      tests stipulated by the Fair Labor Standards Act (FLSA) and New Jersey
      wage and hour laws which are outlined in the Diocesan Policy Manual.

      These positions include:
      Executive, Administrative, Professional or Computer Professionals

      Non-Exempt Employees:
      Include employees whose positions require the performance of clerical
      and support functions and are covered by the Fair Labor Standards Act
      (FLSA) minimum wage and overtime pay provisions. These employees
      are paid a salary (either hourly or base) and must receive overtime pay
      when they work more than 40 hours in one week.




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                Diocese Of Trenton Employee Handbook


Payroll Information




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                       Diocese Of Trenton Employee Handbook


Hours of Work

Full-time employees are required to work thirty-five hours per week. The usual
hours may be either 8:45 am to 4:30 pm or 9:00 am to 4:45 p.m. which includes a
forty five minute unpaid lunch break. A Director may change a schedule based on
the operating needs of the department.

GUIDELINES

   1) Directors may determine the scheduled hours for each employee.

   2) Supervisors will communicate the Diocesan’s policy on hours of work to their
      employees and monitor their adherence to schedules.

   3) In some instances, due to extenuating circumstances, supervisors may
      request employees to shorten their lunch period, but in no case can the
      lunch period be shorter than 20 minutes.

IMPLEMENTATION

   1) Personal Appointments: As a rule, personal appointments or medical
      appointments should not interrupt regularly scheduled office hours.
      Personal Days and paid Holidays should be used for this purpose. When
      it is necessary to make an appointment during office hours, an employee
      should consult with his/her supervisor for approval.

   2) Lunch Period: Diocesan employees are normally entitled to a 45 minute
      lunch period. Lunch is to be arranged between 11:30AM – 2:00PM and is
      always subject to the advance approval of the employee’s supervisor.

   3) Rest Periods (Break): Since restrooms and coffee service are available
      and contiguous to all work areas at the Pastoral Center, formal rest
      periods or breaks are not the norms. This is consistent with Federal and
      New Jersey law.




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                        Diocese Of Trenton Employee Handbook


Overtime Hours and Compensation

It is the policy of the Diocese of Trenton and all its’ organizations and entities to
pay overtime to all non-exempt employees who work more than 40 hours in a
seven day period. All overtime must be pre-approved by the Diocesan Chief
Administrative Officer.

It is also the policy of the Diocese of Trenton to offer Compensatory time off to
exempt employees that work a Saturday or Sunday in addition to their usual five
day work week.


GUIDELINES

1) Eligible employees covered must be paid no less than the legal minimum wage,
   or its equivalent, for each hour worked and must be paid at least time-and-one-
   half of the employee’s regular hourly rate for all hours worked in excess of 40
   per week.

2) All non-exempt employees must first have prior approval from their Director
   before working overtime.

   EMPLOYEES ELIGIBLE TO EARN OVERTIME ARE NOT PERMITTED TO
   SUBSTITUTE COMP TIME FOR OVERTIME.

3) Authorized overtime of non-exempt employees will be paid one and one-half
   times his/her regular salary rate for all authorized overtime of more than 40
   hours.

4) Non-exempt employees can neither waive their right to be compensated for
   overtime of 40 or more hours nor agree to a lower overtime rate.

5) The employer is under no obligation to count hours of authorized absence
   from work or work time for the computation of overtime (i.e. meal periods).

6) Payment Schedule

   a) Non-Exempt Employees

       i) Straight Time – up to 40 hours worked in one week

       ii) Time-and-one-half – after 40 hours worked in one week

       iii) Time-and-one-half for the “6th working day of the week”

       iv) Sundays – double time (2x hourly rate).



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                       Diocese Of Trenton Employee Handbook


Overtime Hours and Compensation Continued

      v) National Holiday and Diocesan closed – double time (2x hourly rate for
         the hours worked)

   b) Exempt Employees

      i) Exempt employees do not qualify for overtime, however if they work a full
         7 hour day on a Saturday or Sunday, in addition to their usual 5 day work
         week, they will be entitled to a ‘Comp Day.’

      ii) Compensatory time off must be scheduled at the convenience of your
          department with prior approval from the Director. Compensatory time is
          not cumulative and must be used within one month from the time it is
          earned or it will be forfeited.

      iii) Directors must notify the Director of Human Resources when they
           themselves or a member of their staff take a comp day.

7) Process for Approving Overtime – When it is necessary for a non-exempt
   employee to work overtime, the Director must obtain prior approval from the
   Chief Administrative Officer. Upon working overtime, the Director should
   provide the dates and hours worked in writing, to the Office of Finance.




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                       Diocese Of Trenton Employee Handbook


Payroll

Employees of the Diocese are paid on predetermined days. In addition to the
required deductions, other deductions such as health insurance or deposits to the
Diocese of Trenton savings or checking accounts are at the option of the employee.
The employee must sign an authorization to have these items deducted from their
salary. All salaried employees are paid on a current basis. All hourly employees
are paid on a prior week basis. Overtime is paid on a prior week basis.

Advances in pay are prohibited, as are extensions of credit or loans to
employees.

GUIDELINES

1) All diocesan units should establish a regular payday and pay employees on
   the day before if the regular payday falls on a non-workday, such as a
   holiday.

2) If an employee is absent on payday, his/her check will be held for the
   employee’s return or mailed to him/her upon request. It is the employee’s
   responsibility to keep his/her address on file with the appropriate payroll
   authority. Requests for early issuance of paychecks will not be granted.
   However, if an employee will not be available on payday (e.g. is away on
   vacation), he/she may make a written request to the payroll office to mail the
   check to a designated residence.

3) Paychecks or Direct Deposit Receipts should not be given to an employee’s
   relative unless prior written authorization is received from the employee and
   the person has identification and signs a receipt.

4) Deductions from Gross Pay:

   All salary deductions are itemized on the paycheck stub. Any questions
   regarding the computation of these amounts should be directed to the Office
   of Finance.

   a) Compulsory Salary Deductions:

      i) Withholding Tax (Federal Income Tax) – The Internal Revenue
         Service Wage Bracket Tables are utilized for calculating tax amounts.
         Each year on or before January 31, each employee must receive a
         statement (W-2 Form) of the amount of taxes deducted.

      ii) FICA – Social Security Taxes will be deducted at the current rate(s)
          prescribed by law.




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                        Diocese Of Trenton Employee Handbook


Payroll Continued

      iii) New Jersey State Income Tax – Taxes will be deducted per State
           Schedule.

   b) Voluntary Deductions:

      Other deductions may be made from an employee’s paycheck with the
      employee’s written permission, including such items as:

      i.    Tax sheltered annuities or other such saving vehicles.

      ii. Health Insurance Premiums for employee’s share and dependent
          coverage (if appropriate).




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                        Diocese Of Trenton Employee Handbook


Merit Increases

It is the policy of the diocese to uniformly administer its wage and salary program
so every employee will have the opportunity to advance within the limits of the
assigned rate range according to his or her performance.

Salary increases may be granted at the end of the fiscal year in connection with an
employee’s performance review.          Promotional increases and salary scale
adjustments, with the approval of the Chief Administrative Officer, will typically be
approved at the end of the fiscal year.

GUIDELINES

1) Administration of Salary:

      People are hired and paid a wage within the range for the position. The
      amount of the starting salary depends on the person’s previous education
      and experience and how prepared the person is for the position.

2) Rate Changes Consist of the Following Categories:

   a) Merit Increase: The most effective kind of remuneration is the pay for
      performance called Merit Increase or Merit Pay. Based on the individual’s
      performance, employees may receive merit increase consideration at a
      specific time during the year. The amount of the increase is proportional
      to the individual’s contributions.       The individual’s contribution is
      determined and communicated through a performance evaluation. The
      exception to this rule is if the performance does not merit an increase or
      the wage has reached the maximum of the salary range for the position.

   b) Promotional Increase: Employees promoted to positions of greater
      responsibility should receive, at the time of promotion, an increase that
      adequately recognizes the true nature of the promotion.

3) Transfers: Employees transferred to another position having the same job
   grade will be paid their present rate.

4) Demotions: Employees who show that they do not have skills required in
   their present position or exhibit a lack of interest in the position may be
   downgraded to an open position, providing they meet the qualifications for the
   opening. If such positions do not exist, the employee should be terminated,
   providing that there is documentation to support the unsatisfactory
   performance and such has been communicated to the employee.

   At the time of demotion there should be a reduction in rate, with the new rate
   not exceeding the mid-point of the new position.



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                        Diocese Of Trenton Employee Handbook


Merit Increases Continued

5) Re-Evaluation:

   Significant changes in the duties of a position usually result in either the
   upgrading or downgrading of the position’s rate range.




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             Diocese Of Trenton Employee Handbook


Employee Development




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                       Diocese Of Trenton Employee Handbook


Performance Appraisal

Performance appraisal is the process of identifying, measuring, developing and
coaching employee performance.

It is the policy of the Diocese of Trenton to review employee performance on a
regular basis to acknowledge accomplishments, identify areas for improvement and
establish goals for future performance and development.

Performance reviews are endeavored to be completed annually by the end of the
fiscal year.




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                        Diocese Of Trenton Employee Handbook


Promotions and Transfers

The Diocese of Trenton and all its’ organizations and entities base promotions
and transfers on an individual’s job performance as determined by his/her
supervisor and the individual’s ability to assume a position of greater
responsibility.

It is the policy of The Diocese of Trenton to make promotions or advancements
based on individual ability without regard to race, sex, age, disability, national
origin, religion, status as a disabled, Vietnam Era veteran or other classifications
protected by law.

GUIDELINES

  1. Opportunities for changes in job status are available to any employee
     wanting consideration for a promotion and or transfer.

  2. In order to be eligible for a promotion, an individual must have worked at
     his/her current job for one (1) year prior to the promotion.

  3. As for transfers, an employee may post for any vacancy as long as; he/she
     possess the necessary skills and have worked in their job for at least one
     year, unless the change is initiated by management and is necessary to
     the needs of the diocese.

      If an employee is successful, and he/she is offered the posted position, we
      suggest that non-exempt employees provide their current department with
      a minimum of two weeks notice. Exempt employees should provide their
      current department with four weeks notice. This should provide the
      department with sufficient time to replace and train someone to fill the
      employee’s prior position.

  4. All promotions are dependant upon the Performance Appraisal. Therefore,
     any individual seeking a promotion must have a rating of Meeting
     Expectations or higher.




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                       Diocese Of Trenton Employee Handbook


Tuition Reimbursement

The success of any organization ultimately depends on the competency of the
people who serve it. The Church is no exception and it recognizes the
importance of providing for the continuing educational development of its staff.

It is the policy of the Diocese of Trenton to reimburse tuition expenses for active
full-time employees of the Pastoral Center.

GUIDELINES

   1.   This reimbursement program applies exclusively to employees of the
        Pastoral Center.

   2.   Reimbursement for individual courses must be pre-approved by the
        Office Director or higher if the reimbursement is for the Office Director’s
        education.

   3.   The courses must be related to either the employee’s current job or
        other positions the person could possibly apply to within the Diocese.

   4.   The Local Director (or higher if necessary) has the discretion to
        determine if a course is job related and, therefore, eligible for
        reimbursement through this program.

   5.   The courses must be taught at an accredited college or University.

   6.   Each individual reimbursement payment will be for 100% of the cost of
        course tuition where a grade of B or higher is earned. Other costs (fees,
        books, etc.) will not be reimbursed.

   7.   The total reimbursement to an employee will be subject to an annual
        maximum of $3,000 within a fiscal year.

   8.   The employees that have left the Pastoral Center will not be permitted to
        seek reimbursement for courses that were approved during the time that
        they were actively employed at the Pastoral Center.

   9.   The cost of the tuition reimbursement will be charged to the office budget
        where the person is employed at the time of payment. Also, that office
        will be responsible for preparing and submitting the check request to the
        Finance Office.

   10. Each participating employee must apply for reimbursement within one
       month of receiving his or her grades.




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                       Diocese Of Trenton Employee Handbook


Tuition Reimbursement Continued

   11. A copy of all check requests for tuition reimbursement must be
       forwarded to the Human Resources Department. This will be used to
       verify that the payment tot the employee is correct.

REPAYMENT

If an employee chooses to leave his position at the Diocesan Pastoral Center,
then he/she must repay the Pastoral Center as follows:

   •   Within one (1) year – repayment of 50% of the tuition benefit
   •   Within two (2) years – repayment of 25% of the tuition benefit
   •   Within three (3) years – 0%, no repayment to the Pastoral Center

At the time of an employee’s separation from employment, Human Resources
will review the employee’s file and determine if any repayment is necessary.
Human Resources will also calculate the amount to be repaid.




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               Diocese Of Trenton Employee Handbook


Lay Employee - Time off Benefits




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                        Diocese Of Trenton Employee Handbook


Vacation

All full time and part time employees are eligible for vacation based on their
length of service and or position within the Diocese of Trenton, its’ Parishes and
affiliated organizations in accordance with the following guidelines.

Eligibility:

Paid vacation time is determined by length of service for both full-time and
part-time employees, as follows:

   a) In the first year of employment, an employee that is hired prior to March 1st
      will earn one day per month and be eligible for a maximum of two weeks
      vacation after they have completed six months of consecutive
      employment. If an employee is hired after March 1st, but before May 1st
      they will earn one (1) day per month for each month of employment and
      be eligible for maximum of 1 week’s vacation after they have completed
      six months of consecutive employment. Anyone hired after May 1st will
      not be eligible for vacation until the next calendar year.

   b) From the first full calendar year of employment through the 4th year, an
      employee receives two (2) weeks.

   c) In the year of the employee’s fifth anniversary: the employee is eligible for
      three (3) weeks.

   d) In the year of the employee’s tenth anniversary: the employee is eligible
      for four (4) weeks.

Vacation Pay is Equal to a Regularly Scheduled Workweek:

For employees working 35 hours per week, one week of vacation pay is equal to
35 hours. For employees working a part-time fixed hour workweek, one week of
vacation is equal to the average number of hours worked per week during the
past year.

Determining Total Vacation Time:

Total vacation is calculated as of the employee's anniversary date. For example,
a person qualifies for three (3) weeks' paid vacation in the year of his/her fifth
anniversary date of employment.

Deferral of Vacation:

Vacation time is intended to be taken during the calendar year in which it was
earned. With the prior written approval from the Director and the Director of
Human Resources, an employee may defer up to two weeks into the next


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                        Diocese Of Trenton Employee Handbook


Vacation Continued

calendar year. If vacation is deferred into the next year it must be scheduled and
taken prior to February 28th. Directors who wish to defer their vacation into the
next calendar year must receive a written approval from the Chief Administrative
Officer.

Banked Vacation Time:

An employee can bank any unused vacation days. However, banked vacation
time can only be used when employees are unable to work because of a non-
occupational injury or illness and not for vacation or other personal reasons.

Scheduling Vacations:

Vacations require the approval of the Director. Every effort will be made to
permit employees to take their vacations at the time requested, however
scheduling approval will be based on the convenience of the department.

New Employees and Vacation:

New employees, who inform the Diocese of vacation plans prior to being hired,
may take their vacation with no pay. The Director is responsible for notifying the
Director of Human Resources.

Vacation Pay in Lieu of Time-Off:

Vacation pay cannot be granted in lieu of taking actual time off.

Calculating Vacation Pay:

When an employee terminates, he/she is paid for any unused, but accrued
vacation. The vacation time paid for is based on the length of service and the
number of months worked in the current year. For instance, an employee in
his/her fifth (5) year of service who has three weeks of vacation and who
terminates on June 1, the calculation is as follows:

15 Vacation days = 1.25 days/month x 5 months worked = 7.5 days unused
vacation time.

However, an employee who terminates prior to completing their initial 6 months
of employment will not be eligible for any payment for accrued, but unused
vacation at the time of termination.




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                       Diocese Of Trenton Employee Handbook


Vacation Continued

Holiday during Vacation:

If an observed holiday occurs during an employee's scheduled vacation period,
he/she will be credited with an additional day of vacation.

Illness during Vacation:

If an employee becomes ill or suffers an accident during a scheduled vacation,
his/her status will be changed to "Absence on account of illness", starting with
the day of the illness or accident. However, the employee must furnish proof of
illness and/or accident.

Unearned Vacation:

If an employee wishes to take unearned vacation, either paid or unpaid, it must
be approved by the Chief Administrative Officer.




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                       Diocese Of Trenton Employee Handbook


Absence Due to Illness

This policy defines short-term absence due to illness. All full-time and part-time
employees establish eligibility for a specific number of Sick and/or Personal
Days. The Diocese reserves the right to change or amend this benefit at any
time.

Full-time employees:

In the first year of employment, an employee will earn one (1) sick day per month
with a cap of four (4) sick days. The month in which they start work counts as
the first month regardless of the date of hire within that month. One (1) day of
the first four (4) days may be used as a personal day and must be scheduled
with the employee’s supervisor.

On January 1st of each year, following the first year of employment, all full-time
employees will receive an allowance of eight (8) paid sick days. You may use
two (2) of these sick days as personal days. Personal days must be scheduled
with your supervisor. The remaining six (6) days must be used for absence due
to illness. An employee may reserve all eight (8) days in their bank to a
maximum of 65 days.

Sick and or personal days are not cumulative. All accrued sick leave is forfeited
upon notice of retirement or termination of employment by either the employee or
the Diocese and all of its organizations and entities.

Part-time employees:

In the first year of employment all part-time employees will receive a number of
sick and personal days, which is calculated in relation to the number of hours
they work on a regular weekly basis. They will earn one (1) sick day a month
until they reach the appropriate cap. The month in which they start work counts
as the first month regardless of the date of hire within that month.

Part-time employees are allowed to use one (1) of their allotted sick days as a
personal day, which must be scheduled with the employee’s supervisor.

NOTE: Sick and/or Personal Days are not cumulative. All accrued sick leave is
forfeited upon notice of retirement or termination of employment by either the
employee or the Diocese and all of its’ organizations and entities.

While local policy may differ, Supervisors should inform employees of the
number of sick and/or personal days available.




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                        Diocese Of Trenton Employee Handbook


Banking of Unused Sick, Personal and Vacation Days

Effective January 1, 2004, a Pastoral Center employee can bank unused sick,
personal and vacation days for use in the future to protect their income when they
are ill or unable to work because of a non-occupational injury or illness.

Details of this program are:

   •   An employee of the Pastoral Center may bank up to eight (8) days of sick
       time per year and any unused vacation days. An employee cannot accrue
       vacation days into their bank to be used as future vacation days. (i.e. an
       employee can only use banked vacation days for a non-occupational injury
       or illness.)

   •   Each employee may bank a maximum of 65 working days, (3 months).

   •   Employees will not be paid for any banked days upon leaving employment at
       the Pastoral Center. In addition, these days are not transferable should an
       employee accept an assignment outside the Pastoral Center.

   •   The donation of sick days may be permitted and evaluated on a case-by-
       case basis with the advice and consent of the Chief Administrative Officer of
       the Diocese.

NOTE: In order to bank days, the employee must complete the following Banking
of Sick and Personal Days form.




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                      Diocese Of Trenton Employee Handbook



                  Banking of Sick and Personal Days Form


Employee _________________________________________________________


Calendar Year _____________________________________________________


Unused Days for Banking ___________________________________________



                                             _____________________________
                                                    Office Director’s Approval


                                             _____________________________
                                                                      Date




* Attach a copy of the employee’s attendance record and submit it to the
Human Resources Department.



___________________________            ________________________________
Employee Signature & Date              * Chief Administrative Officer (CAO)



                                        _________________________________
                                        Date


* Human Resources will arrange for a review and signature by the CAO.




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                        Diocese Of Trenton Employee Handbook


Donating Sick and Personal Days

In extraordinary circumstances, Pastoral Center employees may donate sick,
personal and vacation days with the advice and consent of the Diocesan Chief
Administrative Officer (CAO).

An employee is limited to donating (5) days within a calendar year and is limited to
a maximum of donating ten (10) days during the entire time they work at the
Pastoral Center. Also, an employee is limited to receiving a maximum donation of
thirty (30) days during their entire career in the Pastoral Center.




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                        Diocese Of Trenton Employee Handbook


Holidays and Holy Days

Holidays
Full time, part-time and introductory period employees are entitled to the
observed paid holidays if they fall on the employee's normal workday. In
addition, the four holy days set forth in this policy may be paid when they fall on a
normal workday.

At the beginning of each calendar year, the Diocese will post a list of holidays on
the bulletin boards located in the cafeteria. From time to time, the Diocese may
grant other holidays.

Holidays falling on a Sunday are observed the following Monday. When certain
holidays fall on a Saturday, the Diocese may observe the holiday on the preceding
Friday.



   *New Years Day                             Labor Day
   Martin Luther King Day                     Columbus Day
   President’s Day                            **Veteran's Day
   Good Friday                                Thanksgiving Observance (2 days)
   Easter Monday                              ***Christmas Observance
   Memorial Day                                  (2 or 3 days)
   *Independence Day


   * If New Year’s or Independence Day falls on a Saturday, the holiday will be
   observed on the preceding Friday. If either day falls on a Sunday, it will be
   observed on the following Monday.

   ** Veterans’ Day will be observed as a paid holiday only if it falls on a regularly
   scheduled workday.

   *** The day before and after Christmas, will be observed as a paid holiday only
   if it falls on a regular workday. When Christmas is on a Saturday or Sunday, the
   preceding Friday and following Monday will be observed as a paid holiday.

NOTE:
It is understood that local policies may be different from those observed in the
diocesan offices. As a result, the maximum number of holidays and holy days
would be those listed above. In most cases, the list of holidays will be shorter in
order to comply with local policy.




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                        Diocese Of Trenton Employee Handbook


Holidays and Holy Days Continued

Holy Days

Holy days will be observed on the days on which they fall on the liturgical
calendar. The Holy Days presently observed with pay are:

   Ascension Thursday – 40 days after Easter
   Feast of the Assumption – August 15th
   Feast of All Saints – November 1st
   Feast of the Immaculate Conception – December 8th

These days will be paid when they fall on a normally scheduled workday;
otherwise, they will not be paid.

NOTE:

   •   If an employee is pre-approved by their supervisor to work on a holiday, then
       they are eligible to receive holiday pay if the Diocesan holiday falls on a
       scheduled workday and the Diocese elects to close.

   •   Hourly employees will be paid for regularly scheduled hours for that day.

   •   Non-exempt employees are not paid for holidays if they are absent the day
       before or after the holiday without prior permission.

   •   If The Diocese of Trenton closes early, or for an entire day, salaried and
       hourly employees will be paid for their regularly scheduled hours.

   •   The decision to allow employees to leave early on the day before a holiday
       will be made by the Vicar General.




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                       Diocese Of Trenton Employee Handbook


Time Off With Pay

Paid time-off may be granted to employees under the conditions described
below. All employees should be made aware of the local policies governing
these provisions. The paragraph covering Military Service is the same for all
Diocesan employees no matter where they may work.

Death in the Family:

Death of a family member, however close or distant the relationship, may affect
employees and their ability to perform their assigned responsibilities.

If there should be a death in an employee’s immediate family (spouse, parent,
child, brother, sister, grandparent) or any other relative in the household, the
employee will be eligible to receive excused absences with pay up to a maximum
of five (5) days starting from the date of the death.

If the funeral or final arrangements of an immediate family member is of
significant distance, additional days may be granted with the approval of the
Chief Administrative Officer.

For relatives not in the immediate family, an employee may use accrued personal
days.

Jury Duty:

Employees must be excused from regular assignments to fulfill required jury
service. If an employee is called to serve on jury duty, he/she must notify his/her
Director immediately. If an employee is summoned for jury duty, he/she will be
paid his/her full wages. If the court excuses an employee on any day prior to
1:00PM, he/she must return to work.

Military Service and Annual Military Reserve Training:

Uniformed Services Employment & Re-employment Rights Act, 38 U.S.C.
Section 4301, et seq. prohibits employers from discriminating in employment
based on membership in the military reserves or National Guard. They cannot
be refused employment, denied promotions or discharged because of their
obligation to serve. This covers extended active duty, as well as weekly drills
and other short periods of service.




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                        Diocese Of Trenton Employee Handbook


Time Off With Pay Continued

In addition, the Military Selective Service Act protects all military personnel,
including those in the National Guard and reservists, as well as those who
volunteer or are drafted for service. Under this Act, all who enter military service
and serve for at least one year have the right to be re-employed in their former
position, or one of like seniority, status and pay. If they serve for a period of up
to four years (five if extended at the request of the government) and apply for
reinstatement within 90 days of their discharge, they have the right to be
re-employed and cannot be discharged without cause.

The following clauses cover the treatment of military service:

a)    An employee who enlists for military service will be granted up to one day's
      paid leave if required to report for a physical examination prior to entering
      service.

b)    Members of the Military or National Guard who are ordered to Summer
      Field Training will be granted a two week leave of absence. The Diocese
      or Parish will pay the difference between the individual’s regular pay and
      military pay.

c)    Members of the Military or National Guard who are ordered to active duty
      shall be granted a leave of absence without pay. A person on Military
      Leave who returns disabled must be provided a similar job with like status
      and pay if they are capable of performing the essential functions of the job.

      All returning service personnel are to be regarded as having been on a
      leave of absence or furlough during their period of military service. This
      means that their military service counts towards their total seniority within
      the diocese. This also means that their pension service is uninterrupted
      and their right to long-service vacation is continued.

      Similarly, across the board increases, improvements in insurance, and
      other benefits must be given to them as though they continued to work for
      the diocese of an affiliated Catholic entity.

Educational Leave:

With the prior written permission of his or her Director, during regularly scheduled
working hours an employee may attend workshops, conferences, seminars and
courses directly related to the employee’s job which are for the improvement of
the their job skills.




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                       Diocese Of Trenton Employee Handbook


Leaves of Absence

Time off, with permission and without pay, may be granted to employees under
conditions, for the reasons described, and set forth in the guidelines of this
section.

Guidelines:
There are two categories of Leaves of Absence: "Informal" which applies to
leaves of up to 30 days; and "Formal" which applies to leaves of more than 30
days duration. In both cases, an employee must complete a Leave of Absence
form.

 a)   Informal Applies to employees who wish to have up to 30 days away from
      work for a valid personal reason and do not have sufficient accrued
      Vacation or Family Medical Leave, if applicable. Valid reasons for such
      requests may include, but are not limited to, family illness or other urgent
      personal business.

 b)   Formal Applies to employees who (1) have completed at least five (5)
      years of service with the diocese; (2) wish to leave for more than 30 days
      for a valid reason; and (3) intend to return to work at the diocesan offices.
      It is intended that such leaves are used to encourage the return of
      employees to diocesan service careers. Valid reasons may include but
      are not limited to education, community service, urgent family business or
      childcare.

Note: Informal and Formal leaves are not job protected.

How do I Apply?

To apply for an informal leave, a request must be made in advance in writing and
approved by the Chief Administrative Officer.

To apply for a formal leave an employee must file a written request with their
supervisor at least 60 days prior to the expected leave. All requests must be
forwarded to Human Resources and receive the final approval from the Chief
Administrative Officer. No leaves are to continue for more than one (1) year.

End of the Leave:

Those on an Informal or Formal Leave of Absence must present themselves,
ready to work on or before the last day of the Leave. Failure to do so could result
in termination. If the last day falls on a weekend, the following Monday shall be
considered the last day. The diocese is under no obligation to notify the
employee of the impending end of the leave.




3/11/2008                                                                       50
                       Diocese Of Trenton Employee Handbook


Leaves of Absence Continued

Benefit Status While on Leave:

Employees on an Informal Leave of Absence will continue to be covered for all
benefits. Employees on a Formal Leave of Absence will not be covered for
Medical and life insurance unless the employee arranges to continue the
coverage by paying their entire premiums.

While on leave, the employee will not receive any service credit toward vacation
and/or sick day accrual.

An employee who fails to present himself/herself ready to work on or before the
last day of a leave shall not be entitled to any severance pay if termination
results.

A leave of absence extending for a period in excess of one year will be
considered a break in service for purposes of determining pension rights. Please
refer to the pension booklet for further details.




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                        Diocese Of Trenton Employee Handbook


Family and Medical Leave (FMLA and NJFLA)

The Diocese of Trenton, its’ organizations and entities recognizes that occasionally
employees may need to be temporarily released from their duties of employment
with the organization, but may not wish to resign. This policy is issued to convey
the circumstances under which an employee may be eligible for an unpaid leave of
absence, (for up to 12 weeks with job protection and no loss of accumulated
service), under particular circumstances that are critical to the life of a family in
accordance with either the Family and Medical Leave Act of 1993 (FMLA) or the
New Jersey Family Leave Act of 1990 (NJFLA), or both.

It is the policy of The Diocese of Trenton to abide by the federal Family & Medical
Leave Act of 1993 (FMLA) and the New Jersey Family Leave Act of 1990
(NJFLA).

Guidelines:

To be eligible for FMLA, an employee must:

       1. be employed by The Diocese of Trenton, its’ Parishes, and certain
          organizations and entities for at least twelve (12) months, and for at
          least 1,250 hours in the last 12 months.
       2. be employed at a worksite that has 50 or more employees within 75
          miles of that worksite.

To be eligible for NJFLA, the employee must:

       1. be employed by The Diocese of Trenton, its’ Parishes, and certain
          organizations and entities for at least twelve (12) months, and for at
          least 1,000 hours in the last 12 months.

       2. be employed at a worksite in New Jersey.

Under both the FMLA and NJFLA, an employee who is granted leave will be
restored to the same or an equivalent position upon return from leave if such
position still exists.

IN those cases where an employee’s leave qualifies under both FMLA and
NJFLA, the employee shall be eligible for the benefits provided by both acts, and
the leaves shall run concurrently. If the leave only qualifies under either the
FMLA or the NJFLA, the employee shall only be eligible for the benefits provided
by the act under which the leave qualifies.




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                         Diocese Of Trenton Employee Handbook


Family and Medical Leave (FMLA and NJFLA) Continued

What is the process to apply for FMLA and or NJFLA?

In order to apply for FMLA or NJFLA, an employee must:

   1.   Have a covered reason for the leave.
   2.   Provide proper notice for the leave.
   3.   Provide Medical Certification verifying the need for covered leave.
   4.   Provide periodic status reports while on leave.
   5.   Provide a return to work certification.

Note: The above items are clarified in detail in the Diocese of Trenton Policy
Manual.

Will I be paid?

Family/Medical Leave, whether under the FMLA or the NJFLA, is unpaid and
runs concurrently with other types of leave (e.g. paid vacation, paid sick leave,
workers’ compensation leave) that may also be taken for an FMLA/NJFLA-
qualifying reason. The Diocese requires employees to substitute accrued paid
leave (such as vacation) and accrued sick leave for unpaid Family/Medical
Leave, except when the employee is receiving payment for disability or workers'
compensation. The substitution of paid leave time for unpaid leave time does not
extend the 12-week leave period. In no case can the substitution of paid leave
time for unpaid leave time result in an employee’s receipt of more than 100% of
salary.

Over what period of time can I take my 12 weeks of Family/Medical Leave?

In calculating the amount of available leave time, a “rolling” 12-month period will
be used. Each time an employee takes family/medical leave, the remaining
leave entitlement would be any balance of the 12 weeks which has not been
used during the immediately preceding 12 months (or 24 months in the case of
NJFLA).

For example, if an employee has taken eight weeks of FMLA leave during the
past twelve months, an additional four weeks could be taken. If an employee
used four weeks beginning February 1, 2007, four weeks beginning June 1,
2007, and four weeks beginning December 1, 2007, the employee would not be
entitled to any additional FMLA leave until February 1, 2008. However,
beginning on February 1, 2008 the employee would be entitled to four weeks of
leave; on June 1, 2008 the employee would be entitled to an additional four
weeks, etc.




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                        Diocese Of Trenton Employee Handbook


Family and Medical Leave (FMLA and NJFLA) Continued

Can I schedule my leave intermittently or do I need to take it all at one
time?

Leave because of a serious health condition of the employee or a covered
relation, may be taken intermittently (i.e., in separate blocks of time of one (1)
hour or more over several weeks) or on a reduced leave schedule (reducing the
usual number of hours you work per workweek or workday). If leave is unpaid,
the Diocese will reduce the employee’s salary or compensation to reflect the
amount of time actually worked.

If the leave is being taken exclusively pursuant to the NJFLA, intermittent leave
must be taken in intervals of not less than one workweek at a time and the
intermittent leave must be completed within a 12 month period. Reduced leave
must be taken in increments of not less than one day each and the employee’s
reduced leave schedule must be completed in 24 weeks or less.

The employee must make a reasonable effort to schedule time off so as not to
disrupt the operations of the Diocese. In addition, the employee must provide
his/her supervisor with the dates on which medical treatment is expected along
with the expected duration of the treatment or the length of time needed to care
for a family member.

While the employee is on an intermittent or reduced schedule leave, the Diocese
may temporarily transfer the employee to an available alternative position which
better accommodates the employee’s recurring leave and which has equivalent
pay and benefits.

What happens if I don’t use my leave for the purpose I requested?

If it is discovered that a leave of absence granted for a specific purpose is not
being used for that purpose, the Diocese may cancel the leave and direct the
employee to report to work. An employee who fraudulently obtains leave is not
protected by the FMLA or NJFLA for purposes of that leave.

What happens if I don’t return to work?

If you fail to return to work at the expiration or cancellation of an approved
Family/Medical leave, without satisfactory explanation to the Diocese, you may
be terminated.




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              Diocese Of Trenton Employee Handbook


Lay Employee–Insurance and Pension Benefits




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                        Diocese Of Trenton Employee Handbook


Group Term Life and Accidental Death and Dismemberment
Insurance
The Diocese reserves the right to amend, discontinue, or change any of its
benefits programs at any time.

It is the policy of the Diocese, its’ Parishes and entities to provide a measure of
protection for the families of its employees, against the unexpected expenses
and/or loss of earnings due to injury or death. For full-time lay employees, Group
Term Life and Accidental Death & Dismemberment (AD&D) Insurance, is
provided on a non-contributory basis.

Eligibility:

An employee is automatically covered on the first day of the month following 90
days of employment. To receive coverage an employee must meet the following
criteria:

   a) Full-time employee working a minimum of 30 hrs per week or more.
   b) An employee becomes eligible on the first day of the month following
      ninety (90)-days of consecutive employment. For example, a person hired
      on June 5 will become eligible October 1.
   c) The employee must complete an Enrollment Card.

Coverage:

Each employee is insured for one and one half times his/her wages at the time of
death. This figure is rounded up to the nearest $500, but the total amount of the
insurance will not exceed $50,000.

Cost of Coverage:

The Diocesan Units pay the full cost of the Group Life and AD&D Insurance for
diocesan employees. No monies should be deducted from an employee's salary
in order to pay for this plan.

Reductions In Coverage:

At age 65, coverage is reduced by 35% and at age 70, coverage is further
reduced by 15%.

Disability Coverage:

An individual, who is working full time and becomes completely and totally
disabled, may leave the diocese and receive a paid up insurance policy for the
full amount that he/she was insured for, while working. To apply for disability, the
individual must not have reached his/her 65th birthday.



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                       Diocese Of Trenton Employee Handbook


Group Term Life and Accidental Death and Dismemberment
Insurance Continued

Retirement:

When an individual retires from the diocese, his/her insurance is reduced to
$2,000. This becomes a paid up insurance policy and neither the diocese, nor its
units, or the employee, is responsible for further insurance payments.

Conversion Rights:

Every participating employee has conversion rights under the insurance plan. An
individual leaving the diocese may apply for whole life insurance at his/her own
expense, within 60 days of termination. Please contact the diocese for a
Conversion Form.

Details of the Plan:

Once eligibility is attained, each covered participant receives a policy detailing
the plan's provisions. Also, the diocese has the full details of the plan on record
and an individual may examine this copy.

Prevailing Document:

This summary is provided for informational purposes only. If there are any
discrepancies between this policy and the Plan Documents, the Plan documents
shall govern.




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                       Diocese Of Trenton Employee Handbook


Health Insurance
The Diocese reserves the right to amend, discontinue, or change any of its
benefits programs at any time.

The Diocese of Trenton currently offers health coverage for Clergy, Religious and
Lay employees. A Managed Choice POS (Point Of Service) Plan, High
Deductible Account Plans, Open Choice PPO Plan for retired employees and
Open Access Managed Choice for Clergy, are offered by AETNA.

All locations are required to participate in the Diocesan Plan. All employees have
the right to choose the type of plan. Some locations require that you work a
minimum of 20 hours to be eligible, while others require a minimum of 30 to 40
hours of service each week. Please check with your location for eligibility
requirements.

   1. Eligibility:

      a)    ALL FULL TIME (30 hrs/week) Lay Employees and Religious, if
            appropriate.
      b)    An employee becomes eligible on the first of the month following 31
            days of continuous employment.
      c)    All participating units must offer the health plans, without exception,
            to all new full time employees.          An employee may decline
            participation (see Implementation) through a Waiver of Benefits form.

   2. Cost of Coverage:
      Each diocesan unit may decide on the method of paying their health care
      premium.

   3. Terminations: The Diocese of Trenton is not required to comply with the
      Consolidated Omnibus Budget Reconciliation Act (COBRA). However,
      the diocese offers all terminating employees the right to continued
      coverage at their own expense for a period of three (3) months following
      termination.

   4. Retirement: Upon Retirement, an employee will be eligible for Diocesan
      paid single health care coverage provided that on the effective date of
      their retirement, they have attained age 65 and have been a full-time
      employee of the Pastoral Center for more than twenty years.

      Any employee that meets the above requirements for continued single
      health care coverage and has family coverage prior to retirement may
      elect to purchase coverage for their spouse at the prevailing cost to the
      Diocese.




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                        Diocese Of Trenton Employee Handbook


Health Insurance Continued

   5. Prevailing Document: Where differences exist between policy provisions
      presented in this manual and the Plan documents presented through our
      health and dental insurance company, the information provided by the
      insurance company in the Plan documents shall prevail.

   6. Catholic Benefit Exclusion:
      The following services or procedures are not covered under this plan of
      benefits: elective abortions, sterilization procedures (male or female),
      alternate means of impregnation (in vivo and in vitro fertilization, as well as
      any other non-Church approved methods), contraceptive devices and birth
      control pills or other similar or equivalent services.

      Additionally, The Diocese of Trenton will limit spouse coverage of our
      enrolled employees or retirees to those that are legally married in
      accordance with the laws of the State of New Jersey.




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                        Diocese Of Trenton Employee Handbook


Pension Plans

It is the Diocesan policy that all eligible employees be afforded an adequate
retirement income in recognition of their services to the Church. Therefore, the
Diocese maintains a pension plan designed to provide employees with an
assured income in addition to Social Security Benefits.

AVAILABLE PLANS:

   1. Defined Benefit Plan – All employees hired prior to October 1, 2005 will
      remain in the existing Defined Benefit Plan. This plan is fully funded by
      their employer at no cost to the employee.

   2. Tax Deferred Annuity (TDA) Plan With Matching Contributions – All
      employees hired after October 1, 2005 are eligible for this plan.

   3. Tax Deferred Annuity (TDA) Plan 403(b) With NO Matching
      Contribution - All employees hired prior to October 1, 2005 and are
      currently in the Defined Benefit Plan are eligible to participate in the 403(b)
      plan with no employer match.

NOTE:      Full details regarding eligibility, enrollment and matching
schedules, for these Pension Plans will be given to all new employees and
are available by contacting the Benefits department.

The Diocese reserves the right to amend, discontinue, or change any of its
benefits programs at any time.

If there are any contradictions between this policy and the Plan
Documents, the information in the Plan Document shall prevail.




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                      Diocese Of Trenton Employee Handbook


Severance

The Diocese of Trenton voluntarily has a severance pay program. Both exempt
and non-exempt employees may be eligible for severance pay. Contract
employees are generally not eligible except under special circumstances.

The Diocese reserves the right to amend, discontinue, or change its severance
policy at any time.




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                         Diocese Of Trenton Employee Handbook


Short Term Disability (STD)

It is the policy of the Diocese, its’ parishes, and certain organizations and entities
to pay disability insurance when an employee cannot work because of a non-
occupational sickness, injury, or pregnancy.

This coverage provides employees with short-term disability benefits to partially
offset lost wages when they are unable to work, for an extended period of time,
due to illness or injury not covered by Workers Compensation.

ELIGIBILITY

To be eligible for STD benefits the employee must have completed at least six
months of continuous employment and be employed on the date of their
disability.

STD benefits will begin after an employee has completed all the required
documentation and is absent more than five consecutive business days.
Disability benefits will not be paid during the first five days charting period of each
disability period. Sick and personal days are intended to compensate employees
for this period. If an employee has no sick or personal days left, but he/she has
days available in their bank, they can use these days to cover the five day
waiting period.

Once STD is approved by the Director of Human Resources, benefits will be paid
following the fifth day of the employee’s disability, up to a maximum of twelve
weeks. If an employee is disabled for more than thirteen weeks, they will be
directed to apply for Long-term disability.

While on STD an employee may continue to use their remaining bank of days
and receive full salary. Once their bank of days has been exhausted, an
employee will receive the lesser of; two-thirds (2/3) of their average weekly wage
(based on their last eight weeks of full-time employment) or the weekly maximum
benefit rate as published annually by State of New Jersey – Department of
Labor.

Short Term Disability payments are considered a continuation of wages and, as
such, are subject to standard withholding taxes. All employees applying for STD
must have a Proof of Claim form completed by their physician.

REQUIRED DOCUMENTATION
The employee must complete Part A of the Proof of Claim Form and have their
physician complete Part B (Attending Physician’s Statement), certifying the
nature and duration of each disability.




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                       Diocese Of Trenton Employee Handbook


Short Term Disability (STD) Continued


WHAT IS NOT COVERED BY STD
 • Any intentionally self-inflicted injury, including suicide.
 • A loss caused by war or any act of war.
 • A loss caused by abortion or elective plastic or cosmetic surgery.
 • Any loss for which an employee is entitled to benefits under Workers’
   Compensation law or similar legislation.
 • A loss for which the employee is entitled to benefits under any “no fault”
   automobile policy.
 • A loss caused by the employee being involved in any illegal activity.

NOTE: If there are any differences between this policy and the plan documents,
the plan documents govern. The Diocese reserves the right to amend,
discontinue or change this policy at any time.




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                        Diocese Of Trenton Employee Handbook


Long Term Disability (LTD)

It is the policy of the Diocese, its parishes, and certain organizations and entities
to provide Long Term Disability Insurance.

This coverage provides employees with long-term disability benefits to partially
offset lost wages when they are unable to work, for an extended period of time,
due to illness or injury not covered by Workers Compensation.

ELIGIBILITY

To be eligible for LTD benefits the employee must have completed at least three
months of continuous employment and be employed on the date of their
disability.

The employee must complete an enrollment form.

COVERAGE:

   a. Coverage is sixty (60) percent of base salary for eligible employees.

   b. Coverage lasts for the length of the disability or permanently or until the
      Company determines that a person is no longer permanently disabled.

   c. All the coverage’s are explained in the plan documents on file in the
      Human Resources Department.

NOTE: If there are any differences between this policy and the Plan documents,
the Plan documents govern. The Diocese reserves the right to amend,
discontinue or change this policy at any time.




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                      Diocese Of Trenton Employee Handbook


Unemployment

The Diocese of Trenton, its’ Parishes, and certain organizations and entities
provide unemployment compensation to lay employees to partially replace lost
wages when their employment is terminated, through no fault of their own, by
their office, parish, agency or institution.

ELIGIBILITY

      1. Any full-time employee who has completed six months of continuous
         service is eligible for unemployment compensation. An employee with
         more than six months, but less than one year would receive reduced
         unemployment benefits.

      2. An employee is not entitled to unemployment benefits when he or she
         resign voluntarily, is terminated for cause, or is entitled to receive
         disability benefits because of injury or accident. Untenured teachers
         are not eligible for unemployment compensation.

      3. Unemployment Compensation is paid from the first day of the
         employee’s termination for the duration of the employee’s
         unemployment or a maximum of twelve (12) weeks, whichever is less.
         Benefits will not exceed 60% of the employee’s average weekly wages
         (based on the last eight weeks of employment) or $536.00 per week,
         which ever is less.




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                        Diocese Of Trenton Employee Handbook


Workers Compensation

It is the policy of the Diocese to compensate workers for any job-related illness or
injury. Workers Compensation is designed to provide benefits for employees
who suffer injuries or occupational diseases in the course of their employment.

Reporting a job-related illness or injury:

Any job-related illness or injury, no matter how slight, must be reported
immediately to the employee's Supervisor and PMA Management Corp. The
address and telephone number is:

      PMA Corporate Processing Center
      P.O. Box 25250
      Lehigh Valley, PA 18002-5250
      800-482-9826




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               Diocese Of Trenton Employee Handbook


Lay Employee Optional Benefits




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                       Diocese Of Trenton Employee Handbook


Dental Insurance

In an effort to provide complete medical coverage, The Diocese of Trenton offers
a voluntary dental plan. Each participant is free to choose if they want to
participate in this plan.

Unlike the Health Plan, there is no open enrollment for Dental Coverage. An
employee may enroll in the Dental Plan whenever they choose, as long as their
enrollment coincides with the first day of the month.

For information regarding this plan, contact the Benefits Coordinator at the
Pastoral Center.

The Diocese reserves the right to amend, discontinue or change any of its
benefits programs at any time.




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                     Diocese Of Trenton Employee Handbook


Tax Deferred Annuity OR TDA Program

The Diocese offers all lay employees the opportunity to participate in a Tax
Deferred Annuity (TDA) program. This program allows you to put away money
for your retirement before the federal government taxes it.

For information regarding this plan, contact the Benefits Coordinator at the
Pastoral Center.

The Diocese reserves the right to amend, discontinue or change any of its
benefits programs at any time.




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             Diocese Of Trenton Employee Handbook


Attendance




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                        Diocese Of Trenton Employee Handbook


Absence Notification

Employees are required to personally notify their supervisor on each day that they
will be absent, unless the employee is incapacitated (i.e. in the hospital). If an
employee is incapacitated and cannot call into their supervisor then the employee
should arrange to have someone else call in on their behalf. Leaving a voice-mail
is not sufficient and must be followed with a personal conversation with a superior.

All employees should notify their supervisor within at least one-half hour of their
starting time. Individual departments may require earlier notification, based on
department and/or staffing requirements.




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                       Diocese Of Trenton Employee Handbook


Absence from Work and Tardiness

The successful operation of the diocesan offices depends largely upon the
attendance of each of its employees. Each employee has an important ministry
which fits into a pattern of production. Therefore, unnecessary and unexcused
absences are undesirable because they affect the overall operation of the
Diocese, its’ organizations and entities.

Guidelines:

  1. The diocese expects and requires all employees to work according to
     normal schedules. It is equally important for employees to arrive at their
     jobs at the proper time.

  2. Employees are required to work at their established assigned work place
     and not at their place of residence/domicile. Availability to the people they
     serve is necessary. However, it is possible in certain circumstances for a
     Diocesan employee to work at their place of residence, with the advance
     written approval of their supervisor. If a person does work at home, there
     should be some pre-arranged method of checking the person's production.
     The methods of doing this should be established in writing before the
     person begins working at home.

  3. The following definitions are provided to have a clearer understanding of
     tardiness and absences:

     a)     Absence is the failure to be on the job at any time during normal
            hours of work.

     b)     Excused Absence is defined as an authorized absence from the
            work environment. It is an absence where the employee notifies and
            receives permission from his/her supervisor.

     c)     Unexcused Absence is defined as not notifying the supervisor of a
            planned absence or failing to obtain the required permission. These
            absences must be reported in writing to the Director of Human
            Resources.

     d)     Tardiness is defined as arriving late at the job without acceptable
            reason(s).

 4. Request for Absence – When an employee needs to take personal or
    vacation day(s), a request for absence form must be submitted to the
    Director in advance. For periods of absence of one week or more, the
    request should be submitted at least 30 days in advance to allow for proper
    planning.


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                      Diocese Of Trenton Employee Handbook


Unacceptable Attendance

Attendance is unacceptable when the number of days absent in a calendar year
is more than eight unless those absences are otherwise authorized under Family
Medical Leave Act, Americans with Disabilities Act or other laws or policies.

Violation of this policy can lead to disciplinary action, up to and including
termination.

Extenuating circumstances are to be brought to the immediate attention of the
employee's Director and the Human Resources Department.




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                        Diocese Of Trenton Employee Handbook


Unauthorized Absence

When an employee fails to provide notification of any absence, or is not otherwise
permitted to be absent, the absence will be considered unauthorized.

INSTANCES OF UNAUTHORIZED ABSENCE

The following are some examples of unauthorized absence:


   •   Failure to provide proper notification of absence as required by the Absence
       Notification Policy.

   •   When requested to do so, failure to provide a note by a health care provider
       to the attention of Human Resources for an absence due to illness as
       specified in the Absence Due to Illness Policy.

   •   “No Call, No Show" - The employee does not report for work and does not
       call in to notify the supervisor that he/she will be absent. Three consecutive
       days of "no call no show" will constitute job abandonment and the employee
       will be deemed to have resigned. Three instances of "no call no show",
       whether or not consecutive, within a one-month period, will be grounds for
       disciplinary action and possible termination.

   •   Failure to report to work on a requested day off for personal reasons or
       vacation, when the request has not been approved.




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                       Diocese Of Trenton Employee Handbook


Inclement Weather Conditions – Office Closings

There are times when extreme weather conditions may present a hazard to
employees. Therefore, it may become necessary to close or delay the opening
of the Pastoral Center.

It is the policy of the Diocese of Trenton to close its offices or have delayed
openings when travel conditions are hazardous.

If a closure has not been announced, employees are expected to report to work.

Employees who cannot report for work because of weather conditions must notify
their supervisor.

Guidelines:

   1. In the event of a delayed opening or office closure, employees of the
      Pastoral Center will be notified via text and or voice messages provided
      through the Honeywell Instant Alert System.

   2. If you do not receive a message, you may log onto the Diocesan web site
      www.DioceseofTrenton.org or call 609-406-7400 after 6:30AM.

   3. Parishes will provide their own guidelines for employee notification.




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                       Diocese Of Trenton Employee Handbook


Inclement Weather Conditions – Compensation

The Diocese of Trenton does not want to penalize its employees when inclement
weather necessitates the closing of our offices. Therefore, when our offices are
officially closed, the following compensation practices will be in effect.

Guidelines:

   1. If diocesan offices are officially closed due to weather conditions, all
      full-time employees will be compensated for the lost time. Part-time
      employees will also be compensated provided that their normal work
      schedule required them to be at work during the period in question. The
      paid time off will not be deducted from available personal, vacation or sick
      leave.

   2. When offices are open during inclement weather, those employees who
      do not report to work may be compensated for their absence by charging
      their absence to personal or vacation time. If an employee has no
      available personal or vacation time, the employee will not be compensated
      for the time absent.

   3. If an employee indicated that his/her absence from work during inclement
      weather conditions (when the offices were open) was due to illness,
      standard policy relating to sick leave compensation will prevail.

   4. Decision to allow employees to leave early due to weather conditions will be
      made at the Pastoral Center by the Vicar General or by the Local
      Administrator for those offices located outside the Pastoral Center.




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            Diocese Of Trenton Employee Handbook


Conduct




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                       Diocese Of Trenton Employee Handbook


Acceptable Use of Technology Resources, Internet, and E-Mail

I. PURPOSE

 This policy provides guidelines and specific criteria that will govern the use of
 the Diocese’s technology resources. This document sets forth the policies of
 the Pastoral Center regarding the use of the Internet and E-Mail systems.

II. DEFINITIONS

 •   Users: Employees, including clergy and religious, and volunteers who work
     at the Pastoral Center.
 •   Internet: External and internal access of communications and data storage
     equipment, including personal computers (PC’s), laptop computers,
     personal digital assistants (PDA’s) and similar devices. The term “Internet,”
     as it applies to external resources, is meant to be all-inclusive and comprise
     other similar analogous terms such as “World Wide Web”, “E-mail”, and the
     “Net”.
 •   “Enhancement of its internal communications and performance of its
     pastoral activities” means operational activities that are legal, ethical and
     pursuant to the Diocese’s mission or the Diocese internal planning and
     operations.
 •   Abuse is the excessive use of the Internet for non-diocesan activities. In
     the context of this policy.
 •   Excessive use means access for a length of time that either interferes with
     a users’ ability or availability to perform assigned work tasks, or which
     interferes with access to the resource and therefore performance of pastoral
     center activities.
 •   Prohibited Usage means any activity which is illegal or unethical; which is
     intended to discredit the Diocese or bring harm to its reputation; or which
     potentially violates the Diocese’s policy against harassment. Any access
     not falling within this definition but which is connected to pornographic or
     discriminatory activities or sites is specifically prohibited.

III. POLICY

 It is the policy of The Diocese of Trenton (Diocese) to provide access to the
 Internet and E-mail as a shared resource for the enhancement of its internal
 communications and performance of its pastoral activities. The Internet and e-
 mail system is to be used for business purposes of the Diocese. The
 occasional use for personal purposes is permitted provided (1) it is not in
 violation of this policy, and (2) no audio or video streaming including radio
 stations.




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                       Diocese Of Trenton Employee Handbook


Acceptable Use of Technology Resources, Internet, and E-Mail
Continued

 There are size limitations on network resources including email. When these
 limits are reached by individual users, additional storage and/or email activity
 will be suspended until the files are cleaned out.

 The Diocese reserves the right to monitor Internet and Email use by users and
 perform random scans on the user’s computer as well as any network devices
 to ensure that Internet access and/ or Email systems provided to users is not
 abused or used for purposes contrary to the Diocese’s interests.

 The Diocese subscribes to software applications that filter out inappropriate or
 sexually explicit Internet sites and Email content. These filters block access to
 all known questionable sites and content. If a user accidentally accesses
 sexually explicit or offensive material, the user must disconnect immediately
 and notify Computer Services so that further risk can be eliminated.

 Any diocesan employee determined by the competent supervisor to be liable of
 either abuse or prohibited usage shall be subject to immediate disciplinary
 action up to and including employment termination. Further, the Diocese
 reserves the right to take appropriate legal actions.

 Use of the Diocese Internet connection and related equipment constitutes
 consent of the user to both the monitoring of his or her usage and any
 disciplinary action.
 Users will be granted access to the Internet and Diocesan resources only after
 they have thoroughly read this policy and signed a statement acknowledging
 understanding of its provisions.

 The Diocese reserves the right to revoke access to its Internet resources from
 users who are using the resources in a manner contrary to the Diocese’s
 interests.

IV.   RESPONSIBILITIES

 1. It is the responsibility of the Computer Services department to ensure that
    Internet resources are available and that safeguards are in place to
    reasonably protect the users from inappropriate or offensive material.

 2. It is the responsibility of the Computer Services department to maintain all
    diocesan computer resources. All service requests should be forwarded to
    Computer Services via email to the helpdesk.

 3. It is the responsibility of supervisors to monitor the effective use of diocesan
    computer equipment, network and Internet resources by their employees
    and volunteers.
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                      Diocese Of Trenton Employee Handbook


Acceptable Use of Technology Resources, Internet, and E-Mail
Continued

 4. It is the responsibility of the Human Resources Department to have each
    new employee sign a copy of this policy and make a new employee is
    aware of possible actions of misuse

V. USERS’ RESPONSIBILITIES

 ACCEPTABLE USE:

    1. The Diocese of Trenton provides telephones, fax machines, computer
       systems and networks to its employees and contractors in order to
       enhance both individual and diocesan efficiency and effectiveness.
       Users are expected to use applications provided and facilities such as e-
       mail and Internet toward these ends.

    2. Users are expected to be conscientious to prevent an unnecessary drain
       or monopolization on these shared, limited resources. Any user who is
       unsure of the impact of their utilization on these resources should
       contact Computer Services.

    3. Staff members should use care in creating e-mail messages. The
       contents of e-mail cannot be considered private or confidential. Even
       when a message has been deleted, it may still exist on a back-up
       system, be restored, be printed out or may be forwarded to someone
       else without the creator’s knowledge.

    4. All communications must be in line with acceptable teachings of the
       Catholic Church.

    5. As with paper records, proper care should be taken in creating (or
       scanning) and retaining electronic records, which can affect the
       reputation of the Diocese of Trenton.

        All files downloaded from the Internet and any computer disks received
        from outside sources must be scanned with virus detection software.
        Immediately report any viruses, tampering or any other system breaches
        to Computer Services.

   UNACCEPTABLE USE:

   Users may not:

   1. Share or disclose the assigned private password of their user account.
      However, if there is a password, the account is accessible by the Diocese.

   2. Use another person’s user account to access systems and networks.
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                          Diocese Of Trenton Employee Handbook


Acceptable Use of Technology Resources, Internet, and E-Mail
Continued

      3. Represent without authorization the opinions, positions, guidelines,
         process, offers, judgments or other diocesan information of the Diocese of
         Trenton through any of the communication systems.

      4. Post or transmit any unlawful, threatening, abusive, libelous, defamatory,
         obscene, pornographic, or profane information of any kind, including
         without limitation any transmission constituting or encouraging conduct
         that would constitute a criminal offense, give rise to civil liability, or
         otherwise violate any local state, national or international law including
         without limitation the U.S. export control laws and regulations.

      5. Post, transmit, or download any information that the user is aware
         contains a virus, worm, or other harmful component. All users must
         contact Computer Services prior to downloading applications or otherwise
         installing any programs, or equipment. Computer Services will review the
         request and make a decision or recommendation based upon the specific
         need or circumstance.

      6. Upload, post, publish, transmit, reproduce or distribute in any way,
         information software or other material obtained through the Internet or
         other communication systems which is protected by copyright or other
         proprietary right derivative works with respect thereto, without obtaining
         permission of the copyright owner or right holder.

      7. Abuse or fraudulently use the computer systems, networks, or Internet in
         any way not specifically set forth above.

VI.    GENERAL INFORMATION

       Personal Passwords:      The Director of Computer Services or, when
       designated by the Director of Computer Services or someone in Executive
       Management, the Network Administrator or Help Desk Analyst can override
       any individual password and thus has access to all electronic mail
       messages in order to ensure compliance with company policy.

       Solicitation: E-mail may not be used to solicit for outside business ventures,
       personal parties, social meetings, membership in any non-church related
       organizations, political causes, or other matters not connected to Diocesan
       business.

       Checking for Messages: You are expected to access your e-mail at least
       two times a day. A supervisor may instruct a user to access e-mail more
       frequently depending on the requirements of the job.



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Acceptable Use of Technology Resources, Internet, and E-Mail
Continued

    Deletions: Due to limitations on the amount of data that can be maintained
    in the computer network, the Office of Computer Services automatically
    deletes e-mail messages after 30 days.

    Archiving: E-mails which are needed and, therefore, should not be deleted,
    must be archived in accordance with guidelines and procedures established
    by the Office of Computer Services.

    Courtesy: E-mail should not be used to avoid face-to-face conversation or
    to hide from someone.

    Business Records: E-mail messages and all documents on the Pastoral
    Center computer system are considered to be business records of the
    Diocese. Accordingly, they may be used in administrative, judicial, or other
    proceedings.

VII. EXCEPTIONS

    If this policy is violated, the Diocese, its’ parishes and certain entities
    reserve the right to take action, which may result in termination of the
    employee.




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Code of Conduct

I. PURPOSE

  To define employee responsibility for maintaining high standards of honesty,
  ethics, integrity, confidentiality, and to ensure that all dealings are conducted
  professionally and in the best interest of the Diocese of Trenton.

II. POLICY

   It is the policy of the Diocese of Trenton to observe the highest standards of
   ethics, honesty, and integrity. Employees are required to uphold these
   standards. They must not have any personal interests which conflict in any
   way with the interest of the Diocese. They must not act to cause conflicts for
   others with whom the Diocese ministers or does business. They must obey
   all applicable laws.

III. GUIDELINES

   Diocesan employees are accountable for certain standards of conduct. It is
   impossible to list every circumstance in which the interests of employees and
   the interest of the Diocese may conflict. Stated below are examples of
   potential conflicts. This list is not intended to be all-inclusive. When in doubt
   about whether a particular matter violates this standard, seek guidance from
   the Chief Administrative Officer.

   •   To give or to receive gifts in connection with Diocesan ministry
       or business relationships. This is not intended to restrict gifts of
       token value or routine business meals and entertainment that
       do not exceed $25.00.
   •   To derive personal gain, directly or indirectly, from purchases or
       contracts made by the Diocese; use of Diocesan assets; use of
       Diocesan facilities; or use of Diocesan personnel.
   •   To be a director, officer, employee, or consultant of any
       organization or company whose philosophy and principles are
       in direct conflict with the teachings of the Catholic Church.
   •   To indicate, directly or indirectly, that any supplier must give
       anything to the Diocese or any Diocesan employee in order to
       remain a supplier.
   •   To accept outside compensation for work that is already being
       paid for by the Diocese, or to accept outside employment that
       interferes in any way with the employee's position with the
       Diocese.




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Code of Conduct Continued

      •    To recruit, solicit, or hire (or to assist others to do so), any
           Diocesan employee to work for a non-related entity except as
           part of an approved written outplacement plan.
      •    To sell, utilize, or disclose confidential information of the
           Diocese.
      •    To avoid situations where personal interests are, or appear to
           be, in conflict with Diocesan interests.

IV. RESPONSIBILITIES

      Employees are required to observe the spirit as well as the letter of this policy
      and to report in writing any conflict situation, however minor, to the Chief
      Administrative Officer. This obligation extends not only to the potential
      conflicts personal to the employee, but also to all conflicts known or
      suspected by him or her.

V. LIMITS ON AUTHORITY

      Employees are not permitted to sign any document or make commitments on
      behalf of the Diocese or in any way represent or exercise authority on behalf
      of the Diocese, unless specifically authorized to do so.

VI.       EXCEPTIONS

          None




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Confidentiality of Information

Confidentiality has been defined by the International Organization for
Standardization (ISO) as "ensuring that information is accessible only to those
authorized to have access" and is one of the cornerstones of Information
Security.

In accordance with the Diocese of Trenton Code of Conduct, all Diocesan
information, either electronic or hard copy, is considered confidential and the
property of the Diocese and all its’ organizations and entities. Correspondence
and communications on the Local Area Network (LAN), and telephone lines,
including E-Mail and Voice-Mail, are not private and belong to the Diocese.

Guidelines:

   1. Employees should use the information systems for The Diocese of Trenton
      for business only.    Usage should be professional, courteous and
      appropriate.

   2. The e-mail/voice mail system should not be used to solicit or proselytize
      others for commercial ventures, religious or political causes, outside
      organizations or other non-job-related solicitations.

   3. All messages are The Diocese of Trenton property. The Diocese of Trenton
      reserves the right to monitor, access, and/or disclose all messages sent over
      its electronic e-mail/voice-mail/facsimile systems for any purpose.

   4. To protect the confidentiality of information, records containing sensitive
      information, e.g., account numbers, social security numbers, home
      addresses, telephone numbers, salary, etc., should be kept away from
      public view and disposed of according to the proper record destruction
      guidelines.

   5. If this policy is violated, the Diocese, its’ parishes and certain entities
      reserve the right to take action, which may result in termination of the
      employee.




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Conflict of Interest

Employees are expected to use good judgment, adhere to high ethical
standards and avoid situations that create an actual or perceived conflict of
interest.

It is the policy of The Diocese of Trenton, its’ Parishes and certain organizations
and entities that employees will not accept from anyone with whom the employer
does or is seeking to do business with, any personal gifts, services, travel or
entertainment that may reasonably be perceived by others to affect their
judgment or actions in the performance of their duties.

No employee may solicit, offer or accept a stipend or payment, other than their
regular salary, from any department of the Diocese of Trenton, its’ parishes, and
certain organizations and entities that have adopted these guidelines without
prior written approval of their employer.

Definitions:

 Conflict of Interest – A Conflict of Interest can exist when persons employed
 by the Diocese, its Parishes and certain organizations and entities, those
 volunteers of the Diocese holding trusteeships or other governance authority, or
 those serving on advisory or consultative boards or committees have a direct or
 indirect financial interest, as defined below.

 Financial Interest – An individual has a “financial interest” if the person has,
 directly or indirectly, through business, investment, or family, (including
 spouses; brothers or sisters; spouses of brothers or sisters; ancestors; children,
 grandchildren, and great grandchildren; and spouses of children, grandchildren,
 and great grandchildren), any one of the following:

 a. An ownership or investment interest in any entity with which the Diocese has
    a transaction or arrangement.

 b. A compensation arrangement with the Diocese or with any entity or
    individual with whom the Diocese has a transaction or arrangement.

 c. A potential ownership or investment interest with, or compensation
    arrangement with, any entity or individual with whom the Diocese is
    negotiating a transaction or arrangement.

 Compensation includes direct or indirect remuneration as well as gifts or favors
 that are substantial in nature.




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Conflict of Interest Continued

Guidelines:

 1. If an employee senses that there is a potential conflict of interest, or if they
    have any legal or ethical concern, the matter should be immediately reported
    to their supervisor, who will then contact the Director of Human Resources.

 2. Since each case may involve special circumstances, it will be judged on its
    own merit and in consideration of the duties of the employee and the relative
    significance of the factors involved.

 3. Employees who violate this policy, or who create an equally detrimental
    impact on the employer, may be subject to disciplinary action, up to and
    including termination.




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Employee Behavior

This policy defines acceptable and unacceptable behavior in the workplace.

All employees are expected to act in a professional manner throughout their work
day, to work in a manner that will not willfully obstruct or hinder another employee
from completing assignments, to operate in a manner both safe to themselves and
fellow employees, and to leave personal problems outside the work environment.

An employee who drinks alcoholic beverages on Diocesan property will be subject
to disciplinary action. The only exception to this policy shall be at social events
approved by the Bishop or his designee and only in moderation. Employees who
report to work under the influence of alcohol will not be permitted to remain at work,
and may be subject to discipline.

The unauthorized possession, use, transfer or sale of controlled substances, except
for a legal and medically indicated purpose, is against the law. The use of any such
controlled substance by an employee not only adversely affects job performance
but is potentially dangerous to other employees and to him/her as well.
Accordingly, it is the policy of the Diocese of Trenton that the unlawful possession,
use, transfer or sale of controlled substances by an employee on the premises will
be cause for immediate dismissal. An employee reporting to work under the
influence of such controlled substances, will not be permitted to remain at work,
and may be reported to law enforcement agencies. The Diocese, its’ Parishes, and
certain organizations and entities, reserves the right to request an employee submit
to drug testing. Further, employees may be required to submit to drug testing as a
condition of employment.

Gambling is not permitted on Diocesan premises. This includes lotteries and
betting "pools" for football, baseball, or any other sport. Anyone found gambling
may be subject to disciplinary action.




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Employee Grievances

The Diocese of Trenton is committed to the principle of an open and on-going
communication between the employee and his/her respective supervisor or
director. The Church believes that such communication is necessary to obtain
the goal of providing an atmosphere of justice and Christian charity. Employees
should feel free to discuss their concerns with the proper supervisor at any time.

Definition:

Grievance is defined as an unresolved complaint, dispute, disagreement,
misunderstanding or expressed dissatisfaction on the part of an employee,
relating to the conditions of employment or the meaning and application of the
written Human Resource policies. Specifically excluded from the definition of
grievances are other diocesan policies, philosophies, functions and programs.

Guidelines:

In pursuing the following grievance procedure, we assure employees freedom
from restraint, interference, coercion, discrimination or reprisal. If an employee
believes that any employment conditions or the application of any of the policies
outlined in this handbook is unjust or inequitable, he/she may employ the
following procedures:

   a. Every reasonable effort should be made among the employees
      themselves or with his/her immediate supervisor to resolve this grievance.
      If an employee cannot resolve the matter alone, then the employee should
      approach his/her immediate supervisor and attempt to resolve the matter.
      If the immediate supervisor cannot resolve the grievance, the employee
      should take the grievance to the Director of Human Resources.

   b. The Director of Human Resources will then conduct an investigation,
      gather written explanations from all parties involved, and then get back to
      the employee or employees with his/her findings

NOTE: An employee or a group of employees with the same grievance may use
the above Grievance Procedure.




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Fraud

The Diocese of Trenton promotes a culture of honesty, integrity and
accountability. Persons found to have participated in fraudulent acts will be
subject to disciplinary action, up to and including termination, removal from office,
and civil and criminal prosecution.

It is the policy of the Diocese of Trenton, its parishes and certain organizations
and entities to not tolerate fraud.

Definition:

Fraud is a deliberate and/or unlawful deception, misrepresentation, or
concealment of facts committed to secure unauthorized personal advantage,
benefit, or gain and to cause loss to another.

Guidelines:

The prevention of Fraud is the responsibility of all employees of the Diocese of
Trenton, its’ parishes, and certain organizations and entities.     The Diocese
expects employees, members of the Parish Finance Council, volunteers and
parishioners to report any suspected case of fraud to the Chief Administrative
Officer. The Diocese also provides assurance against recrimination.

Prohibited acts of fraud include, but are not limited to:

  a. Theft of any assets (money, tangible property, etc…)
  b. Authorizing or receiving compensation for goods not received, services
     not performed, or hours not worked
  c. Bribery, kickbacks, or rebates (given or received)
  d. Alteration or falsification of documents
  e. Inappropriate use of computer systems
  f. Misappropriation, misapplication, destruction, removal, or concealment of
     Church money, property, or other assets
  g. Embezzlement (any loss resulting from the misappropriation of assets)
  h. Intentional misrepresentation or distortion of facts, financial records, or
     financial statements
  i. Improper use of church paid staff involving non-church property or assets.

What should you do if you suspect fraud?

Any employee of the Diocese of Trenton is encouraged to report suspected acts
of fraud to the Chief Administrative Officer. If for any reason an employee finds it
difficult to report his or her concern to the Chief Administrative Officer, the
employee can report it directly to the Office of the Moderator Curia.




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Fraud Continued

NOTE: Employees who have reported suspected fraud and believe that they
have been retaliated against may file a written complaint with the Chief
Administrative Officer. A proven complaint of retaliation shall result in a proper
remedy for the person harmed and disciplinary action, up to and including
dismissal, against the retaliating person.

This protection from retaliation is not intended to prohibit Directors or other
supervisors from taking action in the usual scope of their duties.

Employees who report cases of suspected fraud must be cautious to avoid
baseless allegations.




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Office Protocol

In maintaining standards for office protocol the Diocese and its’ organizations
and entities can provide employees with a safe and professional working
environment.

It is the policy of the Diocese of Trenton that all employees should work in a
pleasant, hazard free environment. If anything interferes with an employee’s
ability to do his/her work, the immediate supervisor should be informed.

Guidelines:

   1. Appearance: Diocesan Employees need to remember that they work in
      offices that are open to the public and that the employees meet many
      members of not only the Church community, but also the public. Thus, it
      is expected that employees will be neat in appearance and dress in a
      professional manner each working day. If an employee's attire should
      be placed in question, the employee's supervisor shall be responsible for
      determining whether the attire is appropriate for the workplace.

   2. Buildings: Any unusual occurrence within or outside the building should
      be reported to the employee’s supervisor, who in turn will report the matter
      to the Director of Human Resources or the Chief Administrative Officer.

   3. Injury: Any employee injured in a job-related duty, no matter how
      insignificant the injury may appear, should report the injury and its cause
      to the supervisor immediately. Such injuries are normally covered by
      Workers Compensation Insurance. If an employee notes any potentially
      dangerous working conditions, they must notify his/her supervisor who will
      then report it to the Director of Human Resources.

   4. Work Area and Security: Each employee is expected to keep his/her
      immediate desk area neat and tidy.             The presence of personal
      decorations, such as pictures and plants, are permitted as long as they do
      not detract from the overall office appearance or working conditions. The
      office is not responsible for the loss of personal possessions through fire,
      theft or other loss. Employees who lock any desk, filing cabinet or other
      areas under their control must provide the department head or supervisor
      with a key. The Diocese reserves the right to enter or examine the
      contents of any desk, filing cabinet or other area.

   5. Telephone Calls: The office telephones are for business purposes. An
      employee can make the occasional personal call only when it does not
      interfere with their duties. Personal long distance or toll calls cannot be
      charged to the employer's phone.




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Office Protocol Continued

   6. Cell Phone Use: Cellular phones are becoming more widely used for both
      personal and business reasons. Because of concern for the safety of
      employees whose job responsibilities include regular or occasional driving, it
      is the policy of the Diocese to prohibit the use of cell phones while driving as
      follows:

       •    Cell phone use by a Diocesan employee is completely prohibited in all
            Diocesan owned vehicles if the employee is driving.
       •    Work related cell phone use by a Diocesan employee is prohibited in
            any car if the employee is driving.




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Solicitation

It is the policy of the Diocese of Trenton that all:

Non-employees are prohibited from soliciting funds or signatures, conducting
membership drives, distributing literature or gifts, offering to sell merchandise or
services, or engaging in any other solicitation or similar activity on Diocesan
property.

Employees may not engage in solicitations during the work time of either the
employee making the solicitation or the targeted employee. Solicitation is
permitted only in the cafeteria during the lunch period.

Distribution of literature for any individual, group or organization whose principles
are not in conformance with official Catholic teachings is prohibited.

Solicitations or distribution of literature of any type via e-mail, interoffice mail,
facsimile or similar means is not permitted. Authorized literature may be
distributed only during the lunch period of the individual distributing the literature
and the individual receiving the literature.

DEFINITION

Solicitation includes the sale of and offer to sell merchandise of any nature or
tickets for games of chance.




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Workplace Harassment

It is the policy of The Diocese of Trenton to provide a working environment,
which optimizes the potential of each employee. It is the responsibility of each
supervisor and employee of the diocese to conduct himself or herself in accord
with this mission. The Diocese, its’ Parishes and all its’ organizations and
entities will not tolerate the anti-productive behavior of Sexual Discrimination,
Quid Pro Quo Sexual Harassment, and Hostile Work Environment Harassment.
Furthermore, the diocese will take appropriate disciplinary action against
harassers.

The Diocese of Trenton strongly affirms its commitment to Federal and State EEO
laws.

As part of its commitment, The Diocese of Trenton, its’ Parishes and all its’
organizations and entities does not permit or countenance the harassment or
discrimination of its employees based on race, color, religion, sex, age, national
origin, disability.

Definitions:

Harassment traditionally has been defined as unwelcome conduct that affects an
individual’s employment. Unlawful harassment generally falls into two categories:
quid pro quo harassment; and hostile work environment harassment.

Quid Pro Quo Sexual Harassment is a type of sexual harassment that includes
unwelcome sexual advances; requests for sexual favors; and verbal and physical
conduct of a sexual nature. Generally, an employee’s initial employment, continued
employment, or potential advancement is deemed to hinge upon their submission
to or rejection of the suggested conduct. Such conduct can occur on premises or
off premises and can be by non-employees with whom work assignments bring you
in contact.

Hostile Environment Harassment includes unwelcome conduct that interferes
with an employee’s work performance or creates an intimidating, hostile, or
offensive working environment. While it is difficult to describe comprehensively all
conduct that the Diocese prohibits, such conduct can include, but is not limited to;
off-color jokes, suggestive or degrading comments or innuendos, banter, written or
spoken expression, name-calling, pictures and other graphic depictions (including
screen savers and suggestive toys or knickknacks).




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Workplace Harassment Continued

According to the New Jersey Chamber of Commerce Employment Law Reference
Manual: “The New Jersey Supreme Court has expanded the hostile environment
sexual harassment to include all gender based harassment that is sufficiently
severe or pervasive that it would create an intimidating, hostile or offensive working
environment for a reasonable person of the same sex in the individual’s position.
Thus the term hostile environment harassment includes all harassment, not just
harassment of a sexual nature.” Hostile environment harassment also includes
harassment on the basis of one’s race, age, disability etc.

Any employee who observes or experiences such conduct should immediately
report the incident(s) to the Director of Human Resources, who will initiate
immediate and appropriate action.

Guidelines:

     Sexual Harassment

     Sexual harassment is a form of sex discrimination. The courts and the
     EEOC define it as any unwelcome sexual advances or requests for sexual
     favors or any conduct of a sexual nature when an employee’s:

     a)     Submission is made explicitly or implicitly a term or condition of
            employment.

     b)     Submission or rejection is used as the basis for employment decisions.

     c)     Conduct has the purpose or effect of substantially interfering with an
            individual’s work or creates a hostile, intimidating or offensive work
            environment.

     Reprisal
     Any action intended to intimidate, retaliate against, harass or disadvantage
     any person because the person has opposed sexual harassment, reported
     or complained of sexual harassment or hostile work environment
     harassment, or testified, assisted or participated in any investigation,
     proceeding or hearing, under this policy or otherwise, regarding sexual
     harassment. Reprisal includes, but is not limited to, the following action:
          refusing to hire the person
          departing from any customary employment practice
          transferring or assigning the person to a lesser position in terms of
          wages, hours, job dissatisfaction, job security or other employment
          status




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Workplace Harassment Continued

            informing another employer that the person has engaged in an activity
            specified above.

    It is also reprisal to attempt to discourage any person from engaging in an
    activity specified above or to attempt to tamper with a witness, or a
    complainant in any proceeding under this policy.

    Each supervisor has an affirmative duty to maintain his or her workplace
    free of harassment. This duty includes discussing this policy with all
    employees.

Reporting An Incident

   It is the responsibility of all employees and supervisors to be aware of and
   report any cases regarding sexual harassment or hostile work environment
   harassment based on other protected classes (i.e. race, disability, age, etc.).

   Any employee who believes that he or she has been the subject of
   harassment should report the incident(s) immediately. While it is normal to
   report such an incident to the employee’s supervisor first, this need not be the
   case. You may report the incident(s) to the Director of Human Resources,
   who will investigate the alleged harassment and proceed to do whatever is
   necessary to resolve the complaint. If the director does not resolve the
   complaint to the satisfaction of all parties, contact the Chief Administrative
   Officer for recourse.

   In conjunction with the Diocese’s policy of not permitting the harassment of its
   employees, we publish the following guidelines to establish an administrative
   process for resolving accusations of harassment in an impartial and equitable
   manner.

   We expect that employees report any complaint of harassment as soon as
   possible.

      A. PROCESS FOR REPORTING AND INVESTIGATING HARASSMENT

            a. You should deliver a written report to the Director of Human
               Resources. The report must describe the conduct believed to be in
               violation of this policy. However, verbal complaints will be accepted
               as well.




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Workplace Harassment Continued

            b. The employee making the accusation of harassment will be
               requested by the Director of Human Resources to provide specific
               information, including:

                  a. Date(s)

                  b. Time(s)

                  c. Location(s)

                  d. Description

                          i.   Verbal abuse, or advances
                         ii.   Physical abuse, or advances
                        iii.   Threats
                        iv.    Intimidation
                         v.    Other

                  e. Witnesses (if any)


FACT FINDING

   1. The Director of Human Resources will contact and interview any employee
      accused of harassment. The facts will then be discussed with the accused
      employee.

   2. Within five days from the time the employee receives notification of the
      accusation, the accused employee will have the opportunity to submit a
      written response of the allegation to the investigator.

   3. The Director of Human Resources may interview, on an individual basis,
      those witnesses identified by either party.

   4. The Director of Human Resources as a means of documenting the
      comments will solicit a signed and dated statement from each witness at the
      conclusion of each interview.




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Workplace Harassment Continued

DISPOSITION

   1. The Director of Human Resources will review any written statements of the
      accused, accuser and witnesses in order to determine if the accused, based
      on the facts at hand, is or is not violating the Diocese’s policy pertaining to
      harassment.

   2. As deemed necessary, we may request that any party involved in the
      accusations or designated witnesses reappear to offer further clarification.

   3. After the Director of Human Resources completes the inquiry, the findings
      may be memorialized, together with a recommendation for disciplinary
      action, if any.

   4. After an evaluation of all the information concerning the allegation the
      Director of Human Resources will consult with the Chief Administrative
      Officer and make the final determination as to the disposition of the
      complaint. A written summary of the conclusions will be prepared.

   5. The Director of Human Resources will carry out the appropriate final
      disposition.

NOTIFICATION

In every case, after an investigation and evaluation of the charges of harassment,
both parties will be advised of the result within five days following the decision.

CONFIDENTIALITY

The Director of Human Resources will advise all parties involved in the allegation,
investigation and review process of the necessity for confidentiality.

Breaches of confidentiality by the aforementioned may be cause for disciplinary
action.

RECORDS RETENTION

All information related to the accusation, review, evaluation, recommendation,
decision and final notice of decision are retained in the Office of Human Resources.




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Reports of Wrongdoing

The Diocese of Trenton strives to create awareness of and commitment to high
ethical standards. The Diocese prohibits retaliation against employees who
provide information to or assist in an investigation of any violations of applicable
laws when the employee reasonably believes the applicable law has been
violated.

The Diocese prohibits any retaliation against employees who provide information
to or assist in an investigation by a federal regulatory or law enforcement agency,
any member of Congress or congressional committee, any supervisor, or any
person who has the authority to investigate or discover the reported misconduct,
when the employee reasonably believes the misconduct violates federal fraud
laws, any rule or regulation of the Securities and Exchange Commission, or any
other federal law.

The Diocese will use best efforts to protect whistleblowers against retaliation, as
described below. It cannot guarantee confidentiality, however, and cannot take a
report as “unofficial” or “off the record.”

The Diocese will keep confidential the identity of the individual reporting
suspected wrongdoing, unless (1) the person agrees to be identified; (2)
identification is necessary to allow the Diocese or law enforcement officials to
investigate or respond to the report; (3) identification is required by law; or (4) the
person accused of violations is entitled to the information as a matter of legal
right in disciplinary proceedings.

Guidelines:

All employees of the Diocese of Trenton are encouraged to report suspected
wrongdoing to the Director of Human Resources. If for any reason an employee
finds it difficult to report his or her concern to the Director of Human Resources,
the employee can report it directly to the Chief Administrative Officer.




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Travel and Expenses




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Conferences

It is the policy of the Diocese of Trenton to encourage participation in
Conferences when to do so would serve to improve or maintain employee skills
within their primary job responsibility. Conferences sponsored by the
U. S. Conference of Bishops and other approved church related organizations
are the recommended venues for such enrichment programs.

Guidelines:

Employees that are interested in attending a conference must submit their request
to their Director.

The Director will then submit a written request to the Chief Administrative Officer
for approval to attend a conference.         Departments within the Temporal
Administration Secretariat should also submit the request to the Chief
Administrative Officer. The written request should include the names of all other
Diocesan individuals attending the same conference.




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Credit Cards

Corporate credit cards will be issued to employees who are responsible for the
centralized acquisition of furniture, equipment, services, or supplies. Credit cards
may be used when an invoice directly to the Diocese is not possible.

Corporate credit cards may never be used for personal purposes.

Guidelines:


Upon receipt of a monthly credit card bill, the cardholder is responsible for
verifying that all of the charges are legitimate, business expenses. A check
requisition must be completed and signed by the appropriate Director. The
check requisition, bill and supporting documentation must be submitted to
Finance at least two weeks prior to the payment due date.

The Finance Department will pay all invoices within the required period to avoid a
running balance and/or late charges.




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Dues and Subscriptions

Memberships
Individual memberships to professional affiliations are permitted when such
membership relates to an employee’s primary job responsibility and participation
serves to benefit the Diocese.

Subscriptions
Subscriptions to technical or ministry specific publications, periodicals and
advisory services are permitted provided they furnish the employee with needed
information or serve to benefit an employee in his/her primary job responsibility.




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Mileage Reimbursement

The Diocese will reimburse employees for the business use of their personal
vehicle at the current standard mileage allowance rate established by the Internal
Revenue Service. The mileage allowance is intended to serve as reimbursement
for all automobile operating and insurance expenses excluding tolls and parking.

Guidelines:

Monday through Friday

   Office to Meeting to Office:
   Eligible business miles for reimbursement are those miles roundtrip between
   office and business meeting.

   Home to Meeting to Office or Office to Meeting to Home
   Eligible business miles for reimbursement are those miles in excess of your
   normal one way commute to/from work.

   Home to Meeting to Home:
   Eligible business miles for reimbursement are those miles in excess of your
   normal round trip work commute.

Weekends/Holidays/Holydays

   Home to Office to Home:
   Eligible business miles for reimbursement are those miles roundtrip
   between home and office.

   Home to Meeting to Home:
   Eligible business miles for reimbursement are those miles roundtrip
   between home and business meeting.

   Home to Meeting to Office to Home or Home to Office to Meeting:
   Eligible business miles for reimbursement are all miles roundtrip.

What do I do to get reimbursed?

Employees must complete the Expense Report Form located on the Intranet.
After opening the Intranet, click on Pastoral Center Forms. Then click on the
Expense Report Form located under Finance.

After you have completed the form you will then need to print it out and have it
signed by the appropriate individual.




3/11/2008                                                                       105
                       Diocese Of Trenton Employee Handbook


Petty Cash

With the centralization of the purchasing function and the introduction of an
internal food service program, the need for petty cash should be limited. A
centralized petty cash fund has been established in the Purchasing Department
to respond to those unusual circumstances when immediate cash is required for
the purchase of an incidental item.

A petty cash fund will be created and maintained in the Purchasing Department
for incidental purchases, generally, in an amount not to exceed a total of $20.00.
A receipt along with a description of the purchase is required. The fund will not
exceed $500.




3/11/2008                                                                     106
                       Diocese Of Trenton Employee Handbook


Travel and Entertainment

To provide guidelines regarding the nature of acceptable business travel and
entertainment expenses. This policy establishes the level of appropriate
supporting documentation necessary for accountability and ensures compliance
with the Internal Revenue Service guidelines and regulations.

It is the policy of the Diocese of Trenton that employees will be reimbursed for
ordinary and proper expenditures related to business activities, such as
seminars, conferences, business meetings, travel and entertainment. In general,
qualification for reimbursement requires that the expenditure be incurred for an
activity that provides a benefit to the Diocese of Trenton or is incurred in the
maintenance or improvement of employee skills in their primary job responsibility.
Reimbursable expenditures must comply with requirements of the Internal
Revenue Service relative to purpose and documentation and be of a reasonable
dollar magnitude. All reimbursable expenses will be charged to the appropriate
departmental operating budget.

Guidelines:

TRAVEL

   Air
   Economy or Coach must be used unless such seating is not available and
   similar seating on alternate flights and other airlines going to the same
   destination is unavailable.

   Rail
   Regular Coach Class or Unreserved seating must be used. High-speed
   trains, such as Amtrak’s Metroliner and Acela Express service, may be used
   only when time is of the essence and the one-way distance exceeds 100
   miles.

   Automobile (Rental)
   Primary travel is permitted by rental automobile only when air, rail, or
   personal automobile is not practical or is more costly.

   When primary travel or the main mode of transportation is by air or rail, rental
   cars may be utilized only when the hotel or business destination is such that
   shuttle or taxi service is not practical or is more expensive.

   When it becomes necessary to use a rental automobile, the employee must
   select the most economical offering. An automobile larger than mid-size
   should not be rented.




3/11/2008                                                                      107
                       Diocese Of Trenton Employee Handbook


Travel and Entertainment Continued

   Automobile (Personal)
   Employees may be permitted to utilize their personal automobile for primary
   travel when air or rail travel is more costly than the mileage allowance. As a
   supplement to primary travel, employees may utilize personal automobiles for
   travel to air or rail terminals.

   Reimbursement will be provided for mileage at the current standard mileage
   allowance rate established by the Internal Revenue Service. The mileage
   allowance is intended to serve as reimbursement for all automobile operating
   and insurance expenses, except tolls and parking.

   Other Automobile Expense
   Tolls and parking expenses are reimbursable expenses separate from the
   mileage allowance or rental agency expense. Parking fines, traffic violation
   fines and personal automobile expenses incurred while on business are not
   subject to reimbursement.

   Insurance
   Employees utilizing rental automobiles must acquire collision damage
   insurance through the rental agency. The cost for this insurance is a
   reimbursable expense. Remaining liability coverage is provided through the
   Diocese’s self-insurance program.

   Employees utilizing their own car for business will be reimbursed to cover the
   cost of their personal insurance policy’s deductible to a maximum of
   $1,000.00.   Reimbursement will not be made for damage when the
   employee’s personal insurance policy excludes collision coverage.

   The deductible amount will not be reimbursed if the accident report reveals
   that the employee driver is at fault or under the influence of drugs or alcohol.
   Note: There are no exceptions to the insurance requirements.

   HOTEL
   In the selection of a hotel, an employee must take into consideration both
   price and location.         Whenever possible, moderate price hotel
   accommodations at national chains are recommended and must be a single-
   occupancy room rate. The additional costs for larger rooms, such as suites,
   are not reimbursable.

   Business trips related to seminars, conferences or conventions usually offer
   group hotel rates for participants and should be utilized if available.

   A one-day seminar or conference within one hundred (100 miles) of an
   employee’s home will generally not require an overnight stay at a hotel.
   Directors may make exceptions based on the time the event ends and
   available means of transportation.
3/11/2008                                                              108
                       Diocese Of Trenton Employee Handbook


Travel and Entertainment Continued

LIVING EXPENSES

   Reimbursable Expenses
      • Employee meals while on a business trip are reimbursable within a
        reasonable dollar limit.
      • Reasonable tips for meals, baggage handling, room maintenance, and
        taxi.
      • Taxi fares and other transportation, such as subways, or bus fares.
      • Telephone expense for business calls and one personal phone call per
        day.

   Non-Reimbursable Expenses
     • Clothing purchases
     • Periodicals
     • Personal after hour entertainment

   Entertainment
   As a general rule, entertainment is not a reimbursable expense. When
   attending a conference or convention with counterparts from other dioceses, it
   is permissible for an employee in the position of Director or above to host a
   small dinner within reasonable dollar limits. In such cases, the expense
   report must include the names, title and company of all attendees.

   Conference, Seminars, & Conventions
   Conferences, seminars and conventions are reimbursable provided they
   serve to improve or maintain employee skills within their primary job
   responsibility or as a Diocesan representative at a conference. Registration
   fees are reimbursable when the above criteria are met.

   Spouses
   Spouses may accompany an employee on a business trip at the sole cost of
   the employee. The employee is responsible for segregating the cost for the
   spouse, including the difference between a single occupancy room and a
   double occupancy room.

   Travel Agency
   Employees of the Pastoral Center must use the services of the designated
   Diocesan Travel Agency for the booking of transportation and lodging.
   Procedures for use of this agency are available to all employees who travel
   on Diocesan business.




3/11/2008                                                                    109
                       Diocese Of Trenton Employee Handbook


Travel and Entertainment Continued

   Retreats
   A retreat will be conducted for all employees of the Pastoral Center biennially
   or as deemed appropriate by the Bishop or Vicar General. The retreat will be
   held on a regular business day and all employees are expected to attend.
   Vacation and Personal Days will not be permitted on the day of the retreat.

   Departmental retreats are not discouraged but may only be conducted
   outside of regular business hours. Expenses associated with a departmental
   retreat are the responsibility of the participating individuals.

Approval:

   The employee’s Director must approve business travel in advance. Directors
   do not need prior approval provided the conference and associated travel are
   included in the department’s operating budget.

   Directors may approve expense reports for their employees. Expense reports
   for Directors require the approval of the Vicar General or for Temporal
   Administration, the Chief Administrative Officer.




3/11/2008                                                                     110

				
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