LW EMPLOYEE HANDBOOK DRAFT

HOW WE
TEAM
Employee Orientation

Welcome to the team,
Each of us has a vital role to play in this
amazing leadership team at Living Waters.
Your skills, experience and gifting will help
make this place impactful in this valley, but
your character, heart and compassion will
make this place a family that others want to
be a part of. Thank you for being you and
believing this truth,
"We are better together"
Ryan and Kate

Table of Content
Welcome - 4
Statement of philosphy, vision and structure - 5
How we team
Non-negotiable Love - 6
Relationships of Openness and Honesty - 7
Believing the Best
Always Declare Your Commitment
Truth Wrapped in Love Preceded by Grace
Character Before Gifting
Give and It Shall Be Given
Stewardship Not Ownership
Employment Basics
Classification of Employees
Workweek and scheduling
Compensation
Salary Administration
Employee Relations
Equal Employment Opportunity
Employee Responsibilities
Attendance and Tardiness
Personal Appearance
Smoking
Conflict of Interest/Moonlighting
Substance Abuse
Standards of Conduct and Discipline
Conflict Resolutions
Selling and Solicitation
Employee Separation/Status Change
Termination
Exit Interviews
Employee Services
Church Facilities
Employee Assistance/Counseling
Accountable Reimbursement Policy
Safety and Security
Safety
Accidents and Accident Reports
Benefits
Group Insurance Programs
Health Care
Retirement
Holidays
Personal Leave Days
Vacation Benefits
Sick Leave
Bereavement Leave
Jury Duty Leave
Unpaid Leave of Absence
Statement of Understanding

WELCOME TO LIVING WATERS
This employee handbook is a summary of policies,
procedures and practices related to human
resource management at Living Waters Church.
We're glad you are joining the Living Waters
Church Staff.
This Employee Handbook is to aid you in
understanding your responsibilities as a staff
member. Please feel free to ask your immediate
supervisor for any clarification.
This Employee Handbook is intended only to be a
source of information and a general statement of
church employment policies. It is not a contract
of employment. Living Waters may from time to
time revise this Employee Handbook.
Living Waters hopes that our employment
relationship will be continuing and rewarding
for both sides. In order to preserve the greatest
freedom of association, however, employment
and compensation can be terminated, with
or without cause, at the option of either the
employee or the church. No church representative
has the authority (outside the Church Council
and Senior or Administrative Pastor) to enter into
any agreement for employment for a specified
period of time or make any representation or
agreement contrary to at-will employment.
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STATEMENT OF PHILOSOPHY AND STRUCTURE
Our aim at Living Waters is to be a family that
welcomes and loves everyone who comes
through our doors. We will reach the Rogue
Valley by being incarnational and anchored
locally in the each city, for the each city, filled
with people from our neighborhoods, schools
and workplaces. We will focus our energy, our
prayers, and our resources directly into this
valley as we invite the Holy Spirit to show us
how to love and See this amazing city.
God is calling us to be a radical community of
disciples, centered on the Lordship of Jesus,
empowered by the Spirit, built squarely on the
fivefold ministry model of Ephesians 4, and
organized around mission where everyone of
us is considered an empowered agent of the
Gospel. We are not creating a “church” we like to
attend, but becoming the Church He intended.
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NON-NEGOTIABLE LOVE
John 15: 9; Romans 12:10; Colossians 3:12 -17; I Corinthians 13:1
– 13; I Peter 4: 8; Matthew 5: 21-24
There is nothing we can do to make God love us more and there is
nothing we can do that would make Him love us less. His love is based
on who He is within himself, not on our performance.
He is consistent and faithful in how He loves us. His love is never on the
negotiating table, even when we are walking through times of struggle
and growth with Him. How can we be anything less for each other?
His love enables us to be true to one another when we have difficulties.
Keeping His way of loving in the forefront of our minds in times of
complexity helps us to be true to God in the way that we hold on to
one another.
• Love means being patient and expressing kindness.
• Love does not remember slights, hold grudges, or recall bad history.
• Love is unselfish and thoughtful.
• Loving people bear all things well and believe the best of others.
• Truly forgiving and releasing is the hallmark of God's love in us.
• Love is not easily angered and it doesn’t seek vengeance.
• Love never fails.
• Be devoted to one another in brotherly love.
• Love is an action not just a word.
• Real love allows people to change.
How We Team: Regularly take time to think of someone where you
have not fully been the loving person the Holy Spirit was expecting
you to be in a situation...and be reconciled! Work to upgrade your love
with the people around you.
Value: Non-negotiable love is being the best expression of Christ to
others. Putting love first and last in every situation keeps us abiding
in the Presence of God. Non-negotiable love can heal and seal every
problem that may occur in any relationship, team and situation.
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RELATIONSHIPS OF OPENNESS & HONESTY
Romans 12:9; Ephesians 4:15; Romans 2:1-11; 2 Cor. 4:1,2;
Romans 6:12-14; 2 Cor. 7:1,2;1 John 1:5-10
A truly humble person does not fear being exposed. A great weakness
in our team could emerge if we refuse to accept that brokenness is a
part of all life in the Spirit. His power works best in weak people. Living
in loving accountable relationships together enables us to walk in the
light with God and give no place to the enemy. Perfectionism is a tool
of the enemy to place unachievable standards on ourselves and those
around us, thereby trapping others in performance rather than calling
them into identity. But self disclosure is vital to that process. A group
of people who each know a part of our life and together know it all.
To cultivate a team filled with relationships of openness and honesty:
• Public and personal integrity through accountable friendships.
• It is the un-shared areas of our life where Jesus is not Lord.
• Humility and honesty have the same root.
• Self disclosure is a process involving definition.
• Defining the problem, defining the solution
• Humble people are:
• Small in their own eyes
• Honest about their struggles
• Open to constructive criticism
• Trust that you are loved, accepted and forgiven, and redeemed.
How we team: To begin the process of self disclosure and openness,
look around and discover that this team can be trusted, over time,
with all parts of your life. But, it takes time, and love expressed and
received before we can trust ourselves to self disclosure. But openness
and honesty are the goal, and building trust is the bridge to get there.
If trust has been broken, go quickly to that person so that the “bridge”
doesn’t remain washed out.
Value: Relationships of openness and honesty allow us to drop the
mask and the image we unconsciously present to the world. In this way
we live in conscious freedom and joy before people as we do before
God. Accepted in the Beloved, accepted in the Body, accepted by self.
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BELIEVING THE BEST
I Cor 13:7,8; Rom 12:10-12; Phi 4:8; Titus
1:15; Col 3: 112-17; Luke 6:31
How we see people is often a mirror image of
how we see ourselves. How we accept others is a
significant indicator of our own self acceptance
in Christ. We believe the best about others
because we believe the truth about ourselves in
Jesus.
Giving others the benefit of the doubt will
lessen the doubts we have about ourselves. This
enables us to express an incredible depth of
love and freedom to people. We are bestowing
the gift of acceptance and receiving it afresh in
each encounter within our team.
• Be patient with your, and others’, defects.
• Treat others how you would love to be
treated.
• Love is the perfect bond of unity.
• Be devoted to one another in love and prefer
one another in honor.
• Do not be wise in your own estimation, be
humble.
• Respect what is right, cover what is wrong in
grace.
• Practice Philippians 4:8! (Whatever is true,
honorable, right…)
• Relational breakdowns are really
opportunities for a breakthrough...cunningly
disguised!
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How We Team: Ask Holy Spirit to enable you to see this team as
He does. Think of how you would speak individually and corporately
with His new found understanding. Be aware that tense moments
in relationships give you special opportunities to practice loving
acceptance by believing the best.
Value: It is impossible to grow relationships when living in an
atmosphere of disapproval. Believing the best about people is not
about ignoring their faults but about recognizing that everyone
wants to change and become like Jesus. We are always a work
in progress and therefore deserving of mercy, grace and love.
Whenever we see Christ in one another, He is Present!
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ALWAYS DECLARE YOUR COMMITMENT
Phil 2:1-4; Col 3:12-17 ; Jude 20,21; Col 2:1-7; Rom 9:1-5;
Rom 1:8-15
Every situation (good or bad) is an opportunity to express what the Lord
has put in our hearts. Relationships are about promises. Word given
and word kept. There is no commitment that is not first spoken and
meant. In sports terms, declaring your commitment gets you out of the
stands and into the game. It makes you a participant not an onlooker.
The strength of Paul's declared commitment was full of passion.
In every circumstance we must declare our positive intention. In times
of tension and difficulty, silence can be wounding. Never assume
that people know how much you are for them. Always declare it with
thoughtfulness and love.
• Be intentional to one another.
• Fight FOR people.
• Live out who you really are with people.
• Being devoted to people means being committed through good
times and bad.
• Take time to upgrade your current relationships. No status-quo.
Get better.
• Express affection and compassion.
• Maintain the same love even when people are inconsistent.
• Declaring your commitment makes a difference to you as well as
others.
How we team: Meditate on the people around you, who mean the
most to you. Think about them and what they are facing and declare
a commitment to that friendship. A word, a card, a gesture, a gift, a
phone call, text, coffee, time...will make a lot of difference to someone
and you will feel better about yourself.
Value: Declaring your commitment to others is the best way of
understanding and receiving God's commitment to you. The scriptures
are God's declaration of commitment to humanity. His whole heart
is in His word to us. When you declare your commitment, your heart
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TRUTH IN LOVE - PRECEDED BY GRACE
Eph 4:15,25-27; Heb 4:14-16; Col 3:12-17; John 1:14-17;
Luke 6:36-38; James 2:12,13; Matt. 18:15-20
God is determined that our relationships be earthed in reality and
not fantasy. He is committed to truth and trust, mercy and grace,
and loving acceptance. Speaking the truth in love, understanding
the weakness of people and enabling them to become confident in
God's mercy and grace, are all great tests of our own maturity in the
Lord. As we give these things they come back to us, pressed down,
shaken together and running over. Mercy triumphs over judgment.
Grace and truth come by Jesus Christ.
Always grace before truth.
Be merciful, just as God is merciful.
Grace humbles us and makes our heart accessible to others.
Humility and compassion are the keys to truth telling.
Pardon and you will be pardoned.
Truth telling releases people to experience God's grace.
How We Team: Think of an issue you may currently have with an
individual. Pray about them until compassion fills your heart. Make
sure there are no grounds for hypocrisy in you. Think of the truth
you need to express. How should you say it? How would you like it
spoken to you? Do likewise!
Value: Truth is not just about being right, but also about doing
right. Truth given without compassion and love may destroy
someone's world. This is your opportunity to win someone's heart
to a greater love in Christ. When acceptance and truth combine
with loving kindness...people are made whole.
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CHARACTER BEFORE GIFTING
I Cor 12:4-13:3; I Tim 1:12-17; Luke 18:9-14; Titus 1:15-3:11; Gal 5:22-23; I Tim 4:6-16
Christ in you is our only defense against the enemy, our flesh and our own pride. Listen to the righteous
assessment of godly people around you. Accept what they can see about you rather than what you
cannot see without listening to others. We all have blind spots, but through trusting relationships, a
teachable spirit, we can hear God’s voice through those around us and avoid failure. In those blind
spots we struggle to be faithful. This is when we need the love and support of people who are for us
and want us to succeed.
The best way to change is to fasten your attention upon God and godly people and allow both to
speak into your life. Do not be overly sensitive to criticism, nor inflated by praise. Instead recognize
your brokenness, acknowledge your gifts and refuse to take yourself too seriously.
Humble yourself and God will exalt you.
Pay attention to your character flaws ...the enemy does!
Gifts are for the common good, so is your character.
Membership of the Body depends upon your Christ likeness not your spiritual gifting.
You will destroy with your attitude and character what God has built with your gift.
Discipline yourself in godliness ...the best form of control is self-control.
How We Team: Look for places where you elevate or devalue others based on their gifting while
overlooking their heart and character. Pour into seeing people grow in gifting, anointing, AND
character! Who people are is more important than what they can do.
Value: Not valuing character will diminish your gift. When your progress in godliness is visible, your
trustworthiness will increase and your anointing will expand.
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GIVE AND IT SHALL BE GIVEN
I Thess 5:18; 2 Peter 1:2-15; Eph 3:14-21; 2 Cor 9:6-15; I Peter 4:9; Romans 12:13;
Luke 6:30-38; Acts 20:32-35
Giving is not just about finances or ministry. It is also about bestowing life, love and laughter
into the lives of others. It is about having a generous nature with all that God has given us.
Whatever God gives must be multiplied in us. God does not intend lack or reduction, so your
willingness to sow is a major clue to your ability to receive. His generosity, graciousness and
extravagance teaches us to pray with outrageous confidence. He has a capacity to release
beyond our ability to conceive or request.
There is usually a subtle and elegant test that surrounds our giving to the Lord. He will make
a request for increase just as our resources (human and financial) are dwindling and we are
feeling the pinch. Faithfulness is critical to the lifestyle of generosity that God has called us
to walk with Him.
• God is your provision, not your resource.
• Give "such as you have" ...love, peace, friendship...
• The spirit behind your giving means more to God than the gift you release.
• It is better to give than to receive.
• You cannot plant & harvest on the same day, so always plan your giving in advance of
your need.
How We Team: Whatever you need, be the first to give it!
Value: If God can pass it through you, He will give it to you.
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STEWARDSHIP NOT OWNERSHIP
I Peter 4:10,11; Romans 15:1-7; I Cor 10:24,33; Phil 2:1-18; 2 Cor 12:14-18; Luke
16:10-13; I Cor 4:2
Stewardship is a lifestyle. It is not just about ministry. Our life and the way we choose to live it
is our reasonable worship and service to the Lord. We must recapture a sense of stewardship
for our relationships: family and friends; our time; conversations; our job and our place in
the body of Christ.
Many Christians give God a part (tithe) of their lives in church attendance (meetings), but are
fully in control of the rest of their time themselves. We own our lives rather than living them
in extended stewardship above the Christian norm. Jesus must be Lord over everything and
every part of our life must feel His redemptive and loving touch. He is a faithful steward over
our lives and it is fitting that our stewardship towards Him be just as intentional.
• Fix your heart and mind on stewardship.
• Be a steward of the manifold grace of God. Our stewardship is always for the benefit of
others.
• Ownership causes strife, stewardship produces rest and peace.
• Even Jesus did not please Himself.
• Glorifying God is a steward's main motivation.
• He who is faithful in small things will be trusted with much.
• How We Team
• Imagine that you have left this team and moved on. What would you want the main
remembrance of you to say? Identifying these main points will give you something
definite to aim for as you become as intentional as the Father.
Value: Stewardship is the intentional pursuit of God to involve Him in everything. It is the
Holy Spirit ruling your life with your full cooperation.
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CLASSIFICATION OF EMPLOYEES
Your wages, benefits and job duties are affected, in part, by your classification and your job title. The
following are a few of the classifications that are used through this Handbook.
Regular Employee: All staff who have successfully completed an initial six-month trial period of
employment.
Temporary Employee: An employee who is hired with the expectation they will be employed for a
finite period of time, or on an intermittent or as needed basis, or to complete a specific project.
Full time Employee: All staff who are hired to work a predetermined schedule of at least 40 hours
per week.
4. Part-time Employee: An employee who is hired to work a predetermined schedule of less than
30 hours per week.
Exempt Employee: An employee who is paid a fixed salary on a weekly, monthly, or annual basis
rather than an hourly wage and meets the criteria for exclusion from the wage and hour laws (e.g.
managerial, administrative, professional). An exempt employee does not receive overtime for hours
worked over 40 hours per week.
Nonexempt Employee: An employee who is included in the minimum wage, overtime, and time
provisions of the wage hour laws. Such employees are eligible for overtime at the rate of one and
one-half times the regular rate of pay for all hours worked in excess of 40 hours in the work week or
more than 8 hours in a one calendar day.
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WORKWEEK AND SCHEDULING
For payroll and accounting purposes, the workweek begins at 12:01 AM Sunday and ends at midnight
the following Saturday. Our normal business hours are 9:00 AM to 4:00 PM Monday through Thursday.
The normal workday for a full time employee is six hours plus an unpaid meal period of 60 minutes.
Hours of employment are established according to assignment or job description, and are under the
direction of your Department Supervisor and the Senior Pastor.
COMPENSATION
Salary Administration: When you begin work, you are told your hourly rate of pay, or monthly
salary. That rate is based on an assessment of your position, training, and experience. Increases in
your salary will depend on a review of your job performance and the finances of the church.
Pay Periods and Pay Days: Pay Days occur on the 15th, and 30th or 31st of each month. On that day,
you are paid for the pay period just completed.
Payroll Deductions: Law requires the following deductions from your paychecks: FICA (unless
ordained or licensed minister), and Federal income tax. Any other deductions may require written
authorization. Examples of such deductions include deductions for your portion of any insurance
premiums, or wage assignments to creditors or the IRS.
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EMPLOYEE RELATIONS
Equal Employment Opportunity
Living Waters believes that every employee has
the right to work in surroundings that are open,
honest and trustworthy. It is Living Waters
policy to hire, promote, terminate and make all
other employment-related decisions based on a
persons abilities and talent.
Employment by Living Waters requires that
each employee attend Living Waters worship
services regularly, and believe and adhere to the
tenets of faith of the International Church of the
Foursquare Gospel.
EMPLOYEE RESPONSIBILITIES
Attendance and Tardiness
Regular attendance is essential to the smooth
operation of our Church and shows respect for
your fellow employees who must do your job in
your absence. It is necessary for you to report to
work regularly and on time. If you will be unable
to report to work, or will be late, you must let
your supervisor know as soon as you know you
will be absent or tardy, and always before your
scheduled starting time. If your supervisor
is unavailable, then talk to the Associate or
Administrative Pastor. If your absence or
tardiness is due to an emergency, you must call
in, or have someone call in for you, as soon as
possible. Attendance or tardiness problems as
well as failure to call in, may result in discipline,
up to and including discharge. Any employees
who fail to report for work or call in for two days
in a row will be deemed to have abandoned their
job and may be terminated. Although the Church
realizes that on occasion everyone misses work
for valid reasons, even legitimate absences
or tardiness may be cause for discipline or
discharge if, in the opinion of management, the
absence or tardiness is excessive and adversely
affects your ability to properly perform your job.
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Personal Appearance: Employees with a
neat, clean appearance are important to our
ministry, especially when those employees are
meeting with the public or doing public ministry.
The way you look is the image the public has for
Living Waters. Employees are expected to wear
clothing appropriate to their job, public ministry,
and church function.
Smoking of any kind is prohibited inside all
Living Waters buildings.
Conflict of Interest / Moonlighting:
All Living Waters employees should avoid
situations that might cause their interests to
conflict with the Church or might compromise or
lead someone in or out of the church to question
their integrity and reputation. Care should be
taken not to use your position at the Church
or allow your position at the Church to be
used by others for personal benefit through an
investment, association, or business relationship
that interferes with your ability to exercise
independent judgment on behalf of the Church
or your personal walk with the Lord.
Substance Abuse: Living Waters regards the
misuse of drugs, alcohol, or other substances of
abuse by employees as an unacceptable practice
that results in poor health, unacceptable work
performance and inhibits one's walk with
the Lord and spiritual growth. Accordingly,
employees appearing to be under the influence
of drugs or alcohol during work hours or on
Church premises may be asked to submit to
appropriate testing to confirm or rule out the
presence of such drugs or alcohol. Refusal to
permit such tests will be grounds for immediate
termination. The church encourages employees
with drug or alcohol problems to come forward
and seek help. If you have a drug or alcohol
problem, and discuss it with your Department
Supervisor or the Senior Pastor before it affects
your performance or is discovered by the staff or
Senior Pastor. We will refer you to a treatment
program and work, pray and counsel with you.
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COMPLAINT RESOLUTION
It is our intent to try to do what is fair and reasonable in our day-to-day relations with our employees.
Therefore, you are urged to bring any problems or concerns about any term or condition of employment
to the Senior Pastor, Associate Pastor, Administrative Pastor, or your Department Supervisor in order
to provide us an opportunity to review and resolve the situation.
The feelings and concerns of each employee at Living Waters are important to us. We believe that
our employees are our strength through Jesus Christ and we feel that your needs and concerns must
be addressed. We realize that not all people will feel comfortable with presenting their grievances
to management, but you are urged to do so. You will not be retaliated against in any way for bringing
your complaints to management. If we all take the time to raise questions and work together to
reach solutions, our workplace will continue to improve.
This complaint resolutions procedure is available to employees with sexual harassment concerns or
complaints. However, employees should feel free to bring sexual harassment complaints directly
to the Senior Pastor, Associate Pastor, Administrative Pastor, the Divisional Superintendent for the
Southwest Division, or the District Supervisor for investigation or resolution.
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STANDARDS OF CONFLICT AND DISCPLINE
Living Waters is involved in relationship building among people with the purpose of bringing them into a
relationship with Jesus Christ and helping them develop into all God has planned for them. Many people
and organizations rely on the quality and reliability of your judgment, discernment and actions; thus all
employees are expected to exemplify Christian ethics and conduct, to provide excellent and reliable
performance and have a continuous prayer life and devotional time daily. Any failure to meet this high
standard is a ground for concern, discipline, or possible discharge.
Living Waters adheres to the concept of progressive discipline. This means that the Church will take
appropriate action based on the seriousness of the situation requiring disciplinary action. Discipline less
severe than termination may take the form of a verbal warning, a written warning, and a performance
appraisal indicating substandard performance in one or more areas, probation or suspension. The option
chosen by management depends on the seriousness of the infraction.
There are certain kinds of actions that cannot be permitted to occur because of their unfair impact on
co-workers, the community, and the congregation or because they conflict with the beliefs of Foursquare.
The following actions may be grounds for immediate termination of employment:
• Failure or refusal to carry out the job assignments and management requests;
• Unauthorized release of church information;
• Verbal abuse while on church premises;
• Falsification of any work, personnel or other Church records;
• Removal of Church property without permission
• Unauthorized taking of Church funds or property or unauthorized charges against a church account;
• Dishonesty;
• Unrepentant and unbiblical lifestyle;
• Being under the influence of alcohol or a controlled substance while at work
• Deliberate damage to Church property;
• Fighting or threatening to fight with another employee;
• Participation in a business directly conflicting with the Church declaration of faith;
• Serious misconduct of any kind;
• Sexual harassment or abuse.
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EMPLOYEE SEPARATION/STATUS CHANGE
Termination
In order to preserve the Church, it is understood that the employment relationship can be terminated,
with or without cause, at any time by either party. No Church representative has any authority to
enter into any agreement to the contrary.
Employees who have resigned their employment or Pastoral duties with proper notice or are laid off
are eligible for rehire based on the same terms and conditions as other applicants.
• Voluntary Resignation. If you voluntarily terminate your employment, please give at least two
to four weeks notice to the Senior Pastor, Associate Pastor, or Administrative Pastor, stating the
reason for the resignation. Employees not giving proper notice are considered ineligible for
rehire.
• Involuntary Termination. If, for any reason, your employment is terminated by Living Waters,
you may file a complaint under the Complaint Resolution Procedure if you believe it is warranted,
but you must do so within three working days of receiving notice of the termination.
Exit Interviews
Living Waters will attempt to conduct an exit interview with all terminated employees or pastors.
The purposes of this interview include ensuring the return of all Church property; reviewing financial
arrangements, including the amount of the final paycheck, accrued vacation, etc.; reviewing the
reasons for the termination, layoff or resignation; and obtaining the employee’s input and suggestions
for improvement in the Church.
Terminated employees will be informed of any rights to continued benefits coverage at this time.
Employees terminated involuntarily will be paid all wages and the cash equivalent of all accrued
vacation time on the last day of employment.
EMPLOYEE SERVICES
Employee Assistance/Counseling
Sometimes problems inside or outside of work can affect your performance on the job. When that
happens, we want to understand your situation and lend a hand. The Senior Leader, Associate Pastor
or Administrative Pastor can refer you or, if appropriate, your family to an agency or other resource
in the area best suited to offer you confidential, professional counseling, in addition to praying with
you and giving you pastoral counsel.
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Accountable Reimbursement Policy
The Living Waters Financial Council has ratified the following "accountable reimbursement" plan
pursuant to IRS regulations 1.162-17 and 1.274-5(e). An accountable reimbursement plan is a
system of allowances and cash advancements to cover the cost of ministry related expenses incurred
by Living Waters staff members.
Ministry employees report all expenses directly to Living Waters, which gives the church an
accurate picture of the actual costs of conducting ministry "business". Because employees report
expenses to the church instead of deducting him or her on form 1040 Schedule A, this method of
accounting simplifies the preparation of each employee’s annual tax return. In addition there are
certain limitations placed on the deductibility of employee business expenses by the IRS, and this
accountable plan limits the negative tax consequences of those limitations to church employees.
Each staff person (paid or volunteer) will be reimbursed only for those expenses that are substantiated
within 60 days. Expense verification must include the amount, date, place of transaction (in the form
of a receipt or other reliable written record), and ministry purpose of the expense. The information
provided by the employee must be sufficient to enable the Administrative Pastor to identify the
specific nature of each reimbursed expense and to conclude that the expense is attributable to
church-related activities. In the event that a "cash advancement" is made for an expense, funds in
excess of substantiated expenses must be returned to the Administrative Pastor within 30 days.
Under the Living Waters account reimbursement plan the following expenses are considered
reimbursable:
Ministry supplies and equipment: During the course of their employment, some Living Waters
staffers make purchases of supplies and equipment for ministry use with their own funds from within
their ministry budgets. These ministry-related expenses will be reimbursed when a request is made
on a Living Waters purchase order form or check request form.
Transportation: Transportation expenses include all expenses associated with local transportation
for business purposes (excluding commuting).
Continuing Education: Education expenses made to allow a Living Waters staff member to maintain
or improve the skills required to complete his/her work are reimbursable to that staff person with
your Department Supervisor's prior approval. These expenses include, but are not limited to, the
purchase of books and periodicals, and subscriptions to journals related to the staffers field of
ministry. Attending college level courses, conventions, conferences, and seminars is important to
maintaining the professional skills of certain staff members, and related expenses are included as
part of continuing education as defined within the budget. If attending such events involves travel,
travel expenses such as transportation fares, destination ground transportation, and meals and
lodging including tips, is fully reimbursable assuming proper expense documentation is made.
Travel: Necessary travel expenses will be reimbursed Living Waters staff members while traveling
away from home on church related business. Travel expenses include transportation fares, ground
transportation fees, meals and lodging (including tips), and telephone expenses.
EMPLOYEE HANDBOOK 23
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EXPENSE AND REIMBURSMENT PROCESS
Credit Card Process
When using a credit card through Living Waters, you are required to turn in all of your receipts on a
monthly basis. We use an online system to process these receipts, called Expensify. By the 10th of
every month, all your receipts from the prior month need to be entered into Expensify. Enter into
Expensify the copy of the receipt, the correct dollar amount (including tip if used), date of the purchase,
category for which account is being charged and then sent in on a report to our administration team.
Reimbursements
When you or someone on your team needs a reimbursement, a copy of the receipt gets sent to
admin@livingwatersmedford.org. In the email, specify who the reimbursement is for, the amount of
the reimbursement and what account is being charged for that purchase. The reimbursement will be
completed by the following Monday after you have emailed it in.
Church Check Needed
If you or your team needs a check to be written by the church for a specific purchase, email to admin@
livingwatersmedford.org who the check needs to be written to, the dollar amount and what account
is being charged for that purchase. The check will be written by the following Monday after you have
emailed it in, so please prepare this ahead of time.
Contact Kim Butcher for more in depth explanation
24 LIVING
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EMPLOYEE HANDBOOK

SAFETY AND SECURITY
Credit Card Process
Safety When using a credit card through Living Waters, you are required to turn in all of your receipts on a
monthly basis. We use an online system to process these receipts, called Expensify. By the 10th of every
We month, need all your help receipts in our from efforts the prior to ensure month the need safety to be of entered our employees. into Expensify. Please Enter observe into the Expensify special
safety the Confidential copy rules of the of your receipt, Information
work the area correct as well dollar as the amount following (including general tip rules if used), of safety date at of all the times: purchase, category
for which account is being charged and then sent in on a report to our administration team.
Report
From
any
time
injury,
to time,
safety
employees
hazard, or
of
damage
Living
to
Waters
property
Church
immediately
may come
to
into
your
contact
Department
with confidential
Supervisor.
Any Reimbursements
information,
injury or incident
including
where
but
a
not
discharge
limited
of
to
body
information
fluids occurs
about
(except
Living
routine
Waters
nursery
Church’s
occurrences)
members,
should
suppliers,
prompt
finances
a written
and
report
business
with
plans.
follow up
Employees
investigation.
are required to keep any such matters that may
When be disclosed you or someone to them or on learned your team by them needs confidential. a reimbursement, a copy of the receipt gets sent to
• Keep your individual work area clean and orderly. Untidiness and clutter invite accidents.
admin@livingwatersmedford.org. In the email, specify who the reimbursement is for, the amount of
• the Furthermore, Know reimbursement and follow any and the such what safety confidential account rules established information, being charged obtained your for job. that through When purchase. in employment doubt, The ask reimbursement before with proceeding.
Living Waters will be
•
completed Church,
Store all
by must
materials
the not following be used
and equipment
Monday by an employee after
in their
you for
proper
have personal emailed gain
areas.
it in. or to further an outside enterprise.
• Church Bring Check potential Needed safety hazards to the attention of your supervisor when you find them.
• Never run or engage in horseplay on Church property.
If you or your team needs a check to be written by the church for a specific purchase, email to admin@
• livingwatersmedford.org If you must lift heavy objects, who the lift check properly needs and to with be written the appropriate to, the dollar number amount of persons. and what account
is being charged for that purchase. The check will be written by the following Monday after you have
Security
emailed in, so please prepare this ahead of time.
Church personnel on duty should make every effort to be aware of strangers on the Church premises.
Anyone who notices unfamiliar or unauthorized persons on Church premises should contact the Facility
Manager Contact Kim in charge. Butcher for more in depth explanation
Accidents and Accident Reports
As an employee of Living Waters, you are insured by the Church with an insurance program that is
designed to protect you against medical cost incurred from work related accidents or injuries and
for work time lost as a result of such accidents or injuries. The Church pays the premium cost of this
coverage. Additional information about this program is available from the Administrative Pastor.
IT Information Storage and Security
If you should sustain an injury or suspected injury while engaged in work related activity, you are required
to notify your Department Supervisor and/or Administrative Pastor immediately. Your supervisor will
Any storage devices (CD’s, USB’s, Floppy Discs) used by employees at Living Waters Church, located at
then evaluate your injury or suspected injury and assist you in securing appropriate medical assistance.
Living Waters Church’s address, acknowledge that these devices and their contents are the property
of Living Waters Church. Furthermore, it should be understood by employees, that company
As soon as practically possible, but in no case later than 24 hours following your injury or suspected
equipment should be used for company business only during normal working hours. Downloading
injury, you are required to complete an accident report documenting the circumstances surrounding
of personal materials on company equipment can be harmful to said equipment and should not be
the incident. You may obtain this report form from the Administrative Pastor. This report will permit us
done.
to better assist you in obtaining workers compensation insurance benefits should you qualify for such
benefits.
EMPLOYEE HANDBOOK 25
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Retirement
Contributions are made as follows:
For full-time salaried pastoral staff a percentage of our Extension Tithe and Missions giving is given back
to the local church as the corporation’s contribution to our 403b Retirement Plan.
The second part of the plan would include those in section one above along with non-pastoral staff
persons who work a minimum of 30 hours a week and have completed 6 months of service. The
percentage Living Waters will contribute under this second section of the retirement plan each month
to qualified persons is:
6 months through year 4: 4%
Year 5 through year 9: 5%
Year 10 to retirement: 6%
26 LIVING
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EMPLOYEE HANDBOOK

BENEFITS
Holidays
Living Waters observes the following days as paid holidays when the fall during a regular workweek::
New Year's Day, Martin Luther King, President's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, Friday after Thanksgiving , Christmas Eve Day, Christmas Day,New Year’s Day.
If any holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. If any
holiday falls on a Sunday, the following Monday will be recognized as the holiday. If a scheduled day
off is on any of these days the following day will be considered the holiday.
Personal Leave Days
Each full-time employee is given five Personal Leave Days for each calendar year. These days can be
used for any personal reason. Two of these days can be used for a weekend per year. Prior notice and
approval must be obtained from your supervisor before taking these days. They are not accumulated
and are lost each year if not used. Personal Leave Days cannot be used over Christmas or Easter
weekends and are not intended to be vacation.
Vacation Benefits
(10) Ten days after one (1) year
(15) Fifteen days after two (2) years
(20) Twenty days after five (5) years
(30) Thirty days after fifteen (15) years
Pastoral Staff who have worked within
Foursquare prior to coming to Living Waters will
transfer their time in service within Foursquare
towards their vacation benefits. Since yearly
vacation is to be used within the calendar year
we have a "use it or lose it" vacation policy.
Vacation is used to keep us fresh and whole.
A week of vacation is understood to include
one Sunday.A workweek begins on Sunday and
ends on Thursday.
EMPLOYEE HANDBOOK 27
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Sick Leave
If you miss work because of an illness or for
another valid reason, you may be allowed to take
sick leave to cover payment for lost work hours.
Absence of more than three days due to illness
must be confirmed by a doctor's certificate at the
time you return to work, or earlier, upon request.
A doctor's certificate for an illness of less than
three days may be required at the Church's
option. Your accumulated reserve of sick leave
may be used for the following situations only:
Personal illness;
Illness or injury of a minor child that requires
treatment or supervision
Temporary medical disability, (e.g. associated
with pregnancy or childbirth).
You begin to earn sick leave at the completion
of your orientation. Full time employees shall
accrue sick leave benefits at the rate of 8
hours for each calendar month of continuous
employment. Part-time employees shall not
accrue sick leave benefits. Employees do not
earn sick leave benefits during a leave without
pay. Unused sick leave hours are carried over
from year to year not to exceed 8 weeks.
Unused sick leave benefits are not paid for upon
termination of employment.
This sick leave policy complies with the
federal Family Leave Act of 1994, which allows
employees extended unpaid leave in certain
situations.
28 LIVING
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EMPLOYEE HANDBOOK

Bereavement Leave
In the case of a death in your immediate family, you may receive up to five (5) working days of
paid leave. This time off is intended to be used to attend memorial services as well as to attend to
associated family matters. Immediate family includes your parents, grandparents, siblings, spouse,
children and grandchildren.
Jury Duty Leave:
Serving on a jury is a fundamental responsibility of citizenship and, unless business necessity
requires it, the Church will not ask you to be excused from or postpone jury duty. If you are serving
on a jury, you will be paid the difference between your regular earnings and the amount received for
jury duty (excluding travel allowances) up to a maximum of fifteen days. You are expected to work
your regular work schedule on days when court is not in session, and work the remaining part of your
scheduled shift if you are excused from court for four hours or longer. In order to be entitled to jury
duty leave pay, please present to the Administrative Pastor within one week of receipt, a letter or
check stub from the court clerk showing evidence of jury duty pay and time served.
EMPLOYEE HANDBOOK 29
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Unpaid Leave of Absence
A leave of absence is a privilege the Church
may extend to qualified employees for specific
periods of time under certain circumstances. It
allows you to take time off from work for medical
or personal reasons. This leave is without pay.
A leave of absence must be requested in writing,
submitted to, and approved by the Senior Pastor
as soon as the need for such leave is known.
No benefits, such as vacation or sick leave,
are accrued while on leave. Group insurance
coverage may be extended. If you desire
to continue your group coverage you must
make arrangements to prepay your individual
premium each month. Such arrangements
should be taken care of before beginning the
unpaid leave of absence, but in no case later
than 30 days after the end of the month in which
the leave began.
30 LIVING
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EMPLOYEE HANDBOOK

STATEMENT OF UNDERSTANDING
I certify that I have received, read and
understand the Living Waters Employee
Handbook. I also understand that the
statements contained in the Employee
Handbook are not a contract and that
my employment with Living Waters is
at-will. I also understand the Employee
Handbook may be changed by the Church
at any time, and that this Handbook
supersedes any and all prior Handbooks
or verbal stated policies issued by Living
Waters, a Church of the International
Church of the Foursquare Gospel, a
California Corporation. I have also read
the Foursquare Creedal Statement and am
in agreement with this document.
Signed and dated (Employee)
__________________________________
Signed and dated (Interviewing Pastor)
____________________________________
EMPLOYEE HANDBOOK 31
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Living Waters Church
Medford Campus
360 East Jackson Street
Medford, Oregon
97504
Phone
541-772-9502
www.lwmedford.org
Ashland Campus
599 East Main
Ashland, OR
97520
Email
admin@livingwatersmedford.org
Website
www.livingwatersmedford.org