Westwood Baptist Church Personnel Policies & Procedures Handbook

The Westwood Baptist Church Personnel Policies & Procedures Handbook is not a contract, and no provision, benefit, or policy shall be deemed to be contractual in nature. Westwood Baptist Church reserves the right to modify, supplement, rescind, or revise any provision, benefit or policy from time to time, with or without notice, as it deems necessary or appropriate. Revised: NOVEMBER 2012

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INDEX About Westwood Baptist Church Section #1: Employment Equal Employment Opportunity At-Will Employment Immigration Reform and Control Act of 1986 Employment of Minors Employee Posted Information Employment of Relatives Job Descriptions Criminal Background Checks Section #2: Compensation General Policy Employee Classifications Pay Periods Payroll Deductions Direct Deposit Time Sheets Overtime Compensatory Time Pastor’s Housing Allowance Compensation Advances Garnishment of Wages Transfers and Promotions Pay Freeze Section #3: Work Practices, Conduct and Guidelines Work Practices and Performance Standards Job Performance Misconduct Policy Against Harassment Drug and Alcohol Free Workplace Conflict of Interest Personal Demeanor Public Relations Confidence Attendance and Punctuality Break and Meal Periods Access to Westwood Baptist Church Property Weather Emergency / Closure Building Keys Event Approval Business Expense Reporting Use of Personal Automobile

4 6 6 6 6 7 7 7 7 7 8 8 8 9 9 9 9 10 10 10 10 10 11 11 12 12 12 12 12 13 13 13 13 14 14 14 14 15 15 15 15 15

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Use of Church Vehicle INDEX (continued)

15

Use of Church Telephones Postage Personal Photocopies Personnel Records Signing of Contracts Section#4: Benefits Group Insurance Plans Absences General Provisions for all Leave of Absence Workers’ Compensation Insurance Unemployment Compensation Appendix A: Pastoral Staff Sabbatical Policy Appendix B: Computer Use Policy Employee Statement of Acknowledgement

16 16 16 16 16 17 17 17 21 22 23 24 26 31

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WELCOME Welcome to Westwood Baptist Church! We consider you to be a gift from God and look forward to working with you as a member of our ministry team. Please take a few moments to review the vision and mission statements of the church.

VISION STATEMENT The vision of Westwood Baptist Church is to work together under the direction of the Holy Spirit and the Holy Scriptures to produce fully-developing disciples and a growing congregation that are passionately committed to loving God and loving people.

MISSION STATEMENT The mission of this organization shall be: 1. To provide for the worship of God, the preaching and teaching of the Word of God and to administer the ordinances of the New Testament; 2. To provide for the preaching of the gospel of the Lord Jesus Christ; 3. To know God through Jesus Christ and make Him known, so we will… Exalt God by exchanging our lives and purposes for His, and by expressing His greatness through our words and actions. Romans 12:1-2 Encourage everyone in relational communities where we mutually grow as followers of Jesus Christ. Hebrews 1-:24-25 Establish everyone in the truth of God’s Word, so that God’s Spirit may transform our lives to reflect God’s Son, Jesus Christ. Colossians 2:6-7 Equip everyone for service so that each is enabled to contribute to the health and mission of the church through effective use of our spiritual gifts. Ephesians 4:11-16 Evangelize our community and our world, by demonstrating and communicating the Good News of Jesus Christ, in the power of the Holy Spirit. Acts 1:8

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ABOUT THE HANDBOOK This Personnel Policies and Procedures Handbook applies to all employees and is intended to provide guidelines and summary information about Westwood Baptist Church’s (the Church) personnel policies, procedures, benefits and rules of conduct. This handbook supersedes and revokes all prior handbooks and may not be amended or supplemented without the express written approval of the Elder Council or whomever the Elder Council designates. In addition, this handbook does not constitute an employment contract. It is your obligation to be familiar with its contents and comply with all its provisions as well as applicable federal, state, and local regulations concerning personnel employment practices. This handbook does not anticipate every circumstance or question about policy. As a result, the Church reserves the right to modify, supplement, rescind or revise any policy, benefit, or provision, with or without notice, as deemed necessary or appropriate. This handbook dated November 2012 is subject to interpretation by the Church, which interpretation shall be binding. If you have any questions or want further clarification of these policies and procedures, please contact your supervisor, Church Administrator or Executive Pastor.

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SECTION 1: EMPLOYMENT EQUAL EMPLOYMENT OPPORTUNITY The Church is committed to equal employment opportunity for all qualified persons, without regard to race; color; national origin; sex; age; disability; marital status; or other protected class to the extent required by law as applicable to the Church. As a religious institution, the Church reserves the right to prefer applicants on the basis of religion as permitted by federal, state and local law. The Church may also impose conduct requirements as necessary and appropriate for a Christian organization. The Church is committed to providing reasonable accommodations to qualified employees and applicants, as required by the Americans with Disabilities Act and other applicable laws and regulations. The employee should notify his or her immediate supervisor if the employee requires reasonable accommodations to perform the essential functions of his or her job due to a disability. We expect all employees to show respect and sensitivity toward all other employees, and to demonstrate a commitment to the Church equal opportunity objectives. If you observe a violation of this policy, you should report it immediately to your supervisor, Church Adfministratoror the Executive Pastor. The Church may immediately investigate any complaint and take appropriate preventative and/or corrective action. Violation of this policy may result in disciplinary action, up to and including possible termination.

AT WILL EMPLOYMENT It is the policy of Westwood Baptist Church to employ in paid positions those ministers and staff as designated by the Constitution/Bylaws of Westwood Baptist Church and other positions as deemed appropriate in its sole discretion. All paid employees should be professing Christians and active members of evangelical, Christian churches. All full-time and part-time ministry and professional personnel shall be or become members of Westwood Baptist Church, Olympia, WA. All employees of the church are employed at will (except those with written contracts to the contrary), and the church expressly reserves the right to terminate any employee at will, with or without cause, in its sole discretion. Likewise, at will employees may also terminate their employment relationship with the church at any time, with or without cause. No offer of employment and no statement or representation in this handbook or in any other publication, or made by any church employee should be construed as a promise or guarantee of permanent employment. Furthermore, no provision in this or any other employment policy statement changes the terms of this at will policy. In addition, no church administrator or representative has the authority to change this at will employment relationship except in writing signed by the employee, approved by the Elder Council and signed by the Executive Pastor.

IMMIGRATION REFORM AND CONTROL ACT OF 1986 The church is committed to full compliance with the federal immigration laws and will not knowingly hire or continue to employ anyone who does not have the legal right to work in the United States. As a condition of employment, you will be required to provide documentation verifying your identity and legal authority to work in the United States.

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EMPLOYMENT OF MINORS Any prospective employee younger than age eighteen is required to provide a valid work permit prior to commencement of employment. State and federal regulations restrict the types of jobs that may be performed and the number of hours per day or week a minor is allowed to work while school is in or out of session.

EMPLOYEE POSTED INFORMATION All required state and federal law information is posted in the church office information center. You are responsible for checking on a regular basis and for reading all posted materials.

EMPLOYMENT OF RELATIVES Relatives of employees should generally receive the same consideration as other applicants for a job opening and should not be accorded preferential or discriminatory treatment in employment matters. However, related employees may not be permitted to work in the same department under the direct supervision of each other because of employee morale, security, or other legitimate ministry reasons. In addition, the Church may require a related employee to transfer or resign if there is a conflict of interest or management problem of supervision that cannot be resolved.

JOB DESCRIPTIONS Employees are generally given a job description before they start to work. A job description summarizes your duties and responsibilities and gives you important information about your new job. Please read and study your job description carefully and discuss it with your supervisor if you have any questions. The Church reserves the right to revise and update your job description from time to time, as it deems necessary and appropriate.

CRIMINAL BACKGROUND CHECKS Background checks are conducted to promote a safe work environment and to protect The Church’s most important assets: the people we serve and the people with whom we serve. They assist hiring authorities in making prudent employment decisions based upon more comprehensive job-related information. Prior to employment, or serving the church, all candidates (employees and volunteers) must provide authorization to conduct a background check. An offer of employment is contingent upon the following:  The candidate’s signing of the background check consent form. The Church reserves the right to modify and revise the consent form as needed.  A determination by The Church that the candidate’s criminal history does not preclude him/her from employment or volunteering with Westwood Baptist Church. In addition, if the Church knows or has reason to believe that an employee or volunteer has a criminal conviction that was not previously disclosed, that individual will also be requested to consent to further background checks as described above, or the Church may terminate the employee or volunteer. Westwood specifically reserves any and all rights to conduct criminal background checks regarding applicants, employees, or volunteers without the consent of such individuals, as permitted by law.

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SECTION 2: COMPENSATION GENERAL POLICY At the time of employment, the church administration will determine benefits and establish any other terms of employment. This agreement may be placed in writing and signed by the employee and the Church Administrator. The employment agreement form may be kept in the employee’s file. The Church Administrator should assign a job description prior to the consideration of employment. Employees may be hired based upon the requirements of the position and not the personal merits of the individual.

EMPLOYEE CLASSIFICATIONS The Church classifies employees for employment purposes in a number of different ways. All employees are classified as either full or part time, hourly or salaried, temporary, exempt or non-exempt. Employment classifications and overtime eligibility are determined by job responsibilities and federal and state laws such as Fair Labor Standards Act (“FLSA”) and the Washington Minimum Wage Act (“WMWA”). You will be informed of your employment classification by the Church Administrator or designee at time of employment and if your job status changes. A temporary change in job duties or work hours will not affect your employee classification. Full-time Employees Full-time is classified as employees regularly scheduled to work a minimum of thirty (30) hours each week on a regular basis. Part-time Employees Part-time is classified as employees who are regularly scheduled under thirty (30) hours each week on a regular basis. Part-time employees who are regularly scheduled for twenty (20) or more hours each week are considered eligible to accrue vacation, holiday and sick time benefits. Temporary Employees Those employees hired for and/or scheduled to work less than 180 days in a fiscal year. Exempt Employees Exempt employees, whom the law defines as “administrative, executive, or professional employees”, need not be paid overtime. Generally, these are employees who are paid a monthly salary and who spend most of the workday performing duties that require the use of discretion and independent judgment. Non-exempt Employees Non-exempt employees (typically paid hourly) are eligible to receive overtime pay, if applicable, in accordance with the provision of state and federal law. Employee is subject to WMWA and therefore due overtime for each hour worked in excess of forty (40) hours per week. Wages may not be less than minimum wage. Non-exempt employees are entitled under FLSA to time and one-half their “regular rate” of pay.

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Salaried Employee Salaried employees are those paid a salary for a regular or specified number of hours per week. Salary will not be affected should the hours worked fluctuate, either more or less than the hours specified. Hourly Employee Hourly employees are paid based on a rate per hour worked. Covered employees shall be paid for all hours worked in a workweek. In general, “hours worked” includes all time an employee must be on duty, required to be on the employer’s premises, or required at any other prescribed place of work. Hourly employees may not volunteer to work in the same area in which they are employed.

PAY PERIODS Employees should be paid once a month date set by the payroll system. If the payday falls on Saturday or Sunday, then payment shall occur on Friday.When the payday falls on authorized holidays, payment may occur on the nearest regular work workday as determined by the Church Administrator. The work week for the Church begins at 12:00am on Sunday and ends at 11:59pm Saturday (7 consecutive 24 hour periods). Employees should review their paychecks for accuracy. If there is a mistake, or an item is not understood, please report it to the church accounting office. In the event a paycheck is lost or stolen, please advise the Church Accounting Office immediately.

PAYROLL DEDUCTIONS Various payroll deductions are made each pay period to comply with state and federal law, such as federal income tax, Medicare, and social security taxes. Employees must authorize any other deductions in writing. The Church complies with applicable state and federal laws regarding garnishment and assignment. Each one of your paycheck stubs will itemize amounts that have been withheld. Employees will be provided with a Wage and Tax Statement (W-2) by January 31of the year following each year of employment as required by federal and state laws. If there are any questions about your W2 form, please forward those to the church accounting office. Employees may change the number of withholding elections at any time by completing a new W-4 form. You may obtain a new form or submit a completed form to the church accounting office.

DIRECT DEPOSIT To save time and effort, you may have your pay directly deposited into a bank of your choice and receive an itemized statement of wages, provided you give the Church advance authorization. Please see the accounting office for enrollment, changes or withdrawal from the program.

TIME SHEETS All non-exempt and hourly employees must complete a time sheet which accurately reflects the hours they have worked plus use of any paid time off (if benefit eligible) for the pay period.Time sheets are to be signed by the employee’s supervisor prior to submission to the accounting office. Exempt employees must submit use of paid time off through use of the Church leave slip procedure. Pay period deadlines

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will be stated on each month’s time sheet and through written reminders placed in employee mailboxes and church office information center. Altering, falsifying, or tampering with time sheets may result in disciplinary action, up to and including termination of employment.

OVERTIME Overtime is to be avoided under normal circumstances. From time to time, non-exempt employees may be asked to work beyond their normally scheduled hours or on a regularly scheduled day off. Hours worked by non-exempt employees in excess of forty (40) in a single work week are considered overtime. Overtime is paid at the rate of one and one-half (1.5) times their regular rate of pay, in accordance with state and federal law. All overtime hours must be pre-approved by the employee’s supervisor. The Church does not provide compensatory time off as a substitute for overtime pay. Vacation, holiday and sick time do not constitute hours worked for the purposes of computing overtime. Non-exempt employees who work overtime that has not been authorized in advance by their supervisor may be subject to disciplinary action, up to and including possible termination.

COMPENSATORY TIME Due to the nature of our ministry and our involvement with lay staff, it is common for exempt staff that are not eligible for overtime pay to work more than their regularly weekly work hours. On occasion, regular full-time staff who are not compensated for overtime may work periods of minimal overtime. In these cases, regular full-time employees may be granted compensatory time. Compensatory time is awarded to staff not eligible for overtime pay to give them time to refresh themselves. Any Compensatory time must be preapproved by the Church Administration following the recommendation of the employees direct supervisor. The Church Administration is responsible for determining whether compensatory time is appropriate, and if so, the amount of time that will be given and when it will be taken. Compensatory time is not an attempt to provide eligible employees time off on an hour-per-hour basis. It is generally understood that these “seasons of intense ministry” are exceptions to the normal working schedule at the Church, rather than the rule.

PASTOR’S HOUSING ALLOWANCE Any licensed or ordained pastors, whether they own or rent their homes, may exclude from their income for federal income tax reporting purposes the portion of their ministerial income designated by the church as a “housing” allowance. This may be done only if the Elder Council authorizes a housing allowance. This is reviewed once a year (usually in December) for the following year. It is the responsibility of the pastor to fully understand the IRS guidelines concerning housing allowances.

COMPENSATION ADVANCES All staff members are encouraged to be good stewards of their finances and to administer them according to sound budgetary principles. Therefore, salary advances will not be given to employees.

GARNISHMENT OF WAGES The Church will comply with all legally authorized orders to garnish wages for the requested amount and time. Employees may not be discharged for garnishment of wages.

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TRANSFERS AND PROMOTION When an employee moves from one position within the staff structure to another through transfer or promotion, the employee’s compensation may be adjusted commensurate with the position at the sole discretion of the Church Administration.

PAY FREEZE Employees are expected to perform in their position in a satisfactory manner. Whenever an employee is producing at a marginal or unsatisfactory level, the Church Administration may choose to prevent the employee from receiving any increases in pay, including increases due to cost of living, for a specified period of time. During periods when pay has been frozen, tenure is also frozen and the period is neutral time for the purposes of determining future pay increases. In no case are salary increases or bonuses promised or guaranteed by the church.

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SECTION 3: WORK PRACTICES, CONDUCT AND GUIDELINES WORK PRACTICES AND PERFORMANCE STANDARDS Employment is with the mutual consent of you and Westwood Baptist Church. Consequently, both you and Westwood Baptist Church have the right to terminate the employment relationship at any time, with or without cause or advance notice. As a standard ethical practice, employees are expected to provide a minimum of a two week notice if they plan to vacate their position. It is not possible to provide a complete list of every work rule or performance standard. As a result, the following are presented only as examples. You are responsible for understanding and following these practices and standards. Employees who do not comply may be subject to disciplinary action, up to and including possible termination.

JOB PERFORMANCE If it becomes evident that an employee is not serving in a Christian manner, it may be necessary to discipline, up to and including possible termination, for poor job performance, as determined by Westwood Baptist Church. Some examples of poor job performance are as follows:  Below average work quality and quantity.  Poor attitude, including rudeness, or lack of cooperation.  Excessive absenteeism, tardiness, or abuse of privileges.  Failure to follow instructions or Westwood Baptist Church’s policies and procedures.

MISCONDUCT Employees may also be disciplined, up to and including possible termination, for conduct not becoming a Christian, such as: 1. Insubordination 2. Violating God’s laws that affect how others see you biblically, spiritually, and ethically. 3. Abuse, misuse, theft, or the unauthorized possession or removal of the Church property, ministry funds, or the personal property of others. 4. Falsifying or making a material omission on the Church records, reports, or documents, such as payroll, personnel, and employment records. 5. Divulging confidential Church information to unauthorized persons. 6. Disorderly conduct on the Church property, including fighting or attempted bodily injury, or the use of profane, abusive, or threatening language toward others, or possession of a weapon. 7. Violation of any law adversely affecting the Church or conviction in court of any crime that may cause the employee to be regarded as unsuitable for continued employment. 8. Violation of the Church policy on alcohol, drugs, controlled substances or harassment.

POLICY AGAINST HARASSMENT The Church is committed to providing a work environment that is free of discrimination. In keeping with this commitment, the Church maintains a strict policy prohibiting unlawful harassment, including sexual harassment. It is important for you to understand that jokes, stories, cartoons, nicknames, and comments about appearance may be offensive to others. Sexual harassment of employees by supervisors, co-

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workers, or vendors is prohibited. Violation of this policy may result in disciplinary action, up to and including termination. If you believe that you are being, or have been, harassed in any way, please report the facts of the incident or incidents to your Supervisor or Church Administration immediately, without fear of reprisal. If the harassment involves your Supervisor notify the Executive Pastor or Church Administrator.

DRUG AND ALCOHOL-FREE WORKPLACE The use, sale, transfer, possession, or being “under the influence” of alcohol, illegal drugs, or controlled substances when on duty, on church property, or in church vehicles is prohibited. In addition, off duty conduct which may adversely affect the reputation or interests of the Church in its sole discretion is prohibited. “Under the influence” for the purpose of this policy, is defined as being unable to perform work in a safe or productive manner, and/or being in a physical or mental condition which creates a risk to the safety and well-being of the affected employee, other co-workers, the public, or church property as determined by that person’s supervisor. All employees may be subject to drug testing at any time. Employees using prescription drugs must notify their supervisor if the medication may affect their behavior or performance. Violation of this policy may result in disciplinary action, up to and including termination.

CONFLICT OF INTEREST All employees of Westwood Baptist Church shall avoid all real or apparent conflicts of interest and any activity that might have an adverse effect on the Church. A conflict of interest may arise when a person or their immediate relative(s) have a competing personal interest (financial or otherwise, direct or indirect) or engage in any activity that prevents the proper discharge of their official the Church duties. Any real or apparent conflict of interest shall be disclosed to the Executive Pastor (or if he is the one with the conflict, then the Senior Pastor) for his written approval before consummating any transaction. The Executive Pastor (or Senior Pastor) shall determine whether a material conflict exists and what action should be taken to mitigate or remove the conflict. Full-time, exempt, employees are prohibited from engaging in outside employment without the prior written approval of the Senior Pastor or Executive Pastor. In addition, all employees are prohibited from engaging in outside employment, private business, or other activity, which might have an adverse effect on, or create a conflict of interest with, the Church in its sole discretion.

PERSONAL DEMEANOR All personnel at Westwood Baptist Church, whether volunteer, part-time, or full-time, must recognize the leadership example that must be required of them. While no specific dress code is required, individuals should dress cleanly and appropriately for the task they are accomplishing. Beyond the external aspects of the individual’s demeanor, the staff member should be positive in attitude and Christian in service. Staff personnel are in the people business. The client is the member or non-member that each will encounter daily, both in the Church and in the community. Staff members of Westwood Baptist Church are expected to set the example of Christian ministry and lifestyle.

PUBLIC RELATIONS The Senior Pastor or his designee will be the spokesperson for the Church in all matters of publicity or official comment. No employee will originate or release any news which is concerned with the policies,

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doctrines, procedures, convictions, finances, or activities of the Church for use in newspapers, social media, radio, television or any other medium of communication. All such inquiries will be referred to the Church Administration. Any publicity release must come from the Church Administration and under signature.

CONFIDENCE Matters relating to members and non-members private and personal lives should not be made a matter of public discussion or disclosure; nor should the general operations of the church office, financial office, or records office be discussed outside the working environment of that office. All staff members, paid and volunteer, full-time and part-time are expected to use the utmost tact and discretion in carrying out the functions of their position. Queries by individuals concerning operations of the church, its finances, or members should be directed to the Senior Pastor or Executive Pastor.

ATTENDANCE AND PUNCTUALITY It is important that employees work their assigned schedules consistently. However, the Church understands that because of illness or emergency you may be unable to work. Employees who are unable to report for work for any reason must contact their supervisor by phone prior to the beginning of their regular work day. It is your responsibility to keep your supervisor informed on a daily basis during a short-term absence and to provide medical verification when asked to do so. In general, all employees with set schedules are expected to be responsible and demonstrate respect for fellow employees by establishing a record of punctuality and regular attendance. If an employee finds that he/she will be late for more than ten (10) minutes, the employee should notify their supervisor as soon as possible. An employee’s failure to arrive consistently at his/her regularly scheduled starting time and leave at his/her regularly scheduled quitting time is considered cause for corrective action. Excessive absences or tardiness are factors considered in evaluating overall job performance.

BREAK AND MEAL PERIODS A one-hour unpaid lunch break is provided for all employees. Scheduling of the lunch break is the responsibility of the employee’s direct supervisor. Employees shall be allowed a thirty (30) minute meal period during any five (5) hour or more work shift. Meal periods shall be on the employee’s time unless the employee is required by the employer to remain on duty on the premises or at a prescribed work site in the interest of the employer. No employee shall be required to work more than five (5) consecutive hours without a meal period. Employees working three (3) or more hours longer than a normal work day shall be allowed at least one thirty (30) minute meal period prior to or during the overtime period. Employees shall be allowed a rest period of not less than ten (10) minutes, on the employer’s time, for each four (4) hours of working time. Rest periods may be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three (3) hours without a rest period. Where the nature of the work allows employees to take intermittent rest periods equivalent to ten (10) minutes for each four (4) hours worked, scheduled rest periods are not required.

ACCESS TO WESTWOOD BAPTIST CHURCH PROPERTY

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The Church reserves the right to monitor or access employee offices, work stations, filing cabinets, desks, computers, computer files, voice mail, e-mail and any other Church property at its discretion, with or without advance notice or consent.

WEATHER EMERGENCY / CLOSURE Inclement weather conditions may occur that require closing the Church office. In the event of a weather emergency, the Senior Pastor, in consultation with the Church Administrator and/or Executive Pastor, will make the decision to close the Church office. All ministry activities will be cancelled for that day as well. Employees will be notified via telephone, or other electronic means (i.e., email, radio station , church website announcement) when emergency closures have been authorized.

BUILDING KEYS Building keys may be distributed to employees or volunteers based on their job assignments and responsibilities in order to better oversee the use and protection of the building. The Church Administrator will issue keys to new employees and/or existing employees based on said needs. All keys must be returned to the Church Administrator upon termination of employment or end of activity responsibilities. Lost keys must be reported to the Church Administrator immediately, even while the employee is attempting to locate them. The objective is to maintain security and avoid unauthorized access to the church. If keys are lost or not returned when requested, there may be a re-keying charge of up to thirty (30) dollars per door.

EVENT APPROVAL All events, regardless of being onsite or offsite, should be included on the master calendar and subject to approval by the Church Administration. This includes all approved the Church events, meetings, retreats, etc. Reservation of church resources must be scheduled through the Event Request Form procedure. Non-Church events are limited to non-profits, with a ministry and/or community focus and sponsored by a church ministry. Other restriction may apply, please review the Church Building Usage Policy for details. Except as otherwise provided in church policies, the personal use of church property, equipment and materials is strictly prohibited.

BUSINESS EXPENSE REPORTING Employees will be reimbursed for all pre-approved ministry-related expenses, in accordance with the Church Reimbursement Expense Account Policy. Employees are expected to submit these reports within sixty (60) days of incurring the expense to ensure proper accounting and prompt reimbursement. The Funds Management Handbook may also be referenced for specific reimbursement procedures.

USE OF PERSONAL AUTOMOBILE Employees who use their own automobiles for travel on authorized church business will be reimbursed for mileage at the rate established by the current IRS guidelines. Employees must carry, at their own expense, the minimum insurance coverage for property damage and public liability.

USE OF CHURCH VEHICLE

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Utilization of church vehicles must be requested through a “Vehicle Reservation Form”, available on the church website and submitted to the Church Administrator. Drivers must be preapproved by the designated church insurance company and abide by all requirements listed in Policy #3221 posted to the church website.

USE OF CHURCH TELEPHONES From time to time it may be necessary for employees to make and receive personal calls on church phones. However, these calls should be limited to no more than five (5) minutes in length, and should be made, whenever possible, during scheduled break and meal periods. Employees are expected to use good judgment and common sense when it comes to personal phone calls.

POSTAGE The postage meter at the Church is intended only for church-related mail. Staff members are asked not to run personal mail through the postal meter. Personal mail with paid postage by employee may be placed into the outgoing mail box in the receptionist office.

PERSONAL PHOTOCOPIES If personal photocopies are made utilizing the Church machines, employees are required to submit reimbursement to the church. Envelopes are available in the employee workroom and payment should be submitted to the receptionist. See receptionist for current pricing.

PERSONNEL RECORDS It is important that the Church always have current information about you. Please let us know if you change your name, address, phone number, marital status, etc. If for some reason you need to change your name and/or social security number, you will be asked to provide original documentation authorizing the change. Employee status change forms are available in the Accounting Office. At reasonable times and on reasonable notice, you will be allowed to review your personnel file with prior approval of the Church Administrator.

SIGNING OF CONTRACTS Any and all contracts may ONLY be signed the Church Administrator and Executive Pastor as designated by the Elder Council.

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SECTION 4: BENEFITS GROUP INSURANCE PLANS Westwood Baptist Church is committed to providing its staff with excellent benefits that are equitable and cost-effective. The cost to provide these benefits is a substantial addition to an employee’s compensation package. Eligible employees are provided a wide range of benefits. Benefits eligibility is dependent upon a variety of factors, including employee classification. The Church may change the availability, extent of coverage, employee contribution amounts, or any other aspect of benefits at any time. Details of benefit programs can be located in the “Benefits Information and Enrollment” packet available through the Accounting Office. Please contact the Church Administrator if you have any questions about the availability or eligibility for a specific situation.

RETIREMENT PLANS The Church provides a retirement contribution for Pastoral Staff working thirty hours or more per week. Converge Worldwide manages this retirement program. Further details are available through the Accounting Office.

ABSENCES When staff members expect to be absent, they are expected to contact their supervisor by phone prior to the beginning of their regular work day, each day they are absent. Each absence from work must be explained to their supervisor. For this reason, any staff member who has been absent from work for three (3) consecutive days and have not contacted their supervisor will be considered as having voluntarily resigned from the Westwood Baptist Church staff. All benefits related to absences from work with a continuation of employee benefits will be granted after the third month of employment. Accruals will be accumulated from date of hire, and employees will be eligible to use these benefits after the ninety (90) day probationary period. Vacation and sick time leave accruals are based upon employment status hours, length of service or contractual agreements.

Vacation Leave Employees who have worked more than ninety (90) calendar days and work twenty (20) hours or more per week earn vacation on their anniversary date, based on their length of continuous service with the Church. Length of service will determine the maximum balance of vacation hours an employee may accrue. Employees are encouraged to use all vacation during the twelve (12) month period after it has been earned. Employees who accumulate the maximum benefit allowed will not earn additional vacation until their accumulated total has been reduced below the maximum. A day of vacation is interpreted to mean a working day. Employees working less than twenty (20) hours per week do not receive vacation leave. Upon change in employee status, the ninety day probationary period will be in effect. Conflicts in scheduling of vacation time may be resolved with preference given to the person with the greatest seniority or in the sole discretion of the Church Administration. Additionally, sufficient staff must be present daily to adequately carry out the functions of ministry and operation of the church in the sole discretion of the church.

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Employees are required to submit a completed “Leave Request Form” to their immediate supervisor for approval. Leave will be approved at the discretion of the supervisor to ensure adequate coverage for responsibilities. Forms may be found on the church website or in the Reception area. Approved forms should be forwarded to the Church Administrator for processing.

Vacation Maximum Balance / Accrual Rate*:

Hours per week worked (Status Hours) Length of Service 0-5 years 6-10 years 11+ years

20

25

30

35

40

Calculation:

40 60 80

50 75 100

60 90 120

70 105 140

80 120 160

1 hr/26 wk 1 hr/17 wk 1 hr/13 wk

Maximum Vacation Leave Balance

Accrual Rate Calculation: Divide monthly hours worked nd by 2 number to obtain vacation accrual for that month.

*Exceptions may be made by the Elder Council at time of employment based on experience or other factors as recommended by the Senior Pastor, or his designee.

Sick Leave Under normal conditions, sick leave may be used only for the employee’s illness, medical appointments and the illness of a spouse or dependent child. Employees who have worked more than ninety (90) calendar days and work twenty (20) hours or more per week should earn sick leave monthly, based on their length of continuous service with the Church. Length of service will determine the maximum balance of sick hours an employee may accrue. Employees who accumulate the maximum benefit allowed will not earn additional sick leave until their accumulated total has been reduced below the maximum. After all sick leave benefits have been used, then continued absences may be charged against any accumulated annual vacation. Sick leave that has accumulated during the employee’s tenure is forfeited without pay upon termination, whether by the employee or the Church. Unused sick pay benefits may not be used for personal time off or as additional vacation. Employees who receive sick pay benefits may be asked to provide medical verification. Sick Leave Accrual Hours Worked per Week 20 25 30

Hours Earned per Month 4 5 6

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35 40

7 8

Calculating odd hour earned status: Take weekly hours and divide by five (5) – Example works 34 hours per week, would earn 6.8 sick hours per month. (34÷5)

Sick Leave Maximum Benefits Hours per week worked (Status Hours) Length of Service 3mo-2yrs 2-5 years 6+ years

20

25

30

35

40

84 224 336

105 280 420

126 336 504

147 392 588

168 448 672

Annual Sick 21 Days 56 Days 84 Days

Maximum Sick Leave Balance Calculation odd hours for maximum sick status: Take weekly hours and divide by five (5), then multiply by annual sick allowance days. Example: Works 34 hours per week would have a maximum of 142.80 for length of service 3mo-2yrs. 34÷5×21 = 142.80.

Sick Leave Bank Westwood Baptist Church is concerned for the welfare of all its employees. The purpose of the Sick Leave Bank is to provide emergency sick leave to members of the program who have suffered non elective personal fitness, injury, disability or quarantine and who have exhausted their personal sick leave. Staff in need should make a written request to the Church Administrator detailing their circumstances. The Church Administrator will consult with the Senior Pastor or Executive Pastor for a final decision. If approved, the Church Administrator will send a memo to all Westwood Baptist Church staff to request donations. This memo will be done anonymously with no indication of the staff member requesting or their circumstances. Westwood Baptist Church staff are eligible to donate up to five (5) days of sick leave per request.

Bereavement Consideration should be granted to employees for certain unexpected and/or emergency absences in the sole discretion of the Church. Absences due to death of immediate family or household: Immediate family is defined as spouse, children, sibling, parents, parent of the spouse, grandparents or stepparents. The employee may be paid for the absence from work for a period not to exceed three (3) days to attend the funeral of a member of their immediate family. If additional time is needed, up to five (5) days of sick leave time may be used. Any other supervisor approved absences due to death should be without pay. The Church Administration must approve any additional paid absence in its sole discretion.

Civic Duty Absences due to legal responsibility (such as Jury Duty) may be granted up to two (2) weeks with pay. If an employee’s obligation does not require the full workday, then the employee is expected to report to the

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church for the remainder of the day. Personnel who are called for civic responsibilities in excess of two (2) weeks should be retained on active employment status; however, base salary shall be suspended until the individual returns. Additional paid absence must be approved in advance by the Church Administration in its sole discretion.

Holiday All employees of the church with an employee status of at least twenty (20) weekly hours or more shall receive paid holidays on the following specified days:         

New Year’s Day Martin Luther King Day President’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day One personal day may be taken at the employee’s discretion with prior supervisor approval.

To be eligible for holiday pay, employees must be available to work their last scheduled workday before the holiday and their first scheduled workday after the holiday. If a holiday falls during an employee’s approved vacation period, the employee should receive holiday pay, and should not be charged for a vacation day on the day the holiday is observed. Employees on leave of absence for any reason are not eligible for holiday pay on holidays that are observed during the period they are on leave. Eligible employees may receive the holiday benefit if the holiday does not fall on the employee’s scheduled workday. The employee, with prior supervisor approval, should take the leave on an alternative day within the pay period. Holiday pay will be equivalent to the average number of hours worked per day based upon the employee’s approved pay authorization and a five (5) day, forty (40) hour work week. For example, an employee scheduled to work 8 hours a day, four days a week, would receive 6.4 hours of holiday pay (32/40 x 8).

Inclement Weather In the event of severe weather conditions, employees may not be expected to come to work (refer to Section 3). When work is terminated due to inclement weather, all employees scheduled to work during the period of the workday canceled may be granted time off, employees will be expected to make up these hours within a determined timeframe. Employees who choose to not come to work because of poor weather conditions or who arrive late may be charged annual leave if the Church Administration has determined that the Church will conduct business despite the poor weather conditions.

Absences for Church Related Business 

Conferences for Pastors or Directors: conventions, seminars, workshops, leadership conferences, training sessions, etc. Two weeks, may include two Sundays annually may be allowed away from the Church. Absences must be approved by the Senior Pastor, or his designee at least two weeks in advance. Requests for such absences must include dates, costs, and specific training or ministry objectives.

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

Training for any staff: Attendance at weekday training sessions conducted by the denomination, state, association or other recognized instructional agencies may be authorized by the Senior Pastor or his designee as the needs of the church dictate. Requests for such absences must include dates, times, costs, and specific training or ministry objective at least one week in advance.

GENERAL PROVISIONS FOR ALL LEAVE OF ABSENCE All leaves of absence other than emergencies must be approved in advance, in writing, by the Church Administration. A request for an extension of a leave of absence must be in writing prior to the expiration date of the original leave, and where appropriate, accompanied by a physician’s written statement that certifies the need for an extension for medical reasons. Coverage of any group insurance plans will be continued if the employee pays the entire premium for continued coverage during the portion of an approved unpaid leave of absence greater than thirty (30) days. Employees will not accrue length of continuous service for the portion of an unpaid leave of absence in excess of thirty (30) days. Employees on leave of absence will be subject to lay-off on the same basis as employees who are actively at work and must communicate with Westwood Baptist Church at least one time per month regarding their status and anticipated return to work date. Employees who return to work from a pregnancy, medical, or worker compensation leave of absence may be required to provide a physician’s written statement regarding their fitness for duty. Employees who falsify the reason for their leave of absence may be subject to disciplinary action, up to and including possible termination. Furthermore, failure to return to work on the first workday following the expiration of an approved leave of absence may be considered a voluntary termination.

Personal Leave Personal leave is defined as a leave of absence for a compelling personal reason that is not medically related. Requests for personal leave may be granted at the sole discretion of the Church, based on the facts and circumstances surrounding each individual request. Employees who have completed at least one year of continuous service at the church may submit a written request for a personal leave of absence, without pay, for any length of time up to a maximum of six (6) weeks. Written requests must state the reason for the leave, as well as the beginning and ending dates. Employees who return to work at the end of a personal leave will normally be returned to their former job classification if an opening exists or, if there is no such opening, they may be considered for a comparable position if one is available.

Pregnancy Disability Leave Defined as a leave of absence for a disability related to an employee’s pregnancy, childbirth, adoption, or related medical condition. Requests for pregnancy leave may be granted to employees who present a physician’s written statement that certifies the need for the leave and estimates the length of time the employee will be unable to work due to the disability.

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Employees may submit a written request for a pregnancy leave of absence for the length of the any pregnancy-related disability within the guidelines of the FMLA eligibility and coverage specifications. Although the church is not able to guarantee reinstatement in their previous position in all cases, employees on pregnancy leave who return to work immediately following the end of an approved leave with a physician’s written release verifying that they are able to safely perform their duties may normally be returned to the same job they held immediately prior to their leave or, if that position has been eliminated, a comparable position if one is available.

Family and Medical Leave Act Westwood Baptist Church shall grant up to twelve (12) weeks of family and medical leave during a “rolling” twelve (12) month period to eligible employees, in accordance with the Family and Medical Leave Act (FMLA) of 1993. FMLA is an unpaid leave of absence. However, an employee must first use accrued sick hours before FMLA time will be granted. An employee may choose to also substitute accrued vacation for all or part of any unpaid FMLA. Eligibility Eligible employees must be employed by Westwood Baptist Church at least twelve (12) months (but this period need not be consecutive) and must have worked at least 1,250 hours of service during the twelve (12) month period immediately before the date when the leave would begin. Type of Leave Covered In order to qualify as FMLA leave under this policy, the employee must be taking the leave for one of the following reasons:     

1

The birth of a child and in order to care for that child 1 The placement of a child for adoption or foster care 2 To care for a spouse, child, or parent (not in-laws) with a serious health condition 2 The serious health condition of the employee Caring for military dependents that are injured or become sick in the line of duty

1

= Must conclude within twelve (12) months after the birth or placement = A serious health condition means a condition that involves inpatient care or continuing treatment by a health care provider. When a leave is for a serious health condition, an employee will be required to provide medical certification from the employee’s or family member’s health care provider. 2

Employees requesting leave for their own or an eligible family member’s serious health condition will be required to provide sufficient medical certification. Medical certification must be provided thirty (30) days in advance of the request for leave when possible. Westwood Baptist Church may require, at its discretion, periodic re-certifications. Questions of interpretation under this policy will be resolved by reference to the FMLA and regulations issued by the United States Department of Labor. Employee’s rights under this policy shall in no case be less than those afforded by FMLA.

WORKERS’ COMPENSATION INSURANCE

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Westwood Baptist Church carries Workers’ Compensation Insurance through the Washington State Department of Labor and Industries. This program covers certain accidental injuries or occupational illnesses that are caused by, arise out of, or occur in the course of employment at Westwood Baptist Church including medical expenses and time-lost benefits as provided by statute. Specific benefits are prescribed by law depending on the circumstances of each case. Coverage begins on the first day of employment. Employees who sustain work-related injuries or illnesses should inform their supervisors or the Church Administrator immediately. This will protect the employee’s ability to qualify for coverage and expedite assistance.

UNEMPLOYMENT COMPENSATION Westwood Baptist Church is not obligated to pay into the Washington State Unemployment Compensation System. We do not participate and therefore any employee who is terminated will not receive unemployment compensation.

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APPENDIX A Pastoral Staff Sabbatical Policy Sabbatical leave may be granted at the discretion of the Board of Elders for members of the Pastoral staff of Westwood Baptist Church in accordance with the Pastoral Staff Sabbatical Policy. Pastoral staff are those voted into such a position by the church membership. The purpose of sabbatical leave is to increase and/or refresh the ability of the Pastoral staff member to minister to the body here at Westwood Baptist Church. The Elder Board will determine the amount of salary the staff person will receive while on sabbatical.  Length of Leave: A sabbatical leave may be in addition to the regular vacation schedule. The length of the sabbatical leave may be flexible depending upon the circumstances surrounding the ministry needs of the applicant and the church and the proposed activities to be undertaken during the sabbatical leave.  Application for Sabbatical Leave: Applications for sabbatical leave should be made by the Pastoral staff member to the Senior Pastor, or his designee. Applications, which are approved by the Senior Pastor, or his designee, should be referred to the Board of Elders, together with the recommendation of the Senior Pastor, or his designee, for final determination.  Activities During Sabbatical Leave: The applicant shall include with their application a written proposed Sabbatical Plan including the following information: o Applicant’s proposed activities during the sabbatical leave and the proposed date for termination of the sabbatical leave. This must include an explanation of how the proposed activities will be of mutual benefit to the applicant and Westwood Baptist Church in accordance with the purpose of this sabbatical policy, and must identify goals and/or objectives for personal and ministry enhancement of the applicant. o The proposed means for oversight of the Sabbatical Plan and accountability to the Senior Pastor, or his designee and Board of Elders for accomplishment of the proposed goals and/or objectives. o A proposed budget for expenses, including housing, travel and educational expenses, which will be incurred by the applicant during the sabbatical leave. Also, the arrangements for care of the applicant’s family during the sabbatical leave.  Review of Sabbatical Plan: The Sabbatical Plan should be subject to review and modification by the Board of Elders after consultation with the Senior Pastor, or his designee and the applicant. If the Board of Elders determines that it is appropriate to grant a sabbatical leave, their determination may include, but not limited to the following matters: o The approval of the Sabbatical Plan, including an explanation of the mutual benefit to the applicant and Westwood Baptist Church in accordance with the sabbatical leave policy. o The approval of the objectives and/or goals set forth in the Sabbatical Plan and the means by which oversight of the sabbatical leave and accountability for completion of the Sabbatical Plan shall be accomplished. o The approval of the applicant’s proposed budget, including the arrangements for salary and expense allowances which may be paid by Westwood Baptist Church, and arrangements for care of the applicant’s family during the sabbatical leave.  Reporting: o A monthly report of accomplishments will be submitted to the Board of Elders. o At completion of Sabbatical Leave the applicant shall make a written report to the Senior Pastor, or his designee and the Board of Elders regarding the applicant’s activities during the sabbatical leave, including the benefit to the applicant and Westwood Baptist Church of the sabbatical and the accomplishment of the goals and/or objectives set forth in the Sabbatical Plan.

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 

Cancellation of Sabbatical Leave: If during the course of the sabbatical, the Board of Elders determines that it is necessary for the one on sabbatical leave to return, the staff member must return immediately. Continued Ministry at Westwood Baptist Church: Upon completion of a sabbatical leave, the applicant shall be expected to return for continued ministry at Westwood Baptist Church for a period of not less than one year. Adopted: 3/21/2002

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APPENDIX B Computer Use Policy I.

Policy Statement

The use of Westwood Baptist Church automation systems, including computers, fax machines, and all forms of Internet/Intranet access, is for Church business and is to be used for authorized purposes only. Brief and occasional personal use of the electronic mail system or the Internet is acceptable as long as it is not excessive or inappropriate, occurs during personal time (lunch or other breaks), and does not result in expense to the Church. Use that is defined as “excessive” interferes with normal job functions, responsiveness, or the ability to perform daily job activities. Church automation systems are Church resources and are provided as business communication tools. Electronic communication “should not be used to solicit or sell products, distract coworkers, or disrupt the workplace”. Use of Church computers, networks, and Internet access is a privilege granted by management and may be revoked at any time for inappropriate conduct including, but not limited to:              II.

Sending chain letters; Engaging in private or personal business activities; Misrepresenting oneself or the Church; Engaging in unlawful or malicious activities; Using abusive, profane, threatening, racist, sexist, or otherwise objectionable language in either public or private messages; Sending, receiving, or accessing pornographic materials; Becoming involved in partisan politics; Causing congestion, disruption, disablement, alteration, or impairment of Church networks or systems; Infringing in any way on the copyrights or trademark rights of others; Using recreational games; and/or Defeating or attempting to defeat security restrictions on church systems and applications; Used for conduct or support of an outside business or commercial use; Used for supporting, promoting, or soliciting for an outside group. Automated Systems/Electronic Mail

Using Church automation systems to create, view, transmit, or receive racist, sexist, threatening, or otherwise objectionable or illegal material is strictly prohibited. “Material” is defined as any visual, textual, or auditory entity. Such material violates the Church anti-harassment policies and is subject to disciplinary action. The Church electronic mail system must not be used to violate the laws and regulations of the United States or any other nation or any state, city, province, or other local jurisdiction in any way. Use of church resources for illegal activity can lead to disciplinary action, up to and including dismissal and criminal prosecution. Unless specifically granted in this policy, any non-business use of the Church’s automation systems is expressly forbidden. If an employee violates these policies, they could be subject to disciplinary action up to and including dismissal. A.

Ownership and Access of Electronic Mail and Computer Files

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The Church owns the rights to all data and files in any computer, network, or other information system used in the Church. The Church reserves the right to monitor computer and e-mail usage, both as it occurs and in the form of account histories and their content. The Church has the right to inspect any and all files stored in any areas of the network or on any types of computer storage media in order to assure compliance with this policy and state and federal laws. The Church will comply with reasonable requests from law enforcement and regulatory agencies for logs, diaries, archives, or files on individual computer and e-mail activities. The Church also reserves the right to monitor electronic mail messages and their content. Employees must be aware that the electronic mail messages sent and received using Church equipment are not private and are subject to viewing, downloading, inspection, release, and archiving by Church officials at all times. No employee may access another employee’s computer, computer files, or electronic mail messages without prior authorization from either the employee or an appropriate Church official. The Church has licensed the use of certain commercial software application programs for business purposes. Third parties retain the ownership and distribution rights to such software. No employee may create, use, or distribute copies of such software that are not in compliance with the license agreements for the software. Violation of this policy can lead to disciplinary action, up to and including dismissal. B. Confidentiality of Electronic Mail As noted above, electronic mail is subject at all times to monitoring, and the release of specific information is subject to applicable state and federal laws and Church rules, policies, and procedures on confidentiality. Existing rules, policies, and procedures governing the sharing of confidential information also apply to the sharing of information via commercial software. Since there is the possibility that any message could be shared with or without your permission or knowledge, the best rule to follow in the use of electronic mail for non-work-related information is to decide if you would post the information on the office bulletin board with your signature. It is a violation of Church policy for any employee, including system administrators and supervisors, to access electronic mail and computer systems files to satisfy curiosity about the affairs of others. Employees found to have engaged in such activities will be subject to disciplinary action. C. Message Tone for Electronic Mail Users are expected to communicate with courtesy and restraint with both internal and external recipients. Electronic mail should reflect the professionalism of the Church and should not include language that could be construed as profane, discriminatory, obscene, sexually harassing, threatening, or retaliatory. It is recommended that using all capital letters, shorthand, idioms, unfamiliar acronyms, and slang be avoided when using electronic mail. These types of messages are difficult to read. D. Electronic Mail Tampering Electronic mail messages received should not be altered without the sender’s permission; nor should electronic mail be altered and forwarded to another user and/or unauthorized attachments be placed on another’s electronic mail message.

III.

Policy Statement for Internet/Intranet Browser(s)

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This policy applies to all uses of the Internet, but does not supersede any state or federal laws of Church policies regarding confidentiality, information dissemination, or standards of conduct. The use of Church automation systems is for business purposes only. Brief and occasional personal use is acceptable as long as it is not excessive or inappropriate, occurs during personal time (lunch or other breaks), and does not result in expense to the Church. Use is defined as “excessive” if it interferes with normal job functions, responsiveness, or the ability to perform daily job activities. Examples of inappropriate use are defined in “Inappropriate Use of the Internet/Intranet”. Managers determine the appropriateness of the use and whether such use is excessive. The Internet is to be used to further the Church’s mission, to provide effective service of the highest quality to the Church’s customers and staff, and to support other direct job-related purposes. Supervisors should work with employees to determine the appropriateness of using the Internet for professional activities and career development. The various modes of Internet/Intranet access are Church resources and are provided as business tools to employees who may use them for research, professional development, and work-related communications. Limited personal use of Internet resources is a special exception to the general prohibition against the personal use of computer equipment and software. Employees are individually liable for any and all damages incurred as a result of violating Church security policy, copyright, and licensing agreements. All Church policies and procedures apply to employees’ conduct on the Internet, especially, but not exclusively, relating to: intellectual property, confidentiality, Church information dissemination, standards of conduct, misuse of Church resources, anti-harassment, and information and data security. Violation of these policies and/or state and federal laws can lead to disciplinary action, up to and including dismissal and possible criminal prosecution. Inappropriate Use of the Internet/Intranet Use of Church computer, network, or Internet resources to access, view, transmit, archive, or distribute racist, sexist, threatening, or otherwise objectionable or illegal materials is strictly prohibited. “Material” is defined as any visual, textual, or auditory item, file, page, graphic, or other entity. Such material violates the Church’s anti-harassment policies and is subject to Church disciplinary action. No employee may use the Church’s Internet/Intranet facilities to deliberately propagate any virus, worm, Trojan horse, trap-door program code, or other code or file designed to disrupt, disable, impair, or otherwise harm either the Church’s networks or system or those of any other individual or entity. The Church’s Internet/Intranet facilities and computing resources must not be used to violate the laws and regulations of the United States or any other nation or any state, city, province, or other local jurisdiction in any way. Use of Church resources for illegal activity can lead to disciplinary action, up to and including dismissal and criminal prosecution. A. Blogging Blogging by employees, whether using Church property or systems or personal computer systems, is also subject to the terms and restrictions set forth in the policy. Limited and occasional use of the Church’s systems to engage in blogging is acceptable, provided that it be done in a professional and responsible manner, does not otherwise violate Westwood Baptist Church policy, is not detrimental to the Church’s best interests, and does not interfere with an employee’s regular work duties. Blogging from the Church’s systems is also subject to monitoring. Employees desiring to start their own blogging site must first have their concept approved by the Executive Pastor. C:\Users\halmann1\AppData\Local\Microsoft\Windows\Temporary Internet Files\Content.Outlook\WYYGD08C\WWBC Employee Handbook - FINAL MASTER 12-26-2012 docx Policy 4040.docx

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B. Internet/Intranet Security The Church owns the rights to all data and files in any information system used in the Church. Internet use is not confidential and no rights to privacy exist. The Church reserves the right to monitor Internet/Intranet usage, both as it occurs and in the form of account histories and their content. The Church has the right to inspect any and all files stored in private areas of the network or on any types of computer storage media in order to assure compliance with this policy and state and federal laws. The Church will comply with reasonable requests from law enforcement and regulatory agencies for logs, diaries, archives, or files on individual Internet activities. Existing rules, policies, and procedures governing the sharing of work-related or other confidential information also apply to the sharing of information via the Internet/Intranet. IV.

Laptops

Users are expected to take precautions to ensure the laptops are not stolen, lost, or damaged. If laptops are lost, stolen, or otherwise damaged such that they cannot be restored to normal working order, the employee may be responsible for the prorated cost of the laptop (first year, 100%, second year, 75%; third year, 50%; fourth year, 25%). In case of theft or loss, the user must file a report with the Church Administrator. Users are encouraged to check their home insurance policies regarding coverage. The Church will evaluate the circumstances of the theft or loss to determine if the required reimbursement should be waived. Because laptops are provided for church related work, no personal software may be installed unless approved by the Church Administrator. Laptops are purchased to be used for church related work and may be used for limited personnel use.

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-THIS PAGE LEFT BLANK INTENTIONALLY-

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EMPLOYEE STATEMENT OF ACKNOWLEDGMENT This is to acknowledge that I have received a copy of the Westwood Baptist Church Personnel Policies and Procedures Handbook. I understand that it provides general guidelines and summary information about the Westwood Baptist Church’s personnel policies, procedures, benefits, and rules of conduct. I also understand that it is my responsibility to read, understand, become familiar with, and comply with the standards that have been established. I further understand that the Westwood Baptist Church reserves the right to modify, supplement, rescind, or revise any provision, benefit, or policy from time to time, with or without notice, as it deems necessary or appropriate in its sole discretion. I also acknowledge that both the Westwood Baptist Church and I have the right to terminate the employment relationship at any time, with or without cause or advance notice, and that this at will relationship will remain in effect throughout my employment with the Westwood Baptist Church unless it is specifically modified by an express written agreement signed by me and the Elder Board Chairman of Westwood Baptist Church. I further acknowledge that this at will relationship may not be modified by and oral or implied agreement.

Employee’s Name (Printed)

Employee’s Signature

Date

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