PERSONNEL POLICIES AND GUIDELINES
APRIL 2003
PERSONNEL POLICIES AND GUIDELINES
TABLE OF CONTENTS
INTRODUCTION
SECTION 1: OPERATING STRUCTURE
·
Responsible Committees
·
Employment Categories
SECTION 2: EMPLOYMENT
·
Application, Physical Examination, and
Background Checks
·
Position Descriptions
·
New Staff Orientation
·
Employee Personnel Records
·
Records Retention
SECTION 3:
PERFORMANCE EVALUATIONS (not completed)
SECTION 4: DISCIPLINARY ACTIONS
·
Employee Status
·
Conditions of Employment
·
Corrective Action Planning
·
Salary Reduction
·
Suspension
·
Termination
SECTION 5: COMPLAINT RESOLUTION PROCEDURES
SECTION 6: TREATMENT OF EMPLOYEES
SECTION 7: WAGES, HOURS AND WORKING CONDITIONS (not
completed)
SECTION 8: EMPLOYEES BENEFITS (not completed)
SECTION 9 & 10: REASONS FOR RISK MANAGEMENT PLAN
SECTION 9: RISK MANAGEMENT – EMPLOYEES AND VOLUNTEERS
WORKING WITH CHILDREN
·
Screening Employees and Volunteers
·
Policies and Procedures
·
Educating Staff, Children and Parents
SECTION 10: RISK MANAGEMENT – OCCUPATIONAL HEALTH AND
SAFETY
·
Workers’ Compensation
·
Workplace Injury and Illness/Prevention
Policy Statement
·
Work Place Injury and Illness Prevention
Program
INTRODUCTION
Under
The direction of the Congregation Council of the
Employment
with LCR is at-will and of indefinite duration.
Either the employee of LCR may terminate employment at any time, with or
without notice and for any reason. No
agreement to the contrary will be recognized unless such an agreement is in
writing and signed by the President of the Church Council.
The
policies contained here in that are related to employees can be modified at any
time at the recommendation of the appropriate committee or governing board with
the approval of the Church Council.
Needs
and practices may result in the Church and the Granite Bay Christian Pre- School having differing policy
requirements. As a result, although all
employees are covered by the policies set forth in this manual, there may be
different terms and conditions among the staff.
In cases where the terms or conditions of an employee’s position are
outlined in a position description and they differ from the policies set forth
in this manual, the position description will take precedence. All position descriptions that contain terms
or conditions differing from this manual must be signed by the President of the
Church Council to have precedence.
Part I – EMPLOYEES
SECTION I OPERATING STRUCTURE
1.1 Responsible Committees
A. The
B. The
Personnel Committee shall consist of the Senior Pastor, a Church Council member
or designee appointed as chair, and volunteer members of the church. The Church Council will be responsible for
acting on the recommendations of the Committee regarding any employment action
of the staff.
1.2 Employment Categories
The employees at LRC fall
within the following employment categories and definitions:
A. Employees
eligible for benefits: Employees who work thirty-six hours or more per week,
year round, are eligible for benefits.
Currently this includes the Church Secretary and the Youth-Christian
Education Lay Professional.
B. Employees
not eligible for benefits: Employees who
work less than thirty-six hours per week and may or may not have a fixed schedule
of work hours. These positions
currently include:
Maintenance Worker
Lay Ministries Coordinator
Nursery Attendants
Organist/Chancel Choir Director
Gentle Praise Director
Bell Choir Director
Chancel Choir Accompanist
Specific hours, work
schedules, and responsibilities may be found in the individual job
descriptions.
SECTION 2 EMPLOYMENT
2.1 Application, Physical Examination, and Background
Checks
After a job offer is made and
prior to reporting to work, individuals will be required to complete an
employment application, background check (including fingerprints), a completed
physical examination form (including TB test).
The physical exam will be at the employee’s expense. TB tests will need to be renewed according to
state regulations.
2.2 Position Descriptions
A position description is one
of the tools used to ensure that a supervisor and the employee have a common
understanding of the duties, responsibilities, authority, and qualifications for
the position. These descriptions are not intended to be “all encompassing,” and
other duties and responsibilities may be required at the supervisor’s discretion. Descriptions may be used to compare positions
a LCR with those in other similar institutions for the purposes of determining
a fair and equitable salary range.
Position descriptions are to be periodically reviewed by the Personnel
Committee, Pastors, and appropriate committees and are kept with the master
personnel manual.
2.3 New Staff Orientation
All new staff of LCR shall
receive an orientation from their supervisor.
This orientation shall include a discussion of all personnel policies
applicable to the employee, the applicable position description, the performance
evaluation procedure, the governing structure of LCR, confirmation of the items
contained in the offer of employment letter, and other such matters as
determined appropriate by the supervisor. As part of the orientation, employees
should receive a copy of this manual and a copy of the position description for
his/her position.
2.4 Employee Personnel Records
When an individual is employed
by the Church, 2 personnel folders shall be established for him/her. Employee records are confidential except for
lawfully required disclosure.
Folder I shall contain:
·
Employment
application and/or resume
·
Position
Description
·
Letter
of offer of employment
·
New
Employee Orientation Checklist
·
E-4
Certificate
·
I-9
Certificate
·
Copy
of all performance evaluations
·
Records
of salary actions
·
Progressive/corrective
counseling documentation
·
Other
documents as determined appropriate
Folder II shall contain:
·
Attending
Physician statement (see 9.1C) and any other medical information
Employees may review their
personnel files at any time during normal business hours, with twenty-four
hours notice.
2.5 Records Retention
Throughout an employee’s
employment at LCR, the personnel file of each employee shall be maintained by
the Pastor or designee on an ongoing basis.
Upon termination of an individual’s employment, the existing file shall
be retained for a period of not less than three years, at the end of which time
it may be destroyed.
Information included in the
personnel file shall be strictly confidential and shall only be accessible by
individuals on a “need-to-know” basis in order to complete the necessary
functions associated with the individual’s employment (for example, updating
personal history, or obtaining insurance information for a worker’s
compensation situation).
SECTION 3 PERFORMANCE EVALUATIONS
3.1 Evaluation Process
Within the first thirty days
of employment, each employee and his/her supervisor shall meet to discuss the
objectives of the position and review the existing job description for the
position. Specific areas of
responsibilities or areas to be emphasized will be documented and used to
establish goal and objectives for the employee for the coming year. Throughout the next twelve months, the
employee sho9uld have at least a mid-year meeting to discuss the employee’s
progress in meeting the objectives of the position, reset the goals and
objectives if necessary, or develop a corrective action plan in objectives are
not being met. Throughout the year, the supervisor
should solicit input from the “Church Committee Chairperson with which the
staff member is affiliated and any other employee or Church member that has
first-hand knowledge of experience with the employee’s job performance. The supervisor and the employee are jointly
responsible to see that the evaluation process is carried through.
3.2 Written Evaluation
The written evaluation is to
be performed on or before the first anniversary of the employee’s hire date,
then by the end of February every year thereafter. By January 1 of each year the employee shall
complete and submit to his/her supervisor a self-assessment of his/her own
performance.
The written evaluation of an
employee’s performance should contain a summary of the degree of accomplishment
of the employee’s objectives, specific performance factors relevant to the
position, as well as the mutually agreed upon objectives for that employee for
the coming year. It should also contain
recommended areas of improvement of applicable.
3.3 Evaluation Meeting
Prior to the due date of the
evaluation, the supervisor and employee will meet to discuss the evaluation A (see
paragraph 3.1). During the evaluation
meeting, the supervisor and employee will discuss the employee’s performance
over the year; review the employee’s self-assessment, the supervisor’s
evaluation, and any areas needing improvement.
The supervisor and employee should review the employee’s job description
and discuss any recommendations for necessary revisions. Written objectives for the following year
shall be set mutually. Recommended
revisions to the job descriptions must be submitted to the Personnel
Committee. Upon review by the Committee,
the recommendation for revision or denial shall be made to the Church Council
for action or information.
The evaluation shall be
signed by the supervisor and employee (indicating acknowledgement of receipt of
the evaluation, not necessarily agreement) and submitted to the Senior Pastor
for final signature. A signed copy shall
be provided to the employee.
The President of the Church
Council of the congregation shall countersign evaluation completed by the
Senior Pastor after the evaluation meeting and signature of the Senior Pastor
and employee.
Originals of all completed
and signed evaluation will be placed in the employee’s personnel file.
3.4 Evaluation Rebuttal
The employee has the right of
written rebuttal or comment bemade a part of the
evaluation. A secondary meeting may be
held to review any rebuttal or comment.
Should the rebuttal result in mutual agreement that the evaluation will
be revised, it will then be submitted to the Senior Pastor and the President of
the Church Council for signature and placed in the employee’s file.
SECTION 4 DISCIPLINARY
ACTIONS
4.1 Employee Status
Employment at LCR is
“at-will” and of indefinite duration No agreement to the contrary will be
recognized unless such an agreement is in writing and signed by the President
of the Church Council.
4.2 Conditions of Employment
As an “at-will” employer LCR
uses progressive discipline. However, in
cases of repeated willful or flagrant violations, progressive discipline may be
waved, and the employee may be immediately terminated. LCR retains the discretion to determine under
what circumstances discipline is appropriate.
Disciplinary action may include, but is not limited to, verbal and/or
written warning, corrective action planning, salary reduction, suspension with
or without pay, or termination. Standards are contained, in part, in these
policies and guidelines, in professional and employee codes of ethics, in
employee job descriptions, in Letters of Call, and in the ELCA
constitution. Not all standards are
written; some are based merely on common sense.
Levels of discipline are described below. Employees shall not be required to pass
through each level of discipline before the next level or termination is
initiated.
4.3 Corrective Action Planning
While LCR believes each
employee is primarily responsible for managing his or her performance and
behavior, it is recognized that there may be appropriate times for corrective
action. This will be accomplished by the
following steps:
A. Coaching for problem solving – This is the
first level of the formal discipline process.
This is a discussion with an employee when a performance problem has
developed. The objective of this meeting
is to clarify expectations, help the employee recognize why he or she is not
fully meeting those expectations and improve performance by developing
solutions agreed upon by both the supervisor and employee. These solutions should have specific
timeframes and shall be documented with one copy given to the employee and
another placed in the employee personnel file.
B. Written
Reprimand – A written reprimand is the second level of the formal discipline
process and shall be administered when the employee does not meet a commitment
to improve following the problem solving level. In this meeting with the
employee, the supervisor will review the previous meeting and again clarify
expectations to remind the employee of his/her commitment to improve
performance. The employee will be
advised that, unless performance improves to a satisfactory level, the next
step will involve salary reduction, suspension, or termination. Again, this meeting shall be well documented
with copies given to the employee and placed in his/her personnel file.
4.4 Salary Reduction
When a temporary salary
reduction is more likely to correct a performance deficiency than a written
reprimand or a suspension, the supervisor, in consultation with the personnel
committee, may recommend to the church council a temporary salary reduction of
up to 10% for not more than two months.
Upon council approval, such a reduction shall be put into effect and
shall include written notice to the employee of the performance deficiency and
the required corrective action. At the end of the salary reduction period, the
employee shall be notified as to whether the required corrective action has
been achieved. Should the employee’s
performance deficiency not be corrected, or should it be corrected and performance again revert to an unacceptable level,
suspension or termination will be in order.
4.5 Suspension
The supervisor and personnel
committee, after consultation with the Church Council, may suspend an employee,
with or without pay, for disciplinary reasons.
An employee who is suspended will be given written notice of the reasons
for the action, and a copy will be made a part of his/her personnel file. Employees can be suspended for incidents that
merit termination if the employee’s participation is suspected, but
unclear. Under these circumstances, the
Church Council can suspend the employee with pay while an investigation is
being completed.
4.6 Termination
A. When an employee’s performance deficiency is
flagrant, or when other forms of corrective action have been unsuccessful, or
when, in the opinion of the supervisor and personnel committee other forms of
corrective action have very little chance of achieving a successful level of
performance, the supervisor and personnel committee may recommend to the Church
Council that the employee be terminated.
The employee shall be given the opportunity to present facts and
arguments in opposition to the termination to the Church Council prior to the
effective date of the proposed termination.
Between the time the personnel committee notifies the employee of the
intent to recommend the employee’s termination and the effective date of the
termination, the Church Council may place the employee on a leave of absence
with or without pay. The reason(s) for
the proposed termination will be formally presented to him/her in writing, will become part of the employee’s official
personnel file.
B. Some offenses warrant immediate Involuntary
Termination. These include, but are not
limited to:
·
Theft
– including, but not limited to, the removal of LCR property or the property of another person from the
premises without prior authorization.
·
Acts
of dishonesty or criminal behavior, including omissions or misrepresentations
made on the employment application.
·
Acts
leading to loss of trust or confidence in LCR or
·
Acts
that endanger or may potentially endanger or injure congregation members, students, or staff.
·
Unexcused
absence for 3 days.
·
Harassment (refer to section 6)
SECTION 5 COMPLAINT
RESOLUTION PROCEDURES
Employees who feel they have
a concern within their employment relationship with LCR should discuss it with
their immediate supervisor in an attempt to resolve the concerns. The problem may be presented verbally or in
writing. If a verbal complaint is
satisfactorily resolved, the supervisor shall document the ]employee’s
written complaint within ten working days of receipt. Supervisors are to keep written records for
review of past actions and for consistency.
If the complaint is not
resolved by the immediate supervisor or the employee believes the supervisor is
part of the complaint, he/she may submit it directly to the Senior Pastor or
the Chair of the Personnel Committee at the employee’s discretion. If the
complaint becomes the responsibility of the Personnel Committee, the Committee,
upon looking into the matter, may seek appropriate counsel.
The Personnel Committee will
inform the supervisor of the complaint.
If the complaint is not resolved, the Committee will refer the matter to
the Church Council with or without a recommendation. The Church Council will
have final authority over the resolution of the complaint. The employee will be provided a written
response.
Recognizing that people have
different impressions and different recollections of the same events, an
employee should bring any complaints to the attention of the appropriate person
as soon as is reasonable. Undue delay in
calling a problem to the attention of the appropriate person might itself be
reason for no action.
SECTION 6 TREATMENT OF EMPLOYEES
LCR is committed to
developing and maintaining practices that assure fair and equitable
consideration for (or treatment of) every employee.
Harassment or intimidation of
employees resulting from their race, color, creed, religion, ancestry, national
origin, sex, sexual orientation, disability, marital status,
All pastoral staff,
employees, and supervisors of LCR are required to refrain from engaging in any
behavior that is or might be perceived to be harassment. It is against LCR’s policy for any employee,
male or female, to sexually harass another employee, a member of the
congregation, or any individual or group of individuals taking part in any
function on campus or utilizing facilities of the campus. Further, LCR will not tolerate harassment of
employees or members of the congregation by individuals utilizing
congregational services or facilities.
Some examples of what may be
considered harassment include:
Each current employee and all
new employees should receive a copy of this policy and resources available if
deemed necessary or appropriate. All
allegations of harassment will be promptly and thoroughly investigated. Any employee who violates the harassment
policy will be subject to disciplinary action up to and including termination
of employment.
Employees who have question
or concerns about harassment or intimidation on the job are encouraged to
discuss the matter with their supervisor or a member of the pastoral staff and
to use the complaint resolution procedure described in Section 5.
SECTION 7 WAGES, HOURS, AND WORKING CONDITONS
Wages, hours, and working
conditions are governed by Industrial Welfare Commission Order Number 4.89.
7.1 Pay
Levels of pay, general pay increases, and the extent of employee benefits coverage for
all employees is derived from the annual budget and require congregational
approval. The creation of a budget is an ”open” process and employees are encouraged to give input
to the budget committee during this process.
Employees should understand that final action/decisions are subject to
final approval at the congregation annual meeting.
When a general pay increase
is adopted in the annual budget, and employee who begins service during the
preceding year shall receive a proportionate pay increase equal to the fraction
of the year he/she was on staff. For
example, if the adopted budget includes four percent overall pay increase for
regular employees effective January 1, and an employee joined the staff on
August 1 (thus, five months served), then the effective increase for that
employee would be 5/12 of the general increase, i.e., 5/12x4% or a 1.67% pay
increase.
A merit pay increase or merit
bonus may be given when exceptional performance is noted. The Senior Pastor will make a recommendation
to the Board of Trustees, who has final approval.
7.2 Work Schedules
Employees and pastoral staff
are responsible for accomplishing the goals of their ministries and
programs. Flexible scheduling is
acknowledged as being necessary; however, fulfillment of the regularly
scheduled work hours is expected for all employees.
Overtime will be paid for
hours worked beyond eight hours in any workday or more than forty hours in any
workweek, pursuant to applicable law.
All overtime or compensatory time off (CTO) must receive prior approval from
the Senior Pastor.
Compensatory time off for
overtime beyond eight hours in any workday may be used under the following
conditions:
A. Prior to
working overtime, the employee must voluntarily request in writing that he/she
be granted compensatory time off in lieu of overtime compensation. In making
such a request, the employee must clearly state in writing that he/she wishes
to be compensated at the overtime rate in the form of time off from work,
rather than in the form of monetary compensation.
B. The time
off must be given at the rate at which it is earned, i.e., one and one-half
hour off for one hour of overtime worked from the 8th to the 12th
hour in a day and two hours off for one hour of overtime worked after the 12th
hour in one day.
C. The time
off must be given before the end of the next pay period after the pay period in
which the CTO is earned.
D. The time
off must be given during what would normally be work time.
E. Records
must be kept which accurately reflect overtime earned and taken.
Compensatory time off or pay
for hours worked beyond the regularly scheduled hours, but less that eight
hours in any workday or forty hours in any workweek, will be granted at
the normal pay rate and must be approved
by the Senior Pastor. When at all
practical, approval should be prior to the CTO or work beyond the regularly
scheduled hours.
SECTION 8 EMPLOYEE BENEFITS
The provisions of this
section apply to all church employees unless their specific Letter of Call
indicates differently. Employees
eligible for benefits are defined in Section 1.2.
8.1 Health Insurance/Retirement
A pre-tax account in the
amount equal to fifteen percent of the employee’s annual compensation is
available for use by eligible employees to fund health insurance or retirement
investment (403b) within the guidelines approved by the Church Council. Any unused funds at the end of the calendar
year are lost to the employee, as no cash payment to the employee is authorized. Employees are not required to use any
specific individual or plan but are free to use any appropriate individual or
company.
To insure tax-free
compensation, payment for any plan or option must be made by the Church. While no “open enrollment period” for
changing plans or options has been established, two changes per year are
allowed. After which changes may be made only with the approval of the Senior
Pastor or his designee.
8.2 Holidays
The Church will officially
recognize the following holidays, and the Church office will be closed on those
days. Employees are eligible for holiday
pay on the first day of employment.
A. New Year’s Day F. Labor Day
B. Martin
Luther Kin, Jr. Day G. Thanksgiving Day
C. President’s
Day H. Post Thanksgiving Day
D. Memorial Day
E. 4th
of July J. Post Christmas Day
Holidays that fall on Sunday
will be observed on Monday. Holidays
that fall on Saturday will be observed on Friday, except employees who normally
work on Saturday, who will observe the holiday on Saturday.
8.3 Vacation time
Vacation time provides paid
time away from work for such things as vacation, outside activities, personal
business, and family matters.
A. Eligible
employees receive the yearly accrual of vacation on January 1st of
each year according to the schedule in 8.3B.
Vacation time may be taken in hourly, daily, or weekly increments. Vacation time can be accrued up to one time
the annual accrual, at which time vacation time will no longer accrue until
vacation time is used.
B. Schedule of vacation Accrual
|
YEARS OF
SERVICE |
YEARLY
ACCRUAL RATE IN DAYS |
VACATION
ACCRUAL CAP IN DAYS |
|
First Year |
5 |
5 |
|
2 through 5 |
10 |
10 |
|
6 through 15 |
15 |
15 |
|
16 and up |
20 |
20 |
C. Scheduling and
Approval Procedures
1. Vacation time must be scheduled and
approved in advance of the
requested time off. Employees are
limited to paid time off equal to or
less than the time accrued. Time off
beyond that which is accrued will be
without pay. Vacation tie cannot be borrowed against future accruals.
2. Scheduling of vacation is at the
discretion of the Senior Pastor.
3. Accrued and unused vacation will be paid
out at the time of termination.
8.4 Sick Leave
Sick Leave provides time off
with pay for periods of illness or incapacity resulting from injury.
A. Eligible
employees receive the yearly accrual of sick leave on January
1st of each year according to the schedule in 8.4B. Sick leave
may be taken in hourly, daily, or weekly increments. The
maximum accrual of sick leave is thirty days. There will be no payment
for unused sick leave.
B. Schedule of
Sick Leave Accrual: Eligible employees
accrue ten days of sick leave each calendar year
beginning January 1st. A maximum of thirty days
of sick leave may be accrued.
C. Scheduling and
approval procedures
1. Each
employee is responsible for directly notifying his or her supervisor within one hour of the beginning of
each working day
when illness prevents his or her attendance at work. When
an extended length of absence due to illness is required, supervisors must
be kept advised of the expected length
and anticipated return to work day
2. Employees
are limited to paid time off equal to or less that the time
accrued. Time off beyond that which is
accrued will be without
pay or vacation pay may be used. Sick
Leave cannot be borrowed against future accruals.
3. A
doctor’s statement is required for more than three days absence
due to illness at the discretion of the Senior Pastor or when an accumulation of
scattered absences seems to establish
a pattern of illness. LCR may request
and obtain verification
of the circumstances surrounding any use of sick leave.
8.5 Bereavement Leave
One (1) to five (5) days of
time off at the discretion of the Senior Pastor may be allowed for a death in
the immediate family of an eligible employee.
Criteria for the amount of time off allowed include such factors as the
need for out-of-town travel and responsibility for handling funeral arrangements. The tern immediate family includes the
following: spouse, child, stepchild, parent, sibling, grandparent,
grandchildren, spouse’s parent, child, grandchildren, or sibling.
8.6 Jury Duty
It is the desire of LCR that
all employees discharge their civic responsibilities by serving on a Municipal,
County, or Federal Jury when called and that they suffer no loss in pay while
fulfilling this duty. Eligible employees
may be paid for up to ten days per year when called to jury duty. Employees are expected to spend as much time
as possible on their job during the period of jury duty.
8.7 Leaves of Absence
Any leave of absence must be
recommended to the Personnel Committee and approved by the Board of
Trustees. Leaves of absence shall be
considered leave without pay or benefits.
A request for such leave must be in writing, stating the reason for the
leave and intention to return to work on a specific date. Any granted sick leave or accrued vacation leave
must be used prior to the beginning of the leave.
Failure to return to work on
the scheduled date without advance approval from the Senior Pastor will be
considered a voluntary termination.
8.8 Car Allowance
A car allowance will be
provided to Church employees whose job requirements necessitate church
related/required travel. These jobs
currently are identified as Youth-Christian Education
Lay Professional. The amount of the car allowance is a flat dollar amount
determined through the annual budget process.
Other employees who may be
required to use a far during the course of business will be reimbursed a per
mile reimbursement based on current IRS regulations. Any such car use must have prior approval of
the Senior Pastor. Submission for
payment must occur within thirty days of expense. Incases where employees use his/her personal
vehicle for Church business, the individual’s insurance will be primary. Injury to the employee occurring while on Church
business will be administered in accordance with the Worker’s Compensation
plan.
SECTIONS 9 and 10 RISK MANAGEMENT:
Reasons for Risk Management Plan
·
To
ensure a safe environment for all
·
To
protect children, youth and adults from abuse and/or violence
·
To
protect staff and volunteers from allegations
·
To
respond quickly and appropriately to concerns
·
To
protect the assets of the church
SECTION 9: Employees and
Volunteers Working with Children
9.1 Screening employees and volunteers
a.
All employees who work on campus in contact with the children and youth will
have
fingerprint/background screening through
the Justice Department.
b. A list of all adult volunteers who
work with children or youth in church programs will
be compiled annually. (If we
determine that a “voluntary disclosure statement” has validity for
liability purposes, this will be included here.)
9.2 Policies and Procedures
a. Employees
shall not have contact with children until the screening is completed. (Volunteers shall not be alone with children until “voluntary
disclosure statements are completed.)
b. Leaders who
are youths shall be monitored by adults.
c. Children’s and youth’s activities shall be
held in visible areas.
d. Children’s activities at church shall be
randomly monitored by a supervisor.
e. All pastors,
Youth/Christian Education Lay Professional and office staff are trained in
reporting and investigating suspicious behavior, including reporting sexual
abuse to the lawful authorities per Personnel Policy. All Sunday School teachers are informed or reporting
procedures.
f. A plan for
investigating and reporting harassment or sexual offenses is outlined in
section 6 of this document.
9.3 Educating staff, children and parents
SECTION 10 RISK MANAGEMENT – OCCUPATIONAL
HEALTH AND SAFETY
10-1 Workers Compensation
Employees are protected under
the state worker’s compensation law against loss of income due to injury or
death that occurs during work activities.
LCR pays the entire cost of the worker’s compensation insurance premium. Employees must report all job-related accidents,
injuries, and illness immediately after experiencing symptoms. The insurance carrier will determine the
benefits, it any, the employee will receive.
A. Reporting –
Any employee injured on the job will report the injury immediately to the supervisor, regardless of whether the injury is
minor or of no apparent significance.
B. Incident
Report – All incidents of workplace injury will be reported promptly to the Senior Pastor and recorded. An incident report must be completed within twenty-four hours of knowledge of
accident or injury. Failure of an employee to document job-related injuries may
result in disciplinary action, up
to and including termination.
10.2 Workplace Injury and Illness Prevention
Program Policy Statement
It is the intent of LCR to
comply with applicable law. Each
employee is responsible for reporting unsafe conditions to the supervisor or
pastor. LCR will provide all mechanical
and physical safeguards required for personal safety and health, in keeping
with the highest standards. LCR will
maintain a safety and health program conforming to the best practices of
organizations of this type
Our goal is zero incidents.
Our safety and health program
will include:
10.3 Workplace Injury
and Illness Prevention Program
Responsibility
The injury and Illness
Prevention (IIP) Program administrator, the Senior Pastor, has the authority
and the responsibility for implementing and maintaining this IIP Program for
LCR.
As part of the Personnel
Manual, it is the responsibility of each employee to become familiar with and adhere
to the IIP.
Compliance
All employees are responsible
for complying with safe and healthful work practices. Our system of ensuring that all workers
comply with these practices include, but are not limited to the following:
Communication
Supervisors are responsible
for communicating with all employees about occupational safety and health in a
form readily understandable by all workers.
Our communication system encourages all workers to inform management
about workplace hazards without fear of reprisal. Our communication system includes the
following:
Hazard Assessment
Inspections to identify and
evaluate workplace hazards shall be performed by a competent observer in the
areas of our workplace:
These inspections are
performed when:
Accident / Exposure Investigations
Procedures for investigating
workplace accidents and hazardous substance exposure include:
Hazard Correction
Unsafe or unhealthy work
conditions, practices or procedures shall be corrected in a timely manner based
on the severity of the hazards. Hazards
shall be corrected according to the following procedures:
Training and Instruction
All employees shall have
training and instruction on general and ob-specific safety and health practices. Training and instruction is provided:
General workplace safety and
health practices include, but are not limited to, the following:
Recordkeeping
LCR has fewer than twenty
employees and is not on a designated high hazard industry list. We have taken the following steps to
implement and maintain our IIP Program:
Inspection records and
training documentation will be maintained for three (3) years, except for
training records of employees who have worked for less than one year, which are
provided to the employee upon termination of employment.