Preston Trail Community Church

Employee Handbook

Updated April 2026

Welcome to the Preston Trail Employee Handbook – a comprehensive guide to help you navigate your role within our dedicated staff team. This handbook has been carefully prepared to provide you with essential information about our church, its culture, policies, and procedures.

At Preston Trail, we firmly believe that our employees are our greatest asset. Your unique talents, experiences, and unwavering commitment are instrumental in fulfilling our mission of helping people find and follow Jesus Christ. This handbook is designed to equip you with the necessary knowledge to excel in your position while aligning with our team's core values and expectations.

We encourage you to take the time to thoroughly review this handbook. It will serve as a valuable reference throughout your employment journey. Should you have any questions or require clarification regarding any policy or procedure, please do not hesitate to reach out to our Human Resources Director.

On behalf of our senior leadership team, I extend my sincere gratitude for your decision to contribute your gifts, abilities, and energy to serving God here at Preston Trail. Together, we are making a lasting impact in the lives of others. Please feel free to approach me directly if there is any way I can provide assistance. It is my prayer that your experience on our staff team will be both rewarding and fulfilling.

With gratitude,

Sarah

Sarah Davidson, Executive Pastor

Section 1: What you want to know about working at Preston Trail (Compensation & Benefits)

Preston Trail Staff Culture

Our Mission: Helping people find & follow Jesus Christ

Smile First: Welcoming people so they feel expected and accepted

Think Family: Growing marriages and families that are built to last

Be Real: Taking off our masks and daring to be known

Do Stuff: Turning what we’re learning into action

Lead Forward: Anticipating what’s next and having the courage to do it

Love Story: Sharing God’s Big Story and every new one he writes

Our Team Values:

Self-Leadership

• Take responsibility to grow spiritually and emotionally
• Set and respect healthy boundaries
• Read the right books, listen to the right people, and ask the right questions

Positive Attitude

• Assume the best
• Respond “We’ll find a way”
• Laugh at ourselves

Team Mindset

• Put what’s best for the team ahead of what’s best for me
• Integrate ministries so we’re better together
• Weigh in during the meeting and be “all in” after the meeting

Healthy Relationships

• Build trust through honesty, integrity, and vulnerability

• Resolve conflict in a direct and timely manner

• Pass complaints and frustrations up, not sideways or down

High Performance

• Do whatever it takes to get the job done

• Solve problems without waiting to be told

• Work with the right people, at the right time, to get the right results

Our Beliefs:

Life makes sense only in light of a God who is personal, relational and full of love. (1 John 4:16)

God made the world and everything in it to mirror and reflect his character. (Genesis 1:1; John 1:1-3)

God made humans to live in this world in peace and joy, sharing his love with one another. (Genesis 1:26-28)

God has given us the freedom to say YES or NO to his invitation to live under his gracious rule. Sadly, our NO has led us down the road to alienation, self-destruction, and death. (Genesis 3:1-19; Romans 1:18-32)

God so wanted us to find the road to wholeness and life that he sent his beloved son, Jesus, to show us the way. (John 1:14-18; 3:16-17)

Jesus was the most wonderful person who ever set foot on this planet. Although he was fully divine, he took on full humanity in order to identify with us. He taught us how to live with him in God's Kingdom. He suffered for our wrongdoings and was put to death for our sinful ways. Why would the eternally perfect Son of God embrace agony and death? He did this so that we might be restored to a right relationship with God, with others, and with ourselves. After he was killed, Jesus was raised back to life and then went home to heaven to be with his heavenly Father. (Philippians 2:5-13; Hebrews 12:1-2)

Jesus is still in the world today through his Spirit, calling all people everywhere to join him right now in serving God and others. (John 14:15-18; Acts 1:6-8)

All who follow Jesus discover a community of fellow-believers and friends that becomes our spiritual family. Jesus calls it his body on earth. We call it the church. It is the hope of the world. Its purpose is to continue Jesus' work of loving all people and helping them find new life in God. (Matthew 16:18; Romans 12:3-8)

Baptism signifies and celebrates being born again into God's family. It requires active faith in Jesus, so we baptize people after they have chosen to follow Christ. (Romans 6:4)

Communion signifies and celebrates God's pardon and presence in our lives. In a unique and spiritual way, Jesus makes himself known to his followers at the Lord's Supper. (Matthew 26:26-29)

There is an evil presence in the world that seeks to undermine all the good things God is doing. We are called to resist this Evil One through prayer, perseverance, and the support of fellow believers. (Matthew 4:1-11; Ephesians 6:10-18; 1 Peter 5:8-9)

God is guiding human history according to his own perfect plan. One day Jesus will come back to earth, and that will be the end of the world as we know it. On that day God will make all things new, defeat evil once and for all, fulfill our best hopes, restore our broken relationships, heal our wounds, and reveal his love fully and perfectly. (1 Corinthians 15:22-28; Revelation 20-22)

The God whom we worship and love is eternally one God, yet has revealed himself in history as existing in three persons. God is Father, Son, and Spirit – yet without being three separate or distinct Gods, and without being one God with three phases or forms. God is one and God is three: this is the mystery of the Christian faith. Belief in God as Trinity reflects orthodox Christian theology and sets Christianity apart from all other religions and faiths. (Matthew 28:18-20; 2 Corinthians 13:13)

This awesome story of God and his purposes is told in the Bible, which we believe is God's written Word that testifies to his living Word, Jesus Christ. (2 Timothy 3:16-17)

The Last 10%:

· We believe in the genius of the “&”

· We are mission-driven, not issue driven

· We believe the process of discipleship is Belong . . . Believe . . . Behave

• We practice the indigenous principle

· We think you might not be happy here if . . . you are hyper-Charismatic, hyper-Calvinist or don’t think women should be in church leadership roles

Compensation

The purpose of this section is to provide you with an overview of the compensation and benefits provided as part of your employment at Preston Trail. Details for each benefit plan may be found using your APS www.eSelfserve.com login. At Preston Trail, we work hard to provide generous compensation – pay and benefits, to our employees. If you have any questions or concerns about your compensation, please contact your supervisor and/or Human Resources. Staff members are classified as full-time, part-time, or temporary. Full-time staff are individuals who work at least 40 hours per week (benefit eligible at 30 hours per week). Part-time staff are individuals who work less than 40 hours per week (29 hours or less ineligible for benefits). Staff members are either Exempt from the Fair Labor Standards Act (not entitled to overtime payments and paid on a salary basis) or Nonexempt (subject to the minimum wage and overtime provisions of FLSA and paid on an hourly basis). This status is documented in your offer letter. More details on the FLSA law can be found here. If you have any questions, please don’t hesitate to ask your supervisor.

Pay Periods

Compensation is paid semi-monthly for all staff members and checks are directly deposited on the 15th and the last working day of the month. When a payday falls on a Saturday or a holiday, paychecks will be distributed on the business day prior to the weekend or holiday. If the payday falls on a Sunday, paychecks will be distributed on the first business day following the weekend or holiday. Pay periods for hourly employees close on the 10th of the month for the payroll check on the 15th and on the 25th of the month for the payroll check on the last working day of the month. Federal and state laws require us to keep accurate records of hours worked by nonexempt (hourly) employees. Hourly employees are required to enter their hours daily and accurately via www.eSelfserve.com. Lunch periods and any breaks more than 30 minutes should be recorded as unpaid time off. Any overtime must be approved in advance by your supervisor and an Executive Pastor. Your timesheet comments should contain all overtime task details.

Issuing Paychecks

Employees should review their pay stubs for accuracy via eSelfserve.com. If there is a mistake or an item is not understood, please report it to Human Resources. Although we use direct deposit, in the event a paper paycheck is issued and it is lost or stolen, please immediately advise Human Resources in writing.

Various payroll deductions are made each pay period to comply with Federal and State laws pertaining to taxes, insurance and other items designated by the employee. It is the employee's responsibility to review their payroll deductions each pay period and notify Human Resources of any problems.

Employees will be provided with a Wage and Tax Statement (W-2) by January 31 of the year following each year of employment as required by Federal and state laws. If there are any questions about your W-2 form, please contact Human Resources. Past W-2 forms may be accessed via www.eSelfserve.com for your convenience. If an employee leaves, an accurate personal email address must be stored in your www.eSelfserve.com account. Inactive employees may continue to access their www.eSelfserve.com accounts for past paystubs and tax forms.

Employees may change the number of withholding elections at any time by updating your Tax election directly via www.eSelfserve.com. Employees are solely responsible for ensuring the proper amount is withheld from their check.

We only use direct deposit for payroll purposes. A direct deposit form is submitted by new employees during their onboarding and employees may update their bank account information only by completing a new form requested from Human Resources.

Time-Off

Holidays

A Holiday is any day on which the office is officially closed and all regular, full-time employees receive their normal pay for that day. Regular part-time staff will receive pro-rated holiday pay based on part-time weekly hours allocated over five days.

The holidays to be given each year will normally include the following:

• New Year’s Day
• Martin Luther King Day
• President’s Day
• Monday and Tuesday after Good Friday
• Memorial Day
• Independence Day
• Labor Day
• Indigenous Peoples’ Day
• Thanksgiving
• The day after Thanksgiving
• Christmas: December 25/26 - 31st (subject to approval by the Leadership Team)

A holiday that falls on a Saturday will normally be observed on the preceding Friday. If you are a Sunday employee and the observed holiday falls on a Friday, you may observe the holiday on your preceding workday. Sunday holidays will normally be observed on the following Monday.

Holidays that fall within an employee’s approved vacation time will be observed as a holiday and are not charged against the employee’s vacation balance. Employees on a leave of absence for any reason are not eligible for holiday pay on holidays that are observed during the period in which they are on leave. Holiday pay will not count as hours worked for the calculation of overtime (over 40 hours). Hourly employees do not need to enter holiday hours into www.eSelfserve.com. These holiday hours are visible in the Time Card tab at the end of a payroll cycle.

Vacation

A vacation day is any day (other than holidays and all-purpose leave) authorized for an employee to be absent from work with full pay. Vacation is not allowed for any employee on probation. Any requested vacation hours should be requested in www.eSelfserve.com at least 30 days in advance and approved by the supervisor in www.eSelfserve.com before the employee takes vacation. It is the employee's responsibility to make sure it is approved before leaving for vacation. Salaried employees away for 3 hours or more should request vacation via eSelfserve.com or Medical APL hours to reflect this time away from work.

Out of Office auto reply must be set using the standard language below for both internal and external emails during vacation (or any other time away):

“ Thank you for your email. I am out of the office from <insert dates> and will answer emails upon my return. If you need immediate assistance, please contact <PTCC staff name and email address>.”

After the first year of employment, vacation is based on a calendar year and is accrued from the beginning of the calendar year. Employees receive 2 weeks of vacation, unless otherwise negotiated in the employee’s contract.

• After 5 years of service: additional 5 days (subject to maximum)
• After 8 years of service: additional 5 days (subject to maximum)
• All employees are subject to a maximum of 4 weeks*
• Additional 32 hours (or part-time equivalent) for jobs with consistent weekend responsibilities (maximum 8 weekends off per year unless XP approves)
• * exempt from the 4 week maximum

As an additional benefit, all employees receive time off after Christmas (at the discretion of the Leadership Team).

An employee is not allowed to use more than their accrued vacation time unless authorized by their supervisor and/or an Executive Pastor. If a terminated employee used unearned vacation, their final paycheck will be reduced by the unearned vacation taken.

No vacation will be approved during an employee’s notice of resignation if that period of notice is less than a month. The Church reserves the right to apply unused vacation, sick time, or other paid time off to unauthorized absences. Employees may be required to provide documentation of any medical or other excuse for being absent or late. Unused vacation time does not carry over to the following year and is lost and unpaid if not taken by the end of each calendar year.

All Purpose Leave (APL)

All-Purpose Leave (APL) is additional paid time off and may be used for sickness, doctor’s appointments, illness of family members or personal reasons. APL days are given to full-time and part-time regular employees. APL time is eligible to be scheduled after 90-days of employment. To promote a healthy work environment, employees are encouraged to stay home when they are ill or potentially contagious.

Four (4) days of Paid APL can be earned per calendar year. In the employee’s first year of regular full-time employment, APL will be awarded on a pro-rata basis, based on the number of months to be worked in that year and rounded to the nearest whole day. An employee may request to use their APL prior to it being earned during the year. APL days are requested using your www.eSelfserve.com account. In the event an employee uses unearned APL and their employment is terminated for any reason, their final paycheck will be reduced by the wages for the used/unearned APL they have taken.

For illnesses expected to last longer than 10 days, complete the Leave of Absence Playbook here and initiate a short term disability claim here at least 30 days prior to absence to receive 60% pay benefits directly from carrier. All 403b contributions are paused during disability. Maximum short term benefit is 12 weeks disability income after 7 day Elimination Period. Carrier will coordinate long term disability if/when needed or any part-time return to work per doctor’s release. Accrued vacation and/or APL time should only be used for the 7 day ‘Elimination Period’. Holiday pay is not received during leave. This time counts towards annual FMLA. Continuation of employer paid medical premiums may be available for up to 12 weeks during short term disability as long as the employee pays their share of dependent coverage by the 1st of each month to remain on our group coverage. Otherwise, we terminate you from our group coverage. Preston Trail will pay your 40% gap pay after returning to work for 4 consecutive weeks.

Unused APL does not accrue and is lost if not taken by the end of each calendar year. Preston Trail does not pay for unused APL time. The Family and Medical Leave Act (FMLA) details can be found here.

Maternal Leave

All regular full-time employees who have completed 12 months of continuous full- time employment may be eligible for maternal leave in the period immediately following the birth of a child (full-time employees with less than 12 months of continuous service may be partially eligible and should contact the HR Director). If you qualify for Family and Medical Leave Act (FMLA), employer will continue paying employee’s portion of medical benefits. Employees must complete the Leave of Absence Playbook here and receive written authorization from their supervisor 30 days prior to taking leave. Additional vacation hours do not accrue during this leave. We do comply with the federal 2023 Pregnant Workers Fairness Act (effective June 27th, 2023). Employee may choose a combination of these leave options:

Initiate a short term disability here at least 30 days prior to absence and receive 60% pay benefits directly from carrier. All 403b contributions are paused during disability. Maximum benefit is 12 weeks disability income after 7 day Elimination Period. Accrued vacation and/or APL time would only be used for the 7 day ‘Elimination Period’ and reported to Principal as income. Holiday pay is not received during this leave. Employer will pay the Employee’s portion of medical deductions (health/dental/vision) during an active short term disability claim. Employee is responsible for pre-paying any additional paycheck deductions prior to absence. This time counts towards annual FMLA. Preston Trail will pay your 40% gap pay after returning to work for 4 consecutive weeks.

Receive 100% pay directly from Preston Trail by using accrued vacation time and/or APL time. Employee’s portion of dependents’ benefits/payroll deductions are not interrupted or affected. This time off should be requested via www.eSelfserve.com and applied to the beginning of your leave (not the middle or end of your leave). This time counts towards annual FMLA.

Take 12 weeks of unpaid FMLA time by submitting Form WH-381 here. Employee is responsible for pre-paying any dependents’ benefits prior to leave (per your paycheck deductions). FMLA time is reduced by any time off taken using options 1 and 2 above.

Paternal Leave and/or Adoptions

All regular fulltime employees are eligible for leave in the period immediately following the birth or adoption of a child. If employee qualifies for Family and Medical Leave Act (FMLA), employer will continue paying employee’s portion of medical benefits. Employees must complete the Leave of Absence Playbook (click here) and receive written authorization from their supervisor 30 days prior to taking leave. Employee may choose:

Take 1 week of paid time off for Paternity Leave

Take 2 weeks of paid time off for Adoptions

Use accrued vacation and/or APL time for additional paid leave. Employee’s portion of dependents’ benefits/payroll deductions are not interrupted. This time off should be requested via www.eSelfserve.com and applied to the beginning of your leave (not the middle or end of your leave).

Take 12 weeks of unpaid FMLA time by submitting Form WH-381 here. Employee is responsible for pre-paying any dependents’ benefits prior to leave (per your paycheck deductions).

All paid time off counts towards FMLA time. 403b and HSA contributions cease during leave. The employee’s job is guaranteed upon return to work only after an absence of 1 week or less unless the employee qualified for FMLA.

Bereavement

Full-time and part-time employees will be eligible for up to three (3) days away from work, with pay, to arrange and/or attend the funeral of an immediate family member. Immediate family member for the purpose of this policy is defined as the employee's parents, grandparents, sibling, spouse, children and grandchildren (or in-laws). Bereavement pay will not be considered as hours worked for the calculation of overtime. Bereavement hours are requested via www.eSelfserve.com.

At the church's discretion, additional time may be granted upon the death of the employee’s parent, spouse or child with the approval of the employee’s supervisor. The approved paid leave of absence must not exceed 10 days. Additional time may be requested as unpaid, up to 10 additional days.

Extended Paid Leave (EPL)

Full-time and benefit eligible employees will be eligible for up to ten (10) paid days away from work for extreme medical or personal reasons after 6 months of employment. All APL and Vacation days must be exhausted first. Requests should be made 30 days prior to leave via www.eSelfserve.com with appropriate details. Approval is not guaranteed and must be received from an Executive Pastor. Physician ordered medical situations require written orders from the doctor with anticipated timeframe for returning to work. If leave is longer than 10 days, employee should apply for a Short Term Disability paid leave.

Leave without Pay

Preston Trail may grant a fulltime regular employee leave without pay under certain limited and exceptional circumstances. In order to be eligible for leave without pay, the employee must not be under any probationary status and must submit our Employee Leave of Absence Playbook here as soon as possible. When the need to leave is foreseeable, 30 days advance notice is requested.

Leave without pay is defined as a period in which an employee is granted time off without pay and vacation or sick leave is not used (and stops accruing). Reasons for which a leave without pay may be granted include military service, health issues, job related education, and personal reasons. Employees should reference the FMLA poster in their www.eSelfserve.com account for their employee rights under the federal Family & Medical Leave Act and more information.

The employee must request approval from an Executive Pastor for leave without pay. In reviewing any request for leave, consideration is given to the reason for the request, the employee’s length of service, prior work performance, prior leave record, and the needs of Preston Trail. Employees should make every effort to schedule FMLA leave in the least disruptive manner so as not to affect operations. An employee taking FMLA leave may be required to report periodically to the Church regarding their status and intent to return to work. An employee who fails to return to work at the expiration of the leave without an approved extension will be considered to have resigned. After an approved FMLA leave, the employee will be restored to the same or essentially-same position held before the leave.

During the period of an approved leave without pay, an employee’s enrollment in Preston Trail medical/dental insurance will be continued but the employee will be expected to pay the full cost of all benefits during any unpaid leave of absence unless FMLA eligible. Failure to pay the employee portion of the health insurance premiums in advance may result in the termination of coverage. Vacation and sick time will not be accrued during a period of leave without pay.

The Church's obligation to maintain health benefits stops when:

• An employee informs the Church of an intent not to return to work at the end of the leave period; or
• An employee fails to return to work when the FMLA entitlement is exhausted; or
• An employee's premium contribution is past due.

The Church will be entitled to recover premiums paid to maintain health insurance coverage for an employee who fails to return to work from leave.

Grow & Go Days

Preston Trail desires to help our employees grow and go professionally, spiritually and missionally.

Professional Grow & Go Days are for helping employees grow in their current and/or future role at Preston Trail. These include things like training events, professional meetings, conferences, workshops, educational courses and seminars. Professional Days also include outside speaking and other engagements directly related to an employee’s role at Preston Trail.

Spiritual Grow & Go Days include things like spiritual/discipleship training and growth opportunities, spiritual retreats, Preston Trail sponsored mission and other trips, and non-work-related ministry training/learning opportunities.

Preston Trail Mission Trips

As part of our grow-and-go strategy, Preston Trail offers mission trips worldwide in partnership with our Go Team. Staff may participate in one trip per year, with funding provided for up to two staff members per trip (subject to Go Funding availability). Participation is first-come, first-served. Each staff member attending will serve as a staff lead with a specific role.

Important Details:

• Part-time staff are eligible if their weekly budgeted hours are at least 20 hours
• Mission trip requests must be made 30 days in advance via www.eSelfserve.com and require SLT and Executive Pastor approval.
• Staff must be in good standing before applying.
• Time off for trips will be coded as spiritual grow-and-go hours.
• Staff must work with the Outreach Director on reserving the trip and using their divvy card for any trip related eligible expenses.

Missional Grow & Go Days are non-Preston Trail opportunities such as board meetings, speaking engagements, helping to facilitate trainings/conferences, conducting weddings and funerals, non-Preston Trail mission trips, and other Kingdom work beyond our doors (including jury duty).

For all types of Grow & Go Days, employees may be granted leave with pay for a reasonable period. Approval by the employee’s supervisor and SLT member is required, and time must be tracked in www.eselfserve.com. Approval of Grow & Go Days is subject to current employee performance, team/church needs and length of time requested. Paid time for Grow & Go days cannot exceed total normal daily/weekly work hours and should be requested 30 days in advance.

Jury Duty

Preston Trail recognizes that jury service is a civic obligation and provides paid leave for the period of jury service. Any employee who is called for jury service must upload a copy of the summons and work certificate (issued upon appearing) to their www.eSelfserve.com Documents section and inform their supervisor. Employees are expected to report for work on any day that the jury does not require their full-time services. Missional Grow & Go days must be requested as time-off in www.eSelfserve.com as soon as possible.

Military Service

Preston Trail satisfies its obligations under applicable law toward employees performing annual or other military service.

An employee who has completed at least one year of service and who is required to perform two weeks of annual military training will be granted paid leave for a period not to exceed ten working days per year. An employee who is granted a paid leave may retain any pay received for such military service.

An employee who has not completed at least one year of service when summoned for annual military training will be granted an unpaid leave for the period of military service.

Voting Time

Preston Trail complies with applicable laws regarding time off from work to vote. This policy applies to primaries and elections at the federal, state, and local levels.

Preston Trail’s normal hours of operation ordinarily provide employees with sufficient time to vote, either before the start of or after the end of the workday. In the event that an employee cannot reasonably vote before the start of or after the end of the workday, he/she will be allowed a reasonable time off without loss of pay to vote.

Insurance & Retirement

The benefits summary plans and carrier details are available in our broker’s portal here. You may login anytime throughout the year to access your benefits. However, insurance changes are only allowed during open enrollment and when you have a ‘Qualifying Event’ (retirement changes may be made during the year). Open enrollment is due annually before our Thanksgiving holiday, so please plan accordingly. Human Resources is available to answer any questions or concerns. All plan documents are located in the broker’s portal.

Health, Dental, & Vision Insurance

Life Insurance (Employer paid)

Disability Insurance (Employer paid)

EAP - Employee Assistance Programs (Employer paid)

Health Savings Account (high deductible plans)

403(b) Retirement Selection

* All benefits including Employer discretionary contributions to retirement plans, including percentage amounts and eligibility criteria, are subject to modification or discontinuation at any time, including during the plan year, at the discretion of the employer. *

Section 2: What you need to know about working at Preston Trail (Policies)

All organizations need to have policies in-place to ensure that employees are aware of what is expected of them. The following are policies you need to know to be successful at Preston Trail. Please read these carefully and let your supervisor know if you have any questions.

Getting Started

Probationary Period

The initial 90 days of employment with Preston Trail is considered a probationary period. This is a time for continuing instruction and review for the employee. Employment during the probation period is also at will.

Employee Orientation

The supervisor and Human Resources are responsible for the orientation of new employees. All questions about, phone/voicemail set-up, computer needs, supply needs, should be directed to the Office Manager. Questions regarding employee forms, benefit information, or payroll information should be directed to the Human Resources.

Attendance

Easter, Christmas and Event Attendance

Preston Trail staff members play an integral role in the success of key events. To ensure seamless execution, the following policy outlines expectations for staff participation during “All Hands On Deck” (AHOD) events designated by the Senior Leadership Team. These events include but are not limited to multi-service weekends like Easter and Christmas services. During these events, the Executive Pastor will determine critical service times where staffing is essential to provide a welcoming experience for guests.

Attendance Requirements

• Part-Time Staff:
• Required to work half of all services.
• Mandatory services will be designated by the Executive Pastor.
• Full-Time Staff:
• Expected to work all services for these events, except when attending their designated Smile First service.
• Smile First Services:
• All staff are encouraged to attend one Smile First service with their family.
• The Executive Pastor will communicate which services are designated as "Smile First" opportunities for staff to attend.
• Staff will coordinate with their manager to ensure their responsibilities are covered during this time.
• Exceptions:
• Staff members unable to meet the attendance or work requirements for these events must seek prior approval from both their SLT leader and the Executive Pastor.

Overtime Coordination for Non-Exempt Employees

• Non-exempt employees must coordinate their work hours with their supervisor before the event to ensure compliance with overtime policies.

Hours of Operation & Work Schedules

The Preston Trail offices are open Monday-Friday from 8:00 a.m. to 4:00 p.m.

Pastoral and Ministerial/Managerial Employees

The work schedules of Ministerial/Managerial employees may not always coincide with Preston Trail’s office hours. Ministerial/Managerial employees are expected to schedule their working hours consistent with the demands of their particular position, with the understanding that these working hours may include necessary evening meetings, weekend responsibilities, and activities outside Preston Trail’s office hours. Ministerial/Managerial employees may be exempt or non-exempt employees. Exempt employees are remunerated for the total responsibilities of their position and do not receive compensation for hours worked in excess of forty per week. Non-exempt employees are expected to enter their work hours daily using their APS eSelfserve.com login.

Support Staff Employees

Support staff employees may be exempt or nonexempt employees. Nonexempt employees may work 40 hours a week, with one hour for lunch. Time spent on personal matters during the workday does not count as hours worked toward the 40-hour workweek requirement. Every effort should be made to complete the required duties within a 40-hour work week. When overtime is necessary, the supervisor and staff should examine the situation together to determine whether there are performance, efficiency or workload issues and adjust the situation accordingly. If more than 40 hours are worked during a work week, overtime pay for non-exempt employees is 1.5 times the regular hourly rate of pay for all hours over 40 that are actually worked in a given work week. Vacation time, sick leave and approved holiday absences are not included in “hours actually worked.” All overtime (and hours above budgeted weekly hours) must be authorized in advance in writing by your supervisor and an Executive Pastor. Non-exempt employees are expected to enter their work hours daily via www.eSelfserve.com.

Absenteeism / Lateness

Punctuality and regular attendance are required of all employees. Both are considered in the evaluation of job performance. Excessive or habitual absenteeism and/or lateness will result in disciplinary action.

If an employee cannot report to work as scheduled, or cannot report on time, he or she must notify their supervisor as soon as possible, but in any event no later than 30 minutes before the scheduled start time. Failure to give adequate notice may result in disciplinary action. In the event of absences of more than one day, the employee must notify her/his supervisor at the beginning of each day of absence, unless the Human Resources Director expressly allows less frequent notification.

Telecommuting Policy

Generally, working from home is not allowed, but may be granted in specific cases for a limited time when it benefits organizational and departmental needs. Telecommuting is an alternative work arrangement available in cases where individual, job and supervisor characteristics are best suited to such an arrangement. Telecommuting allows an employee to work at home, on the road, or in a satellite location for all or part of their regular workweek. It is not an entitlement, nor is it a church-wide benefit. It is intended to enhance employee productivity, creativity and satisfaction. Telecommuting in no way changes the terms and conditions of at-will employment with Preston Trail. The availability of telecommuting can be discontinued at any time at the discretion of Preston Trail Community Church. (Telecommuting Policy and Procedures excerpt). All work from home arrangements must be clearly specified in writing and approved by both the employee's supervisor and an Executive Pastor.

General Information

Building Access and Procedures

An employee may receive a key to the Preston Trail offices. Keys are given for use by the employee only and should never be loaned out to anyone, including other partners or attenders of Preston Trail. There will be a fee for replacing any lost keys. All incidents occurring on site (or at off-site Preston Trail sponsored events) should be documented immediately by a staff member using our Incident Reporting Form here.

Staff expecting visitors after hours will be responsible for letting them in, and for notifying the Office Manager in advance of the meeting so it can be placed on the Building Calendar and communicated to building management.

Inclement Weather

In the event of inclement weather, the offices may close based on the Frisco School District and/or the employee’s local school district. A Teams message (and/or email) will be sent out to all employees if the office will be closed that day. Employees inquiring about whether the office will be open should first check their email or Teams. If email isn’t accessible, then call the office and a voicemail greeting will be recorded to inform callers of any change to the typical workweek.

In the event there are no special instructions on voicemail, and an employee still thinks there may be a reason the offices would not have normal hours, the employee should contact their supervisor to determine whether they should report to work. If there are certain deadlines and/or meetings that an employee has on a day the offices are delayed or closed, it is the employee’s responsibility to discuss those with their supervisor and communicate the status to all those involved.

Code of Conduct, Work Practices and Policies

Staff Relational Conduct

In order to help our staff have appropriate boundaries in their relationships with members of the opposite sex, we’ve developed the following guidelines:

Don’t ride alone in a vehicle with someone of the opposite sex

Always meet in a room with a window (uncovered) or with the door open

Meetings at church should be during office hours and/or when others are in the building

Meetings off-site should be at public places and in the open

When it comes to interactions with the opposite sex:

Treat them like your brother or sister

Don’t do or say things that you wouldn’t do or say if your spouse was present – includes phone, text, social media, etc.

When possible, include a third person

Employment of Relatives

Employees are prohibited from hiring or influencing the hiring of their relatives, and from having these individuals reporting within their direct command. Related employees may be hired and permitted to work at the same location, providing no direct Supervisory relationship exists. For purposes of this policy, relatives are defined as spouse, parents, stepparents, son/daughter, grandparents, grandchildren, brother/sister, step-children, aunts, uncles, cousins, nieces and nephews, and in-law relationships (including relationships by adoption or guardianship).

Personal or Romantic Relationships

Situations may arise where employee friendships develop into personal, romantic relationships or marriage. Romantic relationships between co-workers can create difficulties for the parties involved, Preston Trail, and even other employees.

When this occurs, the employees shall report the relationship to an Executive Pastor in writing. When this type of relationship occurs, it can affect employee morale by perceptions of favoritism and potential for violations of the sexual harassment policy. Therefore, reporting the relationship is mandatory.

If two employees marry or become involved in a romantic relationship which conflicts with this policy, one employee must either move to a different ministry position or find alternative employment within ninety (90) days (or sooner if the Executive and Senior Pastor(s) deems it necessary). Preston Trail reserves the right to ask one or more of the affected employees to immediately resign employment.

If the employees cannot agree as to which employee must move to a different ministry position or find alternative employment, the decision will be made by an Executive Pastor.

Access to Personal Records

Under most circumstances, employees are permitted to review their personnel file using their www.eSelfserve.com account. Preston Trail will ask for employees’ consent before releasing information to third parties, except where that release is required by law or court order. The Human Resources Director maintains all personnel records.

Employees are permitted to review their personnel file, with the exception of 1) information from references that was provided to Preston Trail with the understanding that it would be kept confidential, and 2) information that would violate the privacy of others if it were released.

Employee records may not be removed from the personnel file. The Human Resources Director is the only individual authorized to add confidential documents to a personnel file. Employees may add training certifications and/or transcripts at any time to their www.eSelfserve.com Documents section.

Employees are responsible for making sure information in their personnel file remains current. Name changes must be turned in to the Human Resources Director immediately. Other changes to address, dependents, tax exemptions, emergency contacts, and personal email addresses should be updated using via www.eSelfserve.com.

Open-Door Policy

Preston Trail has an open-door policy that encourages employee input in decisions that will affect them and their daily professional responsibilities. This policy also encourages employees who have job-related problems or complaints to talk them over with their supervisor. Preston Trail believes that employee concerns are best addressed through informal and open communication.

If for some reason your problem cannot be resolved, or if you are uncomfortable in discussing the problem with your supervisor, please feel free to meet with the pastor that oversees your ministry, or an Executive Pastor.

Preston Trail will attempt to keep all such expressions of concern, their investigation, and the terms of their resolution confidential. However, in the course of investigating and resolving concerns, some dissemination of information to others may be appropriate.

Distracted Driving Policy

Cell phones, e-readers, laptops and other mobile electronic devices are part of our daily lives.  However, using these tools while driving distracts the driver and can lead to accidents causing severe injuries or even death.  In order to reduce this safety risk and to protect Preston Trail employees and the public, the use of electronic devices (even hands free devices) while driving, whether the vehicle is in motion or stopped at a traffic light, is prohibited.  This includes, but is not limited to, answering or making phone calls, engaging in phone conversations, and reading or responding to emails or text messages.  This policy applies to the use of personal electronic devices when driving on Preston Trail business and the use of devices provided by Preston Trail at any time while driving.  If you need to use your phone while traveling, pull over safely to the side of the road or another safe location.

License to Carry Policy

Preston Trail prioritizes the safety of our staff, congregation, and guests. While we do not encourage staff to carry firearms on campus, we recognize that certain circumstances may call for it. These protocols outline the steps required for any staff member to be approved to carry a firearm on church property. Carrying a firearm on campus without following this process is strictly prohibited and may result in disciplinary action, up to and including termination. Staff members approved to carry acknowledge and agree that they do so voluntarily and assume full personal responsibility and liability for any use or misuse of their firearm. Preston Trail disclaims all liability to the fullest extent permitted by law.

Eligibility Requirements:

• Possess a valid License to Carry (LTC) issued by the State of Texas and uploaded to your www.eSelfserve.com account, and
• Be an active employee of Preston Trail for a minimum of six (6) months, and
• Maintain a positive standing on staff, demonstrating reliability, discretion, and alignment with church values.

Approval Process:

• Complete the Gatekeepers Security Program - includes all required training and evaluations through our approved Gatekeepers partnership.
• Interview with Preston Trail’s Security Team - Assessing readiness, temperament, and alignment with campus safety protocols.
• Final Approval - written approval must be granted by both the Security Director and the Executive Leadership Team and uploaded to your www.eSelfserve.com account.

Carrying Restrictions & Compliance:

• In compliance with Texas Penal Code §§30.05, 30.06, 30.07, and 46.035, no staff member may carry (open or concealed) on Preston Trail property until final written approval is granted.
• Carry permission may be revoked at any time at the sole discretion of Preston Trail.
• Approved staff must carry in a secure holster on their person at all times; firearms may not be left unattended or stored in unsecured locations.
• If a firearm is drawn, brandished, or discharged for any reason, security and law enforcement must be notified immediately and a Preston Trail Incident Form must be submitted (via Teams Staff Portal).

Using Church Resources

Church resources should only be used for official church business. Church resources shall not be used for personal reasons. This includes your Preston Trail issued email address. Other examples include supplies, postage, printing, and copying as well as other resources. In exceptional circumstances, employees that use church resources for personal business must immediately reimburse Preston Trail for the full cost of such resources. Questions regarding the cost of church resources should be directed to your supervisor. If you are issued a company credit card, you must adhere to the accounting policies and procedures below.

Policies and Procedures

Preston Trail has established clear policies and procedures as they relate to operations of the church. Your annual electronic signature for the handbook confirms your understanding of these policies. Staff members should adhere to the policies established and familiarize themselves with our internal Teams Staff Portal Resources section containing these policies:

• Incident Reporting form
• Serve Team Resources - Shepherding Leader Agreement: As Staff members, we want to set the example of living out the values of the Shepherding Leader Agreement, including investing in the Mission by tithing (10%) on our gross income.
• Creative Resources – Preston Trail Brand Guidelines
• Finance Resources - Credit Card Policies and Procedures, Accounting Policies & Procedures, Contract Labor, etc.
• Tech Resources
• HR Resources - Staff Kidcare Handbook, Summer Staff Childcare policies, eSelfserve portal & user guides, Abuse & Safety, Overtime for Nonexempt Employees, Payroll and Mission Trip Travel, etc.
• Operations Resources - 15 Passenger Van Driver Checklist, Emergency Procedures, Facility Use Guidelines, etc.

Staff must report any incident requiring medical assistance immediately using the Incident Reporting form above; non-medical incidents should be documented as well. Direct any questions to the Human Resources Director.

Regarding Travel expenses on approved Church business trips, we are to be good stewards of God's resources and as such are expected to find the best rates on all travel related expenses and to be frugal when making purchases. All contracts for any procurement of outside consultants or services must have the approval of an Executive Pastor prior to the execution of the agreement.

Personal Appearance

What a staff member wears as clothing and how he or she wears it communicates a message. When the message that is sent is unprofessional or immodest, such clothing can become distracting to other employees and reflect poorly on the church’s mission and values. Therefore, all employees are expected to use discretion in this area and to error on the side of modesty.

Computers and Communications

Preston Trail expects its employees to use Preston Trail’s computer systems and other technical resources in a manner consistent with Preston Trail’s policies and standards of conduct.

Employees should also be aware that they have no right of privacy with respect to any information maintained in or on Preston Trail’s premises or transmitted or stored through Preston Trail’s computer systems, e-mail, voice mail, fax, or other technical resources.

Staff Communication Guidelines

Both internal and external communication is essential to our mission. Responding appropriately and timely conveys to others they are valued and respected. The following guidelines will help us in this regard:

Internal:

• Use email and Teams messages to convey simple points or basic information. Anything that involves complex ideas or is corrective in nature should be reserved for face-to-face conversations.
• When sending messages to staff, please use Preston Trail email and Teams chat rather than text messages.
• Use Teams chat for internal group messages
• When responding to various communications during your regular work hours/week, please do so as soon as practical, but not exceeding the following:
• Email and phone calls: 24 hours
• Teams chat: As soon as possible/same day
• Set an out-of-office message (email/Teams Chat/Teams Texting) when on vacation or out of communication for extended periods of time. Include the date you will return and a contact person for those who need immediate assistance (name/contact info).

External:

• Use your Teams phone number to text church attendees, volunteers, etc.
• Use your Teams phone number on your email signature
• Provide your Teams phone number when you are pastor on call
• Only provide Teams phone number to non-staff members; do not share personal cell numbers. When sharing a staff members number with someone inside of the church, provide their Teams phone number

We expect you to read published and posted information and to attend monthly staff meetings (2nd Tuesdays monthly) in order to keep informed about our activities and the opportunities that are available to you.

Social Media & Blogs

In general, we view personal websites, social media pages and blogs positively, and respect the right of our employees to use them as an avenue of self-expression and outreach. If you choose to discuss matters in a digital space related to the church on your post or blog, please bear in mind that you are a Preston Trail employee, although you may view your site as a personal digital space, many readers will assume you are speaking on behalf of the church. In light of this possibility, Preston Trail expects our staff to observe the following important guidelines:

Preston Trail is a mission driven church, not an issue driven church. As a representative of Preston Trail, it is crucial to consider whether your digital presence is helping or hurting the mission of helping people find and follow Jesus Christ.

• Use Common Sense. Use common sense in all communications, particularly on a post accessible to anyone. What you post could potentially be grounds for dismissal. If you would not be comfortable with your manager, co-workers, or the executive team reading your words or looking at your pictures, do not post them.
• Respect Confidentiality.  Be sure that what you are sharing has been publicized on Preston Trail’s social media, app, www.prestontrail.org, or announced from the stage before posting it. When in doubt, check with the Creative Team first.
• Respect the Church and its Staff.  Since the internet is a public space, we expect you to be respectful to the church and our leaders, employees, volunteers and partners. Any employee who uses a personal post to disparage the name or reputation of the church, its practices, or its Pastors, officers, employees, volunteers or partners will be subject to serious discipline, up to and including immediate termination of employment.
• Respect Our Beliefs. If your personal post displays inappropriate images or reflects personal opinions or lifestyle choices that are contrary to Preston Trail’s beliefs, you may be subject to discipline, up to and including immediate termination of employment. For this reason, we encourage you to first seek guidance from your supervisor if you have any questions.

Spoken Words

In the New Testament book of James, the power of the tongue is compared to a spark that sets a forest blazing. The truth of this analogy is particularly important among our church staff. Our words have the power to bring healing or cause great damage. In all situations, be mindful of the power of your words, whether in church or non-church environments. Please avoid these situations:

• Making comments or remarks that are disparaging of the church or its leaders to outsiders.
• Engaging in “grapevine” gossip, untruths or speculations to the detriment of the church or the morale of its people.
• “Triangling” or speaking negatively about someone to a third party. If you have an issue with a fellow staff member or a volunteer leader, please go directly to that person for resolution.

Computer Network Restrictions

The Preston Trail computer network may not be used to disseminate, view or store commercial or personal advertisements, solicitations, promotions, destructive code (e.g., viruses, self-replicating programs, etc.), political material, pornographic text or images, or any other unauthorized materials. Employees may not use the computer network to display, store, or send (using e-mail or any other form of electronic communication such as bulletin boards, chat rooms, etc.) material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or otherwise inappropriate or unlawful. Furthermore, anyone receiving such materials must notify his/her supervisor immediately.

Copyright Infringement

Network users may not illegally copy material protected under copyright law or make that material available to others for copying. Employees are responsible for complying with copyright law and applicable licenses that may apply to software, files, graphics, documents, messages and other material you wish to download or copy. Employees may not agree to a license or download any material for which a registration fee is charged without first obtaining the express written permission of the network administrator of Preston Trail.

Communication of Proprietary Information

Unless expressly authorized by an Executive Pastor to do so, every user is prohibited from sending, transmitting, or otherwise distributing proprietary information, data or other confidential information belonging to Preston Trail.

Frivolous Use

Employees must not deliberately perform acts that waste computer resources or unfairly monopolize resources to the exclusion of others. These acts include, but are not limited to: sending mass mailings or chain letters, spending excessive amounts of time on the Internet, playing games, engaging in online chat groups, uploading or downloading large files, accessing streaming audio and/or video files, or otherwise creating unnecessary loads on network traffic associated with non-ministry-related uses of the Internet.

Virus Detection

Files obtained from sources outside of Preston Trail, including CDs or flash drives brought from home, files downloaded from the Internet, files attached to e-mail, and files provided by customers or vendors may contain dangerous computer viruses that may damage the Preston Trail computer network. Users must not download files from the Internet, open suspicious e-mail attachments from outsiders, or use CDs from non-Preston Trail sources without first checking for viruses. If you suspect that a virus has been introduced into the Preston Trail network, notify the network administrator immediately.

No Expectation of Privacy

Employees are given computers and Internet access to assist them solely in the performance of their duties. Employees should have no expectation of privacy in anything they create, store, send or receive using Preston Trail computer equipment. The computer network is the property of Preston Trail and may be used only for Preston Trail purposes.

Waiver of Privacy Rights

Every user expressly waives any right of privacy in anything he/she creates, stores, sends, or receives using Preston Trail’s computer equipment or Internet access. The user consents to allow designated Preston Trail personnel access to and review of all materials created, stored, sent, or received by user through any Preston Trail network or Internet connection.

Monitoring of Computer and Internet

Preston Trail reserves the right to monitor and log onto any and all aspects of its computer system including, but not limited to, monitoring Internet sites visited by users, monitoring file downloads, and all communications sent and received by users.

Blocking Sites with Inappropriate Content

Preston Trail reserves the right to utilize software that makes it possible to identify and block access to Internet sites containing sexually explicit or other material deemed inappropriate.

Conflict of Interest Policy

In a desire to preserve the integrity and trust between the staff and partnership/guests of Preston Trail Community Church the following policy.

Our objectives:

We strive to do what is right and to uphold our reputation for integrity in all activities.

Avoid actual or perceived conflicts of interest in relationships.

Comply with rules and regulations of government authorities.

Act in good faith, responsibly, and remain above reproach in all things.

The exchange of courtesies such as gifts, meals, and entertainment is a common business/ministry practice to express gratitude or create goodwill. However, employees should be sensitive to the possibility that such “courtesies” could result in a situation in conflict with the above objectives.

All employees, including regular and temporary employees must avoid involvement in situations that present a conflict of interest for Preston Trail. A conflict of interest exists when the interests of any employee, any member of her/his family, or any party, group, or organization in which she or he is actively involved may be seen as competing with the interests of Preston Trail.

Prohibited Relationships and Interests

An employee and any member of her/his family shall not accept any gift, entertainment, services, loans, or promises of future benefits from any person who, either personally or whose company, organization, or employees, might benefit, or appear to benefit, because of the employee’s connection to Preston Trail, unless such gifts, entertainment, service, loans, or benefit are disclosed in writing to an Executive Pastor. This policy does not apply to gifts and/or similar entertainment of nominal value, which for purposes of this policy shall be defined as less than $100.

An employee and any member of her/his family shall not perform, for personal gain, services to any supplier of goods or services to Preston Trail. This includes services as an employee, consultant, or in any other capacity that promises compensation of any kind, unless the facts of such transaction or contracts are disclosed in writing to an Executive Pastor.

An employee and any member of her/his family shall not have any beneficial interest in, or substantial obligation to, any supplier of goods or services to Preston Trail, unless the interest has been fully disclosed in writing to an Executive Pastor and an Executive Pastor has determined that such an interest does not give rise to conflict of interest.

An employee and any member of her/his family, acting individually on behalf of any group, organization, or business to which she/he has allegiance, shall not utilize her/his position on the staff for personal, professional, political or monetary gain.

An employee and any member of her/his family shall not use for personal advantage or for the advantage of any private business, or other business organizations confidential information or material acquired in the discharge of her/his duties (such as rosters, mailing lists, telephone directories, and the like).

Disclosure

All employees shall annually disclose to an Executive Pastor, in writing, any direct or indirect benefits they or members of their family are receiving or will receive as a result of an agreement Preston Trail Community Church has with any outside party.

Any possible potential conflict of interest, no matter how insignificant it may appear, shall be disclosed in writing to an Executive Pastor prior to taking any action that would give rise to the potential conflict of interest.

Confidentiality Policy

Employees often learn confidential and restricted information regarding Preston Trail operations, personnel, partners, and attendees. This may include information regarding Preston Trail’s budget, payroll, attendee contributions or donation records. In addition, employees may receive confidential information regarding the personal, mental, emotional, physical, familial and marital status of other employees, partners or attendees.

Such information should only be discussed with other Preston Trail employees on a need-to-know basis when absolutely necessary to job performance. This information should never be discussed with any unauthorized individuals either inside or outside of Preston Trail.

Employees must take every effort to restrict access to confidential financial and confidential personal information. This includes the following steps:

• Keeping the information in locked file drawers.
• Restricting computer information to password protection access.
• Locking office doors containing information, and if no lock is available, returning the information to lock file drawers.
• Keeping the information in file folders or envelopes and not leaving such information in plain view on tables, desktops or computer screens.

By using any Preston Trail data or applications to access contact or small group information you can access personal information about people at Preston Trail Community Church (Preston Trail). As you will be able to access contact information for people you do not know, we are asking every employee and volunteer to submit a copy of this page as their agreement with Preston Trail’s Confidentiality Statement (see below).

With regards to online access, this means that you will evaluate your purpose and motivation for using any of the contact information. Though you may find contact information for many people at Preston Trail, you will not use that data for any non-ministry purposes (including personal purposes such as party invitations or business contacts). The contact information is to be used solely for ministry purposes during your employment at Preston Trail.

Statement:

With this handbook acknowledgement, your acknowledge that the disclosure of confidential information could be prejudicial to individuals and/or Preston Trail and contrary to its interests. Accordingly, you will respect the confidentiality of such information and will agree not to discuss nor disclose it to any person and not make any use of such information for any purpose whatsoever other than in the execution of my functions for Preston Trail, except with the express, prior consent and instructions from authorized personnel at Preston Trail. This shall continue to have full effect notwithstanding the ending of my position with Preston Trail.

The term “confidential information” includes among other things any names, requests for support, financial commitment or donations to the church. Proprietary information is information that is owned by the church and is private. You may or may not know that in the course of a business day you may have access to much information that needs to stay private and within Preston Trail. This policy prohibits unauthorized use and dissemination of proprietary information such as donor lists, member information, financial information, business plans and models and information related to our church business operations.

If you have any questions regarding this policy, please contact your supervisor.

Intellectual Property Policy

Recognizing that Preston Trail is blessed with a staff of individuals with high integrity, and that it is the on-going responsibility of each staff member to ensure that the Preston Trail ministry objectives are being fully met, the following policies are to be followed in the creation and ownership of Intellectual Property.

Works Made for Hire: a work prepared by an employee within the scope of his or her employment or a work specially ordered or commissioned.

In accordance with the 1976 Copyright Act, a work prepared, written or composed etc., by an employee, at the direction of Preston Trail, is considered to be authored by Preston Trail and accordingly, Preston Trail will own all of the rights comprised in the copyright.

Any work prepared, written or composed etc. by a creator/employee, in any one of these circumstances will result in church ownership, even if not directed by Preston Trail:

If intellectual property is created by a creator/employee, in the course of scope of employment; or

If intellectual property is created on church time, with the use of church facilities, church staff or church financial support; or if intellectual property is commissioned by the church pursuant to a signed contract or if it fits within the definition of “work made for hire” as defined by 1976 Copyright Act.

If the intellectual property is commissioned by the church, is created on church time, or with the use of church facilities, financial support, and/or property, and /or with the assistance of church staff. In such event, the employee/creator shall be obligated to execute all necessary documentation evidencing ownership by Preston Trail of the intellectual property thus created, including an assignment, if applicable.

An exception to this policy may be granted and will stipulate in a written agreement between the creator/employee and an Executive Pastor the following:

The agreement at a minimum shall include:

Preston Trail’s right to use the intellectual property indefinitely at no cost.

It is understood that the creator/employee, after retaining ownership of the intellectual property, does not have the right to sell exclusive rights of the property to another party without Preston Trail’s written consent.

The created property will be available to Preston Trail for use.

Preston Trail reserves the right to include in the agreement a predetermined share in future royalties, profits derived from the copyright payable to Preston Trail.

In accordance with IRS interpretation, sermons are not considered works for hire. Thus the church does not have a claim in their ownership, except for the sale of audiotapes, Compact Discs, DVD’s or distribution through electronic means such as MP3’s, Podcasts, Video-Podcasting or Streaming of the sermons by the Preston Trail’s Media Ministry. Publication or distribution of works based on sermon material by a Pastor should be accomplished at the Pastor’s expense, and time in such a way as to not interfere with the performance of the job for which they were hired.

Abuse Prevention Policy

Preston Trail is committed to providing a safe environment for children and students. Child abuse and neglect include physical or mental injury, sexual abuse, negligent treatment, or maltreatment. Sexual abuse is defined as the use, persuasion, or coercion of any child to engage in any sexually explicit conduct (or any simulation of such conduct).

It is against the law and against Preston Trail’s policy and values for any volunteer or employed staff, male or female, to physically, sexually, or mentally abuse or neglect any child. All employees and volunteers must pass a background check prior to working with minors at Preston Trail every two years.

Preston Trail reserves the right to refuse partnership, to dismiss, or to exclude from affiliation with Preston Trail any volunteer or employee who is or has been convicted of child abuse or neglect of any child.

Preston Trail will neither condone nor tolerate:

· Infliction of physically abusive behavior or bodily injury upon any child.

· Physical neglect of children, including failure to provide adequate safety measures, care and supervision in relation to church activities.

· Emotional mistreatment of children, including manipulation, verbal abuse, and/or verbal attacks.

All complaints of child abuse or neglect of a child must be reported to your supervisor and to the Executive Pastor for immediate resolution.

For Safety and Abuse mandated reporting guidelines, visit here.

Harassment

Preston Trail prohibits all forms of harassment, including sexual harassment. Sexual harassment includes:

Unwelcome sexual advances.

Requests for sexual favors.

Verbal or physical conduct of a sexual nature that is intended to or actually interferes with a person’s work performance, or that is intended to or actually creates an intimidating, hostile, or offensive work environment.

Preston Trail prohibits sexual and other harassment of all employees, whether by supervisor, co-worker or volunteer and of its employees towards partners or guests. It does not matter whether the harasser and the person to whom the harassment is directed are of the same or of the opposite sex, or of the same or of a different race.

Sexual harassment also encompasses other actions that create a hostile, offensive, or intimidating work environment. Such actions can include, for example: inappropriate or overly familiar touching; sexual innuendoes; obscene gestures; jokes and remarks of a sexual nature, especially where exposure to such conduct has the purpose or effect of substantially interfering with an individual’s work performance or ability to do her/his job. Similarly, racial harassment can include jokes and remarks of a racial nature, especially where exposure to such conduct has the purpose or effect of substantially interfering with an individual’s work performance or ability to do her/his job.

Sexual harassment and other types of harassment are a form of misconduct that undermines the integrity of the employment relationship and are incompatible with the values, traditions, and purposes of Preston Trail Community Church.

Complaint Procedure

You should immediately report, verbally and in writing, conduct that you believe is harassing to you to an Executive Pastor and/or the Human Resources Director, regardless of the position held by the person engaging in the behavior to which you object.

Confidential Investigation

All complaints of harassment will be investigated promptly and thoroughly. Complaints will be treated confidentially to the extent possible in conducting a thorough and fair investigation.

If the investigation confirms the validity of your complaint, prompt remedial action will be taken to stop the harassing conduct and prevent it from recurring. Remedial action may consist of disciplinary action against the harasser, up to and including termination of employment.

No Retaliation

Preston Trail will not tolerate retaliation or discrimination against any person who complains, in good faith, about conduct that she or he believes to be harassment.

Substance Abuse Policy

Preston Trail is firmly committed to providing a safe workplace and promoting high standards of employee safety and health. Employee involvement with alcohol and other drugs can take its toll in the work place by increasing absenteeism, lowering productivity and morale, and undermining the safety and health of employees and the public.

Employees are prohibited from possessing, selling, transferring, purchasing, using or being under the influence of illegal drugs at any time on Preston Trail properties or while on Preston Trail business. The use or possession of illegal drugs constitutes criminal activity and is totally unacceptable. Employees are also prohibited from being under the influence of alcohol at any time on Preston Trail properties or while on Preston Trail business.

Definitions

For purposes of this policy, the terms "drug," "drugs," or "substance" include, but are not limited to:

Illegal drugs (including but not limited to amphetamines, barbiturates and other hypnotics, cocaine, heroin, morphine, codeine, methadone, PCP, hallucinogens, and marijuana)

Controlled substances

Designer drugs

Synthetic drugs

Inhalants

Unauthorized prescription medication (medication for which the employee does not have a proper prescription where one is required by law or which is not used according to a physician’s instructions)

Drug paraphernalia

Other substances that alter one’s senses or could affect one’s ability to function on the job

For purposes of this policy, Preston Trail’s "premises" include its church site and other locations where Preston Trail programs are being conducted.

Over-the-Counter and Prescribed Medications

Employees are responsible for learning of the possible effects of prescription and over-the-counter medications they intend to use while working. Employees must promptly inform their supervisor of such use and of the possible side effects of these medications.

Prescribed medications must be in the employee’s name, be less than one year old, and be carried in their original containers. Preston Trail may, in its discretion, restrict or change an employee’s duties while she or he is working under the influence of any over-the-counter or prescribed medication.

Treatment

An employee who is found to violate Preston Trail’s policy against substance abuse will be required to participate in rehabilitative treatment. An employee’s refusal to participate in the rehabilitation or to comply with any other condition for continued employment will result in termination.

Drug Testing

At this time, Preston Trail does not have a substance-testing program in effect. However, Preston Trail reserves the right to implement a testing program.

Reasonable Accommodation

Preston Trail may reasonably accommodate the needs of any employee who is participating in or has successfully completed a supervised drug rehabilitation program or alcoholism recovery program and is no longer engaging in the illegal use of drugs or abuse of alcohol. Nevertheless, any employee for whom such an accommodation is made is expected at all times to continue to satisfy her or his job requirements.

Performance Reviews and Background Checks

All employees will receive a performance review at least annually. Background checks will be rerun every 2 years and automatically requested via email from Checkr.com (please check your Spam folder if you do not successfully receive this request).

Preston Trail grants compensation increases on the basis of job performance, and increases are not guaranteed. We consider the following factors when determining a performance-based compensation increase:

• Church budget available for any increases.

Employee's overall job performance over the previous twelve (12) months.

Performance of employee's entire team in meeting both the annual ministry objectives and the church’s overall goals.

Employee's compensation in relation to comparable salaries in like positions inside & outside the organization.

Changes in the cost of living.

In addition, a salary increase may or may not be granted if an employee is promoted or given substantially new responsibilities. Preston Trail reserves the right to revise and update your job description from time to time, as it deems necessary and appropriate.

Discipline Process

It may become necessary for an employee and supervisor to address a problem by identifying unacceptable behavior and establish a clear plan for correcting the issue. It is our desire that every employee is successful and the supervisor is committed to addressing any performance or behavior issues as quickly as possible. A supervisor will usually implement the formal Discipline Process after informal attempts through coaching to resolve the situation have been unsuccessful. The following is an outline of the discipline process:

• Verbal Warning: This is a formal step to inform an employee of what rule has been stretched or broken or what work performance falls short of the required mark. The supervisor will clearly communicate what improvement(s) must be made and will explain the consequences of another infraction. The supervisor will email Human Resources in writing documenting this conversation.
• Written Warning: The supervisor will meet with the employee and document the problem in writing. The supervisor will describe what the employee must do to improve their performance and the consequences for not performing as required. The employee will be asked to sign the written warning form and a copy will be sent to Human Resources for uploading to the employee's www.eSelfserve.com Documents section.
• Dismissal: If the employee continues to perform poorly, his/her services will be terminated.

Disclaimer

All personnel must realize that the steps in the Discipline Process serve as general guidelines and are not mandatory. There are varying degrees of seriousness that pertain to performance and/or infractions of policies. There are certain instances where conduct and/or performance are of such a serious nature that immediate termination, without prior warning or consultation, may be the justified course of action.

Dispute Resolution

For all disputes in any manner arising out of or relating to a current or former employee's employment relationship with Preston Trail, Preston Trail and its current and former employees agree to first attempt to resolve all disputes through a good faith consultation between the current or former employee and two representatives of the Elder Team. If such dispute is not resolved during this good faith consultation, Preston Trail and the current or former employee agree to submit the dispute to non-binding mediation administered by Endispute/Judicial Arbitration and Mediation Services. In the event the mediation does not resolve the dispute, such dispute will be finally resolved by binding arbitration by Endispute/Judicial Arbitration and Mediation Services under its arbitration rules. Each party agrees to pay its own fees, costs and expenses during the Dispute Resolution process described here.

Severance Policy

Either Preston Trail or an employee may initiate separation of employment at any time. Separations initiated by Preston Trail are classified as involuntary terminations and separations initiated by the employee are classified as voluntary terminations. A written resignation notice must be submitted to your supervisor and Human Resources for voluntary terminations.

Ministerial and managerial employees resigning from Preston Trail should give a minimum of one month’s written notice before leaving. Support staff employees resigning from Preston Trail should give a minimum of two weeks’ written notice before leaving.

At the discretion of Preston Trail, an employee’s resignation may be accepted immediately and the employee paid for the days worked. The employee may also be asked to continue working during the notice period. In the event the employee is asked to continue working, but declines to do so, Preston Trail will not pay the employee for time not actually worked.

No vacation or All Purpose Leave will be approved during an employee’s notice of termination period. The notice period will be considered to be two weeks for Support Staff and one month for Pastors and Ministerial/Managerial Staff.

Reference Requests

From time to time, Preston Trail staff may be asked to provide a reference request. Reference requests are either personal or job specific in nature. Any staff member may provide a personal reference as long as no job performance is discussed. All job references should be directed to the supervisor who may only confirm the dates and position of the previous employee. Before ADDITIONAL DETAILS can be disclosed, you must contact Human Resources to initiate a signed release form.

All employer 403b contributions cease as of employee’s separation date.

Exit Interview

All separating employees are required to complete the Preston Trail Exit Playbook here. Supervisors are to complete the Employment Separation for Supervisors Playbook from our staff portal here.

Employees will be advised of benefit plan provisions and conversion options during the exit interview. Employees must return all property belonging to Preston Trail at this time. Any advances or advance for petty cash funds will be accounted for upon termination. If necessary, deductions will be made from the final paycheck, this includes the wages for any used/unearned vacation taken but not earned (see Vacation policy).

Employees who retire early, resign, or are released from employment for any reason may not receive payment for vacation time earned, but did not take. Preston Trail does not pay for unused All Purpose Leave or Bereavement time.

Section 3: What the Government wants you to know about working at Preston Trail

This section includes various government laws or regulations you should be aware of that relate to all employees. Please contact your supervisor if you have any questions.

Employment At Will

Employment between Preston Trail Community Church and its employees is at will. This means that employment exists as long as both Preston Trail and the employee determine that the relationship is in their respective best interests. Employees can resign at any time for any reason. Preston Trail requests that employees provide advance written notice of their resignation (see Severance Policy). Similarly, Preston Trail can terminate an employee at any time for any reason.

Equal Opportunity Employment

Preston Trail is committed to equal employment opportunity for all qualified persons, without regard to race, color, ancestry, national origin, sex, marital status, physical disability, mental disability, medical condition, or age, to the extent required by law. This applies to all employment practices, including hiring, promotions, training, disciplinary action, termination and benefits. Preston Trail Community Church is a religious organization and reserves the right to hire based on religious beliefs.

Employee Status

Exempt Employees are employees who are exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act (Wage-Hour Law), as amended.

Nonexempt Employees are employees who are not exempt from the minimum wage, overtime, and time card provisions of the Fair Labor Standards Act, as amended. These employees receive overtime pay for hours worked over the applicable number of hours per workweek (see Support Staff under Hours of Operation and Work Schedules).

Employee Classifications

Categories as established by Preston Trail are:

• Regular, Full-time Employee. Employees who work on a fulltime basis (40 hours or more a week).
• Regular, Part-time- Employee. Employees who are scheduled to work less than thirty(30) hours per week.
• Seasonal / Temporary Employee (i.e. Interns). Employees employed on a fulltime or part--time basis (governed by their offer letters) for a specific period of time not to exceed 10 consecutive months. These employees are not eligible to participate in Preston Trail benefit programs unless qualifying under ACA terms.-
• Intern. An individual approved by the Management Team, under the direction of a Pastor who performs various ministry functions for a pre-determined amount of time. These employees are not eligible to participate in Preston Trail benefit programs unless qualifying under ACA terms.
• Casual Employee. Employees employed to work generally less than 1,000 hours per 12-month calendar year, on an irregular, infrequent, or on an “as-needed” basis. These employees are not eligible to participate in Preston Trail benefit programs unless qualifying under ACA terms.
• Probationary Employee. Any employee during their first 180 days of employment, or any approved extension of the probationary period.

Position types as established by Preston Trail are:

• Sr. Pastor: Employees whose primary duties consist of management and direct ministry responsibilities for the church at large.
• Pastoral Staff: The Pastoral staff is an ordained, licensed or commissioned minister and viewed as a leader of the church by the church body. The individual performs services in the "control, conduct, or maintenance of the religious organization" under the authority of Preston Trail Community Church. In addition, the Pastor performs baptisms and administers communion. Their primary duties consist of management level or direct ministry responsibilities for a ministerial department. In some, but not all cases, these employees are directly supervising other employees. If a Housing Allowance is provided, an annual amount must be submitted here and annually approved by the Elders or CFO each year.
• Ministerial/Managerial Staff: Employees whose primary duties consist of management level or direct ministry responsibilities for a ministerial or administrative department. In some, but not all cases, these employees are directly supervising other employees.
• Support Staff: Employees whose primary duties consist of providing administrative or technical support for a ministry or administrative department.

Confidentiality Agreement & Employee Acknowledgements

Confidentiality Agreement

Employees often learn confidential and restricted information regarding Preston Trail operations, personnel, partners, and attendees. This may include information regarding Preston Trail’s budget, payroll, attendee contributions or donation records. In addition, employees may receive confidential information regarding the personal, mental, emotional, physical, familial, and marital status of other employees, partners or attendees.

Such information should only be discussed with other Preston Trail employees on a need-to-know basis when absolutely necessary for job performance. This information should never be discussed with any unauthorized individuals either inside or outside of Preston Trail. Any questions regarding this policy should be directed to your supervisor.

Employee Acknowledgment

This employee handbook contains important information about Preston Trail Community Church. I understand that I should consult my supervisor or Human Resources if I have any questions that are not answered in the handbook.

I also acknowledge that revisions to the handbook may occur at any time. This includes revisions to the employee benefits currently provided to Preston Trail employees, including increases in insurance premiums and/or employee contributions to benefits plans.

I understand that there is no specified length of employment with Preston Trail. Either Preston Trail or I can terminate the relationship at will, with or without cause, at any time.

Harassment Acknowledgment

I have read and understood Preston Trail’s policy against sexual and other harassment. I understand that Preston Trail will not tolerate harassment of any kind, and that I must immediately report to the proper persons any conduct that I believe to be sexually harassing or otherwise harassing. I also understand that in addition to the proper persons, there are several other people at Preston Trail to whom I can make a confidential complaint of harassment, including sexual harassment.

Social Media & Blogs

In general, we view personal websites, social media pages and weblogs positively, and respect the right of our employees to use them as an avenue of self-expression and outreach. If you choose to identify yourself as a Preston Trail employee or to discuss matters related to the church on your website or weblog, please bear in mind that, although you may view your site as a personal project, many readers will assume you are speaking on behalf of the church. In light of this possibility, Preston Trail expects our staff to observe the following important guidelines: Include a Disclaimer, Respect Confidentiality, Respect the Church and its Staff, Respect Our Beliefs, and Use Common Sense. (See handbook for details.)

My electronic signature in my eSelfserve.com account acknowledges that I have received and read this entire handbook, including, but not only, the:

Statement Regarding Employment at Will

Employee Acknowledgment Form

Conflict of Interest Policy

Policy Against Harassment

Confidentiality Agreement

Beliefs Statements