All counseling and/or disciplinary sessions with a Program or Support employee by his or her supervisor or the Pastor shall be documented in duplicate form and provided to the Program or Support employee with one copy to be signed by the Program or Support employee and returned to the Church Administrator. The signed documentation shall be placed in the Program or Support employee’s personnel file. If the Program or Support employee refuses to sign or return the documentation of the aforementioned sessions it shall be noted on the documentation by the Pastor and provided to the Church Administrator for placement in the Program or Support employee’s personnel file. Exceptions shall not be made to this policy, as a fair and consistent counseling and/or disciplinary process shall be maintained.
If the Personnel Committee and the Pastor deem it necessary to impose a Probation Period for a Program or Support employee, not to exceed 90 days, the Program or Support employee shall be advised in writing, and a copy included in his/her personnel file. The Program or Support employee’s improvement or lack of improvement in the problem area shall be reviewed and discussed with the Program or Support employee at the end of each 30 days by the Personnel Committee and the Pastor.
Decision to end the probation because of progress, lack of progress and/or termination, shall be documented, and justification for the action clearly stated. This documentation shall be retained in the Program or Support employee’s personnel file.
RESPONSIBILITY:
Compliance with all Federal and State Employment Regulations and ethical human resource practices are the responsibility of the Pastor, Church Administrator and Personnel Committee.
DATE REVIEWED October 2011
