1.1 A Word About This Handbook
This Employee Handbook contains information about the employment policies and practices of the Church. We expect each employee to read this Employee Handbook carefully, as it is a valuable reference for understanding your job and the
Church. The policies outlined in this Employee Handbook should be regarded as management guidelines only, which in a developing business, will require changes from time to time. The Church retains the right to make decisions involving
employment as needed in order to conduct its work in a manner that is beneficial to the employees and the Church. This Employee Handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written
policy statements.
The Church complies with federal and state law and this handbook generally reflects those laws. The Church also complies with any applicable local laws, even though there may not be an express written policy contained in the handbook. Except for the policy of at-will employment, the Church reserves the right to revise, delete and add to the provisions of this Employee Handbook at any time without further notice. No oral statements or representations can change the provisions of this Employee Handbook. The provisions of this Employee Handbook are not intended to create contractual obligations with respect to any matters it covers. Nor is this Employee Handbook intended to create a contract guaranteeing that you will be employed for any
specific time period. Any agreement to employment for a specified period of time will be put into writing and signed by the Director of Business Operations.
Nothing in this Employee Handbook is intended to unlawfully restrict an employee’s right to engage in any of the rights guaranteed them by Section 7 of the National Labor Relations Act, including but not limited to, the right to engage in concerted protected activity for the purposes of their mutual aid and/or protection. Nothing in this Employee Handbook will be interpreted, applied, or enforced to interfere with, restrain or coerce employees in the exercise of Section 7 rights.
This Employee Handbook refers to current benefit plans maintained by the Church. Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plan. Those documents are controlling.
Likewise, if a written contract is inconsistent with the Employee Handbook, the written contract is controlling.