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How to Create a Good Employee Handbook.
Chances are, you didn't get into ministry to become a human resources manager.
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But if your church employs more than two people, that's one of the hats you probably wear. In managing individuals, a good employee handbook can be your best friend. To begin, a handbook makes clear what management expects of employees and also what they can expect from management. Clearly outlined expectations can prevent surprises when, for example, it is necessary to discipline or terminate a person. Next, an employee handbook helps churches to follow state and federal laws regarding termination, as well as discrimination and sexual harassment. And, in addition, it can protect a church in court if a former employee decides to file a legal complaint. What to includeIntroduction: Open by describing your ministry's history and mission. Then, explain that the handbook should not be construed as an employment contract and that employment with your organization is at will. This means your organization retains the right to fire an employee for any reason allowable by law. Next, note that your organization has the right to modify any provision or benefit in the handbook at any time. Finally, include a statement saying that the policies contained in this handbook supersede all previous policies. If there was a previous version of your handbook, collect it when you distribute the new one, so there is no confusion about which policies are in place. Benefits: Explain the rules about vacation pay, sick pay, unpaid leave, health insurance, and any other benefits you offer. Communication and electronic media: Establish the extent to which employees may use the telephone and electronic tools, such as the Internet and e-mail, for personal use. Explain that your ministry has the right to monitor any information sent or received on the ministry's electronic equipment. Note situations, such as viewing pornography, that may lead to discipline or firing. Discrimination: State your organization will not discriminate against job candidates on the basis of race, gender, age, or disability. Nonprofit, religious organizations generally may discriminate on the basis of religion. Ask an experienced employment law attorney if any limitations on religious discrimination apply in your state or region. Hours: Outline normal working hours for full-time employees, rules that apply to part-time and volunteer employees, and how employees may qualify for overtime pay. Pay: Tell employees how often they will be paid and the reasons for various payroll deductions. Personal conduct: Address the type of conduct you expect of all employees. Include any specific prohibitions, such as those against smoking or drinking alcohol. Sexual harassment: Emphasize that harassment of any form won't be tolerated and could result in discipline, including firing. Provide employees with at least two avenues for reporting perceived harassment. Explain that employees won't face retaliation for reporting it. |             |
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