Employment At-Will
Oklahoma is an ‘at will’ employment state. Conditions defined in the Personnel Handbook are a description of current practice and may change at any time. The Personnel Handbook and associated documents are not intended to create nor should they be construed to constitute a contract.
Immigration Reform and Control Act
FBCO complies with the Immigration Reform and Control Acts. Employees must have within their employment record a properly completed, signed and dated Immigration and Naturalization Service I-9 form or Work Visa.
American’s with Disabilities Act (ADA)
FBCO complies with the American’s with Disabilities Act and related federal and state laws and regulations as it applies to churches. Reasonable accommodation is available to disabled employees where their disability affects the performance of job function. Employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Qualified individuals with disabilities are entitled to equal pay and other forms or changes in compensation as well as job assignments, classification, organizational structures, position descriptions, lines of progression and seniority. Leave of all types will be available to all employees on an equal basis. This policy is neither exhaustive nor inclusive.
Equal Opportunity Employer
FBCO strictly prohibits discrimination against any employee or applicant for employment because of the individual’s race, color, gender, national origin, age, disability, veteran’s status, or any other characteristic protected by law. Affirmative action will be taken to ensure that all employment decisions, including but not limited to those involving recruitment, hiring, promotion, training, compensation, benefits, transfer, discipline, and dismissal, are free from unlawful discrimination. FBCO will provide reasonable accommodation to otherwise qualified individuals with a disability consistent with the law. What constitutes a reasonable accommodation depends on the circumstance and will be addressed by FBCO on a case-by-case basis. As a qualified religious organization discrimination based on religious belief and practice is permissible by law.
Sexual & Other Harassment
FBCO is committed to providing a workplace that is free from sexual and other harassment and complies with federal and state harassment laws. When FBCO determines that an allegation of sexual or other harassment is credible, it will take prompt and appropriate corrective action.
Examples of conduct which may be legally actionable harassment include:
· Use of offensive language, innuendo, or demeaning terms;
· Objectionable physical proximity or contact;
· Unwelcome suggestions regarding, or invitations to, social engagements or work-related social events;
· Any indication, express or implied, that an employee’s job security, job assignment, conditions of employment, or opportunities for advancement depend or may depend on the granting of sexual favors to any other employee or supervisor;
· Any action relating to an employee’s job status affected by consideration of granting or refusal of social or sexual favors;
· The deliberate or careless creation of an atmosphere of sexual harassment or intimidation;
· The deliberate or careless expression of jokes or remarks of a sexual nature to or in the presence of employees who may find such jokes or remarks offensive;
· The deliberate or careless dissemination of materials which have sexual content and which are not necessary for work to employees who may find such material offensive.
Employees should be careful to treat all others with respect at all times.
Any employee who feels they are being subjected to sexual or other harassment in any form, or who believes he or she has witnessed harassment should contact their supervisor or a member of the Pastoral Leadership Team or Personnel Team. The complaint will be investigated. No retaliation of any kind will occur because of a reported incident of alleged harassment.