VISIT HERE to request Time Away.
PAID TIME OFF (PTO)
Paid Time Off is available for sickness, personal or family emergency, continuing education, revivals or personal well-being.
Full Time Employees begin to accrue Paid Time Off monthly from the date of employment at a rate equal to 15 days plus the number of days received for years of service. Up to 15 PTO days can carry over into the next calendar year.
While PTO will accrue at the rate previously defined it is not available to new employees until 6 months after the date of employment.
PTO REQUEST, APPROVAL & ADMINISTRATION
Except in the case of sickness, personal or family emergency PTO must be requested and approved by an employee’s immediate Supervisor and/or Executive Pastor no less than two weeks in advance.
In the event of sickness, personal or family emergency the employee must inform the immediate Supervisor and/or the Executive Pastor within an hour of missing work or as soon as reasonably possible.
PTO cannot be used during Church-defined ‘black-out dates’, periods of time or events designated by the Pastor Leadership Team as non-PTO dates. PTO taken during black-out dates for sickness, personal or family emergency will require proof of emergency otherwise this time will be considered time away without pay.
Except in the case of sickness, no more than 10 consecutive PTO days may be taken unless prior approval has been received by the Senior or Executive Pastors. PTO cannot be used to miss 2 or more consecutive Sundays unless prior approval has been received from the Senior or Executive Pastors. PTO taken for sickness or emergency that extends beyond 10 consecutively will require proof of sickness otherwise this time will be considered time away without pay.
PTO VACTION ALLOTMENT
Ministerial Staff | Years of Full Time Employment in Vocational Ministry:
· 0 – 5 years 10 days
· 6 – 10 years 15 days
· 15+ years 20 days
Full-time Employee of FBCO | Years of Employment at FBCO:
· 0 – 5 years 10 days
· 5+ 15 days
APPROVED TIME AWAY
Employees may be required to attend off campus FBCO ministry events, camps, mission trips, conventions or staff development opportunities. These are considered Approved Time Away from FBCO and do not count against the employee’s PTO.
Attendance at regular or meetings of the Tulsa Baptist Metro Network, Baptist General Convention of Oklahoma and Southern Baptist Convention are considered approved time away and do not count against the employee’s PTO.
Approved Time Away must be requested and approved by an employee’s immediate supervisor and the Senior or Executive Pastors no less than two-weeks in advance.
No more than 10 consecutive days may be taken as Approved Time Away unless prior approval has been received by the Senior or Executive Pastors. Approved Time Away cannot be used to miss 2 or more consecutive Sundays unless prior approval has been received from the Senior or Executive Pastors.
Approved Time Away and PTO may not be combined beyond the 10 consecutive day limit unless prior approval has been received by the Senior or Executive Pastors.
HOLIDAYS
Full-time and Continuous Part-time employees receive the following paid holidays. Part-time employees whose regular work hours fall during a holiday receive time off without pay.
· New Year’s Day
· Christmas, 3 Days | Eve, Day, After
· Thanksgiving, 2 Days | Day, After
· Labor Day
· Memorial Day
· Independence Day
· Employee Birthday
Holidays that fall on Saturday will be observed on Friday. Holidays that fall on Sunday will be observed on Monday. Holidays that fall on regular office half-days will be observed on the actual day of the holiday and the half day will be moved to the preceding day. The Pastoral Leadership Team can adjust these guidelines in order to accommodate regular or special church events.
Any Full-time employee required to serve church events during a regular holiday will be given an additional PTO day to be used according to the PTO policies previously outlined.
JURY DUTY
Time off for mandatory jury duty or court appearances required as a result of a valid subpoena or court order is considered Approved Time Away with pay. The employee is expected to report to work when it does not conflict with court obligations. The employee shall retain all compensation or fees received for service as a juror. The employee must make every effort to ensure their work is taken care of during their absence. In the event an employee is involved in personal litigation time away will be considered PTO and is subject to PTO guidelines.
FAMILY AND MEDICAL LEAVE
The Family and Medical Leave Act requires employers to provide up to 12 weeks of unpaid, job-protected leave to “eligible” employees for certain family and medical reasons such as maternity, placement for adoption or foster care, care for a spouse, child or parent, or serious personal medical condition that makes it impossible for the employee to do their job. Employees are eligible if they have worked for the church for at least 6 months. Requests for medical leave must be submitted in writing accompanied by a physician’s written statement certifying the need for the leave and an estimate of the time the employee will be unable to work. Employees will first be required to use PTO during any FMLA circumstance. Additional time, without pay, will be granted up to a maximum of 12 weeks. During the medical leave the employee shall regularly communicate with the immediate supervisor regarding their status and anticipated date of return to work. Upon returning to work the employee must provide a written verification from their physician that they are able to safely discharge their duties. Upon their return to work the employee will be given the same or comparable responsibility as their former position. Returning employees retain all benefits accrued during their leave. If an employee does not return to work when scheduled the employee will be considered to have voluntarily quit.
BEREAVEMENT
In the event of the death of an immediate family member; a spouse, parent, child, grandparent or sibling, up to three days of paid bereavement leave will be provided to Full-time and Continuous Part-time employees. With approval, employees may use PTO for additional days as necessary.
MILITARY LEAVE
All staff will be granted leave for military service after presenting their immediate supervisor or Executive Pastor a copy of their notice to serve. If military status changes, the employee must notify their supervisor or Executive pastor at which times the status of military leave will be re-evaluated. Military leave will be paid based on number of available PTO days. Following that military leave will be considered time away without pay. Upon their return to work the employee will be given the same or comparable responsibility as their former position.
TIME AWAY WITHOUT PAY
Time away without pay of a specified length may be granted at the discretion of the Personnel Team or Senior and Executive Pastors. Employees granted time away without pay remain employees of First Baptist Owasso and do not lose accrued benefits. During an employee’s time away without pay benefits do not continue to accrue. Employees are expected to follow FBCO Employee Conduct guidelines during times away without pay. Failure to do so may result in loss of benefits, pay or employment.
CONDUCT DURING PAID TIME OFF, APPROVED TIME AWAY OR TIME AWAY WITHOUT PAY
Employees are expected to follow FBCO Employee Conduct guidelines during at all times including Paid Time Off, Approved Time Away or Time Away Without Pay. Failure to do so may result in loss of benefits, pay or employment at the discretion of the Personnel Team and/or Pastoral Leadership Team.