Personnel Committee Policy Manual

POLICY MANUAL
Personnel Committee of North Cleveland Baptist Church

As updated 11/15/2006

I. JOB CLASSIFICATION

The Personnel of North Cleveland Baptist Church shall be classified into three categories:

1. Ministerial Staff

This group is composed of the Pastor, Minister of Music and Youth, and/or any other ministers who may be employed.

2. Non-Ministerial Staff

This group is composed of the Church Secretary, Staff Outreach Secretary, Church Instrumentalists, Nursery Coordinator, Nursery Workers, and possible future employees, such as Kitchen Workers, Food Coordinator, Child Care Director, and Child Care Workers.

3. Maintenance Staff

This group is composed of Custodians and Ground Keepers and others whose responsibilities include the repair and maintenance of the building and grounds.

II. TYPES OF EMPLOYMENT

The type of employment determines the employee's eligibility for fringe benefits. All employees are classified as either Permanent/Regular; Permanent/Part-Time; or Temporary. The types are defined as:

1. Permanent/Regular

Personnel employed for a continuous period exceeding 3 calendar months who are regularly scheduled to work full-time or a minimum of 30 hours each week. (only Ministerial Staff are eligible for all fringe benefits)

2. Permanent/Part-Time

Personnel employed for a continuous period exceeding 3 calendar months who are regularly scheduled to work less than 30 hours each work week. Permanent/Part-Time Personnel are eligible for church recognized holidays, vacation time, and sick leave, but not eligible for other benefits.

3. Temporary

Personnel employed for a period not to exceed 3 calendar months. Temporary employees are not eligible for fringe benefits.

III. EMPLOYMENT PROCEDURES

A. Staff Expansions

All new positions must be planned for implementation at the beginning of the new calendar year. This will provide for the necessary time to process the recommendation through the various committees. New positions are approved by the Pastor, the Personnel Committee, the Finance Committee, and the Deacons before inclusion in the budget, which is submitted to the church in conference for final approval. Any recommendation must contain written justification for the new position, a job description, and proposed salary requirements. Once the annual budget is approved, the employment procedures can begin immediately with actual employment effective the first of the new year or as soon as the position can be filled. Ministers are voted on by the church.

B. Replacement Position

The Administrator will be responsible for initiating the appropriate procedures to fill all vacancies. These steps will vary according to job classifications. These procedures are as follows: (From North Cleveland Baptist Church Constitution and By-Laws)

1. Pastor

A Pastor shall be chosen and called by the church whenever a vacancy occurs. A Pulpit Committee will be recommended by the Deacons and elected by the church to seek out a suitable Pastor and their recommendation shall constitute a nomination. The committee shall bring to the consideration of the church only one man at a time. His election shall take place at a meeting called for that purpose, of which at least one week's notice to the active membership shall be given. The prospective pastor shall not be present at this meeting. An affirmative vote of 3/4 of the members present shall be necessary for election. Before a proposed Pastor is presented to the church for election, he shall be shown by the Pulpit Committee a copy of the Constitution and By-Laws of this church. If after his review and consideration he is willing to adopt this Constitution and By-Laws, he shall be presented to the church for election.

2. Other Church Staff

This church shall call or employ such staff members as the church shall need. Called staff members other than vocational ministers shall be recommended to the church by the Personnel Committee and employed by church action.

When the church chooses to add other vocational ministers to the church staff, a Search Committee will be recommended by the deacons and elected by the church to seek out a suitable individual. This committee’s recommendation shall constitute a nomination. The committee shall bring to the consideration of the church only one individual at a time. This election shall take place at a meeting called for that purpose, of which at least one week's notice to the active membership shall be given. The prospective minister shall not be present at this meeting. An affirmative vote of 3/4 of the members present shall be necessary for election. Before being presented to the church for election, the perspective minister shall be shown by the Search Committee a copy of the constitution of this church. If after review and consideration, the candidate is willing to accept this constitution, then the individual shall be presented to the church for election.

IV. CONDITIONS OF EMPLOYMENT

The following are required of all employees as conditions of employment:

A. Recordkeeping

1. For all Permanent/Regular and Permanent/Part-Time employees, a statement of employee's health signed by a licensed physician is required. This health evaluation will be arranged and paid for by the church.

2. A recent chest x-ray and health card must be provided for all day-care and food service workers at church expense.

3. Federal Withholding Tax Forms must be completed.

B. Non-Recordkeeping

1. In all church positions, church members should have equal consideration. The most qualified person shall be employed.

2. The employment of relatives of both church staff and members of North Cleveland Baptist Church is sanctioned in so far as it is in the best interest of the church.

V. JOB INFORMATION and RESPONSIBILITY

A. Orientation

The Administrator will develop a brief orientation program for all new employees. He shall designate persons from his staff and the Personnel Committee to assist in developing and implementing this program. It should include a review of personnel policies and recordkeeping items.

B. Salary and Pay Schedule

The pay period for all employees will be weekly. Time sheets are utilized in figuring the salaries for hourly employees, thus the salary is computed on the basis of the hours worked each week, as well as vacations, sick leave, and holidays, etc . . . . which are entered on the time sheets.

Ministers may also designate a portion of their salaries as a housing allowance.

Salaries of the regular full-time staff and the hourly rates of the hourly employees are reviewed annually. Salary increases shall be initially determined by the recommendation of the supervisor and the pastor with the approval of the Personnel and Budget Committees. All salary increases are approved by the church membership after recommendations from the Budget Committee. This process is to begin in the month of August of each year. The committees receive information from several sources: staff evaluation, congregational input, the financial situation of the church, the general indicators reflecting the status of the economy (local, state, and national), and the Personnel Committee input. After appropriate deliberations, the Personnel Committee and the Budget Committee arrive at salary and hourly rates for the church staff. The Budget Committee prepares the recommended budget for the church, which is then presented to the church membership for consideration and approval.

An employee may receive his/her check in advance if its normal date of issue falls within his/her vacation time. Normally, checks are not given in advance.

When weather or other circumstances beyond our control require the church to officially close its services, offices, and/or ministries, employees will be compensated for the work missed on those occasions. This compensation will be limited to closings of not more than 3 consecutive days and not to exceed 5 total days in a calendar year (January - December).

C. Working Hours

The church offices will be open from 8:30 a.m. through 4:30 p.m. Monday through Friday. Individual working hours will be determined at the time of employment. Ministerial staff is expected to work no less than the equivalent of 5 full working days each week.

Any change in scheduled working hours must be approved in advance by the employee’s immediate supervisor.

D. Car Expense

Car expense for ministerial staff shall be determined each year by the Personnel Committee and the Budget Committee.

E. Performance Evaluation

All employees will be evaluated annually. The Administrator will complete all written evaluations and conduct all evaluation conferences for ministers. All other performance evaluations will be completed by the supervisor. The written evaluation will become a part of the permanent personnel file. The employee will sign the evaluation form which implies that the employee has reviewed it. Space is then provided for employee comments. Performance evaluation reports will be used in determining the employee's eligibility for merit increases.

F. Unsatisfactory Performance

Disciplinary actions may consist of either 1) counseling/oral or warning/written warning; 2) disciplinary probation; 3) suspension; 4) dismissal. Each employee will be expected to observe the conditions set forth in the Personnel Policies and Procedures Manual. The conduct of the employee should at all times be such that it does not bring discredit to North Cleveland Baptist Church.

1. Ministerial Staff Discipline

The ministerial staff may only be dismissed by action of the church as stated in the church By-Laws. Failure to perform duties, insubordination, or moral misconduct will be dealt with by the Pastor and the Personnel Committee or in the case of the Pastor, by the Personnel Committee. Every attempt will be made to reconcile problems without matters being brought to the Deacons or to the church business sessions. In matters that cannot be reconciled by the Pastor and the Personnel Committee, the Deacons shall be consulted. However, the final decision in matters of ministerial staff discipline rests in the church in business session.

2. Other Staff Discipline

a. Counseling/Oral or Warning/Written Warnings

If it comes to the attention of the Ministerial and Administrative Staff that the employee is guilty of misconduct, chronic lateness, absenteeism, abuse of leave policies, use of alcohol or drugs, outside activities prohibited by these policies, failure to do the job assigned, or any other conduct that might bring discredit to North Cleveland Baptist Church, the employee's supervisor will immediately make an appointment with the employee to discuss the problem. If the supervisor finds the employee has violated the Personnel Policies and Procedures, he may give the person counseling on the policies and procedures or he may give the person an oral or written warning or recommend such other disciplinary actions as may be appropriate under these policies. The supervisor will explain what the employee has done wrong and what actions are necessary to correct it. The written warning will contain a statement on what actions will be taken if deficiency or misconduct is not corrected.

b. Disciplinary Probation

If after two weeks the employee shows no evidence of correcting his or her deficiency or misconduct cited in the written warning from his/her supervisor, he/she will be placed on probation and findings will be recorded in his/ her personnel file at the conclusion of this two-week period. A person who is placed on probation will be told what will happen at the end of the probationary period if deficiency or misconduct is not corrected.

c. Suspension

Any time an employee has been accused of gross negligence or other comparable actions in the performance of their duties, the employee may be removed from work status by the immediate supervisor with concurrence with the Pastor and the majority of the members of the Personnel Committee. The pay status of the employee during the suspension will be left up to the discretion of the Personnel Committee and will be determined based on the findings of the investigation. Suspension of an employee does not mean that an employee has committed an action in violation of the policies of North Cleveland Baptist Church, but affords time for the Personnel Committee and the Pastor to investigate the charges put forth. The Personnel Committee and the Pastor will decide whether to treat the suspension as disciplinary or non-disciplinary. An employee who is placed on a disciplinary suspension is not paid for the time not worked.

d. Dismissal

If at the end of the disciplinary probation period the employee still has shown no sign of improving, he/she will be dismissed. An employee placed on disciplinary probation who, in the judgment of the Personnel Committee, the Pastor, and the employee's supervisor, has not performed satisfactory work will be dismissed by written notice upon or prior to completion of his/her probationary period. However, the Personnel Committee and the Pastor will have the right to extend the period of probation up to eight (8) additional weeks in situations where warranted. At the conclusion of the probationary period of such employees the immediate supervisor shall conduct an employee's performance appraisal including the summary comments regarding the employee's job performance and shall recommend to the pastor the employee's return to regular employment status or his/her dismissal. All dismissals for disciplinary reasons shall be tendered in writing with or without a notice period.

e. Termination of Employees on Probationary Appointments (as opposed to disciplinary probation)

Two weeks prior to the conclusion of the probationary period of each employee's appointment to a position, the immediate supervisor shall conduct an initial employee's performance appraisal including comments regarding the employee's job performance and recommend to the pastor the employee's transferal to permanent status or his/her dismissal. The employee shall be automatically terminated unless the appropriate supervisor certifies that the employee's work is satisfactory and recommends continuance in employment. Termination shall be by written notice and sent or given if possible to the employee at least two calendar weeks prior to the effective date of the termination.

G. Termination

The employment relationship between the church and its employees is a "terminable at will" relationship. The employment of a minister may be terminated only by majority vote of the church following a recommendation from the Deacons. Non-ministerial personnel may be terminated by a majority vote of the Personnel Committee. Once the decision to terminate is made, the employee shall receive an unemployment notice. The notice for ministers shall be one month and the notice for non-ministerial personnel shall be two weeks. This time frame may be altered in the discretion of the church or the Personnel Committee depending upon the reason for termination. The church reserves the right to pay without work.

H. Resignation

Any employee who resigns is requested to provide as much notice as possible. The minimum notice for ministers is one month and for other employees is two weeks. Quitting without notice will become part of the employee's permanent record.

I. Use of Church Owned Equipment and Property

Church equipment and property may be used for personal activities in as much as it does not conflict with the best interest of the church. Any church equipment or property used outside the church must be approved by the administrator or he must develop a system established for that purpose.

J. Outside Employment

Outside employment of personnel shall not interfere with the efficient and proper discharge of their duties, nor shall outside job duties be performed during the regular hours of employment at North Cleveland Baptist Church, nor shall such outside employment constitute a conflict of interest for North Cleveland Baptist Church. Any outside employment shall be disclosed in writing and said statement shall include the written findings by the Personnel Committee that such employment is consistent with the policy of North Cleveland Baptist Church.

K. Self-Improvement

The church encourages its ministers and other employees to increase their skills. Employees should share their self-improvement efforts with the Administrator during the evaluation process. Employees should suggest ways the church can assist them in their process.

VI. EMPLOYEE GRIEVANCE PROCEDURE and APPEALS

Recognizing that the employment relationship between the church and its employees is a "terminable at will" relationship, effort shall nevertheless be made to insure that all employees receive fair and equitable treatment in matters affecting their employment, especially decisions regarding termination. It is expected that the church employees shall be able to resolve their differences within their immediate environment. However, if a problem cannot be resolved, the following is recommended:

A. Ministers

1. A minister discusses the unresolved problem with the Administrator. The complaint may be written or oral. The response will be documented by the Administrator.

2. If the complaint is not resolved by the above procedure, the minister may request permission to present his/her concerns to the Personnel Committee.

3. If the complaint is still not resolved, the minister may request permission to present his/her concerns to the Deacons.

4. If the complaint is still not resolved, the minister can request permission to present his/her concerns to the church in a conference. The decision of this body is final.

B. Non-Ministerial/Maintenance Staff

1. The staff shall seek remedy through private consultations with their immediate supervisor.

2. If the complaint is not resolved by the above, the staff person may request to present his/her concern to the administrator.

3. If the complaint is not resolved by the above, the staff person may request to present his/her concerns to the Personnel Committee. The decision of this committee is final.

VII. FRINGE BENEFITS

A. Vacation

North Cleveland Baptist Church provides paid vacations to all employees classified as Permanent/Regular or Permanent/Part-time. Vacation time is figured from the date of employment. Vacation leave is granted in recognition of the need for rest period to encourage continued employment and as a reward for service. The Administrator is responsible for scheduling vacations of all employees so that all areas of responsibility are adequately staffed at all times. If a scheduled holiday occurs while an employee is on vacation, that day will be considered holiday time rather than vacation. In no instance will an employee be paid in lieu of vacation. Vacation leave is based on the following:

1. Ministerial Staff are entitled to:

a. One week vacation in recognition of the completion of six months of full-time vocational ministry.

b. Two weeks vacation in recognition of the completion of one year of full-time vocational ministry.

c. Three weeks vacation in recognition of the completion of five years of full-time vocational ministry.

2. Non-Ministerial/Maintenance Staff are entitled to:

a. One week vacation on completion of one year of employment at NCBC.

b. Two weeks vacation on completion of two years of employment at NCBC.

c. Three weeks vacation on completion of ten years of employment at NCBC.

3. Rules Governing Vacation:

a. One week vacation may be defined as:

For the ministerial personnel, seven days to include not more than one Sunday.

For all other staff, five days

(Monday through Friday).

b. A staff member may elect to take one week of his/her vacation one day at a time with the approval of his/her supervisor.

c. Vacation time must be taken in the year that it is earned and may not be carried over to the next year or accumulated.

d. A staff member can request up to three months of additional vacation time without pay. Any employee making such request is required to notify his or her supervisor as far in advance as possible. This request would necessitate the approval of the Personnel Committee.

e. No more than two ministerial staff members will take vacations at the same time.

f. Employees who do not work full-time or a full year will have their granted vacation time prorated according to their actual working time. » In the child care ministry, where the ratio is one caregiver per class, only one employee for that class will be allowed to schedule vacation at a time. Where the ratio is two caregivers per class, only one employee per shift will be allowed to schedule vacation at a time. Vacations will be granted according to seniority on staff.

B. Study Leave

As part of the church policy to encourage its ministerial staff members to grow spiritually, professionally, intellectually, and keep current with changes in their areas of Christian work, study leaves will be granted with the approval of the church. A one month study leave with pay will be granted after each seven years of church service. The request for study leave will be submitted to the Personnel Committee in writing for approval. The Personnel Committee will then submit the request to the church for final approval.

C. Conferences, Revivals, and Conventions

The church encourages the ministerial staff to participate in denominational meetings and workshops at associational, state, and denominational levels. it recognizes the values of these meetings in the promotion of the Lord's work and the exchange of new ideas. The pastor shall determine who will attend these meetings based on the value to the church, personal schedules, and budget considerations.

As part of this evangelism program, the church will grant ministerial staff personal time to conduct Revivals, Bible Study Groups, Vacation Bible Schools, and other special meetings at sister churches. The ministerial staff will be granted two weeks each year to hold such special meetings. These meetings should be scheduled not to conflict with church programs.

D. Sick Leave

It is the employee's responsibility to inform his/her supervisor in all illnesses. All employees classified as Permanent/Regular and Permanent/Part-Time earn and accrue such leave. Sick leave for eligible employees will accrue and shall be cumulative up to sixty days for the employee's entire length of continuous service. The rate of sick leave accrual for all eligible employees is based on the hours worked.

An employee may exchange six days of sick leave for one personal day. The employee is limited to two such exchanges per year.

Permanent/Regular Employee

Each employee accrues one day of sick leave per month for a total of twelve working days a year.

Permanent/Part-Time Employee

Employees in this category earn and accrue sick leave at an equivalent rate to their work base.

In the event illness prevents the performance of duties by an employee for any regularly scheduled work day, such employees shall to the extent of his/her accumulated sick leave, receive one day's pay for each such day's illness provided all the following conditions are met:

1. The employee must, upon request, present to the immediate supervisor and the Personnel Committee evidence substantiating inability to work because of illness.

2. The employee must adopt remedial measures as may be commensurate with his/her disability.

3. The employee must report by telephone the cause of absence the first day of each period of absence due to illness, and if requested, must present a physician's certificate stating forth the illness and incapacity which entitles him or her to sick leave pay.

Salary from the church shall not be in addition to any compensation provided for by the church in the form of disability insurance or worker's compensation. The church will in those situations covered by insurance or workman's compensation pay the difference between such compensation and the amount required to assure the employee full pay of salary for the period involved under sick leave earnings.

If an employee becomes ill or injured while on vacation, the employee shall be paid only for the vacation. If the illness continues after vacation or holiday period, benefits under the sick leave plan should commence upon completion of the scheduled vacation or holiday.

Current employees shall start accruing sick days as of January 1, 1988.

E. Holidays

Church personnel will observe the following paid holidays: New Year's Day, Good Friday, Memorial Day, Fourth of July, Labor Day, Thanksgiving, the Day After Thanksgiving, Christmas Eve (one-half day), and Christmas.

If the holiday falls on Saturday, it will be observed on Friday. If the holiday falls on Sunday, it will be observed on Monday. Holidays are not to be considered part of vacation leave (See VII section A-Vacation).

F. Maternity Leave

Maternity leave of absence shall be granted to pregnant employees for the purpose of child-bearing in accordance with the following:

1. Employee shall provide written notice as soon as pregnancy has been medically determined. The notice must include a written statement from the employee's physician indicating the anticipated date of delivery, the date until which the physician authorized the pregnant employee to continue her job duties, the physician's comments as to whether or not any restriction of her job activities is recommended, and the date on which the employee requests leave to commence.

2. Pregnant employees will be permitted to continue in active employment until the date authorized by her physician.

3. Following the birth of the child, the employee may be eligible for reemployment following the receipt by the administrator of written notice from her physician that she is physically fit to return to full-time employment. The employee shall submit a written statement indicating the date on which she requests to return to work. The normal sick leave is a duration of six to eight weeks. Any time beyond that must be verified by the physician's statement.

4. An employee who does not return after six to eight weeks and who does not have a medical verification will have their employment with North Cleveland Baptist Church terminated.

5. Maternity leave which extends beyond that portion of the leave which is covered by accumulated sick leave shall be without pay.

G. Personal Leave

The church recognizes that events occur which cannot be adequately covered by sick or vacation leave. Three paid personal leave days will be provided annually for each employee. Personal leave must be approved by the administrator. Personal leave is funeral leave for an immediate family member, civil leave, military leave, or business leave (personal). Jury duty will be accepted as normal when an employee is called.

H. Compensatory Leave

Compensatory time, extra hours worked beyond normal hours in a routine week authorized by the immediate supervisor with concurrence from the pastor or the Personnel Committee, shall be taken by the end of two weeks after this extra time is worked. Any exception to this policy must be submitted to the pastor in consultation with the Personnel Committee.

I. Leave of Absence Without Pay

Absences that cannot be covered by existing leave time will result in leave without pay. All such leaves must be approved by the administrator. This leave may be requested by the employee for personal reasons. It may also be assigned by the Personnel Committee when necessary for periods with certain employees or positions are suspended (See V section F number 1 letter a: Suspension).

J. Insurance, Etc

1. Health Insurance

Health insurance is available to all Permanent/ Regular employees. The church will pay 100% of the coverage for ministerial staff members and their dependents. For full time ministerial staff members employed after November 15, 2006, the church will pay 100% of the coverage for staff members and 50% of the coverage for dependents. Coverage is available for other Permanent/Regular employees at the employee's expense. Health insurance is not available to part-time employees.

2. Life Insurance

The church shall pay life insurance premiums for all Permanent/Regular ministerial staff. The annual amount paid for these premiums is not to exceed an amount equal to seven tenths of one percent (0.7%) of the minister's base salary (including housing allowance).

Life insurance is also available to other Permanent/Regular employees at the employee's own expense.

3. Retirement

North Cleveland Baptist Church will provide retirement benefits through the Annuity Board of the Southern Baptist Convention for ministerial personnel at the rate of 10% of annual salary. Additional tax deferred or tax paid retirement coverage is available to all permanent/regular employees through a payroll deduction plan.

This is to become effective January 1, 1989.

For Permanent/Regular, non-ministerial and maintenance staff members, North Cleveland Baptist Church will match retirement contributions through the Annuity Board of the Southern Baptist Convention for up to four percent (4%) of the employee’s base salary. Employees of the North Cleveland Baptist Church Weekday Childcare Ministry are not eligible for this benefit.

This is to become effective January 1, 2002

4. Disability Insurance

Disability insurance shall be provided for ministerial staff through the Annuity Board of the Southern Baptist Convention. The amount of benefit is to equal 50% of annual church compensation divided by 12, taken to the nearest fifty dollars, and reduced by 200 dollars. Disability insurance is also available to other permanent/ regular employees at the employee's own expense.

5. Workman's Compensation

The church pays workman-s compensation for all employees in accordance with current laws.

6. Social Security

The church pays the employer's share of Social Security on all employees.

Note: Permanent/Regular Ministerial staff are considered self-employed for tax purposes. Therefore, the church does not pay Social Security payments on these employees.

7. Moving Expenses

The church shall pay all costs for moving the household goods of ministerial staff members to Cleveland. In addition, the church shall pay the new worker who drives his car to Cleveland at the rate approved by the IRS for mileage plus room board expenses incurred in route. The church will pay furniture storage charges not to exceed 60 days.

8. Child care

Permanent/Regular and Permanent/Part-time Employees of North Cleveland Baptist Church and the North Cleveland Baptist Church’s Weekday Child Care Ministry are eligible for a discount of twenty-five percent (25%) of the usual charges for Child Care through the Weekday Childcare Ministry. The Director of Weekday Childcare Ministries shall receive childcare at no cost.

This policy is to become effective in September 2001

VIII. RETIREMENT

Retirement is recommended at age 65.

IX. ANNIVERSARIES

It shall be the policy of North Cleveland Baptist Church to recognize the faithful service of its regularly employed staff members in accordance with the following guidelines and in the following manner.

All employees of the church having a regular schedule of work and employed on a permanent basis shall be honored and recognized in accordance with these guidelines.

Anniversary recognition shall be observed according to the following schedule without regard to level and type of employment.

It shall be the responsibility of the Personnel Committee to administer the programs.

A. Fifth-Year Anniversary

1. Pastoral letter of recognition and appreciation.

2. Article in the church weekly mailout, the "Evangel" recognizing 5 years of service by a staff member.

3. Presentation by supervisor, or Chairman of Deacons in case of pastor, of a bonus of $500.00 for Permanent/Regular staff. Permanent/Part-Time staff will be awarded a bonus at an equivalent rate to their work base (i.e. an employee working 20 hours per week would receive a bonus of $250.00) Employees of the North Cleveland Baptist Church Weekday Childcare Ministry are not eligible for this bonus.

B. Ten-Year Anniversary

1. Pastoral letter of recognition and appreciation.

2. Article in church mailout with picture recognizing 10 years of service.

3. Presentation by supervisor, or Chairman of Deacons in case of pastor, of a bonus of $1,000.00 for Permanent Regular staff. Permanent/Part-Time staff will be awarded a bonus at an equivalent rate to their work base (i.e. an employee working 20 hours per week would receive a bonus of $500.00) Employees of the North Cleveland Baptist Church Weekday Childcare Ministry are not eligible for this bonus.

C. Fifteen-Year Anniversary

1. Pastoral letter of recognition and appreciation.

2. Article in church weekly mailout with picture recognizing 15 years of service.

3. Presentation by supervisor, or Chairman of Deacons in case of pastor, of a bonus of $1,500.00 for Permanent Regular staff. Permanent/Part-Time staff will be awarded a bonus at an equivalent rate to their work base (i.e. an employee working 20 hours per week would receive a bonus of $750.00) Employees of the North Cleveland Baptist Church Weekday Childcare Ministry are not eligible for this bonus.

D. Twenty year and subsequent 5 year anniversary dates.

Same recognition as provided in 15th year anniversary to be increased in five hundred dollar increments. Employees of the North Cleveland Baptist Church Weekday Childcare Ministry are not eligible for this bonus.

X. AMENDMENTS

These policies may be amended upon recommendation of the Personnel Committee and the approval of the Deacons and the church body.