POLICY:
To comply with all employment, wage and compensation laws, while maintaining an ethical and equitable work environment.
SCOPE:
Applicants, new employees, classifications, salary/rate changes, job descriptions, terminations and resignations fall within this Policy & Procedure. Employee personnel files are confidential, but must be available to the said employee, if requested. The principal Federal Laws affecting employers are: Civil Rights Act of 1964 (Title VII), Age Discrimination in Employment Act of 1967 (ADEA), Americans with Disabilities Act of 1990 (ADA), Equal Pay Act, Fair Labor Standards Act, and Family Medical Leave Act of 1993. See Procedure for Family Medical Leave . [04:005]
PROCEDURE:
Applicants and new employees - All persons interviewed for a lay exempt or lay non-exempt position at Chapel by the Sea must complete an application. Exempt applicants shall also submit a resume. No member of Chapel by the Sea shall be hired as a full time employee. Chapel by the Sea follows the Guidelines of the Equal Employment Opportunity Commission (EEOC) when interviewing and hiring applicants. All applications of individuals not hired must be kept on file for six (6) months. Upon hire the Pastor shall complete and approve the New Employee form, furnished by the Church Administrator, returned to be maintained in the employee’s file. Each employee’s personnel file shall include the job description, employment application, a resume for all exempt employees, the New Employee form and a current W-4.
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
