Docstoc

Nampa first Church of the nazarene

Document Sample
Nampa first Church of the nazarene Powered By Docstoc
					                                             SECTION I
                                      ___________________________

                               WELCOME NEW EMPLOYEE

On behalf of the entire pastoral staff here at Canyon Hill Church of the Nazarene, I welcome you
and wish you every success.

We believe that each employee contributes directly to CHC’s growth and success, and we hope
you will take pride in being a member of our team.

This Employees Handbook and Policies was developed to describe some of the expectations of
our employees and to outline the policies, programs, and benefits available to eligible employees.
You should familiarize yourself with the contents of this Employees Handbook and Policies as
soon as possible, for it will answer many questions about employment with CHC.

We hope that your experience here will be challenging, enjoyable, and rewarding. Again,
welcome!

Sincerely,



Pastor Don Renschler




Modified on 5/18/06 by D. Schuck and R. Vasquez    1
                                            SECTION II
                                   __________________________

                             ORGANIZATION DESCRIPTION

The History of CHC
Canyon Hill Church of the Nazarene has always been based upon fundamental truths from the
Bible. All information and policies set out in the handbook were designed in coordination with
what we believe God wants for our organization.


Organizational Structure
Essentially, Canyon Hill Church of the Nazarene categorizes its full-time employees into four (4)
groups: (1) pastoral staff, (2) program staff, (3) administrative staff, and (4) support staff.

A pastoral staff member (eg: Pastor of Youth Ministries) is responsible for their specific area of
ministry. The immediate supervisor for all pastoral staff is the Senior Pastor.

A program staff member (eg: Nursery Director, youth intern) is responsible for their specific
area of ministry, such as nursery, youth, etc. The program staff member is directly responsible to
the pastoral staff member in charge of that area of ministry.

An administrative staff member (eg: Church Secretary) is responsible for completing the work
assigned to them by their immediate supervisor(s). Their immediate supervisors are the
department heads of the ministries in which they work and the Senior Pastor.

Support staff members (eg: custodians) are personnel who support all ministries, primarily in the
area of custodial and facilities support. The support staff is directly responsible to the Senior
Pastor.


Management Philosophy
We strive to provide a working environment that is pleasant and allows each employee to excel
in his or her areas of responsibility and to maximize their skills. Each employee is provided with
the necessary tools to help them do their job in the most effective and efficient way possible.




Modified on 5/18/06 by D. Schuck and R. Vasquez   2
                                         SECTION III
                                    _____________________

                                NATURE OF EMPLOYMENT

This Employees Handbook is intended to provide employees with a general understanding of our
personnel policies. Employees are encouraged to familiarize themselves with the contents of this
Handbook, for it will answer many common questions concerning employment with Canyon Hill
Church of the Nazarene.

However, this Handbook cannot anticipate every situation or answer every question about
employment. It is not an employment contract and is not intended to create contractual
obligations of any kind. Neither the employee nor Canyon Hill Church of the Nazarene is bound
to continue the employment relationship if either chooses to end the relationship at any time.

In order to retain necessary flexibility in the administration of policies and procedures, Canyon
Hill Church of the Nazarene reserves the right to revise, eliminate, or add to the policies and/or
benefits described in this Handbook. The only recognized deviations from the stated policies are
those authorized and signed by the church board policy and personnel chair person.

Canyon Hill Church of the Nazarene believes that the work conditions, wages, and benefits it
offers are competitive with those offered by other employers in our geographic area and in this
industry. If employees have concerns about work conditions or compensation, they are strongly
encouraged to voice these concerns openly and directly with their immediate supervisor.

Our experience has shown that when employees deal openly and directly with their supervisor,
the work environment can be excellent, communications can be clear, and attitudes can be
positive. We believe that Canyon Hill Church of the Nazarene amply demonstrates a
commitment to its employees by responding effectively to their concerns.




Modified on 5/18/06 by D. Schuck and R. Vasquez   3
                                      SECTION IV
                            ________________________________

                       EQUAL EMPLOYMENT OPPORTUNITY

In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at Canyon Hill Church of the Nazarene will be based on merit,
qualifications, and abilities.

This policy governs all aspects of employment, including selection, job assignment,
compensation, discipline, termination, and access to benefits and training.

Any employee with questions or concerns about any type of discrimination in the workplace is
encouraged to bring these issues to the attention of their immediate supervisor and/or the Senior
Pastor. Employees can raise concerns and make reports without fear of reprisal. Anyone
engaging in any type of discriminatory activity will be subject to disciplinary action, which may
result in termination of employment.

Following the first year of service and each year thereafter, the assigned supervisor shall evaluate
your performance. Continued employment will be based upon the evaluation. Periodic
evaluations may be conducted should the need arise. Pastoral staff members will be subject to
the provisions outlined in the Manual of the Church of the Nazarene.

This Employees Handbook shall be read and signed before employment commences and each
year thereafter.

Grounds for termination will include, but not be limited to, violation of a policy expressed or
implied in this Employees Handbook, insubordination, or actions that come in conflict with the
philosophy of Canyon Hill Church of the Nazarene.




Modified on 5/18/06 by D. Schuck and R. Vasquez   4
                                        SECTION V
                                ___________________________

                                             CONDUCT

The successful business operation and reputation of Canyon Hill Church of the Nazarene is built
upon the principles of fair dealing and ethical conduct of our employees. Our reputation for
integrity and excellence requires careful observance of the spirit and letter of all applicable laws
and regulations, as well as a scrupulous regard for the highest standards of conduct and personal
integrity.

The continued success of Canyon Hill Church of the Nazarene is dependent upon its employees
acting in a way that will ensure the continued trust and confidence of the public.

Canyon Hill Church of the Nazarene will comply with all applicable laws and regulations and
expects its officers, board members, and employees to conduct business in accordance with the
letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, immoral, or
unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with
respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the
proper course of action, the matter should be discussed openly with your immediate supervisor.

Compliance with this policy of business ethics and conduct is the responsibility of every Canyon
Hill Church of the Nazarene employee.




Modified on 5/18/06 by D. Schuck and R. Vasquez   5
                                       SECTION VI
                               ____________________________

                                 COMPLIANCE WITH LAW

Immigration
Canyon Hill Church of the Nazarene is committed to employing only United States citizens and
aliens who are authorized to work in the United States and does not unlawfully discriminate on
the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a
condition of employment, must complete the Employment Verification Form I-9 and present
documentation establishing identity and employment eligibility. Former employees who are
rehired must also complete the form, if they have not completed an I-9 with Canyon Hill Church
of the Nazarene within the past three (3) years or if their previous I-9 is no longer retained or
valid.



Employment of Minors
If you are not at least 18 years of age, you are required to provide a valid Work Permit, High
School Diploma, or Certificate of Proficiency, before you will be allowed to work. The
employment of minors is restricted by the terms and conditions of the Work Permit, as well as
the provisions of state and federal law.




Modified on 5/18/06 by D. Schuck and R. Vasquez   6
                                        SECTION VII
                                  ________________________

                              EMPLOYMENT CATEGORIES

It is the intent of Canyon Hill Church of the Nazarene to clarify the definitions of employment
classifications so those employees understand their employment status and eligibility for
benefit(s).

Each employee shall be designated as either nonexempt or exempt (hourly or salaried,
respectively) and classified as full-time, part-time, temporary, or probationary.

Nonexempt employees are entitled to overtime pay under the specific provisions of federal and
state laws. Exempt employees are excluded from specific provisions of federal and state wage
and hour laws. An employee’s exempt or nonexempt classification may be changed only upon
written notification by Canyon Hill Church of the Nazarene management.

Full-time employees are those who are compensated for thirty (30) or more hours per week and
have completed the probationary period. Generally they are eligible for the Canyon Hill Church
of the Nazarene benefits, subject to the terms, conditions, and limitations of each benefits
package.

Part-time employees are those who are compensated for less than thirty (30) hours per week.
While they receive all legally mandated benefits (such as Social Security and Workers’
Compensation insurance), they are ineligible for all of Canyon Hill Church of the Nazarene’s
other benefit packages.

Temporary employees are those who are scheduled for specific activities not regularly assigned
to Canyon Hill Church of the Nazarene full- or part-time employees (i.e.; nursery worker during
District Campmeeting. At the discretion of the employee, they may be set up on Canyon Hill
Church of the Nazarene’s payroll or as an independent contractor.

Probationary employees are either administrative or support staff who have worked ninety (90)
days or less at Canyon Hill Church of the Nazarene. During this probationary period, the
employee is not entitled to Canyon Hill Church of the Nazarene benefits, except as hereinafter
noted. However, accrual of time for benefits, with the exceptions of sick pay and eligibility for
group insurance, will commence with the initial date of employment.

Salary ranges, job position requirements, and expectations will be set out in a job description that
shall be given to each prospective employee at the time of their initial job interview.




Modified on 5/18/06 by D. Schuck and R. Vasquez   7
                                       SECTION VIII
                                  ________________________

                             ACCESS TO PERSONNEL FILES

Canyon Hill Church of the Nazarene shall maintain a personnel file on each employee. The
personnel file will include, but not be limited to, such information as the employee’s job
application, resume, records of training, documentation of performance appraisals, salary
increases, and employment records.

Personnel files are the property of Canyon Hill Church of the Nazarene and access to the
information they contain is restricted. Generally, only supervisors and management personnel of
Canyon Hill Church of the Nazarene who have a legitimate reason to review information in a file
will be allowed to do so.

Employees who wish to review their own file shall contact the Senior Pastor through their
supervisor. With reasonable advance notice, employees may review their own personnel files in
Canyon Hill Church of the Nazarene’s offices and in the presence of an individual appointed by
Canyon Hill Church of the Nazarene to maintain these files.




Modified on 5/18/06 by D. Schuck and R. Vasquez   8
                                      SECTION IX
                             ______________________________

                        EMPLOYMENT REFERENCE CHECKS

To ensure that individuals who join Canyon Hill Church of the Nazarene are well qualified and
have a strong potential to be productive and successful, it is the policy of Canyon Hill Church of
the Nazarene to check the employment references of all applicants.

The Senior Pastor will respond to all reference check inquiries from other employers. Responses
to such inquiries will confirm only dates of employment, wage rates, and position(s) held. No
employment data will be released without a written authorization and release signed by the
individual who is the subject of the inquiry.




Modified on 5/18/06 by D. Schuck and R. Vasquez   9
                                        SECTION X
                                 _________________________

                              PERSONNEL DATA CHANGES

It is the responsibility of each employee to promptly notify Canyon Hill Church of the Nazarene
of any changes in personnel data. Personal mailing addresses, telephone numbers, e-mail
addresses, names of dependents, individuals to be contacted in the event of an emergency,
educational accomplishments, and other information as the immediate supervisor may require
shall be accurate and kept current at all times. If any personnel data has changed, the Senior
Pastor shall be immediately notified, in writing.




Modified on 5/18/06 by D. Schuck and R. Vasquez   10
                                       SECTION XI
                                __________________________

                             PERFORMANCE EVALUATION

Supervisors and employees are strongly encouraged to discuss job performance and goals on an
informal, day-to-day basis. Formal performance evaluations of all employees will generally be
scheduled during the months of January and February of each church year.

These formal performance evaluations are conducted to provide both supervisors and employees
the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize
strengths, and discuss positive, purposeful approaches for meeting goals.

In recognition of truly superior employee performance, Canyon Hill Church of the Nazarene may
award a meritorious pay increase. The decision to make such an award is dependent upon
numerous factors, including the information documented by this formal performance evaluation
process.

Should an employee and/or their supervisor be dissatisfied with the results of an evaluation,
either the employee or their supervisor may request a review by the Senior Pastor. This review
will be carried out in a timely fashion.




Modified on 5/18/06 by D. Schuck and R. Vasquez   11
                                       SECTION XII
                                __________________________

                            CONFIDENTIAL INFORMATION

All privileged information is to be kept in confidence at all times. Loyalty to Canyon Hill
Church of the Nazarene and its staff is an absolute necessity. Gossip or disloyalty will result in a
written warning and dismissal if continued.




Modified on 5/18/06 by D. Schuck and R. Vasquez   12
                                       SECTION XIII
                                  ________________________

                                        SPIRITUAL LIFE

Canyon Hill Church of the Nazarene would like all employees to be spirit-filled Christians who
are faithful in: (1) church attendance, (2) financial support, and (3) the support of all church
programs.




Modified on 5/18/06 by D. Schuck and R. Vasquez   13
                                        SECTION XIV
                                    _____________________

                                 CHURCH OFFICE HOURS

The church office will be open Mondays through Fridays from 9:00 a.m. through 3:00 p.m. Each
pastoral staff member will have one (1) day (Monday, Tuesday, Wednesday, Thursday, or
Friday) a week off. All schedules will be approved in advance by the Senior Pastor.




Modified on 5/18/06 by D. Schuck and R. Vasquez   14
                                       SECTION XV
                                 _________________________

                                      JOB DESCRIPTIONS

Pastoral staff members will be provided with a job description as a guideline of their
responsibilities. These will be worked out together with the Senior Pastor, the church board, and
the Personnel Committee. Pastoral staff members are amenable to the Senior Pastor. A copy of
the job description shall be kept in the employee’s personnel file. This copy will have been
signed by the employee.




Modified on 5/18/06 by D. Schuck and R. Vasquez   15
                                     SECTION XVI
                             ______________________________

                     OTHER EMPLOYMENT AND EDUCATION

Full-time salaried employees may not accept any outside employment, except as hereinafter
provided. Part-time employees may accept outside employment, but any outside employment
must be reported to the Senior Pastor. Certain types of employment may be unsuitable for
church employees. Therefore, outside employment by any church employee is subject to the
approval of the Senior Pastor and the church board.

Pastoral staff members will be allowed one (1) week per year for revivals, conventions or
continuing education (does not include District or General Assembly). This time is in addition to
vacation time, but shall not interfere with the ongoing programs at Canyon Hill Church of the
Nazarene. All special time off will be approved in advance by the Senior Pastor.

In the event a full-time pastoral staff member teaches a class at Northwest Nazarene University
(NNU) or other university for compensation, one (1) 3-hour class per semester shall be
equivalent to one (1) week’s vacation time. No full-time pastoral staff member shall teach more
than two (2) courses per year.

No full-time pastoral staff member shall take a course and teach a course at the same time.




Modified on 5/18/06 by D. Schuck and R. Vasquez   16
                                        SECTION XVII
                                    ______________________

                                            VACATIONS

Full-time employees will earn vacation on their anniversary date (which will correspond to the
month and day the employee was hired), based on their length of continuous full-time service
with the Church of the Nazarene, as follows:

                Nonexempt (Administrative and Support Staff)
                      One (1) week after one (1) year
                      Two (2) weeks after two (2) years
                      Three (3) weeks after ten (10) years

                Exempt (Administrative Staff)
                     Two (2) weeks after one (1) year
                     Three (3) weeks after six (6) years

                Exempt (Pastoral Staff)
                     Two (2) weeks after one (1) year
                     Three (3) weeks after six (6) years
                     Four (4) weeks after fifteen (15) years

Vacation days are not cumulative and all eligible employees are expected to take their vacations
annually, based on the church year (April 1 through March 31). Vacation time will be prorated
for incoming and exiting employees. Sundays included in any vacation period for pastor staff
members shall equal the number of vacation weeks.

Vacations must be approved in advance by the employee’s immediate supervisor. Requests for
vacation time shall be made in writing at least ten (10) working days prior to the desired time off.
They will be approved on a first come, first served basis, and only if the time off will not
interfere with the normal business operations of the church.

Canyon Hill Church of the Nazarene recognizes there may be an extenuating circumstance which
would preclude an employee from using all of their vacation time in a given year.




Modified on 5/18/06 by D. Schuck and R. Vasquez   17
                                       SECTION XVIII
                                  ________________________

                                             HOLIDAYS

Full-time employees who have completed the probationary period will be eligible to receive their
regular rate of pay on the following holidays:

        New Year’s Day                   Thanksgiving Day
        President’s Day                  Day after Thanksgiving
        Memorial Day                     Christmas Eve Day (if a regularly scheduled workday)
        Independence Day                 Christmas Day
        Labor Day

All holidays will be observed on the calendar day designated by the church for observance. If a
holiday falls during an employee’s approved vacation period, the employee will receive pay and
will not be charged for a vacation day on the day the holiday is observed.

Employees on leave of absence for any reason are not eligible for holiday pay on holidays that
are observed during the period they are on leave.

Part-time employees may be eligible for pro-rated holiday pay if the holiday falls on a regularly
scheduled workday.

Holiday pay will not count as hours worked for the calculation of overtime.




Modified on 5/18/06 by D. Schuck and R. Vasquez   18
                                       SECTION XIX
                                  ________________________

                                SICK DAYS AND TIME OFF

Full-time employees, after the first ninety (90) days of employment, will be eligible to earn (1)
day’s sick leave per month. Sick pay benefits may only be used in case of personal or family
illness or for personal injury that is not work-related.

Any sick day taken in excess of the accumulated days will be without pay or may be borrowed
from the employee’s accrued vacation time.

Sick pay benefits may be accumulated up to a maximum of forty (40) days. Employees who
accumulate the maximum benefit allowed will not earn additional sick pay benefits until their
accumulated total has been reduced below the maximum. Thereafter, sick pay benefits will only
be earned up to the maximum amount.

Unused sick pay benefits may not be used for personal time off or as additional vacation, and
employees will not be paid for unused sick pay benefits upon termination of employment. In
addition, sick pay will not be considered for the calculation of overtime.




Modified on 5/18/06 by D. Schuck and R. Vasquez   19
                                       SECTION XX
                                 _________________________

                                        PAID ABSENCES

Emergencies
The Senior Pastor may grant a pastoral staff member up to five (5) days of absent time with pay
to conduct urgent personal business or for an emergency.

Bereavement
The Senior Pastor may grant an employee absent time with pay for a reasonable period ( one to
three days) of time when the employee’s immediate family is affected.

Jury Duty
An employee serving on jury duty shall be compensated for the difference between jury duty pay
and the employee’s normal salary or wage.

Special Events
Pastoral staff members may be allowed time off with pay to participate in special job-related
events, with the prior approval of the Senior Pastor. Requests must be made at least twenty (20)
working days in advance of the event.

Professional
The Senior Pastor may grant pastoral staff members up to five (5) days of paid absence each year
for educational, skill development, career training, and other vocational-related classes or
seminars provided: (1) such training will enhance the employee’s ability to perform his/her
current duties, and (2) the employee makes a report to the Senior Pastor of benefits derived from
the activity within ten (10) working days following their return to work. Requests for
professional time off shall be submitted on the Vacation Request/Time Off Report form at least
twenty (20) working days in advance.

Education
A full-time pastoral staff member will be permitted to enroll in one (1) 3-semester hour course
per semester with a maximum of two (2) courses per year. The addition of further coursework in
any term or year is subject to the prior approval of the Senior Pastor (and requires that the staff
member reduce employment to one-half time).

                                        SECTION XXI
                                   _______________________

                             STATEMENT OF DRUG POLICY

Canyon Hill Church of the Nazarene prohibits the use, possession, distribution or sale on its
premises or on the premises of any of its workplaces, of any illegal or drug-related paraphernalia,
Modified on 5/18/06 by D. Schuck and R. Vasquez   20
alcohol, or tobacco. Furthermore, no employees of Canyon Hill Church of the Nazarene shall
report for work or perform work while under the influence of any illegal drug or alcohol. “Under
the influence” is not limited to actual impairment, but includes any situation where trace amounts
of the drug or alcohol remain in the employee’s system. Failure of any drug or alcohol test
constitutes “under the influence” regardless of impairment.

Use of alcoholic beverages, tobacco, or illegal drugs will be grounds for immediate dismissal.




Modified on 5/18/06 by D. Schuck and R. Vasquez   21
                                       SECTION XXII
                                  ________________________

                               WORKERS’ COMPENSATION

Workers’ Compensation, required by state law and paid for entirely by your employer, protects
you in the event of injury incurred on the job. Any accident on the job, regardless of how minor
it may be, must be promptly reported to your supervisor.




Modified on 5/18/06 by D. Schuck and R. Vasquez   22
                                           XXIII
                                ___________________________

                                     GROUP INSURANCE

All full-time employees are eligible for enrollment in the church’s group insurance plan(s) as
follows:

    Pastoral Staff – on the first day of the calendar month following the date compensation
    commences

    Administrative Staff – on the first day of the calendar month following ninety (90) days
    (probationary period) of continuous employment.

    Support Staff - on the first day of the calendar month following ninety (90) days
    (probationary period) of continuous employment.

Canyon Hill Church of the Nazarene will pay the premiums for employees and their dependents
who do not otherwise have insurance coverage. If a dependent is already insured and desires to
be covered under Canyon Hill Church of the Nazarene’s group plan(s) as well, the employee will
pay the premium for their dependent. This premium shall be paid by payroll deduction,
authorized in advance by written instrument.

Detailed information concerning the plan(s) will be made available at the time you become
eligible for enrollment.




Modified on 5/18/06 by D. Schuck and R. Vasquez   23
                                      SECTION XXIV
                                 _________________________

                            SEXUAL HARASSMENT POLICY

It is the policy of Canyon Hill Church of the Nazarene that sexual harassment of employees in
the workplace is unacceptable and will not be tolerated. Supervisors of Canyon Hill Church of
the Nazarene who become aware of sexual harassment will take prompt corrective action.
Disciplinary action will be taken immediately, and may include dismissal of the offending
employee.




Modified on 5/18/06 by D. Schuck and R. Vasquez   24
                                        SECTION XXV
                                    _____________________

                                             PAYROLL

Time Records
Nonexempt employees are required to turn in a time card in according to the following
guidelines:

A time sheet will be completed for each pay period.

You may not work overtime unless it has been approved in advance by your supervisor. If a
change or correction is made on your time sheet, it must be initialed by you and your supervisor.


Payday
Each month is divided into two (2) pay periods. The first pay period includes the first 15 days of
the month and the second pay period includes the remainder of the month.

Employees will be paid on the 1st and the 15th day of the month. If these fall on a Saturday or
Sunday, checks will be issued the preceding Friday.


Payroll Deductions
You are probably familiar with the various payroll deductions that are required by law (i.e.;
federal income tax, state income tax, state disability insurance, Medicare, and social security
taxes). Any other deductions from your paycheck must be authorized by you, in writing.
Canyon Hill Church of the Nazarene complies with applicable state and federal laws regarding
the garnishment and assignment of wages.




Modified on 5/18/06 by D. Schuck and R. Vasquez   25
                                       SECTION XXVI
                                    _____________________

                                         TERMINATION


Voluntary Termination
A voluntary termination is a termination that is initiated by the employee. We would like you to
give at least 30 days written notice before you leave your job. Written notice should include
your reason for leaving, as well as the name and address of your new employer, if applicable.


Involuntary Termination
An involuntary termination is a termination that is initiated by Canyon Hill Church of the
Nazarene for reasons other than changing business conditions. This might include, but not be
limited to:

        acts of dishonesty
        insubordination
        violation of any criminal law
        failure to meet standards of job performance, attendance, and/or work behavior
        misconduct
        improper use of church-owned computers (visiting adult websites, etc.)
        failure to follow employment-related policies and procedures.


Layoff
A layoff is a termination of employment that results from changing business conditions which
necessitate a reduction in staff. Canyon Hill Church of the Nazarene, in its sole discretion, will
determine if a layoff should occur. Employees who are laid off will not necessarily be subject to
recall.




Modified on 5/18/06 by D. Schuck and R. Vasquez   26
                                         SECTION XXVII

                   __________________________________________

                                 GENERAL INFORMATION

Access to Church Property
It is important that Canyon Hill Church of the Nazarene have access at all times to church
property, as well as other records, documents, and files. As a result, Canyon Hill Church of the
Nazarene reserves the right to access employee offices, work stations, filing cabinets, desks,
computers and computer files, voice mail, e-mail, and any other church property at its discretion,
with or without advance notice or consent.


Business Expense Reporting
Employees will be reimbursed for all approved business-related budgeted expenses upon
submission of accurate and receipted expense reports. Employees are requested to submit these
reports in a timely manner to ensure proper accounting and prompt reimbursement.


Use of Church Telephones
From time to time it may be necessary for employees to make and receive personal calls on
church phones. However, these calls should be limited in length and, whenever possible, during
meal periods. Employees are expected to use good judgment and common sense when it comes
to personal phone calls.

If you need to make a personal long-distance call, any charge shall be reimbursed to Canyon Hill
Church of the Nazarene. It is the responsibility of the employee to complete a telephone charge
slip and turn it in to the Treasurer who will advise you of the charges when the phone bill comes
in.


Employee Parking
Employees park at their own risk and Canyon Hill Church of the Nazarene will not be
responsible for theft or damage to any employee vehicle(s) parked on church property or
elsewhere. Also, Canyon Hill Church of the Nazarene will not be responsible for personal
property left in vehicle(s) that is lost, damaged, stolen, or destroyed.




Modified on 5/18/06 by D. Schuck and R. Vasquez   27
                                      SECTION XXIII
                                ___________________________

            EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT


This is to acknowledge that I have received a copy of Canyon Hill Church of the Nazarene’s
Employees Handbook & Policies. I understand that it provides guidelines and summary
information about personnel policies, procedures, benefits, and rules of conduct. I also
understand that it is my responsibility to read, understand, become familiar with, and comply
with the standards that have been established. I further understand that the church reserves the
right to modify, supplement, rescind, or revise any provision, benefit, or policy from time to time
as it deems appropriate.


NAME (please print): __________________________________________________________


SIGNATURE: ________________________________________________________________


DATE: _______________________________________________________________________




        This page must be signed and returned to your supervisor within ten (10) days.
   This Handbook is to be kept by the employee for reference throughout their employment.




Modified on 5/18/06 by D. Schuck and R. Vasquez   28

				
DOCUMENT INFO
Shared By:
Categories:
Stats:
views:32
posted:3/19/2011
language:English
pages:28