Vision, Values & Essentials
Employees are expected to affirm through word and action the vision, values and essentials of FBCO as listed in this handbook.
Confidentiality
Personal Information about employees, members or attendees of FBCO as well as work product associated with personal information developed during staff meetings, private appointments or through the discharge of an employee’s duties may not be shared publically in any format.
Appearance Standards
Unless previously approved by the Personnel and/or the Pastoral Leadership Team employees of First Baptist Owasso will maintain a classic, distraction free look that is clean, natural, polished, professional, and avoids ‘cutting edge’ trends and extreme styles.
Intentional body alteration or modification for the purpose of achieving a visible, physical effect that disfigures, deforms or similarly detracts from a professional image is prohibited. Examples include, but are not limited to: visible tattoos, brands, body piercing (other than traditional ear piercing for women), tongue piercing or splitting, tooth filing, earlobe expansion and disfiguring skin implants. Tattoos must be discreetly and completely covered at all times.
As with all of your duties and responsibilities as an employee, you are expected to demonstrate professionalism and good judgment at all times related to your appearance. For this reason, if you are ever in doubt about the appropriateness of your appearance, please keep in mind that anything that could be considered distracting or not in the best interest of the FBCO mission will not be permitted.
Tobacco, Alcohol and Drug Free Environment
Use of tobacco, alcohol or illegal drugs on campus or coming to work under the influence of drugs or alcohol is prohibited. FBCO reserves the right to ask any employee for a voluntary drug screening at any time. Willingness to take and results of drug screening will be considered during disciplinary procedures.
Conflict of Interest
Actual or potential conflicts of interest exist when any employee stands to receive improper gain or advantage for themselves or a third party due to their role or responsibility on staff. Employees should not place themselves in a position where personal interests, or the interests of those for whom they act are likely to be in conflict with the interests of FBCO. Any actual or potential material conflict of interest should be reported to the Pastoral Leadership Team or Personnel Team.
Minor & Gender Accountability
Employees are expected to respectfully manage interactions with minors and individuals of the opposite gender and make accountable choices that are above reproach.
Meetings and Appointments
Appointments or meetings with minors or individuals of the opposite gender should occur in groups of three. Necessary private appointments with minors or individuals of the opposite gender should take place during regular office or facilities hours in public areas or rooms with open doors or windows. During necessary private appointments another employees should be informed of the general nature of the appointment, location, and expected duration.
Transportation
Transportation of minors or individuals of the opposite gender should occur in groups of three. In the event of an emergency or other necessary transportation circumstance where this is not possible another FBCO employee should be informed of the situation, names of those traveling together, destination, time of departure and expected time of arrival.
Counseling
Employees may have no more than three private, 1-hour appointments within the same year to the same minor or individual of the opposite gender.
Electronic or Other Contact
Contact with minors or individuals of the opposite gender through electronic or other means is limited to:
· Mass information distributed at a ministry level.
· Personal, individual communication necessary to accomplish ministry related tasks.
· Arrange permissible meetings or appointments.
In the event ongoing private communication is necessary another employee should be informed of the general nature and expected outcome of the conversation.
Conflict Resolution
Our desire is to create a staff and church culture built on trust and respect. Conflicts arise when our experiences with one another don’t match our expectations. When this occurs employees are asked to resolve the conflict quickly and according to Biblical standards following these guidelines:
· Believe the best about one another.
· Arrange a personal meeting between you and the person with whom you have the conflict. During that meeting:
o Correct misinformation
o Correct wrong choices
o Repent when you’re wrong
o Forgive when you’ve been wronged
· Don’t Gossip – gossip in any form will result in immediate disciplinary action or dismissal.
· If the two of you are unable to resolve the conflict:
o All involved parties should go together to an immediate supervisor.
o If the supervisor cannot bring resolution or if the conflict is with your supervisor bring all involved parties together to a member of the Pastoral Leadership Team.
o If a member of the Pastoral Leadership Team cannot bring resolution or if the conflict is with a member of the Pastoral Leadership Team bring all involved parties together to the entire Pastoral Leadership Team.
o If the Pastoral Leadership Team cannot bring resolution or if the conflict is between members of the Pastoral Leadership Team all involved parties must meet together with the Senior Pastor.
o If the Senior Pastor cannot bring resolution or if the conflict is with the Senior Pastor all involved parties must meet together with the Personnel Team.
Decisions made by supervisors, Pastoral Leadership Team, Senior Pastor or Personnel Team are final.
Disciplinary Procedures
Disciplinary procedures are necessary when experiences with an employee consistently and repeatedly are contradictory to expectations. As necessary, disciplinary procedures may follow the Conflict Resolution Guidelines and may result in:
· Verbal Warning
· Written Warning
· Restructuring of position, responsibilities, salary or benefits
· Dismissal
Employees may protest disciplinary procedures using the Conflict Resolution Guidelines.
Employment Separation
Employment relationships at FBCO are both personal and voluntary. We work for mutually beneficial working relationships with employees, but recognize that changing circumstances make it impossible to guarantee employment. Employment at FBCO has no pre-defined duration and may be ended by FBCO or the employee, unless otherwise agreed, for any reason at any time.
Voluntary
Employees are asked to give at least two weeks’ notice of intended employment separation. Employees giving less than two weeks’ notice may forfeit employee compensation or accrued benefits.
Dismissal
Our desire is to create a staff and church culture of personal growth built on trust, respect and communication. Dismissal of an employee may occur after Conflict Resolution and Disciplinary Procedures reach their natural conclusion. FBCO may dismiss any employee at any time for violation of Employee Guidelines.
Unemployment Insurance
According to Oklahoma State Law churches are exempt from the state unemployment insurance program. Therefore the church is not required to pay state or federal unemployment tax. Upon dismissal or employment separation employees are not eligible to receive unemployment benefits.