LW EMPLOYEE HANDBOOK DRAFT

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EMPLOYEE SEPARATION/STATUS CHANGE Termination In order to preserve the Living Waters, 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 Living Waters 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 Living Waters. 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(s) or Human Resources representative 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. 22 LIVING WATERS EMPLOYEE HANDBOOK
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 team 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 team 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 teamers 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 team member to maintain or improve the skills required to complete his/her work are reimbursable to that team person with your Human Resources representative prior approval. These expenses include, but are not limited to, the purchase of books and periodicals, and subscriptions to journals related to the teamers field of ministry. Attending college level courses, conventions, conferences, and seminars is important to maintaining the professional skills of certain team 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 team 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 LIVING WATERS
Page 1 and 2: HOW WE TEAM Employee Orientation
Page 3 and 4: Table of Content Welcome - 4 Statem
Page 5 and 6: STATEMENT OF PHILOSOPHY AND STRUCTU
Page 7 and 8: RELATIONSHIPS OF OPENNESS & HONESTY
Page 9 and 10: How We Team: Ask Holy Spirit to ena
Page 11 and 12: TRUTH IN LOVE - PRECEDED BY GRACE E
Page 13 and 14: EMPLOYEE HANDBOOK 13 LIVING WATERS
Page 15 and 16: STEWARDSHIP NOT OWNERSHIP I Peter 4
Page 17 and 18: WORKWEEK AND SCHEDULING For payroll
Page 19 and 20: Personal Appearance: Employees with
Page 21: STANDARDS OF CONFLICT AND DISCPLINE
Page 25 and 26: SAFETY AND SECURITY Credit Card Pro
Page 27 and 28: BENEFITS Holidays Living Waters obs
Page 29 and 30: Bereavement Leave In the case of a
Page 31 and 32: STATEMENT OF UNDERSTANDING I certif

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