Employee Handbook


Employee Handbook

August 2018



Welcome to South Spring Baptist Church. This Handbook was developed to provide you with information regarding the Church’s policies, practices, and procedures.


The policies and procedures described in this Handbook are for purposes of information only and may be amended or modified by the Church at any time, with or without prior notice. This Handbook shall not constitute a contract of employment or a contract to provide any benefit to any employee. All employment with the Church is on an at-will basis, meaning either you or the Church may terminate the employment relationship at any time with or without cause or notice.




“And he gave the apostles, the prophets, the evangelists, the shepherds and teachers,  to equip the saints for the work of ministry, for building up the body of Christ,  until we all attain to the unity of the faith and of the knowledge of the Son of God, to mature manhood, to the measure of the stature of the fullness of Christ,  so that we may no longer be children, tossed to and fro by the waves and carried about by every wind of doctrine, by human cunning, by craftiness in deceitful schemes.” Ephesians 4:11-14.


This phrase:  “to equip the saints for the work of the ministry” summarizes the role of the paid staff at South Spring Baptist Church.


Our primary job is not to accomplish ministry for the congregation, but to serve, encourage, model and equip the members of South Spring Baptist Church to accomplish the work of the ministry that they have been called to.


The Leadership Board is responsible for the administration and implementation of the Employee Handbook.




It is the Church’s policy to extend equal opportunity to all qualified employees and applicants for employment, without regard to race, color, national origin, , age, disability, and any other protected status under the law unless it conflicts with the religious stance of the Church. When necessary and in compliance with State and Federal law, the Church shall provide reasonable accommodation to applicants and employees with disabilities.


Existing and functioning as a religious and faith-based church, and under applicable Federal and State law, the Church reserves the right to employ persons who have a religious background and philosophy of ministry consistent with that of the Church and who, in the opinion of Church leadership, have a work history and lifestyle that is consistent with the vision and scriptural principles of the Church. All employment decisions will be made in compliance with applicable labor laws.




There are core characteristics that are vital to any person being successful in employment at South Spring Baptist Church. Each of these is vital for any member of our staff. These will be engaged with and evaluated consistently in the way we accomplish our calling as ministers.


Foundational Characteristics:

  • Is Meek – submits their strength and gifts to God. (Matt 5:5).
  • Has a Shepherd mindset – acts as a owner, not merely a hireling. (John 10:3-13).
  • Encourages Lay Ministry – lives out the idea that every member is a minister. (I Peter 2:5-9).
  • Dedicated to hospitality – makes others feel welcome like they belong here. (I Peter 4:9).
  • Creates discipleship – follows Jesus to help others follow Jesus. ( I Cor 11:1, 2 Tim 2:2).
  • Unifies – a team mindset that seeks out the interests of others. (Eph 4:3-13).
  • Leads from weakness & honesty – avoids a false impression of perfection. (Mark 10:42-45).


There are also key qualifications, which also apply to every staff position, unless otherwise determined in advance.

Key Qualifications: with a/an…

  • Christian attitude and trustworthy character.
  • Understanding of, passion for, and commitment to the mission and vision of the Church in general and South Spring Baptist Church in specific.
  • Strong team spirit, respect and support for the other members of the ministerial staff.
  • Proper level of confidentiality in all matters of the church, employees, and/or church members.
  • Personal encounter and a daily walk with Christ.
  • Agreement with the basic statement of belief for South Spring Baptist Church
  • Fulfillment of the requirements for and maintenance of membership in South Spring Baptist Church
  • Spiritual maturity and a positive work attitude.
  • An attitude of professionalism, patience, respect, compassion and grace when working with staff and congregation.
  • Adherence to the Church Statement of Faith and Baptist Faith and Message adopted in 1963 by Southern Baptist Convention as amended in 1998.
  • Duty to follow Biblical, Christian principles in their jobs for the Church and to refrain from any conduct that is contrary to those principles and Church statements of faith.
  • Definition, as to job responsibilities relating to weddings, marriage, or counseling of couples, of “wedding” and “marriage”, and “marry” being that of only to the union of one adult man with one adult woman.
  • No participation and no allowance of use of facilities of the Church in any gathering or event or ceremony or pronouncement involving the recognition of same sex marriage, in that such recognition violates Biblical Christian principles.




All hiring must be done according to the Church’s hiring process and according to all applicable local, state, and federal laws. The process is:


  1. Approval of position to be filled (e., job description and budget accountability)
  2. Completion of the Church’s Employment Application
  3. Criminal Background Check
  4. Reference Checks (2 at minimum)
  5. “So Loved” guidelines
  6. Signing of Employee Handbook
  7. Signing of Statement of Faith
  8. Written Job Offer


If approved for employment, the first day of the job for Full Time Staff is to be coordinated with the Executive Teaching Pastor to ensure collection of all required forms (e.g., W-4, I-9, etc.) and information and to complete an orientation process.   Part Time Staff will coordinate with the Ministry Team Coordinator.




In the event the position of a Lead Pastor(s) becomes vacant for any reason, a Pulpit/Pastor Search Team shall be nominated and elected as soon as possible by a majority of the Church membership voting at any regular or special called business meeting. The Team shall be composed of eight regular members with two alternates, who shall recommend to the Church membership person(s) for this position.  Any member or the entire team may be removed or dissolved upon majority vote of the Church membership voting at any regular or special called meeting for this purpose. At least a two-week written notice to the membership must be given.




If the Church knows or has reason to believe that an employee or volunteer has a criminal conviction that was not previously disclosed, that individual will also be requested to consent to further background checks as described above, or the Church may terminate the employee or volunteer.






The Church prohibits sexual harassment and any other forms of harassment based on race, color, sex, age, national origin, disability, and any other protected status under the law. Sexual harassment and harassment based on race, color, sex, religion, age, national origin, disability, and any other protected status under the law (except any that might conflict with our statement of faith or biblical stances) is against Church policy and is in violation of Title VII of the Civil Rights Act on 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, as well as state law.


The Church encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of the Church to promptly and thoroughly investigate these reports. The Church prohibits retaliation against any individual who, in good faith, reports discrimination or harassment or who participates in an investigation of these reports.


  1. Prohibited Conduct


It is a violation of Church policy for any employee, contractor, visitor, or vendor to harass an employee because of the race, color, sex, age, national origin, disability, and any other protected status under the law. By way of example, the Church prohibits verbal or physical conduct such as discriminatory, sexist, or racist epithets and jokes. That conduct is ungodly and morally wrong; is detrimental to morale, is personally offensive, and interferes with work performance.  All forms of sexual harassment are prohibited.


Sexual harassment refers to behavior of a sexual nature that is not welcome, is personally offensive, or interferes with the work performance and effectiveness of its victim. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of sexual nature constitutes harassment when:


  1. submission to conduct is made explicitly or implicitly a term or condition of an individual’s employment;


  1. submission to or rejection of that conduct by an individual is used as a basis for an employment decision affecting the individual; or


  1. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.


Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. If comments or conduct of a sexual nature are unwelcome by an individual, they may constitute harassment. The Church will not accept as an excuse to a complaint of sexual harassment that an offender was “only joking” or “didn’t think the person would object.”


  1. Reporting Complaints


Any individual who believes that he or she is being subjected to sexual or other illegal harassment of any kind by anyone connected with his or her work is asked to, invited to, and should report the matter promptly to a supervisor or to another member of management. It is not necessary that you follow a chain of command. It is imperative, however, that an individual initiate a complaint in order to trigger the protection afforded by this policy. The Church cannot rely on second-hand information or gossip as grounds to initiate an investigation.


The initiation of a complaint, in good faith, will not under any circumstances be grounds for discipline. It is a violation of Church policy and applicable law for an individual to be disciplined or disadvantaged in any way because of a good faith reporting of a complaint. The Church will take appropriate disciplinary action, up to and including termination, against any employee who retaliates against any employee because an employee made a good faith complaint under this policy.


  1. Church Investigation


The Church will carefully investigate each complaint of sexual harassment or any other type of legally prohibited harassment. The Church cannot guarantee confidentiality of complaints of illegal harassment because it may be necessary to divulge information as part of the investigation or under a legal proceeding. Still, the Church will protect the confidentiality of harassment allegations to the extent possible. Information about a complaint will be shared, to the extent possible, only with persons who need to know.


The Church will interview the complainant, the individual accused of harassment (e.g., sexual or any other illegal harassment), and any witnesses identified by either party. Within a reasonable time of concluding the investigation, the person initiating the complaint, as well as the accused, will be told the results of the investigation and any disciplinary measures that the Church has chosen to take as a result of the investigation.


  1. Disciplinary Action


Any individual who violates this policy will be subject to discipline up to and including termination. The Church may terminate an offender or take any other appropriate disciplinary action, irrespective of whether it is the offender’s first violation of this policy.




This policy and procedure regarding grievances is adopted in order to give our employees an avenue to bring to the attention of appropriate persons any questions, problems or disputes regarding an action of a supervisor or any other person that directly involves the employee. The Church has voluntarily adopted this policy and procedure and its use by any employee is voluntary on their part. No retaliation will be taken against any employee solely because they choose to make use of the grievance procedure. Adoption of this policy does not alter any other term or condition of employment for any employee.


First step:  A good faith effort is made to reconcile the issue with the person in question.


Second Step:  If any employee desires to pursue a grievance because of any action that occurs, the employee should, as soon as possible, meet with his/her immediate supervisor and discuss the situation. The two of them should seek, in good faith, to resolve the issue.


Third Step:  If the issue is not resolved by Step 1, the employee must reduce the grievance to written form and sign and date the written grievance and deliver it to the Lead Pastor. This must be done within five days after the occurrence about which complaint is made. Failure to deliver the grievance to the Lead Pastor within five days after the occurrence will be deemed a waiver of any complaint.


Within three days after the written grievance is filed with the Pastors, the employee’s immediate supervisor will give a written response to the grievance. If the person reviewing the grievance believes a conference with the employee will be beneficial, the employee will be notified. If the employee on or before the third day after the grievance is filed receives no written response, the employee must bring this fact to the attention of the Leadership Board.

Fourth Step (Staff Level l only):  Persons employed at Staff Level 1, i.e., the Ministerial Staff, may appeal the decision of the Lead Pastor to the Leadership Board.  The original written grievance, the written response, and any other written statement or material the employee wishes to be considered must be delivered to the Leadership team within three days of receipt of the written response.  In the process, the employee voicing the grievance will not be given a hearing without the presence of the Lead Pastor




The Church is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any employee uses illegal drugs on the job, comes to work under the influence of drugs or alcohol, or possesses, distributes or sells drugs in the workplace.


Staff may never purchase alcohol using church funds.


Therefore, the Church has established that the following are violations of Church policy:


  • Possessing, using, selling, dispensing, or manufacturing controlled substances at work.
  • Reporting to work under the influence of alcohol or illegal drugs.
  • Illegal use or abuse of prescription drugs.


Employees using prescription drugs should consider notifying their supervisor if the medication may affect their behavior or performance.


Everyone shares in the responsibility for maintaining a safe work environment and coworkers should encourage anyone who may have a drug problem to seek help. The goal of this policy is to balance our respect for individuals with the need to maintain a safe, productive and drug-free environment. Violations of this policy are subject to disciplinary action, up to and including termination.




The Church reserves the right at any time, without notice, to search or inspect an employee’s locker, desk, handbag, lunch box, or other containers or personal effects, or vehicles located on Church premises or work sites for compliance with this policy. Refusal to cooperate or submit to a search may result in disciplinary action, including termination.




The Church is committed to preventing workplace violence and to maintaining a safe work environment. All employees should be treated with courtesy and respect at all times.


Conduct that threatens, intimidates, or coerces another employee, a member of the Church, or a member of the public at any time, including off-duty periods, will not be tolerated. All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or any other management level employee. This includes threats by employees, as well as threats by Church members, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specific and detailed as possible.


All suspicious individuals or activities should also be reported as soon as possible to a supervisor. You are not required to place yourself in peril.


Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.




During the course of the employees’ employment with the Church, they may have access on a regular basis to information of a highly sensitive and confidential nature.  Employees of the Church serve in a position of trust, and they have an obligation to the Church and to those persons to whom the Church ministers to see that the confidentiality of this information is maintained and protected.  Unauthorized use or disclosure, even if inadvertent, compromises both the employee and the Church and seriously erodes the confidence of others without which the Church simply could not effectively minister.


Information regarding the Church or its members, or other persons to whom the Church may minister, of which the employee becomes aware as a result of the employment relationship, could be considered confidential information.  The employee may not disclose, duplicate, or use this information except as required in the performance of duties with the church.  Failure to adhere to these reasonably protect people’s confidentiality may result in disciplinary action.


The employee’s obligation to preserve the confidentiality of information acquired during employment continues even after the church no longer employs the individual. The employee may not disclose, after separation of their employment, any information which he was not permitted to disclose during employment.  Moreover, the employee may not utilize the confidential information he acquired while employed at the Church even after departure from the church.




The interests of the Church, particularly confidential information, represent proprietary assets that each employee has a continuing obligation to protect.


Information designated as confidential is to be discussed with no one outside the Church, and only discussed within on a “need-to-know” basis.  This responsibility is not intended to impede normal ministry communications and relationships, but is intended to alert employees to their obligation to use discretion to safeguard the Church’s interests.


Employees authorized to have access to confidential information may be required to sign special nondisclosure agreements and must treat the information as proprietary the Church property for which they are personally responsible.  Employees are prohibited from attempting to obtain confidential information for which they have not received access authorization.  Employees violating this policy will be subject to discipline, up to and including termination, and may be subject to legal action






All church staff are invited to all church events that apply to them.  Typically, church staff (and their families) costs to be involved are either waived or greatly reduced.  The Supervisor can offer details in any given situation.




The Church observes several holidays each year. Eligible full-time employees will be given a day off with pay for each holiday listed below:

  • New Year’s Day
  • Martin Luther King, Jr. Day
  • Good Friday
  • Memorial Day
  • July 4th
  • Labor Day
  • Thanksgiving (2 days)
  • Christmas (2 days)


Full time Staff typically do not work these days as Church offices will be closed. Any employee who works on any scheduled holiday may take an alternative day off (i.e., a flex day) with the approval of the employee’s supervisor and does not present undue hardship on the Church’s scheduled workload. These flex days may be used in conjunction with corresponding vacation days.




The purpose of Personal/Sick leave is to provide full time employees (levels 1 & 2) with flexible paid time off from work that can be used for such needs as personal illness or injury, illness in the immediate family, death in the immediate family or for the purpose of an adoption. Immediate family shall be defined as spouse, son, daughter, mother, father, brother, sister, in-laws or anyone in the custody of the employee. With prior approval of the supervisor, other absences may be allowed under Personal/Sick Leave. Two days per year with no loss of pay may be used for personal business or personal emergencies.


Personal/sick days accrue at one (1) day per working month or major traction of a month until the maximum allowable numbers of days are earned. Unused Personal/Sick days may be accumulated as follows:


  • 0 – 19 years of employment at the Church = 40 personal/sick days max;
  • 20 or more years of employment at the Church = 60 personal/sick days max.


After five (5) years of continuous employment, on resignation from South Spring Baptist Church, or in the case of a staff member going to part-time, any unused sick leave will be paid at the rate of ¼ of the employee daily salary.


Despite these guidelines, excessive absences may be a cause for termination.




The Lead Pastor may grant leaves of absence not to exceed 14 days for temporary disability required by the employee. The Leadership Board shall consider requests for extensions on a case-by-case basis.


A full-time employee shall be considered for a leave of absence for temporary disability at any time employee’s condition interferes with the performance of regular duties.


The South Spring Baptist Church shall not terminate the employment of the employee during an approved leave of absence for temporary disability.


The employee shall submit to the Lead Pastor a request for leave of absence for temporary disability. The request must be accompanied by a physician’s statement confirming the employee’s inability to work, the date upon which the employee’s inability to work began, the date upon which the employee has requested the leave to begin and the probable date of the employee’s return.


The Leadership Board may place an employee on leave of absence for temporary disability if, in their judgment and in consultation with a physician who has performed a thorough medical examination of the employee, the employee’s condition interferes with the performance of regular duties. The employee shall have the right to present evidence to the Leadership Board of fitness to continue in the performance of regular duties.


The employee shall notify the Lead Pastor of a desire to return to active duty at least three (3) days, or a reasonable period of time, before the expected date of return. The notice must include a physical fitness exam showing the employee’s ability to return to regular duties.




It is South Spring Baptist Church’s policy and desire to comply with all provisions of the Uniformed Services Employment and Reemployment Rights Act (USERRA).


The Church is committed to protecting the job rights of employees qualified absent on applicable military or service leave. In accordance with federal and state law, it is the Church’s policy that no employee or prospective employee will be subjected to any form of unlawful discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States as defined by USERRA. Specifically, the Church will not unlawfully deny employment, reemployment, promotion or other benefit of employment on the basis of that membership.


Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service and funeral honors duty, as well as time spent being examined to determine fitness to perform such service.


The Church reserves all rights afforded under the USERRA.




Vacation days are personal days that must be approved in advance by the supervisor.


These will be determined at the time the job offer is made, and they may differ from the starting points listed below.  The employee’s supervisor must always approve vacation.


Vacation days are not cumulative and must be taken during the year in which they accrue.


Upon termination or retirement, payment will be made for vacation days earned and not used.


Vacation days are explained in detail below for each specific Staff Level.




The church Leadership Board will select a Group Insurance Plan. The church will pay the premium for eligible employees in accordance with our group insurance policy. The employee has the option of paying the additional premium for a spouse and/or children.  Employees may defer the payment towards other coverages (ie: dental, spouse or child benefits) depending on plans selected but the employee may not receive payments for any products declined.


The effective date of the insurance will be the starting date of employment.




The church will pay a percent of some employee’s “cash” salary (in addition to the salary) to the Southern Baptist Annuity plan.  As retirement provisions of the church, these funds cannot be withdrawn by the staff member until retirement or death of the staff member, and then by the named beneficiary.


Voluntary salary reduction contributions to the retirement plan are at the discretion of the employee. Any exceptions must meet requirements of the Annuity Board and be approved by proper church action.


  1. DAYS OFF (weekly)


The regular Mon-Fri workweek does not apply to all in ministry situations.  This heading explains under each level how this works.  Overtime pay is different depending on each job position.  The church welcomes employees to take appropriate time for voting, jury duty, and subpoenas.  The employee needs to communicate such predicted time away as soon as they suspect it.




In some cases, it can greatly magnify the ministry of the church for staff to take days to get training or to offer training, teaching, etc. in a variety of settings.




Church expense reports must be submitted to the Finance Office at the end of each month in which the expense was incurred in order to receive reimbursement. Reimbursement forms are available in the Church office. Reimbursement expense forms that are incomplete, inaccurate, or lack necessary documentation may be returned and may result in longer processing time or may be rejected.


All employees are expected to uphold a high level of integrity at all times in the usage of Church expense reports. Employees who submit false information, as determined by the Business Office or Leadership Board will be subject to disciplinary action up to and including the termination of employment.


All reimbursements are subject to the Church’s Accountable Reimbursement Policy.




Employees who use their own automobiles for travel on authorized Church business will be reimbursed for mileage at the rate established under the current Internal Revenue Service guidelines. Reimbursement for mileage will be accomplished using the Mileage Reimbursement Form, which is available in the Church office. The form should be filed with the Business Office as soon as reasonably possible after travel, but in no event longer than one week after the travel occurred. Reimbursement will be for mileage only and not for purchasing of fuel or meals.


Employees must carry, at their own expense, the minimum insurance coverage for property damage and public liability.




Upon death of a current employee, his or her estate shall be reimbursed for accumulated local sick leave days in an amount equal to that of the employee’s daily rate. Eligible days for reimbursement shall not exceed the maximum accumulation of benefits.


Further, South Spring Baptist Church’s health care package includes life insurance and some Long-Term Disability coverage for most employees.  As well, spouse and child term life is provided for most employees.




Maternity/paternity/adoption leave (Paid Paternal Leave) is a paid leave associated with the birth of a child or the placement of a child with you in connection with adoption. Paid Parental Leave is not taken from any other paid time off. You qualify for Paid Parental Leave after one-year of employment with South Spring Baptist Church, although your Supervisor may waive this requirement. Full-Time Staff Members receive 6 weeks of paid leave. Part-Time Staff Members receive 4 weeks of paid leave. Temporary Staff and Staff working less than 20 hours per week are not eligible for Paid Parental Leave under this policy.


Health insurance benefits will continue to be provided during the Paid Parental Leave under this policy at the same rate as in effect before the leave was taken regardless of length of service, provided you have at least one full year of service.


You must provide to your Supervisor 30 days’ notice of the requested leave (or as much notice as practicable if the leave is not foreseeable).  You are encouraged to take Paid Parental Leave consecutively. However, with the approval of your Supervisor, all or part of Paid Parental Leave may be taken with reduced hours or non-consecutively within 6 months of the birth or placement of a child.





  1. STAFF LEVEL 1: Equipping Pastors


  1. Vacation
    1. Level 1 staff will have at least 10 working days of vacation each calendar year.
    2. After five (5) years of full-time employment at the Church, Level 1 staff will be entitled to an additional five (5) days of vacation time.


  1. Insurance
  2. The church will pay the premium for the employee onlyin Level 1.
  3. The church will pay the premium for term life for the employee at 3 times the


  1. The church will pay the premium for Long Term disability for the employee.
  2. The church will pay the premium for employee’s spouse term life at $5,000.
  3. The church will pay the premium for employee’s child(ren) term life at $10,000.


  1. Annuity
    1. The church applies 10% starting the date of employment.


  1. Social Security
    1. Non-Minister Employees: The church pays the employer’s half of Social Security of all unlicensed employees as required by law.
    2. Minister Employees: The church pays no Social Security for employees who have been licensed, ordained or commissioned as a minister of the Gospel and are performing ministerial duties. The Finance Committee shall approve a housing allowance for the minister employees.


  1. Days off (weekly)
    1. If Sunday is considered a workday for the employee, he/she will be given an additional day off, Monday through Friday, to be designated by his/her Supervisor as compensatory time. Saturday is considered to be a day off, even though it is known that employees will have to work on some Saturdays and other days off.   When feasible, the staff member can find a day off to compensate for when this happens.


  1. Teaching/Training Days
    1. The following additional time away, with full pay, is granted to Level 1 staff:
      1. at least one (1) week (i.e., five (5) working days and one (1) Sunday) for the purpose of the employee’s providing leadership in conferences and/or revivals for which the employee receives remuneration; and
      2. at least one (1) week (five (5) working days and one (1) Sunday for the purpose of personal improvement in the skills necessary to perform his or her duties.


  1. Sabbatical Leave
    1. The Church recognizes the desirability of its ministers and staff (at least Levels I) devoting significant uninterrupted periods of time to further study or theological research, professional retraining, and/or personal renewal. It is not a time of vacation; rather, it is a time to sharpen and improve ministry skills away from the ever-present demands of ministry in order to enable the minister to act out his/her calling with a sense of fresh excitement and expanded vision for their area of ministry. Therefore, a sabbatical leave (with full salary and benefits) for such purposes is authorized with the following provisions:
      1. After each four years of full-time service, ministers will be eligible to participate in a sabbatical leave during their fifth year. A minister is not required to take a study leave. They are encouraged to take advantage of the opportunity provided by the congregation.
      2. The minister must present his/her proposal for a sabbatical leave in written form to the Pastor at least six months in advance of the time requested for the leave. The Pastor will consider each proposal and, if appropriate, will then present it to the Leadership Board for approval. The proposal will be judged on the basis of the anticipated educational, vocational and personal potential.
  • In order for a sabbatical leave to be effective, it cannot be taken in small increments. Therefore, the sabbatical leave will consist of a maximum duration of six consecutive weeks and a minimum of three consecutive weeks. The value of the study leave is for an extended time and training. Leaves will be coordinated so that no two ministers will be on sabbatical leave at the same time.
  1. Funds annually budgeted for the minister’s professional growth may be used for sabbatical expenditures. The Leadership Board may make further funds available if they deem it appropriate.
  2. One month after his/her return from sabbatical leave, the minister will present an oral report to the Leadership Board describing the effects of the study leave will have in his/her calling, and how the knowledge gained from the sabbatical leave will benefit the overall ministry of the church.
  3. Because the sabbatical leave represents a considerable investment on the part of the congregation, there will be a mutual agreement that the minister will remain in his/her position on staff for a full year after returning from the leave. If a minister leaves the Church before the end of the twelve-month period, an appropriate reimbursement for the expense of that leave will be negotiated with the Leadership Board.


  1. STAFF LEVEL 2: Ministry Coordinators, Managers, Foreman, etc.


  1. Vacation
    1. Level 2 staff will have at least 5 working days of vacation each calendar year.
    2. After five (5) years of full-time employment at the Church, Level 2 staff will be entitled to an additional five (5) days of vacation time.


  1. Insurance
  2. The church will pay the premium for the employee onlyin Level 1.
  3. The church will pay the premium for term life for the employee at 3 times the


  1. The church will pay the premium for Long Term disability for the employee.
  2. The church will pay the premium for employee’s spouse term life at $5,000.
  3. The church will pay the premium for employee’s child(ren) term life at $10,000.


  1. Annuity
    1. The church applies at least 5% starting the date of employment.


  1. Days off (weekly)
    1. If Sunday is considered a workday for the employee, he/she will be given an additional day off, Monday through Friday, to be designated by his/her Supervisor as compensatory time. Saturday is considered to be a day off, even though it is known that employees will have to work on some Saturdays and other days off.   When feasible, the staff member can find a day off to compensate for when this happens.


  1. Teaching/Training Days
    1. Supervisors may determine that it is the best interest for Level 2 employees to engage in training.


  1. Sabbatical Leave

Handled in a case-by-case situation for the Level 2, but not guaranteed.  The Lead Pastor would request this from the Leadership Board in those situations.



  1. STAFF LEVEL 3: Part Time employees


  1. Vacation
    1. none


  1. Insurance
    1. none


  1. Annuity
    1. none


  1. Days off (weekly)
    1. none


  1. Teaching/Training Days
    1. Supervisors may determine that it is the best interest for Level 3 employees to engage in training.


  1. Sabbatical Leave
    1. none







After all leave has been exhausted, the employee shall forfeit the full daily rate of pay for each day of absence thereafter.


Unauthorized absences shall be defined as an absence from an assigned duty not provided for by South Spring Baptist Church. There shall be deducted from the employee’s salary for each unauthorized absence an amount based on the employee’s daily rate of pay.




The Church has guidelines to avoid real or potential conflicts of interest with the interests of the Church or its members.  It is an employee’s duty to follow the guidelines about conflicts of interest.  If this is not clear, or if the employee has questions about conflicts of interest, he is to contact the Supervisor.


An actual or potential conflict of interest is when you are in a position to influence a decision or have business dealings on behalf of the Church that may result in personal gain for you or your relatives or immediate family.


We do not automatically assume that there is a conflict of interest if you have a relationship with another individual or company.  However, if you have any influence on transactions involving purchases or contracts, you must tell the Supervisor as soon as possible.  By telling us that there is a possibility of an actual or potential conflict of interest, we can set up safeguards to protect everyone involved.


The possibility for personal gain is not limited to situations where you or your relative has a significant ownership in a firm with which the Church does business.  Personal gains can also result from situations where you or your relative received a kickback, bribe, substantial gift, or special consideration as a result of a transaction or business dealing involving the Church.




No person or work team shall be authorized to incur substantial non-budgeted indebtedness on behalf of the Church without the prior approval of the Leadership Board.


Additionally, no staff member, Board member, team member, or Church member is authorized to conduct fund-raising campaigns or efforts for Church related programs without prior approval of the Leadership Board.




The Leadership Board or its designated work team will conduct an annual review of the Lead Pastor.


All employees and staff will be reviewed annually by his/her supervisor. These evaluations are primarily to hold accountable both the supervisor and the employee to be intentional about staff discipleship and guidance. Raises may be merit and/or cost-of-living, and the conversations created in the evaluations may, of course, influence merit raises.




The Church values the health and safety of all employees, and works diligently in maintaining a safe and productive working environment by establishing and consistently enforcing safety guidelines within the workplace.


It is the responsibility of any employee to avoid situations in which they feel unsafe or at risk of injury.  If any employee is asked or instructed to do something that they feel could put them at risk, they are required to communicate with their supervisor their concerns.


All Church employees are expected to adhere to the safety guidelines at all times, and report any violation to a supervisor or official of the Church. The safety within the Church work environment depends on the alertness and personal commitment of all.


The following safety guidelines have been devised to help prevent accidents and injuries, as well as to maintain a productive and safe working environment.  These are some examples of safety guidelines:


  1. Working areas should be clean of debris before and after each workday.
  2. Pathways for walking and for the use of members should always be clean and free of debris.
  3. Trash should properly be disposed of at all times while in Church break rooms.
  4. Only licensed and authorized employees are permitted to operate power equipment.
  5. Carts and dollies are only to be used to move material and are not to be used as transportation devise for personnel or horseplay.
  6. Employees should request assistance from a fellow employee or supervisor when attempting to lift or carry heavy objects.
  7. Employees should be observant of their surroundings at all times and report any potential safety hazards to a supervisor or official immediately.
  8. Employees are responsible for reporting any unsafe acts or problems they observe to a supervisor or official immediately.


In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance.




How we engage with the media locally and beyond is very important.  It is vital that this is done in an intentional way that preserves the message of SSBC and the gospel.


All media inquiries and other inquiries of a general nature should be referred to the Lead Pastor. Inquiries seeking information concerning current or former employees should be referred to the Leadership Board.


A note here is that employees should be intentional and consider the impact of anything posted on social media especially about the Church and congregation.  If there is any question as to the appropriateness of any post, please communicate with the Supervisor.




Staff members are not required to be in a situation with any person on staff that would make them cross a personal boundary in regards to counseling people, office sharing with people, traveling with people, etc.  Any situation that seems to be creating a condition of that nature can be brought to the attention of the supervisor and dealt with in a healthy way.




The church offers further education scholarships for appropriate staff seeking education that is deemed to serve the ministry of the church.  Encouraging our staff, via conferences, mentoring relationships, experience and further education, to develop their skills to increase their role in the Kingdom is a vital ministry of the Church.  Each situation will be evaluated by the staff member’s supervisors and/or the Leadership Board.




Staff can attend any church event or trip, with the proper approval of their supervisors, for half price.  Children of staff level 1 & 2 can attend any appropriate event or trip for half price.   In some cases, this will count as taxable income; if there is any question, the staff member should ask for clarification.  In certain cases, more of the cost may be covered.




The Church reserves the right to intercept and read stored, copied, or modified employee email communications and other information stored on an employee’s computer or laptop at work.  Employees should have no expectations that the data on their computers or laptop, including email, is private.


Downloading, transmission, or possession of pornographic and sexually explicit or other objectionable materials as determined by the Church is strictly prohibited.  Violations of this policy are subject to disciplinary action, up to and including termination.




Dress is casual yet appropriate for a professional employee in a Christian organization. Dress should be comfortable, clean, neat, appropriate, and modest.





Disciplinary actions can include confrontation, official warnings (verbal or written), demotion, unpaid time off, and/or termination and others.  There is no guarantee of the order of these potential disciplinary actions.





This is to acknowledge that I have received my personal copy of South Spring Baptist Church’s Employee Handbook.  In consideration of my employment with the Church, I hereby agree to read, observe and abide by the conditions of employment, policies and rules contained in this Handbook.


I understand that the policies and procedures described in this Handbook are for purposes of information only and may be amended or modified by the Church at any time, with or without prior notice.  This Handbook shall not constitute a contract of employment or a contract to provide any benefit to me.


I further understand that my employment is entered into voluntarily and at all times shall remain “at-will” and that I am free to resign at any time.  Similarly, the Church is free to terminate my employment for any reason at any time, with or without cause.



Employee Name:                                                                                

(Print Name)


Employee Signature: