st. peter's episcopal church & school · 1.1 welcome to st. peter’s episcopal church,...

St. Peter's Episcopal Church & School Employee Handbook

Originally Approved: January 1, 2003

Revised & Approved: November 19, 2012 Revised & Approved: December 20, 2018

Effective: October 1, 2019

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Table of Contents

1 Introduction

1.1 Welcome 1.2 Vision Statement 1.3 Mission Statement 1.4 History 1.5 Handbook Purpose 1.6 Role of the Rector

2 Employment

2.1 Equal Opportunity 2.2 Americans with Disabilities Act (ADA/ADAAA) 2.3 Recruitment and Selection Process 2.4 Employment of Relatives 2.5 Background Checks 2.6 Work Eligibility 2.7 Hiring and Onboarding 2.8 Introductory Period 2.9 Performance Evaluations

3 Employee Classifications

3.1 Temporary Employees 3.2 Part-Time and Full-Time Employees 3.3 Exempt and Non-Exempt Employees

4 Hours, Pay, and Employee Records

4.1 Hours of Work 4.2 Paydays 4.3 Employee Records

5 Employee Benefits

5.1 Employee Benefits Introduction 5.2 Paid Time Off (PTO) 5.3 Health Insurance 5.4 Family and Medical Leave (FMLA) 5.5 Military Leave 5.6 Bereavement Leave 5.7 Jury Duty 5.8 Workers’ Compensation Insurance 5.9 Pension and Retirement Plans 5.10 Discounts

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5.11 Auto Mileage

6 Safety & Use of Company Property

6.1 Workplace Safety 6.2 Workplace Security 6.3 General Use of Facilities & Equipment 6.4 Cell Phones and Driving 6.5 Internet Technology Security Awareness and Acceptable Usage

7 Workplace Conduct

7.1 General Ethical Conduct 7.2 Marriage and Relationships 7.3 Social Media 7.4 Professional Conduct 7.5 Sexual and Other Unlawful Harassment 7.6 Harassment and Abuse Prevention 7.7 Violence Prevention 7.8 Weapons Policy 7.9 Drug and Alcohol Policy 7.10 Smoking Policy

8 Employee Relations

8.1 Employee Grievances 8.2 Non-Retaliation Policy 8.3 Ending Employment

Appendix

A Handbook Acknowlegdement Form B Internet Technology Security Awareness and Acceptable Usage C Code of Conduct for Protecting Youth D Code of Conduct for Persons Who Have Pastoral Relationships

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1 Introduction

1.1 Welcome 1.2 Vision Statement 1.3 Mission Statement 1.4 History 1.5 Handbook Purpose 1.6 Role of the Rector

Matthew 7:24-25

"Every one then who hears these words of mine and does them will be like a wise man who built his house upon the rock; and the rain fell, and the floods came, and the winds blew and beat upon that house, but it did not fall, because it had been founded on the rock.”

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1.1 Welcome to St. Peter’s Episcopal Church, Lake Mary

Welcome! We are honored that you have been called and selected to join our ministry and mission teams. St. Peter’s Episcopal Church, Lake Mary (St. Peter’s) first began worship services in 1984 when our founding members held our first service in the Lake Mary Elementary School cafeteria. Since then, we have built our campus on Rinehart Road, provided a Christ-centered Preschool and Kindergarten, after school programs, day camps and summer camps. We have been serving in our local community and abroad for over 30 years. Again, welcome to our team. We hope you will share the Joy in all that you do!

1.2 Vision Statement

“Building Lives on the Rock of Jesus Christ” Our vision is to see lives transformed by building them upon Jesus Christ, the Rock.

“Jesus said to [his disciples], ‘But who do you say that I am?’ Simon Peter replied, ‘You are the Christ, the Son of the living God.’ And Jesus answered him, ‘Blessed are you, Simon son of John! For flesh and blood has not revealed this to you, but my Father who is in heaven. And I tell you, you are Peter, and on this rock I will build my church, and the powers of death shall not prevail against it.’” Matthew 16:15-18 "Everyone then who hears these words of mine and does them will be like a wise man who built his house upon the rock; and the rain fell, and the floods came, and the winds blew and beat upon that house, but it did not fall, because it had been founded on the rock.” Matthew 7:24-25

When a household of faith is founded on the Rock of Jesus Christ, we believe that household produces the following characteristics, or family traits in its members. Those who join St. Peter’s are expressing their commitment to be a people who:

Invest in their faith Invest in others Invest in our church

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1.3 Mission Statement

We will build this house on The Rock with these four pillars, or disciplines: 1. Public Worship 2. Private Prayer 3. Christian Discipleship 4. Community Life

We also have two outreach missions located on our campus, St. Peter’s Preschool and Kindergarten and MaxLife Afterschool Programs, Day Camps and Summer Camps.

St. Peter’s Preschool and Kindergarten’s mission is to demonstrate and teach God’s greatness by providing our children a safe and loving Christian environment in which to learn, grow, and thrive.

MaxLife, a community outreach ministry, is professionally committed to provide a trusted environment that promotes fun and wholistic growth in everyone. Our vision is to see all people become exactly who God created them to be – living life to the max.

1.4 History of St. Peter’s

According to the records of the Episcopal Diocese of Florida (now the Diocese of Central Florida), Episcopal services were conducted in the Lake Mary, Florida area by circuit riding priests in the latter part of the 19th century. It was not until about 100 years later, however, that because of the substantial growth in the northwest part of Seminole County, the Right Reverend William Folwell, Episcopal Bishop of Central Florida, decided that it was time to establish a permanent mission in Lake Mary.

On June 17th, 1984, a small group of interested Episcopalians met at the Lake Mary home of Julia Chase and signed a petition to the Bishop to organize a mission in Lake Mary. Bishop Folwell speedily approved the petition to form a new mission, and Fr. Robert Anderson was appointed as organizing vicar and priest in charge. The first service was conducted September 16, 1984 in the Lake Mary Elementary School cafeteria.

In 1985, less than eight months after opening our doors, we received approval from the Diocesan Board to purchase 6.6 acres of property on Rinehart Road. St. Peter’s first Youth Group was organized that same year.

During the construction process, St. Peter’s' parishioners worked side-by-side with our contractors. We held work parties on site for 45 consecutive days during early 1988. On Easter Day, April 3rd, 1988, St. Peter’s held their first service in the new facilities. Over

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300 guests and members attended the service, which included welcoming our two first newly baptized members.

On May 13, 1990 Fr. Beverly Barge celebrated his first communion and preached his first sermon at St. Peter’s Church. Late in 1990, St. Peter’s joined two Sanford churches in establishing “Grace and Grits”, a ministry to the homeless and needy in the central Sanford area, and which provided a free hot meal on Wednesday evenings.

At about the same time, St. Peter’s accepted the challenge to build a mission church in the remote village of Quince de Enero, Honduras. In June, 1991, 17 members of St. Peter’s traveled to Honduras, to assist in the completion of the church, and to participate in the dedication ceremonies.

In September 1993, St. Peter’s Preschool and Kindergarten officially opened its doors and welcomed the first weekday students to our campus.

On August 15, 2001, at a service of Celebration of a New Ministry, Rev. Charles Holt was inducted as the third Rector of St. Peter’s Church, Lake Mary.

In June2013, we held out first MaxLIfe Camp for elementary age students. This outreach continues to provide afterschool, day camp, summer camp and other community outreach programs.

In 2017, St. Peter’s welcomed Fr. Chris Braithwaite as our interim Rector during the search process.

On January 1, 2019, Fr. Jeremy Bergstrom became our fourth Rector. He was installed by Bishop Gregory O. Brewer at the Celebration of New Ministry on January 19, 2019.

1.5 Handbook Purpose

In this handbook, we will introduce you to our history, vision and mission. We expect you to incorporate that information into your day-to-day job performance, striving to share the love and joy of Christ in all you do.

This Handbook is designed to familiarize you with the privileges, benefits and responsibilities of being a staff member associate with St. Peter’s Episcopal Church. Please understand that this handbook can only highlight and summarize our policies and practices. For detailed information, please speak with your supervisor or team leader.

At St. Peter’s, as in the rest of the world, circumstances are constantly changing. As a result, we may have to revise, rescind, or supplement these policies from time to time. Nothing in this handbook is a contract of promise. The policies can change at any time, for any reason, and without warning.

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We value input and feedback. If you have any suggestions for ways to improve this Handbook or employee relations in general, please feel free to speak with your supervisor, team leader or the Rector.

This handbook is superseded by the Constitution and Canons of the Episcopal Church, as well as by those of the Diocese of Central Florida, by the Articles of Incorporation and the By-Laws of St. Peter’s Episcopal Church.

All employees are required to sign the Handbook Acknowledgement Form (Appendix A) at the end of this handbook or separate copy received from your supervisor or manager.

1.7 Role of the Rector

In Accordance with the Constitutions and Cannon of the Episcopal Church, Canon III 9.5.b.1 states It shall be the duty of the Rector to ensure all persons in their charge receive Instruction in the Holy Scriptures. The staff of a congregation serve under the spiritual direction of the Rector. This includes the authority to employ, direct, and evaluate any staff. The Rector may delegate that authority to a staff member, the Vestry, or a committee thereof. Although a Committee may counsel within the screening and hiring process, the actual appointment remains solely in the hands of the Rector or designee. In the absence or incapacitation of the Rector, the Senior Warden is the responsible officer for the administration of the parish. The employment of School staff members is delegated by the Rector to the Director of the School. The employment of MaxLife staff members is delegated by the Rector to the Director of MaxLife.

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2 Employment

2.1 Equal Opportunity 2.2 Americans with Disabilities Act (ADA/ADAAA) 2.3 Recruitment and Selection Process 2.4 Employment of Relatives 2.5 Background Checks 2.6 Work Eligibility 2.7 Hiring and Onboarding 2.8 Introductory Period 2.9 Performance Evaluations

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2.1 Equal Opportunity

St. Peter’s provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

2.2 Americans With Disabilities (ADA/ADAAA)

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA) are federal laws that require employers with 15 or more employees to not discriminate against applicants and individuals with disabilities and, when needed, to provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.

St. Peter’s complies with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, we do not discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

When an individual with a disability requests accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, he or she will be given the same consideration for employment as any other applicant.

St. Peter’s will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes:

a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation

or if the accommodation creates an undue hardship to St. Peter’s.

Contact you supervisor with any questions or requests for accommodation.

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All employees are required to comply with the company’s safety standards. Current employees who pose a direct threat to the health or safety of themselves or other individuals in the workplace will be placed on leave until an organizational decision has been made in regard to the employee’s immediate employment situation.

2.3 Recruiting and Selection Process

Selection of a Rector The selection of a Rector is governed by The Canons of the Episcopal Church, III 9.3 and the Vacancy and Search Procedures of the Diocese of Central Florida. The Vestry shall form a Search Committee that shall conduct a confidential search in accordance with Diocese procedures. The Search Committee recommends its candidate to the Vestry. The Vestry decides whether to issue a call and contacts the Bishop for approval before a call can be extended to the clergy person elected. No public announcement is to be made until the timing of the announcement has the approval of the Bishop’s office, the newly elected Rector, and the Vestry. Selection of Assistant Priests The selection of ordained staff including Assistant or Associate Priest is governed by The Canons of the Episcopal Church, III 9.3. A Priest serving as an assistant shall be selected by the Rector, subject to approval by the Vestry and shall serve under the direction and authority of the Rector. Prior to the selection of any assistant, the name shall be made known to the Bishop and a time given to the Bishop to communicate with the Rector and Vestry on the proposed selection. Selection of Deacons The selection of deacons in governed by The Canons of the Episcopal Church, III 6.3 and The Diocese of Central Florida process for Ordination to the Diaconate. The process includes discernment from the Commission on Ministry, a Parish Discernment Committee (PDC), preparations as a postulant and aspirant. Deacons are ordained and serve at the direction of the Bishop. The process to become a Deacon may begin at St. Peter’s with the Rector or at another parish with that Rector. The Deacon-in-Training period is typically assigned at a different parish at the discretion of the Bishop. The parish they are assigned to serve after ordination may be St. Peter’s and is determined by the Bishop. Lay Staff Positions: We seek the Lord’s guidance in the discernment of paid and volunteer staff for St. Peter’s ministries and missions. Our recruitment and selection methods include posting open

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positions on our Website, social media and other job sites; phone screens, and in-person interviews. We conduct all recruiting in a fair and nondiscriminatory manner. We also look within St. Peter’s missions, ministries and existing staff. We post all open positions in our weekly worship bulletin and website. If you see a posting that interests you, we encourage you to apply for the position. The final selection of lay staff members is the responsibility of the Rector, or their designee. In the absence or incapacitation of the Rector, the Senior Warden is the responsible officer for the administration of the parish. (see 1.7 Role of the Rector)

2.4 Employment of Relatives

We do not allow family members to serve in a staff position that reports directly or indirectly to a relative. A full-time Church, MaxLIfe and School staff member’s spouse is not eligible to serve on the Vestry. An employee’s relative may be eligible to serve on the Vestry if their relative works for the school or MaxLife or if the relative is employed by the church on a part-time or seasonal basis. Relatives are permitted to work in separate areas of the church as long as a relative does not have authority regarding pay, promotion or job responsibilities for another relative. Under this policy a relative is defined as a spouse, parent, child, sibling, in-law, cousin, aunt or uncle. This policy covers biological relationships, marriage relationships and step relationships. St. Peter’s values the sanctity of marriage. Live-in or domestic partner arrangements of St. Peter’s staff and Vestry should be known to the Rector. The parties involved must be be open to discussion and consultation with the Rector.

2.5 Background Checks

A background check is required for all paid staff, and for all volunteers who work with children. This check includes criminal convictions and driving records. A credit record check is also required of anyone who has fiduciary (money) responsibility. Background checks are processed through the Diocese of Central Florida. The cost of the background check is paid by St. Peter’s, School or MaxLife depending on your role.

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2.6 Work Eligibility

Within three business days of your first day of work, you must complete federal Form I-9 and show documentation proving your identity and your eligibility to work in the United States. The federal government requires work authorization.

Former employees who are rehired must also complete the form if they have not completed an I-9 with St. Peter's within the past three years, or if their previous I-9 is no longer retained or valid.

2.7 Hiring and Onboarding

Staff will receive new hire paperwork and the Employee Handbook prior to their first day of work. Staff must complete require risk management training (see 7.3 Harassment and Abuse Prevention). You will also be asked to complete paperwork and forms related to your employment such as tax withholding forms and benefit paperwork, if applicable. All staff and volunteers will meet with your supervisor the first day of work. During this meeting you may receive additional information specific to your role. If you have additional, you can ask your supervisor or contact the bookkeeper related to paperwork questions.

2.8 Introductory Period

The introductory period is intended to give employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. St. Peter's uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or St. Peter's may end the employment relationship at any time during or after the introductory period, with or without cause or advance notice.

All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Employees who transfer into a new position are also eligible for an introductory period.

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2.9 Performance Evaluations

Supervisors and direct reports discuss job performance and goals on a periodic basis. Individuals are coached on an informal, day-to-day basis. Annual formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for establishing and meeting goals.

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3 Employee

Classifications

3.1 Temporary Employees 3.2 Part-Time and Full-Time Employees 3.3 Exempt and Non-Exempt Employees

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3.1 Temporary Employees

Temporary or seasonal employees may be necessary to perform work that has a limited duration such as specific time of year, special projects, abnormal workload or emergency. Temporary/seasonal associates are not eligible for benefit programs nor can they accrue any paid leave such as vacation or sick time. We provide temporary associates all benefits required by law. Temporary associates cannot change to any other employment status due to duration of assignment or verbal agreement. Temporary status can change when the employee applies for and is selected for a regular, or permanent position, and has received a written letter of agreement.

3.2 Part-Time and Full-Time Employees

The number of hours per week that you are regularly scheduled to work defines whether you are a part-time or full-time employee. Your part-time and full-time employment status determines your eligibility for benefits and paid leave. For more information on benefits and paid leave, refer to section 5 Employee Benefits.

Part-time employees are regularly scheduled to work less than 32 hours per week. Full-time employees are regularly schedule to work 32 hours per week or more.

Note: Employees who work 1000 hours or more after 1 year of employment are eligible to participate in retirement plans. See section 5.7 Pension and Retirement Plans for more information.

3.3 Exempt and Non-Exempt Employees

Eligibility to earn overtime pay depends on your classification as an exempt or non-exempt employee.

Exempt employees are management-level employees with accountability for others or who perform specialized or highly-technical tasks. Exempt employees are not eligible for overtime under the provisions of the Fair Labor Standard Act (FLSA).

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Non-exempt employees complete operational and administrative tasks under the direction of the Rector, or their designee. Non-Exempt employees are eligible for overtime under the provisions of the Fair Labor Standard Act (FLSA).

If you are uncertain about your employment classifications, speak to your supervisor or the bookkeeper.

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4 Hours, Pay and

Employees Records

4.1 Hours of Work 4.2 Paydays 4.3 Employee Records

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4.1 Hours of Work

Your supervisor will let you know your work schedule, including what time you will be scheduled to start and finish each day. Accurately recording time worked is the responsibility of every non-exempt employee. Federal and state laws require St. Peter's to keep an accurate record of time worked in order to calculate employee pay and benefits. Working beyond your scheduled time requires approval from your supervisor before it is performed.

4.2 Paydays

All employees are paid biweekly, on every other Friday. Paychecks may be directly deposited into employee bank accounts or employees can pick up their check from their respective church, MaxLife or School office.

In the event that a regularly scheduled payday falls on a day off or holiday, employees will receive pay on the last day of work before the regularly scheduled payday.

4.3 Employee Records

St. Peter’s maintains a file on each employee. The purpose of the file is to allow us to make decisions and take actions that are related to your employment at St. Peter’s including, calculating income tax deductions and withholding, paying appropriate insurance coverage, if eligible, and notifying your family in case of emergency.

Although we cannot list all the types of documents that may be within an employee file, examples include, but are not limited to: New Hire onboarding, copy of resume, copy of offer letter, written notices of pay changes, or performance evaluations.

We do not keep medical records or work eligibility forms in your employee file. Those are kept separately and confidentially.

Changes in Personal Information

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It is important that the information in your employee file is accurate. Please notify your supervisor if any of the following changes, so we can update your information:

Your legal name Your mailing address Your phone number Your dependents or number of dependents you are designating for income tax

withholding The name and phone number of your emergency contact Changes in restrictions on your driver’s license, if required for your position

Employee Record Retention

St. Peter’s complies with all state and federal laws related to record retention. Documentation with personal files must be retained one year from date of personnel action. Records stored separately, such as medical or work authorization, are retained for up to four years based on state or federal law.

Access to Employee Records

Current employees may request access to their employee file. The supervisor must be informed of the request prior to contacting the church or school office. If an employee would like a representative to view his or her file, the employee must make the request in writing. We will respond to your request within 48 hours.

Former employees who would like to access their employee record, must submit a written request. St. Peter’s will respond within 48 hours of receipt.

We do not allow current or former employee to photocopy their employee file. If you would like a copy of documents within your file, the church or school may provide it for you.

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5 Employee Benefits

5.1 Employee Benefits Introduction 5.2 Paid Time Off (PTO) 5.3 Health Insurance 5.4 Family and Medical Leave (FMLA) 5.5 Military Leave 5.6 Bereavement Leave 5.7 Jury Duty 5.8 Workers’ Compensation Insurance 5.9 Pension and Retirement Plans 5.10 Discounts 5.11 Auto Mileage

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5.1 Employee Benefits Introduction

Eligible employees at St. Peter's are provided a wide range of benefits such as:

Paid Time Off (PTO) Health Insurance Family & Medical Leave Military Leave Bereavement Leave Jury Duty Leave Worker’s Comp Pension Plan / Retirement Plan Discounts Auto Mileage

Although we introduce these benefits in this section, we cannot provide the details of each plan here. You should receive official plan documents for each benefit plan specific to your eligibility. Those documents (along with any updates provided) should be the primary resource for information about your benefits. If there are any conflicts between those documents and the information in this handbook, you should rely on the official plan documents. If you have any questions about the benefits we offer, please talk with your supervisor.

5.2 Paid Time Off

Employees in the following employment classification(s) are eligible to earn and use vacation time as described in this policy:

Clergy

Any full-time ordained staff member is entitled to paid time off as specified in his/her Letter of Call, as approved by the Vestry.

Regular full-time employees

Paid time off includes vacation days, sick days, and Holidays. Certain holidays may be designated as paid time off of work days by the Rector.

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The amount of paid time off employees receive each year increases with the length of their employment. Regular full-time employees begin to earn paid time off days after the 90 day introductory period as shown in the following schedule:

At the conclusion of the 90 day introductory period of service, the employee accrues paid time off at the rate of 2.00 days/month.

After the 10th year service anniversary, the employee accrues paid time off at the rate of 2.50 days/month.

Paid time off is accrued on a Calendar Year basis and must be used by March 31 of the year following the calendar year in which it is earned. In the event that available paid time off is not used by March 31st will be forfeited.

Paid time off may be used in advance of earned credit for the year with written approval of the supervisor and the understanding that it will be deducted from final pay in the event of conclusion of service to St. Peter’s.

Paid time off can be used in minimum increments of one day. Paid time off must be requested in writing and approved by the employee’s supervisor. Requests will be reviewed based on factors including business needs and staffing requirements.

Paid time off is paid at the employee's base pay rate at the time of use.

Upon termination of employment, employees will be paid for unused paid time off that has been earned through the last day of work.

5.3 Health Insurance

We offer the following healthcare benefits to eligible employees including medical, dental and vision. Regular, full-time associates are eligible to receive health care benefits:

St. Peter’s funds 100% of the Health Insurance Premium for employee only coverage.

Any cost sharing for health insurance premiums above single level (employee only) are paid by the employee unless otherwise stated in the Letter of Agreement.

A $100 per month health supplement is provided toward healthcare for regular full-time employees that opt out of the Health Care Insurance. This supplement requires the necessary proof of insurance in accordance with federal law and plan requirements.

Part-time associates are eligible to participate in health care benefits. Part-time associates are responsible for 100% of their premiums as well as all premiums for eligible dependents.

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You and your dependents are eligible for benefits your first day of work. If you are an eligible employee and have not received detailed plan documents about each of these benefits, contact your supervisor or the Bookkeeper.

5.4 Family & Medical Leave

Employees who have worked at least 12 months and at least 1,250 hours during the previous year, an average of 24 hours per week or more, are eligible to take family and medical leave in accordance with the Family Medial Leave Act (FMLA). Reasons for Leave Eligible employees may take up to 12 weeks of unpaid leave in a 12-month period for the following purposes:

For the employee’s own serious health condition To care for a spouse, child, or parent who has a serious health condition To bond with a newborn, newly adopted, or recently placed foster child To handle a qualifying circumstance related to a spouse’s, child’s or parent’s

deployment to a foreign country or call to active duty in the Armed Forces, National Guard or Reserves.

A serious health condition is an illness, injury, impairment of physical or mental condition. It may involve either inpatient care or continuing treatment by a healthcare practitioner. The health condition prevents the employee or family member from performing the functions of the job, participating in school, or performing other daily activities. Pregnancy, prenatal care and child birth qualifies as a serious health condition. Qualifying circumstances include issues arising out of a family member’s short-notice deployment, attending counseling sessions, attending post-deployment activities, and visiting family members while on short-term, temporary rest leave. 26-Week Eligibility Employees may be eligible for additional leave if their child, parent, spouse, or next of kin (1) is a current member of the Armed Forces including National Guard and Reserve (2) suffers or aggravates a serious illness or injury in the line of duty or active duty and (3) in undergoing treatment or is on the temporary disability retired list. This leave is also available for family members of veterans suffering from a serious service-related illness or injury, if the veteran was an active member of the military within five years of needing care.

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Leave Available Eligible employees may take up to 12 weeks unpaid leave in a 12-month period for any of the purposes listed under “Reasons for Leave” above. This 12-month period begins on the first day of leave. A parent who takes leave to care for a newborn, newly adopted, or recently placed foster child must complete this leave within a year after the birth, adoption or placement. Eligible employees may take up to 26 weeks unpaid lead in a 12-month period for any of the purposes listed under “26 Week Eligibility” above. This 12-month period begins on the first day of leave.

Notice Requirements

Eligible employees must make requests for medical leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

A health care provider's statement must be submitted verifying the need for medical leave and its beginning and expected ending dates. When you file notice for a family-related leave, you must provide enough information to determine the leave qualifies as FMLA. St. Peter’s may ask employees to provide a certification regarding the need to leave. If you take leave for your own or a family member’s serious health condition, or to care for a family member who suffers or aggregates a serious injury or illness, a health care practitioner may provide certification. We may also ask you to provide other types of documentation such as a copy of active duty orders.

If you have already taken FMLA for the same reason, you must refer either to the reason or to the need for FMLA when you give notice. Any changes in this information should be promptly reported to St. Peter's.

Use of Paid Leave

An employee who has accrued paid time off may use these benefits to receive pay for all or a portion of family and medical leave.

If you are receiving workers’ compensation or disability benefits while on FMLA leave, you may not use accrued paid leave for all the hours you miss; that would result in you receiving more than your usual pay. However, you may use accrued paid leave, as long as you are otherwise eligible, to supplement your benefits so you may receive your usual pay while on leave. For example, if you are receiving 60% of your usual compensation through workers’ compensation, you may use paid leave for the other 40%.

Reinstatement

When you return from leave, you have the right to return to your former position or equivalent position, except that you have no greater right to reinstatement that you would

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have had if you had not been on leave. If your position is eliminated for reasons unrelated to your leave, you have no right for reinstatement.

Returning to Work

Employees returning from medical leave must submit a health care provider's verification of their fitness to return to work.

So that an employee's return to work can be properly scheduled, an employee on medical leave is requested to provide St. Peter's with at least two weeks advance notice of the date the employee intends to return to work.

Intermittent Leave

Employees may take leave all at once or intermittently – a few hours or days at a time. If you need intermittent leave for scheduled medical treatment, you must make a reasonable effort to schedule your leave so that it doesn’t unduly disrupt Church, School, or MaxLife operations, as applicable.

Health Insurance and Leave Accrual During Leave

For eligible employees, health insurance benefits can continue during leave subject to the terms, conditions, and limitations of the applicable plans. Health insurance benefits will be provided by St. Peter's until the end of the month in which the medical leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue and you must make arrangements to make those payments while you are out.

When the employee returns from medical leave, benefits will again be provided by St. Peter's according to the applicable plans.

Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment.

5.5 Military Leave

A military leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of military service is required, unless military necessity prevents such notice or it is otherwise impossible or unreasonable.

The leave will be unpaid. However, employees may use any available paid time off for the absence.

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Employees on military leave for up to 30 days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with USERRA and all applicable state laws.

Employees returning from military leave will be placed in the position they would have attained had they remained continuously employed or a comparable one depending on the length of military service in accordance with USERRA. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

5.6 Bereavement Leave

Full-Time regular employees are eligible for bereavement leave. If a full-time employee suffers the death of an immediate family member, they are eligible for up to 3 days of paid leave.

St. Peter's defines "immediate family" as the employee's spouse, parent, child, sibling; the employee's spouse's parent, child, or sibling; the employee's child's spouse; grandparents or grandchildren.

St. Peter’s will consider, on a case-by-case basis, requests for bereavement leave for employees not eligible for paid bereavement leave and requests for leave related to the death of someone who does not qualify as immediate family under this policy.

5.7 Jury Duty

If you are called for jury duty, you are eligible to take time-off, as necessary to fulfill your obligations. This leave will be:

Paid for regular, full-time employees Unpaid for all other employees.

You must immediately inform your supervisor when you receive your jury summons. If you are chosen to sit on a jury, you must inform your supervisor how long the trial is expected to last. You must also check in with your supervisor periodically during your jury service so we know when to expect you back at work.

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5.8 Workers' Compensation Insurance

If you suffer from an illness or injury that is related to your work, you may be eligible for workers’ compensation benefits. Workers’ compensation will pay for medical care and lost wages resulting from job-related illness or injury.

If you are injured or become ill through work, please inform your supervisor immediately regardless of how minor the injury or illness may be.

Neither St. Peter's nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by St. Peter's.

To find out more information about workers’ compensation, contact your supervisor.

5.9 Pension and Retirement Plans

St. Peter’s adheres to the Diocese of Central Florida Policy regarding Clergy and Lay pensions.

The Clergy Pension Plan is provided to: eligible Episcopal clergy serving in a domestic diocese of the Episcopal Church; their eligible surviving spouses or other named beneficiaries; and their eligible children. The plan is designed to offer a dependable source of income replacement in retirement and includes Short-Term & Long-Term Disability Plans and Life Insurance Plans. Please refer to the Summary Plan document on the Church Pension Website for additional information. The lay employee pension system offered by St. Peter’s is a defined contribution plan: The Episcopal Church Lay Employees’ Defined Contribution Retirement Plan (Lay DC Plan) • Employees that are scheduled to work 1000 or more hours per year are eligible for the

Lay DC plan after 1 year of employment. • St. Peter’s shall contribute a minimum 5% of the employee's compensation and will

match up to four 4% of the employee's contributions. If an employee contributes 4%, the total amount contributed by St. Peter’s is 9% (5% plus 4%)

• The Lay DC Plan is divided into two distinct defined contribution retirement plans, 401(a) and 403(b), based on when St. Peter’s entities (Church, MaxLife, School) join the Lay DC Plan:

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For Church and MaxLife eligible employees Employer contributions are made to the 401(a) part of the Lay DC plan Employee pre-tax contributions are made to the 403(b) part of the Lay DC Plan For School employees All contributions, Employer and Employee, are made to the 403(b) part of the Lay

DC Plan.

Pension and retirement savings plans allow you to elect how much salary you want to contribute so you can tailor your own retirement package to meet your individual needs. St. Peter's also contributes an additional matching amount to each employee's contribution.

Because your contribution is automatically deducted from your pay before federal and state tax withholdings are calculated, you save tax dollars now by having your current taxable amount reduced. While the amounts deducted generally will be taxed when they are finally distributed, favorable tax rules typically apply to 403(b) distributions.

Clergy Pension Plan and Lay Employees Define Contribution Retirement Plan (Lay DC Plan) information is accessible on the Church Pension Website: https://www.cpg.org/forms-and-publications/publications/pensions/ Contact your supervisor or the Bookkeeper if you have any additional questions.

5.10 Discounts

Full-time church employees are eligible for a 25% discount on MaxLife and School programs. The balance of programs costs are the employee’s responsibility. Scholarships are available from the School and MaxLife for all eligible persons. Contact the school or MaxLife for additional information on eligibility requirements.

5.11 Automobile Reimbursement

Staff members are eligible to receive the IRS Standard Mileage Rate Allowance. The 2019 rate of 58.0 cents per mile.

The rate for providing services for charitable organizations is 14.0 cents per mile.

Scholarships are available from the School and MaxLife for all eligible persons. Contact the school or MaxLife for additional information on eligibility requirements.

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6 Safety & Use of

Company Property

6.1 Workplace Safety 6.2 Workplace Security 6.3 General Use of Facilities & Equipment 6.4 Cell Phones and Driving 6.5 Internet Technology Security Awareness and

Acceptable Usage

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6.1 Workplace Safety

In order to provide a safe workplace, every employee and volunteer must follow our safety rules:

Horseplay, roughhousing or other physical acts that may endanger others or cause accidents are prohibited.

Employees and volunteers must follow their supervisor’s instructions. All equipment must be used properly. All guards, restraints and other safety

devices must be used at all times. Do not use equipment other than its intended purpose.

Any workplace safety violation must be reported to your supervisor or staff on duty immediately.

St. Peter's provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications.

6.2 Workplace Security

It is every staff member’s responsibility to keep our workplace secure from unauthorized intruders. Every employee and volunteer must comply with these security procedures.

When you leave for the day, ensure your area is locked and all lights are turned off. Follow the end-of-day procedures for your role indicated by your supervisor/manager.

After hours access to the workplace is limited to those who need to work late. If you are going to be working past the usual working time or outside regular work hours, please let your supervisor know.

Employees are allowed to have an occasional visitor in the workplace, but workplace visits should be the exception rather than the rule. If you are anticipating a visitor, please let your supervisor know. All visitors must report to the church, school or MaxLife office prior to entering campus.

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6.3 General Use of Facilities & Equipment

We have invested a great deal of money in the property, facilities and equipment that you use to perform your job. It is a senseless and avoidable drain on the Church and school campus when people abuse property, misuse it or wear it out prematurely by using it for personal business or in ways other than it’s designed purpose.

We ask all employees and volunteers to take care of property and to report any problems to their supervisor or staff on duty. If a piece of equipment is unsafe for use, please report it to the church office immediately.

Please use property only in the manner intended and instructed.

We do not allow personal use of Church property unless approved by your supervisor and Sr. Leadership (Director or Rector).

Failure to use property appropriately, and failure to report a problem or unsafe condition, may result in disciplinary action up to and including termination.

6.4 Cell Phones and Driving

Employee may use cellphones for work related matters. However, employees are prohibited from using cell phones while driving. This applies while driving a work vehicle or when driving staff, volunteers, children, members or guests for work-related events. If you receive or must make a work-related call or read a text while driving, you must wait until you can pull over safely and stop the car before calling or texting. Our priority is your safety and the safety of other drivers and passengers over any text message or phone call.

6.5 Internet Technology Security Awareness and Acceptable Usage

The intentions for publishing a security awareness and acceptable use policy are not to impose restrictions that are contrary to the established culture of openness, trust and integrity. St. Peter’s is committed to protecting all employees, partners and the company from illegal or damaging actions by individuals, either knowingly or unknowingly. Internet/Intranet/Extranet-related systems, including but not limited to computer equipment, software, operating systems, storage media, network accounts providing

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electronic mail, WWW browsing, and FTP, are the property of St. Peter’s These systems are to be used for business purposes in serving the interests of the company, and of our clients and customers in the course of normal operations. Effective security is a team effort involving the participation and support of every St. Peter’s employee and affiliate who deals with information and/or information systems. It is the responsibility of every computer user to know these guidelines, and to conduct their activities accordingly. The purpose of this policy is to outline the acceptable use of computer equipment at St. Peter's. These rules are in place to protect the employees and St. Peter’s. Inappropriate use exposes St. Peter’s to risks including virus attacks, compromise of network systems and services, and legal issues. This policy applies to individuals who are issued St. Peter’s email addresses and/or access to St. Peter’s computer equipment or software systems – all employees, contractors, consultants, temporary employees, and all other workers at St. Peter’s, including all personnel affiliated with third parties. This policy applies to all equipment that is owned or leased by St. Peter’s. General Use and Ownership

1. While network administration desires to provide a reasonable level of privacy, users should be aware that the data they create on the corporate systems remains the property of St. Peter’s. Because of the need to protect the network, management cannot guarantee the confidentiality of employee’s personal information stored on any network device belonging to St. Peter’s.

2. Employees are responsible for exercising good judgment regarding the reasonableness of personal use. Individual departments are responsible for creating guidelines concerning personal use of Internet/Intranet/Extranet systems. In the absence of such policies, employees should be guided by departmental policies on personal use, and if there is any uncertainty, employees should consult their supervisor or manager.

3. For security and network maintenance purposes, authorized individuals within St. Peter’s may monitor equipment, systems and network traffic at any time.

4. St. Peter’s reserves the right to audit networks and systems on a periodic basis to ensure compliance with this policy.

Security Awareness Training Requirements Employees with access to St. Peter’s email addresses and/or access to St. Peter’s computer equipment or software systems are required to

Signed copy of Internet Technology Security Awareness and Acceptable Usage Agreement (Appendix B)

Complete up to 90 minutes of training annual in compliance with St. Peter’s PCI Security Policy.

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Employees with access to point of sales software, such as credit card readers, must complete 30 minutes on security awareness training in compliance with St. Peter’s PCI Security Policy. Security and Proprietary Information

1. Examples of confidential information include but are not limited to: credit card information, company private, corporate strategies, competitor sensitive, trade secrets, specifications, customer lists, and research data. Employees should take all necessary steps to prevent unauthorized access to this information.

2. Keep passwords secure and do not share accounts. Authorized users are responsible for the security of their passwords and accounts. System and user level passwords should be changed every 90 days.

3. All PCs, laptops and workstations should be secured with a password-protected screensaver with the automatic activation feature set at 15 minutes or less.

4. Employees should secure their workstations by logging off or locking (control-alt-delete for Windows users) when the host will be unattended.

5. Because information contained on portable computers is especially vulnerable, special care should be exercised. Protect laptops in accordance with the corporate security standards, including personal firewalls.

6. Postings by employees from a St. Peter’s email address to newsgroups should contain a disclaimer stating that the opinions expressed are strictly their own and not necessarily those of St. Peter’s, unless posting is in the course of business duties.

7. All hosts used by the employee that are connected to the St. Peter’s Internet/Intranet/Extranet, whether owned by the employee or St. Peter’s, shall be continually executing approved virus-scanning software with a current virus database.

8. Employees must use extreme caution when opening e-mail attachments received from unknown senders, which may contain viruses, e-mail bombs, or Trojan horse code.

Unacceptable Use The following activities are, in general, prohibited. Under no circumstances is an employee of St. Peter’s authorized to engage in any activity that is illegal under local, state, federal or international law while utilizing St. Peter’s-owned resources. The lists below are by no means exhaustive, but attempt to provide a framework for activities which fall into the category of unacceptable use. System and Network Activities The following activities are strictly prohibited, with no exceptions

1. Violations of the rights of any person or company protected by copyright, trade secret, patent or other intellectual property, or similar laws or regulations, including, but not limited to, the installation or distribution of "pirated" or other software products that are not appropriately licensed for use by St. Peter’s.

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2. Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources, copyrighted music, and the installation of any copyrighted software for which St. Peter’s or the end user does not have an active license is strictly prohibited.

3. Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan horses, e-mail bombs, etc.).

4. Revealing your account password to others or allowing use of your account by others. This includes family and other household members when work is being done at home.

5. Using a St. Peter’s computing asset to actively engage in procuring or transmitting material that is in violation of sexual harassment or hostile workplace laws in the user's local jurisdiction.

6. Making fraudulent offers of products, items, or services originating from any St. Peter’s account.

7. Effecting security breaches or disruptions of network communication. Security breaches include, but are not limited to, accessing data of which the employee is not an intended recipient or logging into a server or account that the employee is not expressly authorized to access, unless these duties are within the scope of regular duties. For purposes of this section, "disruption" includes, but is not limited to, network sniffing, pinged floods, packet spoofing, denial of service, and forged routing information for malicious purposes.

8. Using any program/script/command, or sending messages of any kind, with the intent to interfere with, or disable, a user's terminal session, via any means, locally or via the Internet/Intranet/Extranet.

9. Providing information about, or lists of, St. Peter’s employees to parties outside St. Peter’s.

Email and Communications Activities

1. Sending unsolicited email messages, including the sending of "junk mail" or other advertising material to individuals who did not specifically request such material (email spam).

2. Any form of harassment via email, telephone or paging, whether through language, frequency, or size of messages.

3. Unauthorized use, or forging, of email header information. 4. Solicitation of email for any other email address, other than that of the poster's

account, with the intent to harass or to collect replies. 5. Creating or forwarding "chain letters", "Ponzi" or other "pyramid" schemes of any

type. 6. Use of unsolicited email originating from within St. Peter’s's networks of other

Internet/Intranet/Extranet service providers on behalf of, or to advertise, any service hosted by St. Peter’s or connected via St. Peter’s's network.

7. Posting the same or similar non-business-related messages to large numbers of Usenet newsgroups (newsgroup spam)

8. We expect you to exercise discretion in using electronic communications. You are representing St. Peter’s. All work-related communication must remain

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professional and appropriate, in tone and content. Although email and social media such as Facebook and Instagram may seem like a private conversation, it can be accessed online, printed, saved, and forwarded to unintended recipients. You should not send anything you would not want your boss, your mother, or Jesus to read!

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment. Upon Leaving St. Peter’s Employees will return all electronic communications equipment and software to St. Peter’s upon leaving employment.

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7 Ethical & Professional Conduct

7.1 General Ethical Conduct 7.2 Marriage and Relationships 7.3 Social Media 7.4 Professional Conduct 7.5 Sexual and Other Unlawful Harassment 7.6 Harassment and Abuse Prevention 7.7 Violence Prevention 7.8 Weapons Policy 7.9 Drug and Alcohol Policy 7.10 Smoking Policy

If we walk in the light, as he is in the light, we have fellowship with one another, and the blood of Jesus his Son cleanses us from all sin. (1 John 1:7) Put off your old nature which belongs to your former manner of life and is corrupt through deceitful lusts, and be renewed in the spirit of your minds, and put on the new nature, created after the likeness of God in true righteousness and holiness. Therefore, putting away falsehood, let every one speak the truth with his neighbor, for we are members one of another. (Eph 4:22-25) Tend the flock of God that is your charge, not by constraint but willingly, not for shameful gain but eagerly, not as domineering over those in your charge but being examples to the flock. And when the chief Shepherd is manifested you will obtain the unfading crown of glory. (1 Peter 5:2-4)

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7.1 General Ethical Conduct

The expectations of St. Peter’s Episcopal Church regarding the conduct of all its clergy, employees, and volunteer leaders begin with the understanding that, since we are in positions of Christian leadership and service, our lives ought to be exemplary and scandal-free, testimonies to the purity of faith, hope, and love in Jesus Christ our Lord (Mt 5:48, Eph 5:8, Phil 2:1-16).

This includes professional conduct but also goes well beyond it. All Christian virtue flows from the first commandment: you shall love the Lord your God with all your heart, all your soul, and all your mind (Mt 22:37). From this flows the love of neighbor, which fulfills the will of God (v 39-40). Through his grace and his mercy, the Lord works to produce within us:

sound character and a peaceful Christian home (1 Tim 3), a good reputation among the congregation and wider community (1 Pet 2:11-17), humility (Col 3:12), dedication to forgiveness and reconciliation (Eph 4:32, 2 Cor 5:17-21), and hard work (Col 3:23-24).

These are evidence of the work of God within a human life, and while nobody is perfect, all employees of St. Peter’s are to have this quality of life as their ambition (Gal 5:22-26).

7.2 Marriage and Relationships

Given our commitment to the Word of God, our clergy, employees, and volunteer leaders are to affirm marriage between a man and woman as a sacrament given to represent the purity of Christ’s union with the Church, and as such is the only appropriate context for sexual intimacy (1 Cor 7:1-17, Heb 13:4). Given this Gospel standard, no clergy, employees, and volunteer leaders may cohabit with a member of the opposite sex who is not a family member and still remain an employee of St. Peter’s. If in doubt whether or not your living situation conforms to this standard, please discuss your current arrangement with the rector.

All single clergy, employees, and volunteer leaders are expected to treat members of the opposite sex with dignity and respect, and when dating to maintain appropriate Christian boundaries (2 Cor 6:3, 1 Thess 5:22). At no point may an employee date another member of staff with whom they have a direct or indirect reporting relationship without full knowledge and consent of the rector. Single employees who are not in a reporting relationship with one another and begin to date and are requested to share this with the rector.

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7.3 Social Media

Employee usage of social media falls under the same expectations of public Christian witness. We ask all employees and volunteer leaders to be mindful that online posts have the potential to affect the ministry, even those you make on a personal level. For this reason, we ask that you conduct your online interactions in accordance with this code of conduct. Employees and volunteers are personally responsible for the content they publish online, including content they publish through their own social media pages. Employees should be sure to identify themselves as part of the ministry staff, including their role at St. Peter’s and make it clear they are speaking for themselves, not officially for the church or its ministries.

Employees and volunteers must also be very careful in online activity with minors, handling themselves carefully and professionally and in Christian love at all times. Be aware that youth and children who are not members of our ministry may create risks for the ministry workers and alter the dynamic between a ministry leader and youth members. There is also potential for the blurring of appropriate boundaries between staff/volunteers, minors, and their families. Social media also presents many opportunities for inappropriate interaction and relationship with minors outside the accountability structures in place at church. For the sake of the safety of minors and the integrity and reputation of our ministries, such behavior will not be tolerated and upon discovery will be grounds for immediate termination.

7.4 Professional Conduct The successful operation and reputation of St. Peter's is built upon the principles of fair dealing and ethical conduct of our staff. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of St. Peter's is dependent upon trust and we are dedicated to preserving that trust. Employees owe a duty to St. Peter's, its parishioners, and vestry to act in a way that will merit the continued trust and confidence of the public.

Because your conduct affects many more people than just yourself, we expect you to act in a professional manner whenever you are on St. Peter’s property, conducting business on behalf of St. Peter’s and representing St. Peter’s at business or social functions.

Although it is impossible to give an exhaustive list of unprofessional conduct, it does, at a minimum, include the following:

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Violation of any policies in this Handbook that apply to you Misrepresentations, falsifications, or material omissions related to employment

experience Use of rude, offensive or outrageous behavior Theft or inappropriate removal or possession of property Falsification of timekeeping records Working under the influence of alcohol or illegal drugs Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the

workplace, while at work, or while operating Church-owned vehicles or equipment

Fighting or threatening violence in the workplace Insubordination or other disrespectful conduct Violation of safety or health rules Sexual or other unlawful or unwelcome harassment including ridicule and hostile

jokes Possession of dangerous or unauthorized materials, such as explosives or firearms,

in the workplace Excessive absenteeism or any absence without notice Unsatisfactory performance or conduct

Compliance with this policy of business ethics and conduct is the responsibility of every St. Peter's staff member. Violations may result in disciplinary action up to and including termination.

7.5 Sexual and Other Unlawful Harassment

St. Peter's is committed to providing a work environment that is free of discrimination and harassment. Harassment is a form of discrimination based on an individual's gender, race, ethnicity, age, religion, or any other legally protected characteristic and will not be tolerated. Harassment can take many forms including, but not limited to:

Touching or unwanted physical contact Posting or distributing offensive cartoons or pictures Using slurs or other derogatory terms Telling offensive or lewd jokes or stories Sending email messages with offensive content Unwanted sexual advancements Requests for sexual favors Sexually suggestive gestures, jokes, propositions, email, text messages or other

communications

If you experience or witness any form of harassment, notify your supervisor immediately. If the supervisor is unavailable or it may be inappropriate to contact that person, then

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contact any member of Sr. Leadership (Directors or Rector). St. Peter’s will not retaliate, or allow retaliation, against anyone who reports harassment or assists in a harassment investigation. All supervisors and volunteer leaders are required to report any alleged instances of harassment according to our Grievance Policy (9.1).

Allegations will be investigated quickly. Those who are found to have violated this policy will be subject to disciplinary action, up to and including termination of employment.

7.6 Harassment and Abuse Prevention

St. Peter’s complies with Diocesan Abuse Prevention policies related to Safeguarding God’s Children and Safeguarding God’s People including requirements related to the Code of Conduct, training and background checks. St. Peter's follows Diocesan policies and utilizes online training provided by the Diocese of Central Florida to fulfill the requirements specific to each role. The policies come out of many years of work within the Episcopal Church at every level. We are active in promoting healthy and healing practices not only because we think it prudent to exercise due diligence, but also because God calls us to care for each other. It is the right and proper thing to do. Relationships among people are at the foundation of Christian ministry and as such are central to the life of the church. Defining healthy and safe relationships through policies and codes of conduct is not meant, in any way, to undermine the strength and importance of personal interaction in our ministries. Rather, it is to assist in more clearly defining behaviors and practices that allow the church to more fully demonstrate its love and compassion in sincere and genuine relationships. Requirement for Vestry members, general staff and volunteers with roles requiring keys Safeguarding God’s Children requirement:

Abuse Risk Management for Volunteers Online Training Your Policies – Protection of Children and Youth From Abuse E-document

Safeguarding God’s People Requirement: Safeguarding God’s People: Preventing Sexual Exploitation in Communities of

Faith – Congregations Online Training Review Your Policies - Prevention of Sexual Exploitation of Adults E-document

Additional courses for staff only:

Safeguarding God’s People: Preventing Sexual Harassment for Workers Online Training

Additional courses for staff who manage or supervise others:

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Keeping Your Church Safe Online Training Safeguarding God’s People: Preventing Sexual Exploitation in Communities of

Faith – for Ministries Online Training Safeguarding God’s People: Preventing Sexual Harassment for Managers &

Supervisors: Training Safeguarding God’s Children training may be completed online or in a classroom setting. Those employees and volunteers required to complete training will receive login information or an assigned training session date. Requirements for staff and volunteers who work with children St. Peter’s follower Diocesan requirements for workers and volunteers who work with children:

Volunteers who work with children occasionally, once per month i.e. Sunday school teachers, are required to complete 1 hours of Safeguarding God’s Children training. Requirements are:

o Preventing Sexual Activity between Young Children Online Training o Abuse Risk Management for Volunteers Online Training o Your Policies – Protection of Children and Youth From Abuse E-

document

Staff whose primary job responsibility is working with children regularly, i.e. daily or weekly, are required to complete 3 hours of Safeguarding God’s Children training.

o Meet Sam o It Happened to Me o Preventing Sexual Activity between Young Children o Keeping Your School Safe o Your Policies – Protection of Children and Youth From Abuse E-

document o Any additional training required by Preschool & Kindergarten or

Afterschool/Summer Camp requirements. Requirements for Lay Eucharist Visitors (LEVs)

Requirements for volunteers whose ministry includes pastoral relations (e.g. LEVs) Signed Copy of Code of Conduct for Persons Who Have Pastoral Relationships

(Appendix D) Online Policy Review & Training

o Review Your Policies - Prevention of Sexual Exploitation of Adults o Safeguarding God's People: Preventing Sexual Exploitation in

Communities of Faith - for Congregations o Note: Italic text indicates name of online course or document.

Safeguarding Records

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St. Peter’s will keep certification on file for all of clergy, volunteers who regularly supervise youth activities, vestry members, and employees that individuals have completed the required training indicated in this policy. We will also maintain copies of the following in employee files:

Signed copy of Code of Conduct for Protecting Youth(Appendix B) Signed Copy of Code of Conduct for Persons Who Have Pastoral Relationships

(Clergy and roles involving pastoral care only) (Appendix C)

7.7 Violence Prevention

St. Peter’s does not tolerate violence in the workplace. Violence includes physical altercations, coercion, pushing or shoving, horseplay, intimidation, stalking and threats of violence. Do not joke or make offhand remarks about violence. Any comments about violence will be taken seriously – and may result in disciplinary actions up to and including termination.

All threats of violence and acts of violence, both direct and indirect, must be reported as soon as possible to your immediate supervisor or any other member of management. This includes threats by employees, as well as threats by parishioners, vendors, solicitors, or other members of the public. When reporting a threat of violence, be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not place yourself in peril. If you see or hear a commotion or disturbance near your work station, do not try to intercede or see what is happening.

St. Peter's will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will remain confidential and protected as much as possible.

St. Peter's is eager to assist in the resolution of disputes. We encourage employee and volunteers to bring their disputes or differences with other employees or volunteers to the attention of their supervisor or management before the situation escalates.

7.8 Weapon Policy

No weapons are allowed on campus. Weapons include, but are not limited to firearms, knives, brass knuckles, martial arts equipment, clubs or bats, and explosives.

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If your work requires you to use an item that may qualify as a weapon, you must receive authorization from your supervisor to bring that item to work and use it in the workplace.

Any employee, volunteer or member found with an unauthorized weapon in the workplace may be asked to leave campus. Employees will be subject to discipline, up to and including termination.

7.9 Drug and Alcohol Policy

While on St. Peter's premises and while conducting business-related activities off St. Peter's premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.

Illegal drug use includes more than just outlawed drugs such as marijuana, cocaine, or heroine. It also includes the misuse of otherwise legal prescription and over-the-counter drugs.

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.

7.10 Smoking Policy

For the health, comfort, and safety of our employees, members, children & families, smoking is not allowed on campus.

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8 Employee Relations

8.1 Employee Grievances 8.2 Non-Retaliation Policy 8.3 Ending Employment

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8.1 Employee Grievances

If you believe you have been the victim of any form of misconduct as a result of an interaction with of a supervisor/manager, co-worker, customer, vendor, volunteer, parishioner or other individual in the church or church-related institution, you must promptly give notice of your grievance to one or more of the following: a. Your supervisor b. A member of the Senior Leadership team (Directors) c. The rector/vicar or clergy person in charge of the congregation d. A member of the Vestry or Executive Committee Inappropriate conduct may include any conduct prohibited by our policies on harassment, discrimination, workplace violence, health and safety, and drug and alcohol use. In addition, we encourage employees to come forward with any workplace grievance that is not explicitly covered by our workplace policies. You are not required to report your grievance within your chain of command. In addition to reporting the offending behavior to one of the people listed above, you are encouraged to speak directly to the individual whose conduct you find objectionable. You are not required to do this and it is suggested for you to consider doing this only if you are comfortable doing so. If you decide to speak directly to the person involved, you may find that clear communication can sometimes resolve an issue immediately, as well as build greater understanding between individuals in the church or church-related institution. You may formally or informally report a grievance to any of the above individuals via any of the following: • Telephone call • Letter • E-mail • In-person meeting Keep a written contemporaneous record of your actions. All supervisors and decision-makers are required to report all formal and informal complaints, as well as any suspected or known policy violations, immediately to their Director and the Rector even if you request to keep the discussion confidential or indicate that you do not wish to file a formal grievance. Employees are required to immediately report any suspected or known policy violations. All grievances will be reviewed and investigated promptly and impartially by the church’s management and/or its designee. Once St. Peter’s receives notice of a grievance, it will swiftly determine whether or not a fact-finding investigation is necessary.

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If it is determined that a fact-finding investigation is necessary, it will be launched promptly. If necessary, intermediate measures may be taken before completing the investigation to reduce the possibility of any additional misconduct. Moreover, the church or church-related institution will protect the confidentiality of the allegations to the extent possible; however, no individual can be promised or guaranteed strict or absolute confidentiality. For example, information may have to be disclosed to those officials and/or church and church-related employees with a need to know in order to carry out the purpose and intent of this Policy. Corrective or disciplinary action will be taken against any church or church-related institution employees found to have engaged in misconduct. Such action may include counseling and/or appropriate disciplinary measures, including termination.

As the individual reporting the grievance, you will be given notice, in a timely fashion, of the outcome of the investigation.

8.2 Non-Retaliation Policy St. Peter’s will not take any action in retaliation against any church member or employee who, in good faith reports a genuine grievance. In addition, we will not tolerate any retaliatory acts by other individuals. Retaliation is a serious violation of our policy and applicable law. If you believe you have been subjected to retaliation in violation of this policy, you should report your complaint immediately in the manner specified in the Grievance Policy. Individuals will be subject to discipline, up to and including termination if they are found to have retaliated against an individual because such individual:

in good faith and with a genuine belief that he/she has been subjected to inappropriate conduct

participated honestly and in good faith in any investigation in good faith opposed acts of misconduct

8.3 Ending Employment

Since employment with St. Peter's is based on mutual consent, both the employee and St. Peter's have the right to terminate employment at will, with or without cause, at any time.

Please notify your supervisor and, if possible, provide two weeks’ notice. This will give us time to calculate your final paycheck.

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You must return all company property in good condition. Please see section 6.3 of this handbook for more information on our policy on property usage.

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Appendices

Appendix A Handbook Acknowlegdement Form Appendix B Internet Technology Security Awareness

and Acceptable Usage Appendix C Code of Conduct for Protecting Youth Appendix D Code of Conduct for Persons Who Have

Pastoral Relationships

Book Ch:V Version (NRSV)

Verse

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Appendix A:

Handbook Acknowledgement Form

By signing this form, I acknowledge that I have received a copy of St. Peter’s Staff Handbook. I understand that it contains important information about St. Peter’s policies, that I am expected to read the Handbook and familiarize myself with its contents, and that the policies in the Handbook apply to me. I understand that noting in the handbook constitutes a contract of promise of continued employment and that St. Peter’s may change the policies in the Handbook at any time.

By signing this form, I acknowledge that my employment is at will. I understand that I have the right to end the employment relationship at any time and for any reason, with or without notice, with or without cause, and that St. Peter’s has the same right. I acknowledge that neither St. Peter’s nor I entered into an employment agreement for a specific time, that only the Rector and Vestry may make any agreement contrary to the at-will policy and that any such agreement must be in writing, signed by myself and the Rector and/or Sr. Warden of the Vestry.

Employee’s Name (printed):

_______________________________________________

Employee’s Signature:

_________________________________________________

DATE: __________________________________

Copy to Employee and Employee file

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Appendix B:

Internet Technology Security Awareness and Acceptable Usage Agreement

The intentions for publishing a security awareness and acceptable use policy are not to impose restrictions that are contrary to the established culture of openness, trust and integrity. St. Peter’s is committed to protecting all employees, partners and the company from illegal or damaging actions by individuals, either knowingly or unknowingly. Internet/Intranet/Extranet-related systems, including but not limited to computer equipment, software, operating systems, storage media, network accounts providing electronic mail, WWW browsing, and FTP, are the property of St. Peter’s These systems are to be used for business purposes in serving the interests of the company, and of our clients and customers in the course of normal operations. Effective security is a team effort involving the participation and support of every St. Peter’s employee and affiliate who deals with information and/or information systems. It is the responsibility of every computer user to know these guidelines, and to conduct their activities accordingly. The purpose of this policy is to outline the acceptable use of computer equipment at St. Peter's. These rules are in place to protect the employees and St. Peter’s. Inappropriate use exposes St. Peter’s to risks including virus attacks, compromise of network systems and services, and legal issues. This policy applies to individuals who are issued St. Peter’s email addresses and/or access to St. Peter’s computer equipment or software systems – all employees, contractors, consultants, temporary employees, and all other workers at St. Peter’s, including all personnel affiliated with third parties. This policy applies to all equipment that is owned or leased by St. Peter’s. General Use and Ownership

5. While network administration desires to provide a reasonable level of privacy, users should be aware that the data they create on the corporate systems remains the property of St. Peter’s. Because of the need to protect the network, management cannot guarantee the confidentiality of employee’s personal information stored on any network device belonging to St. Peter’s.

6. Employees are responsible for exercising good judgment regarding the reasonableness of personal use. Individual departments are responsible for creating guidelines concerning personal use of Internet/Intranet/Extranet systems. In the absence of such policies, employees should be guided by departmental policies on personal use, and if there is any uncertainty, employees should consult their supervisor or manager.

7. For security and network maintenance purposes, authorized individuals within St. Peter’s may monitor equipment, systems and network traffic at any time.

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8. St. Peter’s reserves the right to audit networks and systems on a periodic basis to ensure compliance with this policy.

Security Awareness Training Requirements Employees with access to St. Peter’s email addresses and/or access to St. Peter’s computer equipment or software systems are required to

Signed copy of Internet Technology Security Awareness and Acceptable Usage Agreement (Appendix B)

Complete up to 90 minutes of training annual in compliance with St. Peter’s PCI Security Policy.

Employees with access to point of sales software, such as credit card readers, must complete 30 minutes on security awareness training in compliance with St. Peter’s PCI Security Policy. Security and Proprietary Information

9. Examples of confidential information include but are not limited to: credit card information, company private, corporate strategies, competitor sensitive, trade secrets, specifications, customer lists, and research data. Employees should take all necessary steps to prevent unauthorized access to this information.

10. Keep passwords secure and do not share accounts. Authorized users are responsible for the security of their passwords and accounts. System and user level passwords should be changed every 90 days.

11. All PCs, laptops and workstations should be secured with a password-protected screensaver with the automatic activation feature set at 15 minutes or less.

12. Employees should secure their workstations by logging off or locking (control-alt-delete for Windows users) when the host will be unattended.

13. Because information contained on portable computers is especially vulnerable, special care should be exercised. Protect laptops in accordance with the corporate security standards, including personal firewalls.

14. Postings by employees from a St. Peter’s email address to newsgroups should contain a disclaimer stating that the opinions expressed are strictly their own and not necessarily those of St. Peter’s, unless posting is in the course of business duties.

15. All hosts used by the employee that are connected to the St. Peter’s Internet/Intranet/Extranet, whether owned by the employee or St. Peter’s, shall be continually executing approved virus-scanning software with a current virus database.

16. Employees must use extreme caution when opening e-mail attachments received from unknown senders, which may contain viruses, e-mail bombs, or Trojan horse code.

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Unacceptable Use The following activities are, in general, prohibited. Under no circumstances is an employee of St. Peter’s authorized to engage in any activity that is illegal under local, state, federal or international law while utilizing St. Peter’s-owned resources. The lists below are by no means exhaustive, but attempt to provide a framework for activities which fall into the category of unacceptable use. System and Network Activities The following activities are strictly prohibited, with no exceptions

10. Violations of the rights of any person or company protected by copyright, trade secret, patent or other intellectual property, or similar laws or regulations, including, but not limited to, the installation or distribution of "pirated" or other software products that are not appropriately licensed for use by St. Peter’s.

11. Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources, copyrighted music, and the installation of any copyrighted software for which St. Peter’s or the end user does not have an active license is strictly prohibited.

12. Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan horses, e-mail bombs, etc.).

13. Revealing your account password to others or allowing use of your account by others. This includes family and other household members when work is being done at home.

14. Using a St. Peter’s computing asset to actively engage in procuring or transmitting material that is in violation of sexual harassment or hostile workplace laws in the user's local jurisdiction.

15. Making fraudulent offers of products, items, or services originating from any St. Peter’s account.

16. Effecting security breaches or disruptions of network communication. Security breaches include, but are not limited to, accessing data of which the employee is not an intended recipient or logging into a server or account that the employee is not expressly authorized to access, unless these duties are within the scope of regular duties. For purposes of this section, "disruption" includes, but is not limited to, network sniffing, pinged floods, packet spoofing, denial of service, and forged routing information for malicious purposes.

17. Using any program/script/command, or sending messages of any kind, with the intent to interfere with, or disable, a user's terminal session, via any means, locally or via the Internet/Intranet/Extranet.

18. Providing information about, or lists of, St. Peter’s employees to parties outside St. Peter’s.

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Email and Communications Activities

9. Sending unsolicited email messages, including the sending of "junk mail" or other advertising material to individuals who did not specifically request such material (email spam).

10. Any form of harassment via email, telephone or paging, whether through language, frequency, or size of messages.

11. Unauthorized use, or forging, of email header information. 12. Solicitation of email for any other email address, other than that of the poster's

account, with the intent to harass or to collect replies. 13. Creating or forwarding "chain letters", "Ponzi" or other "pyramid" schemes of any

type. 14. Use of unsolicited email originating from within St. Peter’s's networks of other

Internet/Intranet/Extranet service providers on behalf of, or to advertise, any service hosted by St. Peter’s or connected via St. Peter’s's network.

15. Posting the same or similar non-business-related messages to large numbers of Usenet newsgroups (newsgroup spam)

16. We expect you to exercise discretion in using electronic communications. You are representing St. Peter’s. All work-related communication must remain professional and appropriate, in tone and content. Although email and social media such as Facebook and Instagram may seem like a private conversation, it can be accessed online, printed, saved, and forwarded to unintended recipients. You should not send anything you would not want your boss, your mother, or Jesus to read!

Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment.

Employee’s Name (printed):

_______________________________________________

Employee’s Signature:

_________________________________________________

DATE: __________________________________

Copy to Employee and Employee file

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