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Universal Fellowship of Metropolitan Community Churches (UFMCC) dba Metropolitan Community Church (MCC)

HUMAN RESOURCES EMPLOYEE POLICY HANDBOOK __________________________________________________________________________________________________

Metropolitan Community Churches

Revised July 2008

Tearing Down Walls. Building Up Hope.

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UFMCC Mission Statement (As affirmed by General Conference - July 2005)

Metropolitan Community Church was established in 1968 by Rev. Elder Troy Perry. Since that time, MCC has been tearing down walls and building up hope amongst people throughout the world. Metropolitan Community Churches are on a bold mission to transform hearts, lives, and history. We are a movement that faithfully proclaims God’s inclusive love for all people and proudly bears witness to the holy integration of spirituality and sexuality.

Just as Jesus did, we are called to:

• Do justice, show kindness, and live humbly with God. (Micah 6:8)

• Explore life’s questions and answers.

• Raise our voices in sacred defiance against religious (and political or systemic) exclusion.

• Reach out to those with no hope.

• Lift up new generations of remarkable, far-reaching spiritual activists.

MCC Statement of Purpose As God’s liberated people, we boldly . . .

Reclaim our Holy Identity.

At MCC, we believe that even in our humanness, we are holy. We are liberated from other people’s definitions of who we are. We are made both body and spirit. We believe that our sexuality is a holy gift from God so we no longer distance our bodies from our experience with God. We are a people who proudly participate in the communion of body and spirit.

Advance our call to Social Justice and Action.

At MCC, we believe that Jesus led the way in acts of compassion and acts of justice. Because we have been a people in the margins of society, we understand fully the grace that God has extended to us. We seek to distance ourselves from exclusion and draw ourselves closer to including all those who are marginalized in any way. We stand boldly with those who resist the structures of exclusion, as Jesus did, and work to insure freedom for all people. In the margins, we are blessed.

Tell the story of God’s Transforming Grace.

At MCC, we come as we are to Christ and are changed by what we find. We experience a God with open arms, inviting all to take the sacred journey of faith and transformation. We are growing in our faith and claim that our place in society has magnified our place in God’s family. We are one of the many voices of God that, until now, has been lost in the margins!

Nurture the value of Community.

At MCC, we believe our ultimate ministry is in the world. We know that in order to prepare ourselves for radical service that changes lives, we must equip others and ourselves in the safety of a supportive community. We strive to live out a message that rejects the idea that any are excluded from the family of God.

Build bridges that Liberate and Unite.

At MCC, we have experienced the soul destruction that comes from hate filled rhetoric. In restoring our souls, we have come to find that our voices will speak the liberation that comes through peace, compassion, love, respect and grace. As followers of Jesus, we believe in everyone’s holy privilege to work out their own salvation. While we are a Christian church who follows Jesus, we respect those of other faith traditions and work together with them to free all those who are oppressed by hate, disregard and violence.


Contents

At-will Employment Status …………………………………………………………………………………………. ..5

Confirmation of Receipt Including At-will Language ……………………………………………………………… ..6

EEO with ADA Provision…………………………………………………………………………………………… ..7

Unlawful Harassment ……………………………………………………………………………………………….. ..7

Employment Policies and Practices

New Employees ……………………………………………………………………………………………………......8

Regular Employees ………………………………………………………………………………………………….....8

Full-time Employees …………………………………………………………………………………………………...8

Part-time Employees …………………………………………………………………………………………………...8

Temporary Employees …………………………………………………………………………………………………8

Temporary Transfers….………………………………………………………………………………………………...9

Job Duties ……………. … ………………………………………………………………………………………….. ...9

Work Schedules ………………………………………………………………………………………………………...9

Meal and Rest Periods ……………………………………………………………………………………………...... ...9

Conferences, Events, and Workshops…………………………………………………………………………………10

Timekeeping Requirements …………………………………………………………………………………………...10

Payment of Wages …………………………………………………………………………………………………… .11

Overtime for Non-exempt Employees ………………………………………………………………………………. .11

Advances ……………………………………………………………………………………………………………....12

Personnel Records ........................................................................................................................................... ………. .12

Employee References ...................................................................................................................................... ………..12

Performance Evaluations ...............................................................................................................................................13

Open-door ......................................................................................................................................................................13

Employment of Relatives ............................................................................................................................................. .13

Reductions in Force ...................................................................................................................................................... .14

Involuntary Termination and Progressive Discipline .................................................................................................. .14

Voluntary Termination.................................................................................................................................................. .14

Operational Considerations

Job Postings…............................................................................................................................................................... 15

Ergonomics…............................................................................................................................................................... 15

Smoking ....................................................................................................................................................................... 15

Housekeeping .............................................................................................................................................................. 15

Solicitation and Distribution of Literature.................................................................................................................... 15

Conducting Personal Business ..................................................................................................................................... 15

Employee Benefits

Holidays ..…………………………………………………………………………………………………………….16

Sick Days …..………………………………………………………………………………………………………...16

A. Vacation Requests..……..…………………………………………………………………………………………17

B. Vacation Accrual and Cap on Accrual ...................................................................................................... ………. 17

C. Compensation for Vacation ....................................................................................................................... ………. 19

D. Non-Compensated Time Off….…………………………………………………………………………………... 19

E. Payment of Accrued Vacation Upon Separation from UFMCC…............................................................. ………. 19

Insurance Benefits…........................................................................................................................................ ………. 19

A. Medical, Dental and Vision Insurance…………………………………………………………………….............20

B. Life Insurance …..…………………………………………………………………………………………............ 20

C. Short Term Disability and Long Term Disability Insurance................................................................................... 20

D. Unemployment Insurance........................................................................................................................................ 21

Social Security Tax ……………………………………………………………………………….............................. 21

Workers’ Compensation Insurance…………………………………………………………………………............... 21

Insurance Coverage Information..……………………………………………………………………………………. 22

Continuing Insurance Coverage.................................................................................................................................... 22


Contents (Continued) Retirement Plan ............................................................................................................................................................ 22

Unpaid Leaves of Absence................................................................................................................................…….. 22

A. Pregnancy Disability Leave………………………………………………………………………………………. 23

B. Bereavement Leave.................................................................................................................................................. 24

C. Military Leave ............................................................................................................................................... ……. 24

D. Jury Duty and Witness Leave .................................................................................................................................. 24

E. Time Off for Voting........................................................................................................................................ ……. 24

F. Volunteer Firefighters ............................................................................................................................................. 24

G. Domestic Violence Leave ....................................................................................................................................... 25

H. Suspension ..………………………………………………………………………………………………............ 25

I. Education Leave .............................................................................................................................................…….. 25

J. Recreational Activities and Programs ….……………………………………………………….....................…....26

Employee Acknowledgement Form ……………………………………………………………................................. 27

MCC Human Resources Employee Handbook (Revised July 2008)

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Introductory Statement

Welcome! As an employee of UFMCC, you are an important member of our church community. This employee handbook together with the Global Code of Conduct, attached as Appendix A, is intended to explain the terms and conditions of employment of all full-and part-time employees and supervisors. This handbook summarizes the policies and practices in effect at the time of publication. This handbook supersedes all previously issued handbooks and any policy or benefit statements or memoranda that are inconsistent with the policies described here. Your supervisor will be happy to answer any questions you may have. At-will Employment Status UFMCC personnel are employed on an at-will basis. Employment at-will may be terminated with or without cause and with or without notice at any time by the employee or UFMCC. Nothing in this handbook, or in the Global Code of Conduct, shall limit the right to terminate at-will employment. No manager, supervisor, or employee of UFMCC has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment on other than at-will terms. Only the Board of Administration of UFMCC has the authority to make any such agreement, which is binding only if it is in writing and signed by the Chair of the UFMCC Board of Administration or designated representative. Integration Clause and the Right to Revise This employee handbook contains the employment policies and practices of UFMCC in effect at the time of publication. All previously issued handbooks and any inconsistent policy statements or memoranda are superseded. UFMCC reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment. However, any such changes must be in writing and must be approved by the UFMCC Board of Administration. Any written changes to this handbook will be distributed to all employees so that employees will be aware of the new policies or procedures. No oral statements or representations can in any way alter the provisions of this handbook. Nothing in this employee handbook or in any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee. Affirmation of Full Protection of Law UFMCC is not subject to all Federal, State or local laws otherwise applicable to employers. This Employee Handbook does not create any legal obligations on the part of UFMCC beyond that instituted by Federal, State, or local laws. This Employee Handbook shall be construed to affirm UFMCC’s entitlement to the fullest protection of any law or legal precedent applicable to religious organizations or employees otherwise similar to UFMCC.


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Confirmation of Receipt Including At-will Language Prior to the end of an employee’s first day of employment or within ten days of a current employee’s receipt of the revised employee handbook, a signed acknowledgment of receipt of the handbook shall be executed by the new or current employee. An acknowledgment with signature and date shall be placed in the employee’s permanent employment file. The acknowledgment form is contained at the last page of this handbook. The acknowledgment contains the following language: I understand that except for employment at-will status, any and all policies or practices can be changed at any time by UFMCC. UFMCC reserves the right to change my hours, wages, and working conditions at any time. I understand and agree that other than the UFMCC Board of Administration, no manager, supervisor, or representative of UFMCC has authority to enter into any agreement, express or implied, for employment for any specific period of time, or to make any agreement for employment other than at-will; only the UFMCC Board of Administration has the authority to make any such agreement and then only in writing, signed by the Chair of the UFMCC Board of Administration or designated representative. I understand and agree that my relationship with UFMCC is “at-will” and that nothing in the policy handbook, or in the Global Code of Conduct, creates or is intended to create a promise or representation of continued employment. I understand that my employment may be terminated at the will of either UFMCC or myself for any reason or no reason at all. My signature certifies that I understand that the foregoing agreement on at-will status is the sole and entire agreement between UFMCC and myself concerning the duration of my employment and the circumstances under which my employment may be terminated. I further understand that this policy handbook supersedes all prior agreements, understandings, and representations concerning my employment with UFMCC, including any previous UFMCC policy handbook that provided for employment other than on an at-will basis.


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EEO with ADA Provision UFMCC is a religious organization. As such, not all federal, state or local discrimination laws necessarily apply to UFMCC. This employee handbook is not intended to expand any rights or obligations beyond what is allowed by law. UFMCC is an equal opportunity employer and prohibits unlawful discrimination based on race, color, creed, gender, religion, marital status, age, national origin or ancestry, height, weight, physical or mental disability, medical condition including genetic characteristics, sexual orientation, gender identity or expression, or any other discrimination made unlawful against the religious organization by federal, state, or local laws. It also includes a perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. UFMCC is committed to compliance with all discrimination laws applicable to it as a religious organization. This commitment includes all persons involved in the operations of UFMCC, including supervisors and coworkers. To comply with any laws applicable to this religious organization ensuring equal employment opportunities to qualified individuals with a disability, UFMCC will, as required, make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact the Executive Director or designated UFMCC representative with day-to-day personnel responsibilities and request such an accommodation. The individual with the disability should specify what accommodation he or she needs to perform the job. UFMCC will then consider the employee’s legal eligibility for such accommodation and, if appropriate, conduct an investigation to identify the barriers that interfere with the equal opportunity of the applicant or employee to perform their job. If applicable, UFMCC will identify possible accommodations, if any, that will help eliminate the limitation. If the accommodation is reasonable and will not impose an undue hardship, UFMCC will make the accommodation, to the extent required by law. If you believe you have been subjected to any form of unlawful discrimination, submit a written complaint to the Executive Director, or if it involves the Executive Director, to the Chair of the Board of Administration. Your complaint should be specific and should include the names of the individuals involved and the names of any witnesses. UFMCC will immediately undertake an effective, thorough, and objective investigation and attempt to resolve the situation. If UFMCC determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future discrimination. UFMCC will not retaliate against you for filing a complaint of unlawful discrimination and will not knowingly permit retaliation by management employees or your coworkers. Unlawful Harassment UFMCC is committed to providing a work environment free of unlawful harassment, and strictly prohibits unlawful harassment. UFMCC’s harassment policy is set forth in detail in the Global Code of Conduct, at Chapter 3, attached as Appendix A.


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Employment Policies and Practices

New Employees The first 90 days of continuous employment at UFMCC is considered a trial period. During this time you will learn your responsibilities, get acquainted with fellow employees, and determine whether or not you are happy with your job. Your supervisor will closely monitor your performance. Upon completion of the trial period, UFMCC may review your performance. If UFMCC finds your performance satisfactory and decides to continue your employment, it will advise you of any improvements expected from you. Completion of the trial period does not entitle you to remain employed by UFMCC for any definite period of time, but rather allows both you and UFMCC to evaluate whether or not you are right for the position. On the first full month after the employee has completed a 30 day waiting period, eligible employees will receive the benefits described in this handbook. At any time that you are notified of specific improvements expected from you, a time-line for fulfillment and specific actions will be described by your supervisor in writing. These may be transmitted by e-mail or in a face-to-face or telephone conference meeting. It is your responsibility to prepare a response to this notification in which you list the improvements as you understand them to be as well as the time-line and send this response to your supervisor by e-mail or fax with your signature affixed. Your supervisor will follow-up with you within the time-line to discuss progress. Failure to make the improvements may result in additional requirements, a change of status or role/responsibility/classification and the salary and benefits attached to your current position (in which case 30 day notice will be provided). Failure to make the improvements may also result in termination. Regular Employees Regular employees are those who are hired to work on a regular schedule. Regular employees may be classified as full-time or part-time. Full-time Employees Regular full-time employees are those who are scheduled for and do work a minimum of 37.5 hours (exclusive of time for meals) per week. On the first full month after the employee has completed a 30 day waiting period, regular full-time employees are eligible for employee benefits described in this handbook. Part-time Employees Part-time employees are those who are scheduled for and do work fewer than 37.5 hours (exclusive of time for meals) per week. Part-time employees are not eligible for benefits except those mandated by applicable law or contractual agreement with Advantech. Employees must work 30 hours per week to be eligible for benefits. Temporary Employees Temporary employees are those employed on special assignment with the understanding that such work will be completed within a specified period of time. Short-term assignments generally are periods of three months or fewer; however, such assignments may be extended. Temporary employees do not become regular or part-time employees as a result of the passage of time, and they are not eligible for employee benefits except those mandated by applicable law.


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Temporary Transfers Employees who request a temporary transfer for medical and/or family medical leave reasons will be considered for that transfer if a position exists at the time the transfer is requested and the employee is qualified to perform the job. The employee will be paid in accordance with the responsibilities and duties of the temporary job. Job Duties During the trial period, your supervisor will explain your job responsibilities and the performance standards expected of you. Be aware that your job responsibilities may change at any time during your employment. From time to time, you may be asked to work on special projects, or to assist with other work necessary or important to the operation of UFMCC. Your cooperation and assistance in performing such additional work is expected. UFMCC reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities. 30 day notice will be provided of these changes if they impact compensation or require relocation. The actual time for relocation will be negotiated with your supervisor. Work Schedules MCC exempt employees are expected to report to work virtually or in their assigned physical locations at 9:00 A.M. in the time zone of their employment. They are expected to remain on duty for a minimum of 7.5 hours each work day with a break for lunch and a 10 minute break after 5 hours of work. In the event that the employee is traveling on behalf of MCC, these hours may be adjusted to accommodate the requirements of the trip. Employees may take the day after extended travel as leave to compensate for hours worked beyond the regular schedule if those hours are deemed unreasonable for the position. The ethical test is whether the position you hold is one in which you knew that evening and weekend work would be required in order to fulfill the role to which you have been assigned or elected. If the requirement exceeds what you can reasonably accommodate, you may ask for reassignment. If this is feasible and appropriate, consideration will be made but not guaranteed. Supervisors are expected to plan coverage for physical sites and virtual locations so that MCC constituents can easily locate and communicate with a liaison for the supervisor with minimum delay in response (same day is recommended and a maximum of 48 hours should not be exceeded for some type of confirmation of receipt of inquiry). When this coverage cannot be sustained by a local location, the supervisor should make arrangements for the operations liaison to provide coverage for emergencies and follow-up. Meal and Rest Periods Employees are provided with a one-hour meal period, to be taken within five hours of the start of their shift. Employees may leave the premises during their meal periods. If you work ten hours, you may take a second meal period. Non-exempt employees must record the time they left for the meal period, and the time they returned. Under no circumstances should an employee take less than a thirty minute lunch period on any day. Failure to take at least a thirty-minute lunch period on every work day can lead to disciplinary action, including but not limited to verbal counseling, written warning, suspension or termination. Employees are allowed a 10-minute rest period for every four hours of work or major portion thereof. Your supervisor will schedule your meal and rest periods. You are expected to observe your assigned working hours and the time allowed for meal and rest periods.


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Conferences, Events, and Workshops All employees are required to attend General Conference and to work within their capacity as full-time or part-time at General Conference. Part-time employees are expected to follow their typical work hour schedule and the supervisor must ensure that this is the case. MCC supports the cost of attendance for the employee. Employees will register through the Conference Co-Directors or their designee. Up to three family members may attend General Conference for fee and stay in the room of the employee. This benefit is not transferable to non-family members. If family members are not attending, the employee may be asked to share a room with another employee or scholarship attendee. This is completely voluntary. Room service, pay-per-view movies, spa, telephone, business center, dry cleaning, and liquor charges are not allowed for employees or individuals in their rooms. Employees may not charge family meals or other activities to MCC credit cards or to the master bill or room. Business Center charges must be cleared through the Conference-Co-Directors or designee. Non-allowed charges will be due from the employee at time of check out or in the payroll period following Conference if the 90 day post Conference audit reveals such charges. Employees may be asked to work at other Conferences/Events/Workshops and, in these cases, registration and travel costs are covered by MCC. The supervisor must initiate this request, ensure that the cost is in the supervisor’s budget and the Executive Director must receive notice of the request and assurance of coverage of the Region/Portfolio. The Operations Liaison can work with the supervisor to achieve coverage using other team members if needed. If the conference is out of country, the Executive Director must approve the cost. Employees may wish to attend other conferences/events/workshops sponsored by MCC and/or may wish to volunteer at these conferences. The employee registration will be provided at no charge if the proceeds of the conference are payable only to MCC. In the event that a conference is jointly hosted, only the part of the proceeds due to MCC can be provided at no charge. Employees who attend conferences/events/workshops sponsored by MCC as a personal choice or as a volunteer are responsible for funding their own travel and related expenses, and the employee must take PTO or Continuing Education (CE) days provided by MCC. The PTO and CE days must be approved by the supervisor in writing in advance of the event. Timekeeping Requirements All non-exempt employees are required to record time worked for payroll purposes. Employees must record their own time at the start and at the end of each work period, including before and after the lunch break. Employees also must record their time whenever they leave their work location for any reason other than UFMCC business. Altering a timesheet is not permissible and is subject to disciplinary action. Any errors on your timesheet should be reported immediately to the Director of Human Resources. Full-time exempt employees are required to submit a Time Off Request form with the supervisor’s approval for Paid Time Off and Sick Time Off of 3.5 hours or more. Approved time off of less than 3.5 hours should be noted by the supervisor and an acceptable “make-up” time is arranged.


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All employees are required to use the Microsoft Outlook Calendar, to open the calendar to the Director of Human Resources and Executive Director as well as the Moderator’s Executive Assistant. The calendar must show appointments that require the individual to travel out of the work site and the destination. The calendar must also show all events/meetings/conferences being scheduled by the employee at which MCC funds will be disbursed. These must have prior approval by the Executive Director. Verbal agreements and/or written agreements of any kind which exceed $50 in payment for rooms/hotel/transportation/speakers/presenters must be approved by the Executive Director in advance. If this is not obtained, the employee who did not achieve this approval will reimburse UFMCC by payroll deduction within two pay periods of the event. The employee may stipulate the amount for each pay period. Employees are required to prepare check/cash/wire/ATM requests for all amounts over $50 for approval by the Executive Director. In the event that an ATM withdrawal must be made in an emergency, the employee should call/e-mail/fax the Executive Director within 24 hours to notify of the withdrawal and then prepare the appropriate written request and submit. Failure to follow this process will also result in the employee having payroll deduction set up in the two pay periods following the event. The employee may stipulate the amount for each pay period. Repeated failures to comply with this policy will result first in removal of charging privileges with AMEX and VISA. The employee will be required, if necessary, to use personal credit card and wait up to 60 days for reimbursement if all receipts and paperwork are properly filed. In the event that the employee does not have credit facilities and MCC cannot advance cash for the purpose intended, the event will be cancelled or another employee may be asked to cover the event. Repeated failure to comply may also result in change of status/position/role or termination. Payment of Wages UFMCC employees are paid on a bi-weekly basis. If a regular payday falls on a holiday, employees will be paid on the preceding workday. UFMCC offers automatic payroll deposit for employees. Pay advices/Paychecks are available in person for employees working at the Administrative Operations Office. Pay advices/Paychecks will be forwarded via U.S. Mail to employees working at locations outside of the Administrative Operations Office. UFMCC prioritizes payroll and employee benefits over all other expenses. In those periods when cash flow is very restricted, employees will be notified to not use credit cards, to reschedule and reprioritize or cancel travel and events. Overtime for Non-exempt Employees Employees may be required to work overtime as necessary. Only actual hours worked in a given workday or workweek can apply in calculating overtime. UFMCC will attempt to distribute overtime evenly and accommodate individual schedules. A supervisor must authorize all overtime work in advance. UFMCC provides compensation for all overtime hours worked by non-exempt employees in accordance with state and federal law as follows:

• All hours worked in excess of 7.5 hours in one workday or 37.5 hours in one workweek will be treated as overtime for non-exempt employees. A workday begins at 12:01 a.m. and ends at midnight 24 hours later. Workweeks begin each Saturday at 12:01 am in recognition of the fact that MCC work often requires Sundays on-duty,

• Compensation for hours in excess of 37.5 for the workweek, or in excess of 7.5 and not more than 11 for the workday, and for the first 7.5 hours on the seventh consecutive day of work in one workweek, shall be paid at a rate one and one-half times the employee's regular rate of pay;


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• Compensation for hours in excess of 11 in one workday and in excess of 7.5 on the seventh consecutive workday in a workweek shall be paid at double the regular rate of pay; and

• Exempt employees may have to work hours beyond their normal schedules, as work demands require. No overtime compensation will be paid to exempt employees.

It is the responsibility of the supervisor to minimize the need for overtime. In the event that a non-exempt employee needs to complete a special project that requires time in addition to the regular work week, this individual must be provided paid time off within 4 weeks equal to the time required. This practice should be the exception, never the rule. Paid time off of this type does not accrue. An employee who is not afforded this time off should contact the Director of Human Resources immediately to mediate the situation with the supervisor. Advances UFMCC does not permit advances against paychecks. Personnel Records You have a right to inspect certain documents in your personnel file, as provided by law, in the presence of a UFMCC representative at a mutually convenient time. No copies of documents in your file may be made, with the exception of documents that you have previously signed. You may add your comments to any disputed item in the file. UFMCC will restrict disclosure of your personnel file to authorized individuals within the organization. Any request for information contained in personnel files must be directed to the Executive Director or management representative responsible for personnel records. Only the Executive Director or management representative responsible for personnel records is authorized to release information about current or former employees. Disclosure of personnel information to outside sources will be limited. However, UFMCC will cooperate with requests for information, including personnel information, from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required. Employee References All requests for references must be directed to the Executive Director. No other manager, supervisor, or employee is authorized to release references for current or former employees. By policy, UFMCC discloses only the dates of employment and the title of the last position held of former employees. If you authorize the disclosure in writing, UFMCC also will inform prospective employers of the amount of salary or wage you last earned where permitted by state laws.


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Performance Evaluations Each non-elected employee will receive a performance evaluation once a year during the last quarter of the fiscal year. An employee’s first performance evaluation will take place after completion of their trial period. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems. Evaluations forms will be emailed to the employee’s MCC email account with instructions for completion and the deadline for returning evaluations to the Director of Human Resources. As part of the performance review process, elected employees will undergo an annual performance evaluation designed to collect feedback from their clients/stakeholders, their co-workers, subordinates if any and supervisor. Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others. The performance evaluations are intended to make you aware of your progress, areas for improvement, and objectives or goals for future work performance. Favorable performance evaluations do not guarantee increases in salary or promotions or continued employment. Salary increases and promotions are solely within the discretion of UFMCC and depend upon many factors in addition to performance. After the review, you will be required to sign the evaluation report simply to acknowledge that it has been presented to you, that you have discussed it with your supervisor, and that you are aware of its contents. Open-door Suggestions for improvements at UFMCC are always welcome. At some time, you may have a complaint, suggestion, or question about your job, your working conditions, or the treatment you are receiving. Your good-faith complaints, questions, and suggestions also are of concern to us. We ask you to first discuss your concerns with your supervisor, following these steps:

• Within a week of the occurrence, bring the situation to the attention of your immediate supervisor, who will then investigate and provide a solution or explanation.

• If the problem persists, you may describe it in writing and present it to the Executive Director or Director of Human Resources, who will investigate and provide a solution or explanation. We encourage you to bring the matter to the Executive Director or Director of Human Resources as soon as possible after you believe that your immediate supervisor has failed to resolve it.

This procedure, which we believe is important, cannot guarantee that every problem will be resolved to your satisfaction. Furthermore, how UFMCC chooses to respond is at our discretion and does not alter your at-will employment status. However, UFMCC values your observations and you should feel free to raise issues of concern, in good faith. Employment of Relatives Relatives of employees may be eligible for employment with UFMCC, or may remain employed at the UFMCC, only upon the sole discretion of the Executive Director. UFMCC defines “relatives” as spouses, partners in a committed relationship, children, siblings, parents, in-laws, and step-relatives. Where the relative is a relative of the Executive Director or Moderator, the employment (new or continuing) needs to be approved by the Board of Administration.


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Reductions in Force Under some circumstances, UFMCC may need to restructure or reduce its workforce. If restructuring UFMCC or reducing the number of employees becomes necessary, UFMCC will attempt to provide advance notice, if possible, to help prepare affected individuals. If possible, employees subject to layoff will be informed of the nature of the layoff and the foreseeable duration of the layoff, whether short-term or indefinite. In determining which employees will be subject to layoff, UFMCC will take into account, among other things, operation and requirements, and the skill, productivity, ability, and past performance of those involved. Involuntary Termination and Progressive Discipline Violation of UFMCC policies and rules may warrant disciplinary action. UFMCC may choose to utilize progressive discipline on a case-by-case basis that includes verbal warnings, written warnings, and suspension. The system is not formal and UFMCC may, in its sole discretion, utilize whatever form of discipline it deems appropriate under the circumstances, up to, and including, immediate termination of employment. UFMCC’s decision to invoke progressive discipline in any particular case in no way limits or alters the at-will employment relationship. Voluntary Termination Voluntary termination results when an employee voluntarily resigns their employment, or fails to report to work for three consecutively scheduled workdays without notice to, or approval by, their supervisor. All UFMCC-owned property, including but not limited to vehicles, keys, uniforms, computers, parking lot remote openers, and credit cards, must be returned immediately upon termination of employment.


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Operational Considerations

Job Postings All job openings for UFMCC will be posted via the web and remain active for 10 working days. Applications will be received by the Director of Human Resources and interviews will be scheduled for qualified candidates within 30 days of the final posting date. Current job postings can be found on the MCC website at www.mccchurch.org/jobs. Exceptions to this posting requirement will only be made in extraordinary circumstances and with approval of the Executive Director or HR Committee of the Board of Administration. Ergonomics UFMCC is subject to Cal/OSHA ergonomics standards for minimizing workplace repetitive motion injuries. UFMCC will make necessary adjustments to reduce exposure to ergonomic hazards through modifications to equipment and processes and employee training. UFMCC encourages safe and proper work procedures and requires all employees to follow safety instructions and guidelines. UFMCC believes that reduction of ergonomic risk is instrumental in maintaining an environment of personal safety and well-being, and is essential to our business. We intend to provide appropriate resources to create a risk-free environment. If you have any questions about ergonomics, please contact the Executive Director or the Director of Human Resources. Smoking Smoking and or illegal drug or substance use is not allowed in any enclosed area of a UFMCC owned or leased facility. Housekeeping All employees are expected to keep their work areas clean and organized. People using common areas are expected to keep them sanitary. Please clean up after meals and dispose of trash properly. Solicitation and Distribution of Literature Except as it relates to church business and as authorized by UFMCC, no employee shall unilaterally solicit or promote support for any cause or organization during their working time or during the working time of the employee or employees at whom such activity is directed. Conducting Personal Business Employees are to conduct only UFMCC business while at work. Employees may not conduct personal business or business for another employer during their scheduled working hours.


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Employee Benefits

Holidays In the USA, UFMCC observes the following paid USA holidays:

• January 1 - New Year's Day

• Martin Luther King Jr. Birthday

• Good Friday

• Memorial Day

• July 4th - Independence Day

• Three days after General Conference in those years in which it occurs

• Labor Day

• Thanksgiving Day

• Friday following Thanksgiving Day

• Christmas Eve

• Christmas Day

• Day after Christmas

• New Year's Eve UFMCC also recognizes a full-time employee’s birthday as a paid holiday. Holidays that fall on a Saturday or Sunday are usually observed on the preceding Friday or the following Monday. However, UFMCC may close on another day or grant compensating time off instead of closing. Holiday observance will be announced in advance. Each full-time employee’s eligibility for holiday pay begins after completion of their trial period. Part-time employees and temporary employees are not eligible for holiday pay. To be eligible for holiday pay, you must be regularly scheduled to work on the day on which the holiday is observed and must work your regularly scheduled working days immediately preceding and immediately following the holiday, unless an absence on either day is approved in advance by your supervisor. If you are required to work on a paid scheduled holiday you will receive straight time pay. Sick Days UFMCC offers 12 days of paid sick leave per year to regular full-time employees upon the successful completion of the first 30-days of their trial period. Sick leave will accrue to a maximum cap of 24 days, at which point the employee stops accruing sick days. UFMCC does not pay employees in lieu of unused sick leave. Sick leave is intended to be used only when actually required to recover from illness or injury. Sick leave is not for “personal” absences. Time off for medical and dental appointments will be treated as sick leave. If you are sick for 3 or more days, you must present a doctor’s excuse to your supervisor stating the reason for your absence before you may return to work.


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Employees taking sick leave must notify their supervisor as soon as practicable and, in no event, later than 1 hour after they’re scheduled starting time. Moreover, employees taking sick leave must advise their supervisor of their anticipated return date and the need for work coverage. UFMCC may require employees taking sick leave for a personal illness or for a family care or medical leave purposes to provide certification from a physician. UFMCC also reserves the right to require a second certification from another physician for any employee illness of any length. Vacations All regular full-time employees who have completed the first 30 days of their trial period are eligible to fully participate in UFMCC’s vacation benefits. “Full participation” means the ability to utilize vacation days. While employees accrue vacation from their start date, they may not take any accrued vacation until after their first 30 days. Part-time employees and temporary employees are not eligible to participate in UFMCC’s vacation benefits. All regular full-time employees who would otherwise end the year at their Paid Time Off (PTO) accrual cap are required to submit a written plan to the Director of Human Resources not later than October 10th that ensures that the employee does not exceed their cap by year end. Employees who would otherwise end the year at their PTO accrual cap are required to take PTO during the last week of the year and the first week of the New Year. This mandatory PTO, if taken in total, will reduce the employee’s PTO accrual balance by 75 hours.

A. Vacation Requests Subject to certain limitations discussed below, employees may use vacation accrual as soon as it is accrued and the employee has completed the first 30 days of their trial period. This means that vacation is accrued from the date of hire, but may not be used until the successful completion of the first days of the employee’s trial period. Employees must coordinate their vacation request with their supervisor and receive the approval of the supervisor in advance. A vacation request must be requested on a Vacation Request Form submitted to the supervisor. Employees who start a vacation without submitting and receiving an approved Vacation Request Form will be considered absent without cause and will be subject to disciplinary measures up to and including termination. Typically, requests are approved on the basis of workload and date of receipt. In addition, consideration of an employee’s vacation accrual balance relative to the maximum vacation accrual cap may be a factor in approving a Vacation Request. The first choice on the Vacation Request Form is approved whenever possible, but the needs of UFMCC are also considered. Vacation requests of fewer than 5 days may be approved on short notice, based on the supervisor’s discretion and business needs. Vacations of greater than 5 days require a minimum of two weeks’ notice for approval.

B. Vacation Accrual and Cap on Accrual

UFMCC has three vacation plans, one for non-elected full-time and part-time exempt and non-exempt employees in Band I, one for elected and non-elected full-time exempt employees in Bands II& III, and one for Band IV. Band I—Administrative Support Band II—Operations & Program Leadership Band III—Directors (Elected & Non-Elected including Elders) Band IV—Senior Executives (Elected & Non-Elected Including Moderator)


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Schedule A: Band 1 Non-Elected Full-Time Exempt & Non Exempt & Part-Time UFMCC Band 1 non-elected full-time and part-time exempt and non-exempt employees accrue vacation based on their regularly scheduled workweek and continuous length of service, commencing from the date of hire. “Continuous length of service” is defined as service that is uninterrupted by termination of employment and rehire by UFMCC. Band I full-time exempt employees accrue vacation on the following schedule: Years of Continuous Service: Days per year: Days per month: Hours per month: First year of service 14 1.17 8.75 Second through Fifth 17 1.42 10.63 Sixth through Nineteenth 25 2.08 15.63 Thereafter 27 2.25 16.88

Part-time employees in all bands accrue at 60 percent of Schedule A if they work 20 hours or more per week. Those employees who work less than 20 hours accrue at 40 percent of Schedule A. Earned vacation time for all employees accrues to a maximum of 22.5 days in the second through fifth years of employment; 30 days in the sixth through nineteenth year of employment; 52.5 days in the twentieth year of employment and thereafter. No additional vacation will be earned until accrued vacation time is used. Employees on unpaid leave do not accrue vacation time. If a holiday occurs during your vacation period, you will be granted one additional day of vacation, to be taken at a time approved in advance by your supervisor. The Director of Human Resources will notify you of your band. Schedule B: Band II through III elected and non-elected employees accrue vacation based on their regularly scheduled workweek and continuous length of service, commencing from the date of hire, or in the case of elected employees, from the date of their election and/or appointment after 2000. “Continuous length of service” is defined as service that is uninterrupted by termination of employment and rehire by UFMCC. Vacations are accrued as follows: Years of Continuous Service: Days per year: Days per month: Hours per month: First year of service through fifth 22 1.83 13.75 Thereafter 27 2.25 16.88

Earned vacation time accrues to a maximum of 52.5 days in the third years of employment. No additional vacation will be earned until accrued vacation time is used. Employees on unpaid leave do not accrue vacation time. If a holiday occurs during your vacation period, you will be granted one additional day of vacation, to be taken at a time approved in advance by your supervisor.


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Schedule C: Band IV Senior Executives accrue vacation based upon a contractual agreement with the Board of Administration which shall be no less than 30 days per annum beginning in the first year and no greater than 45 days after 5 years of service.

C. Compensation for Vacation

No employee will receive pay in lieu of vacation except on the termination of their employment. Exception to this policy can only be made by the Chair of the Board of Administration in consultation with the Executive Director.

D. Non-Compensated Time Off

As an alternative to charging time off against accrued vacations or sick days, and at the sole discretion of UFMCC, non-exempt employees may request to take the time off as leave without pay or make up the time off during the same pay period with the approval of their supervisor. Non-exempt employees may request to make up time on the day the absence occurs, or another day. No more than 4 hours per day may be worked to make up for time taken as leave without pay. The UFMCC has the sole discretion to permit such make-up. Premium pay will not be paid for make-up time. All make-up time must be productive and reported on the employee’s timesheet. All make-up time must be arranged in advance through the supervisor.

E. Payment of Accrued Vacation Upon Separation from UFMCC

Upon separation of employment, whether voluntary or involuntary, the employee will be paid all accrued but unused vacations. The employee will be paid for accrued but unused vacation at the employee’s base rate of pay at the time prescribed by law. Insurance Benefits As a Metropolitan Community Churches regular full-time team member, you are eligible for benefits that are fully or partially funded by UFMCC and benefits which allow you to design a benefits package that will meet your family’s needs. Your benefits packet will be provided to you in during your new hire orientation process. Please be sure to review the material and make your benefit choices to meet your needs and those of your family. Benefit options are explained to you during orientation. Please note:

• Within 30 days from your date of hire, you must enroll for benefits by logging into the benefits website at https://www.advantec-ondemand.com/login.html.

• An enrollment packet will be emailed to you within two weeks indicating your employee ID and instructions on setting up your Advantec account. You will also receive instructions for enrolling in benefits online. If you do not receive your enrollment packet within this time, contact the Director of Human Resources.

• Your benefit choices become effective the first day of the month following 30 days of continuous employment.


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• Selecting your benefits is your responsibility. Don’t miss your chance to take advantage of the great benefit options UFMCC offers. If you miss your opportunity to enroll, your next opportunity to enroll will be the annual enrollment period held each Fall; your benefits will become effective January 1 or the next year.

A. Medical, Dental and Vision Insurance

All regular full-time employees and their dependents are eligible to participate in UFMCC’s health insurance plan, starting with the first full month after the employee has completed their 30 days waiting period. Health Maintenance Organization (HMO) and some Preferred Provider Organization (PPO) medical benefits are offered at no cost to the employee for employee only coverage. Dependent health insurance coverage is available and paid 100% by the employee. The cost is determined by whether it is partner or family coverage and the ages of the dependants. Example: A team member has only HMO and PPO High available, and the team member elects PPO High. UFMCC will pay the PPO Low average of all areas where we have coverage. Employee Dental and Vision Insurance is available and paid 100% by the employee. Dependent children/partners may be added to the plan as well and is paid 100% by the employee.

B. Life insurance Each regular full-time employee is eligible for basic life insurance of $50,000.00. Basic life insurance up to $50,000.00 is paid in full by the UFMCC. For more information go to https://www.advantec-ondemand.com/login.html and review the Focus on Benefits User’s Guide. Employees who elect coverage above $50,000 and choose to list UFMCC as half-beneficiary of benefits above $50,000 will be reimbursed for half of the premium for coverage above $50,000. Example: A team member receives $50,000 in life insurance at no charge. The team member’s partner and children are listed as beneficiaries of this amount. The team member qualifies for and requests an additional $300,000. The team member’s partner and children are designated as beneficiaries of half of the $300,000 ($150,000) and names UFMCC as beneficiary of the other half ($150,000). UFMCC will reimburse the team member for half of the premium required to buy the additional $300,000. The Director of Human Resources will help you coordinate this election if you so choose.

C. Short Term Disability and Long Term Disability Insurance THESE ARE BENEFITS THAT WE USED TO PAY FOR THE EMPLOYEE.

Short Term Disability Insurance is available and paid 100% by the employee. The total premium cost is based on each employee’s age and rate of pay. STD may be used when employees who have exhausted their accrued sick leave and are absent because of a non-occupational illness or injury as prescribed by law. In order to qualify, an employee must be under the care of a licensed physician and file a claim. Currently, benefits may be available as early as the 8th calendar day after the injury or the first day of hospitalization and extend to a maximum of 26 weeks in regular benefit amounts set by law.


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Long Term Disability Insurance is available and paid 100% by the employee. The total premium cost is based on each employee’s age and rate of pay. At the end of the 26-week period, an enrolled, disabled employee is eligible for disability coverage under the UFMCC disability plan. The plan pays 60% of the employee’s pay for the duration of the disability or until age 65, whichever comes first. .

D. Unemployment Insurance Unemployment insurance is available to all UFMCC employees except in states where religious organizations may not elect to be covered under that state’s unemployment law. Social Security Tax Social Security Tax will be administered as prescribed by law. Deductions are made and recorded from the employee’s wages. UFMCC makes a comparable contribution to the Social Security Tax of each employee. Workers’ Compensation Insurance UFMCC, in accordance with state law, provides insurance coverage for employees in case of work-related injury. The workers’ compensation benefits provided to injured employees may include:

• Medical care;

• Cash benefits, tax free, to replace lost wages; and

• Vocational rehabilitation to help qualified injured employees return to suitable employment. To ensure that you receive any workers’ compensation benefits to which you may be entitled, you will need to:

• Immediately report any work-related injury to your supervisor;

• Seek medical treatment and follow-up care if required;

• Complete a written Employee's Claim Form (DWC Form 1) and return it to the Director of Human Resources; and

• Provide UFMCC with a certification from your health care provider regarding the need for workers’ compensation disability leave, as well as your eventual ability to return to work from the leave.

Upon submission of a medical certification that an employee is able to return to work after a workers’ compensation leave, the employee under most circumstances will be reinstated to their same position held at the time the leave began, or to an equivalent position, if available. An employee returning from a workers’ compensation leave has no greater right to reinstatement than if the employee had been continuously employed rather than on leave. For example, if the employee on workers’ compensation leave would have been laid off had he or she not gone on leave, or if the employee’s position has been eliminated or filled in order to avoid undermining UFMCC’s ability to operate safely and efficiently during the leave, and no equivalent or comparable positions are available, then the employee would not be entitled to reinstatement.


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An employee’s return depends on their qualifications for any existing openings. If, after returning from a workers’ compensation disability leave, an employee is unable to perform the essential functions of their job because of a physical or mental disability, UFMCC’s obligations to the employee may include reasonable accommodation, as governed by the Americans with Disabilities Act, to the extent it is applicable to this religious organization. The law requires UFMCC to notify the workers’ compensation insurance company of any concerns of false or fraudulent claims. Any person who makes or causes to be made any knowingly false or fraudulent material statement or material misrepresentation for the purpose of obtaining or denying workers’ compensation benefits or payments is guilty of a felony. A violation of this law is punishable by imprisonment for one to five years, or by a fine not exceeding $50,000 or double the value of the fraud, whichever is greater, or both. Additional civil penalties may also apply. Insurance Coverage Information Eligibility requirements and further information concerning insurance coverage are fully explained in documents available from Advantec Continuing Insurance Coverage Continuing Insurance Coverage for medical insurance is available under California COBRA rules. Employees who retire or go on disability can continue medical, dental or life insurance at their own cost if they have worked for UFMCC for ten (10) years. Retirement Plan

UFMCC’s 403 (b) Plan is available to all employees, regardless of length of service. Employees must elect to become participants in UFMCC’s 403(b) Plan. This program is employee pretax contributions only. Unpaid Leaves of Absence UFMCC may grant unpaid leaves of absence to full-time employees in certain circumstances. UFMCC may also pro-rate unpaid leaves of absence for part-time employees if approved by the part-time employee’s supervisor, the Director of Human Resources, and the Executive Director. Request any leave in writing as far in advance as possible, keep in touch with your supervisor or Executive Director during your leave, and give prompt notice of any change in your anticipated return date. If your leave expires and you fail to return to work without contacting your supervisor or Executive Director, UFMCC will assume that you do not plan to return and that you have terminated your employment. Upon return from a leave of absence, you will resume all aspects of your employment status that existed prior to the start of your leave. UFMCC does not continue to pay premiums for health insurance coverage for employees on unpaid leaves of absence. However, you may self-pay the premiums under the provisions of COBRA of 1985. Please contact the Director of Human Resources for additional information.


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A. Pregnancy Disability Leave

Pregnancy, childbirth, or related medical conditions will be treated like any other disability, and an employee on leave will be eligible for temporary disability benefits in the same amount and degree as any other employee on leave. Any person planning to take pregnancy disability leave should advise the UFMCC through its Director of Human Resources or Executive Director as early as possible. Employees who need to take pregnancy disability must inform the company when a leave is expected to begin and how long it will likely last. If the need for a leave or transfer is foreseeable, employees must provide notification at least 30 days before the pregnancy disability leave or transfer is to begin. Employees must consult with the personnel manager regarding the scheduling of any planned medical treatment or supervision in order to minimize disruption to the operations of the company. Any such scheduling is subject to the approval of the employee’s health care provider. If 30 days’ advance notice is not possible, notice must be given as soon as practical. Upon the request of an employee and recommendation of the employee’s physician, the employee’s work assignment may be changed if necessary to protect the health and safety of the employee and their child. Requests for transfers of job duties will be reasonably accommodated if the job and security rights of others are not breached. Temporary transfers due to health considerations will be granted when possible. However, the transferred employee will receive the pay that accompanies the job, as is the case with any other temporary transfer due to temporary health reasons. Pregnancy leave usually begins when ordered by the employee’s physician. The employee must provide the company with a certification from a health care provider. The certification indicating disability should contain:

• The date on which the employee became disabled due to pregnancy;

• The probable duration of the period or periods of disability; and

• A statement that, due to the disability, the employee is unable to perform one or more of the essential functions of their position without undue risk to themselves, the successful completion of their pregnancy, or to other persons.

An employee will be required to use accrued sick time (if otherwise eligible to take the time) during a pregnancy disability leave. An employee will be allowed to use accrued vacation time (if otherwise eligible to take the time) during a pregnancy disability leave. The employee will also be allowed to use Continuing Education Days. Leave returns will be allowed only when the employee’s physician sends a release. Duration of the leave will be determined by the advice of the employee’s physician, but employees disabled by pregnancy may take up to four months. Part-time employees are entitled to leave on a pro rata basis. The four months of leave includes any period of time for actual disability caused by the employee’s pregnancy, childbirth, or related medical condition. This includes leave for severe morning sickness and for prenatal care. Leave does not need to be taken in one continuous period of time and may be taken intermittently, as needed. Leave may be taken in minimum increments of one day.


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Under most circumstances, upon submission of a medical certification that an employee is able to return to work from a pregnancy disability leave, an employee will be reinstated to their same position held at the time the leave began or to an equivalent position, if available. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed. Employees taking PDL are required to use their accrued and unused paid sick leave before taking unpaid leave. Employees have the option of using their accrued and unpaid vacations during their PDL.

B. Bereavement Leave UFMCC grants leave of absence to employees in the event of the death of the employee’s current spouse, partner, child, parent, legal guardian, and other family members upon approval of the Executive Director. Within one calendar year, an employee with such a death in the family may take time as follows:

Immediate family (spouse, partner, sibling, child, parent, legal guardian) – 3 days minimum up to three (3) weeks Extended family/ family of choice - up to one (1) week Other (friends, work or church acquaintance, pets) - one (1) day

The employee’s supervisor in consultation with the Director of Human Resources and Executive Director may approve additional unpaid time off.

C. Military Leave

Employees who wish to serve in the military and take military leave should contact the Executive Director or the Director of Human Resources for information about their rights before and after such leave. You are entitled to reinstatement upon completion of military service, provided you return or apply for reinstatement within the time allowed by law.

D. Jury Duty and Witness Leave

UFMCC encourages employees to serve on jury duty when called. Employees who have completed their trial periods will receive full pay while serving. You should notify your supervisor of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk of performance of jury service. If work time remains after any day of jury selection or jury duty, you will be expected to return to work for the remainder of your work schedule. You may retain any mileage allowance or other fee paid by the court for jury services.

E. Time Off for Voting

An employee may take off up to one-half day during an election day to vote. This time is not counted against PTO. We encourage all of our employees to vote.

F. Volunteer Firefighters

No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter. You are also eligible for unpaid leave for required training. If you are an official volunteer firefighter, please alert your supervisor that you may have to take time off for emergency duty. When taking time off for emergency duty, please alert your supervisor before doing so when possible.


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G. Domestic Violence Leave

Employees who are victims of domestic violence are eligible for unpaid leave. You may request leave if you are involved in a judicial action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure your health, safety, or welfare, or that of your child. You should provide notice and certification of your need to take leave under this policy. Documentation must be submitted to the Director of Human Resources. Certification may be sufficiently provided by any of the following:

• A police report indicating that the employee was a victim of domestic violence;

• A court order protecting or separating the employee from the perpetrator of an act of domestic violence, or other evidence from the court or prosecuting attorney that the employee appeared in court; or

• Documentation from a medical professional, domestic violence advocate, health-care provider, or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence.

UFMCC will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave under this provision. The length of unpaid leave an employee may take is limited to 12 weeks without approval of the Executive Director. While UFMCC as a church is not required to participate in the federal Family and Medical Leave Act of 1993, we conform to this standard voluntarily.

H. Suspension

If an employee who is the parent or guardian of a child facing suspension from school is summoned to the school to discuss the matter, the employee should alert their supervisor as soon as possible before leaving work. In agreement with California Labor Code Section 230.7, no discriminatory action will be taken against an employee who takes time off for this purpose.

I. Education Leave

Every employee has the opportunity to take education leave to avail themselves of learning opportunities. An employee will be granted the amount of education leave necessary to meet a professional continuing education requirement, for example, CPA Exam. If the employee does not have to meet a professional requirement he or she will receive 3 days or more of educational leave per year at the discretion of the Executive Director and supervisor after the employee has worked here for one year. Employees who attend conferences/events/workshops sponsored by MCC as a personal choice or as a volunteer are encouraged to use the Continuing Education (CE) days available to you each year. CE days must be approved by the supervisor in writing in advance of the event.


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CE days may be used for seminary, REVM and related requirements and for other purposes. You do have to provide documentation of their use for this purpose. These are not standard PTO days and will not show up on your Advantech statement. Use the standard "time off" form and mark it CE and the date/time/type of use. The number of days allowed must be approved by the Executive Director and you may be required to work alternative hours/days when your requirement exceeds a maximum of two weeks.

J. Recreational Activities and Programs

UFMCC or its insurer will not be liable for payment of workers’ compensation benefits for any injury that arises out of an employee’s voluntary participation in any off-duty recreational, social, or athletic activity that is not part of the employee’s work-related duties.


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EMPLOYEE ACKNOWLEDGMENT OF RECEIPT OF HUMAN RESOURCES POLICY HANDBOOK AND GLOBAL CODE OF CONDUCT

July 2008 REVISION

PLEASE READ THE EMPLOYEE HANDBOOK AND FILL OUT AND RETURN THIS ACKNOWLEDGMENT OF RECEIPT TO THE DIRECTOR OF HUMAN RESOURCES OR EXECUTIVE DIRECTOR PRIOR TO THE END OF YOUR FIRST DAY OF EMPLOYMENT OR IF A CURRENT EMPLOYEE, WITHIN TEN DAYS OF YOUR RECEIPT OF THE REVISED POLICY HANDBOOK.

Employee Name: ___________________________________________ Please print

I acknowledge that I have received a copy of UFMCC’s Human Resources Policy Handbook, and the Global Code of Conduct, revised July 2008. I understand that I am responsible for reading the Handbook and the Global Code of Conduct, and for knowing and complying with the policies set forth therein during my employment with UFMCC. I understand that except for employment at-will status, any and all policies or practices can be changed at any time by UFMCC. UFMCC reserves the right to change my hours, wages, and working conditions at any time. I understand and agree that other than the UFMCC Board of Administration, no manager, supervisor, or representative of UFMCC has authority to enter into any agreement, express or implied, for employment for any specific period of time, or to make any agreement for employment other than at-will; only the UFMCC Board of Administration has the authority to make any such agreement and then only in writing, signed by the Chair of the UFMCC Board of Administration or designated representative. I understand and agree that my relationship with UFMCC is “at-will” and that nothing in the policy handbook or in the Global Code of Conduct creates or is intended to create a promise or representation of continued employment. I understand that my employment may be terminated at the will of either UFMCC or myself for any reason or no reason at all. My signature certifies that I understand that the foregoing agreement on at-will status is the sole and entire agreement between UFMCC and myself concerning the duration of my employment and the circumstances under which my employment may be terminated. I further understand that this policy handbook and its Global Code of Conduct supersedes all prior agreements, understandings, and representations concerning my employment with UFMCC, including any previous UFMCC policy handbook that provided for employment other than on an at-will basis. Employee’s Signature: _______________________________________ Date: _________________________

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