AMERICAN FAMILY ASSOCIATION, INC.

Employee Handbook
August of 2009 ( Updated )

3/07

TABLE OF CONTENTS
Paragraph

SECTION 1.000: INTRODUCTION

Welcome! ..................................................................................................... Introductory Statement ................................................................................ 1.100 1.200

SECTION 2.000: EMPLOYMENT

Employment ................................................................................................ Equal Employment Opportunity ................................................................... Immigration Reform and Control Act of 1986 ................................................ New Hire Act ................................................................................................ Employment of Minors ................................................................................. Employee Classifications .............................................................................. Job Descriptions .......................................................................................... Employee Feedback ..................................................................................... Treatment of Fellow Employees .................................................................... 2.100 2.200 2.300 2.350 2.400 2.500 2.600 2.700 2.800

SECTION 3.000: BENEFITS

Introduction ................................................................................................ Vacation ...................................................................................................... Holidays ...................................................................................................... Sick and Bereavement Pay ........................................................................... Cobra .......................................................................................................... 401K ........................................................................................................... Workers Compensation Insurance ................................................................ Scholarship 3.100 3.200 3.300 3.400 3.500 3.600 3.700 3.800

SECTION 4.000: PERSONNEL STATUS

Tardiness and Absence ................................................................................ Termination ................................................................................................. Time Records - Signing In and Out ............................................................... Break and Meal Periods ............................................................................... Travel .......................................................................................................... Personnel Records ....................................................................................... Promotion and Transfer ............................................................................... 4.100 4.200 4.300 4.400 4.500 4.600 4.700

SECTION 5.000: COMPENSATION

3/07

Payday......................................................................................................... Payroll Deductions ....................................................................................... Administrative Pay Corrections ...........................................................................

5.100 5.200 5.300

SECTION 6.000: DISCIPLINE AND GRIEVANCE

Discipline and Termination Procedure .......................................................... Grievance Procedure .................................................................................... 6.100 6.200

SECTION 7.000-8.000: WORKING TOGETHER

Standards of Conduct .................................................................................. Introduction ................................................................................................ Morals Policy ............................................................................................... Harassment ................................................................................................. Alcohol, Drugs, and Controlled Substances .................................................. Workplace Safety ......................................................................................... Prohibition of Violence ................................................................................. Outside Activities ......................................................................................... Conflict of Interest ....................................................................................... Electronic Communication Policy ................................................................. Personal Appearance .................................................................................... Lost and Found ........................................................................................... Access to AFA Property ................................................................................ Business Expense Reporting ........................................................................ Use of AFA Telephones ................................................................................. Employee Parking ........................................................................................ References ................................................................................................... 7.005 7.100 7.200 7.300 7.400 7.500 7.600 7.700 7.800 8.000 8.100 8.200 8.300 8.400 8.500 8.600 8.700

SECTION 9.000: EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT ................................................................. INDEX

9.000

3/07

American Family Association

SECTION 1.000 INTRODUCTION

WELCOME ..................................................................................................... INTRODUCTORY STATEMENT ....................................................................... Paragraph 100 200

3/07

1.100:

WELCOME!

A Note from Don

American Family Association is a Christian ministry. I am convinced that God has had His hand on this ministry since it began. Working at AFA should be more than a job. It should be a challenge to do our best. AFA began in my dining room in Southaven, Mississippi, in January 1977. I began AFA with no support from any source other than God, but with a firm belief that it was something God wanted me to do. Obviously, God has blessed the ministry since that time. What do I expect from those who work for AFA? Nothing more than what I expect from myself. I expect each employee to do the best job they can do, and to do it with the right attitude. I expect each employee to apply their talents and time to their job while at work. I expect each employee to make a genuine effort to build good relationships with fellow employees. I expect the time on the job to be devoted to the work of AFA. Whatever your job, it is very important to AFA that it be done correctly. It takes all of us working together to keep the ministry fulfilling our mission. I will be as fair and helpful to each employee as I can possibly be. I expect, in return, that the employee will give AFA 100% in time, talent and effort. This handbook was developed to address some of the issues of concern to our employees, and to outline the policies, programs, and benefits available to eligible employees. Employees should familiarize themselves with the contents of the handbook. I hope your work here will be an enjoyable experience and that it will be challenging and rewarding. Working together, we can make a difference.

Donald E. Wildmon President

Post Office Drawer 2440/107 Parkgate/Tupelo, Mississippi 38803/Phone 662-844-5036 Fax 662-844-9176

3/07

1.200:

INTRODUCTORY STATEMENT

This handbook is designed to acquaint you with AFA and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by AFA to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As AFA continues to grow, the need may arise and AFA reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. The only exception to any changes is our employment-at-will policy permitting you or AFA to end our relationship for any reason at any time. Employees will, of course, be notified of such changes to the handbook as they occur.

3/07

American Family Association

SECTION 2.000 EMPLOYMENT

Paragraph YOUR EMPLOYMENT ........................................................................................ Employment At Will ........................................................................................... EQUAL EMPLOYMENT OPPORTUNITY ............................................................. IMMIGRATION REFORM AND CONTROL ACT OF 1986 NEW HIRE ACT ................................................................................................. EMPLOYMENT OF MINORS .............................................................................. EMPLOYMENT CLASSIFICATION ..................................................................... Overtime ............................................................................................................ JOB DESCRIPTIONS ......................................................................................... PERFORMANCE EVALUATIONS ....................................................................... Treatment of Fellow Employees .................................................................... 100 105 200 300 350 400 500 505 600 700 800

3/07

2.100: YOUR EMPLOYMENT 2.105: Employment At Will Employment with AFA is at will. The employee is free to resign at will and at any time, with or without cause. Similarly, AFA may terminate the employment relationship at will and any time, with or without notice or cause, so long as there is no violation of applicable federal or state law. Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between AFA and any of its employees. The provisions of the handbook have been developed at the discretion of management and, except for its policy of employment-at-will, may be amended or cancelled at any time at AFA's sole discretion. These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the chief executive officer of AFA. 2.200: EQUAL EMPLOYMENT OPPORTUNITY In order to provide equal employment and advancement opportunities to all individuals, employment decisions at AFA will be based on merit, qualifications, and abilities. AFA does not discriminate in employment opportunities or practices on the basis of race, color, sex, national origin, age, or any other characteristic protected by laws applicable to AFA. All employees represent the ministry in public and therefore must be a professing Christian. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. . 2.300: IMMIGRATION REFORM AND CONTROL ACT OF 1986 AFA is committed to employing only United States citizens and aliens who are authorized to work in the United States. AFA does not unlawfully discriminate on the basis of citizenship or national origin.

3/07

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with AFA within the past three years, or if their previous I-9 is no longer retained or valid. Employees may raise questions or complaints about immigration law compliance without fear of reprisal. 2.305: NEW HIRE ACT By federal law all employers are required to report newly hired employees to the designated state agency in the state where the employees are hired within 20 days of the hire date. This requirement is the result of legislation designed to improve child support enforcement by locating parents who have neglected to pay support. 2.400: EMPLOYMENT OF MINORS For employees less than 18 years of age, the hours of employment and working conditions strictly follow the regulations set forth by federal and state laws. 2.500: EMPLOYMENT CLASSIFICATION

It is the intent of AFA to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. REGULAR FULL-TIME employees are those who are not in a temporary status and who are regularly scheduled to work AFA's full-time schedule. Generally, they are eligible for AFA's benefit package, subject to the terms, conditions, and limitations of each benefit program. REGULAR PART-TIME employees are those who are not assigned to a temporary status and who are regularly scheduled to work less than the full-time work schedule, but at least 32 hours per week. Regular part-time employees are eligible for some benefits sponsored by AFA, subject to the terms, conditions, and limitations of each benefit program. TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legallymandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of AFA's other benefit programs.

3/07

INDEPENDENT CONTRACTORS are self employed and are not considered as an employee, agent, joint venturer, or partner of AFA. They are not eligible for state or federal tax purposes, or for unemployment insurance, disability insurance, workers compensation, social security, or other benefits. VOLUNTEERS are classified as individuals who serve AFA willfully and receive no monetary compensation for the services rendered. Volunteers are an important part of AFA and are recognized accordingly.
.

2.505: Overtime and Minimum Wage

The Fair Labor Standards Act (FLSA), which governs minimum wage and overtime, applies to AFA hourly employees. AFA will pay an hourly employee time and a half for any hours in excess of 40 worked during a week. FSLA requires that hourly employees be paid for every hour they work no volunteering at employment related tasks is allowed. Further, the FSLA does not allow an employer to substitute comp time for overtime pay to hourly employees. Also, the law does not allow averaging hours over a two week pay period. Each week stands on its own. 29 CFR 778.104. AFA does not want to use overtime. Therefore, supervisors should not schedule or allow hourly employees to work overtime except as directed by senior management.
2.515: Procedure for Scheduling and paying hourly employees 1. Plan the work schedule for hourly employees so that they do not exceed 40 hours during a given week. For example, if they are going to work a special event outside normal office hours, have them stay home another day that same week, so that at the end of the week they have not exceeded 40 hours. 2. If in an emergency you have to work an hourly employee more than 40 hours, make sure the employee accurately records the hours worked, and notify the Comptroller that you are incurring overtime, so that the time card will be processed efficiently. 3. Supervisors must verify that their employees accurately report all hours worked. It is an employer violation under the FSLSA for an hourly employee to under report actual hours worked. Penalties for violation of the FLSA include fines of up to $10,000 and six months in jail. 2.516: Classification of Exempt (SALARIED) Employees An employee that meets the administrative exemption under the FLSA should be moved to salarIied status.

3/07

Administrative Exemption Criteria 5 C.F.R. ' 551.206. An administrative employee is an advisor or assistant to management, a representative of management, or a specialist in a management or general business function or supporting service and meets all of the following criteria: A. Primary duty test. The primary duty test is met if the employee=s work ' (A) Significantly affects the formulation or execution of management programs or policies; or (B) Involves management or general business functions or supporting services of substantial importance to the organization serviced; or (C) Involves substantial participation in the executive or administrative functions of a management official. B. Nonmanual work test. The employee performs office or other predominantly nonmanual work which is ' (A) Intellectual and varied in nature; or (B) Of a specialized or technical nature that requires considerable special training, experience, and knowledge. C. Discretion and independent judgment test. The employee frequently exercises discretion and independent judgment, under only general supervision, in performing the normal day-to-day work.

2.600: JOB DESCRIPTIONS In order to mutually understand what is expected of a new employee and for what the employee will be held accountable, a job description is utilized. Employees will generally be given a job description before they start working. A job description summarizes your duties and responsibilities and gives you important information about your new job. Please read and study your job description carefully and discuss it with your supervisor if you have any questions. All job descriptions with AFA are flexible and require a cross training ethos. We at AFA help one another and therefore should be mindful of other skills if called upon to perform such tasks. AFA reserves the right to revise and update your job description from time to time, as it deems necessary and appropriate.

3/07

2.700: Employee Feedback Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Additional documented feedback should be 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 meeting goals. Employees are encouraged to discuss any concerns or problems relating to job performance, goals, requirements or policies with their supervisor, rather than with other employees.

2.800 Treatment of Fellow Employees Employees at AFA are expected to treat each other in a fair and dignified manner and in accordance with Biblical standards. This means no gossip among co-workers and treating others in the same manner in you want to be treated. We here at AFA are a team that is committed to working together to accomplish our mission.

3/07

American Family Association

SECTION 3.000 BENEFITS

Paragraph INTRODUCTION ........................................................................................... VACATION ........................................................................................ HOLIDAYS ........................................................................................ SICK LEAVE ................................................................................................ COBRA .................................................................................................... 401 K........................................................................................................ WORKERS COMPENSATION INSURANCE .................................................... Scholarship ............................................................................................... 100 200 300 400 500 600 700 800

3/07

3.100: INTRODUCTION AFA maintains a benefit program to help meet the needs of its employees. The following information in this section outlines your benefits as an employee of the church. 3.200: VACATION General Policy: Regular full-time or regular part-time employees, who have worked for AFA at least six months, earn paid vacation at the following rates: 1 5 years of service, 10 days 5 15 years of service, 15 days 15 years and beyond of service, 20 days An employee may take the full vacation days she will earn during a given calendar year at any time during that year, subject to prior approval by her supervisor. The smallest increment of vacation that an employee may take is a half day (4hrs). No accrued vacation days may be carried over from one calendar year to the next. Vacation days are paid at the employee's base pay rate at the time of vacation, for the number of hours per day the employee would normally be scheduled to work. New Employees: All new AFA employees must wait six months before taking paid vacation. New employees hired during the first half of any calendar year will accrue five vacation days that year, but cannot take those days until they have completed a six-month waiting period. Example 1: An employee hired April 15, 1996 would complete his 6 month waiting period on October 15, 1996 and would then be eligible to take five days vacation before the end of the calendar year. New employees hired during the second half of any calendar year will not accrue any vacation days during that calendar year. The following year they will earn 10 days, which they may begin taking after they have been employed six months. Example 2: An employee hired September 5, 1996 would not accrue any vacation during 1996. The employee would complete her 6 month waiting period on March 5, 1997 and would then be eligible to take the 10 days vacation she would earn during 1997. Termination of Employment: Upon termination of employment, an employee's final check will be adjusted to pay for vacation days earned that calendar year

3/07

but not taken, or to deduct for vacation days taken in advance but not earned prior to termination.

3.300: HOLIDAYS AFA will grant holiday time off to all employees on the holidays listed below. New Years Day (January 1)

Good Friday (Friday before Easter) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Thanksgiving (fourth Thursday in November) & Friday following Thanksgiving Christmas (December 25) AFA will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Eligible employee classification(s): Regular full-time employees; Regular part-time employees A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday. If a recognized holiday falls during an eligible employee's paid absence (e.g., vacation, sick leave), the employee will be eligible for holiday pay. 3.400: SICK LEAVE and BEREAVEMENT LEAVE AFA provides paid sick leave benefits to all eligible employees for periods of temporary absence due to illnesses, injuries or bereavement. Eligible employee classification(s): Regular full-time employees; Regular part-time employees Eligible employees are granted sick leave benefits at the rate of 7 days per year (.58 of a day for every full month of service). Sick leave benefits are calculated on the basis of a "benefit year," the 12-month period that begins when the

3/07

employee starts to earn sick leave benefits. Sick leave days do not carry over from one calendar year to the next. Paid sick leave can be used in minimum increments of one-half day. Eligible employees may use sick leave benefits for an absence due to their own illness or injury or that of a family member. Sick leave may be used for bereavement for the death of a member of the employee's immediate family. Employees who are unable to report to work due to illness, injury or bereavement should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence. Sick leave benefits will be calculated based on the employee's base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials. Sick leave benefits are intended solely to provide income protection in the event of illness, injury or bereavement, and may not be used for any other absence. Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment. .

3/07

3.500 COBRA The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under AFA's health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation; and a dependent child no longer meeting eligibility requirements. Under COBRA, the employee or beneficiary pays the full cost of coverage at AFA's group rates plus an administration fee. AFA provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under AFA's health insurance plan. The notice contains important information about the employee's rights and obligations.

3.600: 401 K Both full-time and part-time employees are eligible to participate in the AFA 401K program during the next 401K enrollment period after the employee completes 1000 hours of service. Enrollment periods are held during January and July of each calendar year. AFA matches each employees contributions to the Plan 100%, up to 10% of the employees salary. The employee always owns his own contributions. The employees ownership of the AFA contributions vests on the following schedule: after two years of service 20%; three years of service 40%; four years of service 60%; five years of service 80%; six years of service 100%. If an employee leaves AFA before they are fully vested, the unvested portion of AFAs contributions to their 401K will be dispersed proportionately among the accounts of the other participants in the plan. (For greater detail refer to the Plan document.) 3.700: WORKERS COMPENSATION INSURANCE AFA provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers' compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately. Employees who sustain work-related injuries or illnesses must inform their supervisor immediately. No matter how minor an on-the-job injury may appear.

3/07

This will enable an eligible employee to qualify for coverage as quickly as possible. Neither AFA 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 AFA.

3/07

3.800: Scholarships Scholarships for full-time enrollment at a college or university are available to children of eligible employees meeting the criteria of the scholarship program. Questions regarding eligibility for this program should be directed to the Comptroller. RULES GOVERNING SCHOLORSHIP 1. Applicants are required to submit a letter to the comptroller requesting the scholarship, and also should send a copy of a letter of acceptance from the fully accredited college of their choice. 2. Scholarship only applies to those students who are at the undergraduate level. 3. After completion of the first year student must show a GPA of at least 2.0. 4. Scholarship amount is $1500 a semester 5. Rules only apply to unmarried children of dependant status.

3/07

American Family Association

SECTION 4.000 PERSONNEL STATUS

Paragraph TARDINESS AND ABSENCE .............................................................................. Introduction .................................................................................................... Absences ........................................................................................................ Tardiness ........................................................................................................ TERMINATION .................................................................................................. Severance Pay ................................................................................................. TIME RECORDS: SIGNING IN AND OUT ........................................................... BREAKS AND MEAL PERIODS.......................................................................... TRAVEL ........................................................................................................ COMP TIME .................................................................................................... PERSONNEL RECORDS .................................................................................... Introduction .................................................................................................... Employment Reference Checks ........................................................................ Personnel Data Changes ................................................................................. Employment Applications ................................................................................ PROMOTION AND TRANSFER .......................................................................... 100 105 110 115 200 205 300 400 500 505 600 605 610 615 620 700

3/07

4.100: TARDINESS AND ABSENCE 4.105: Introduction It is important that employees are present at the start of their day to join in corporate devotions or promptly begin work. All staff rely on workers being at their assigned tasks at scheduled times so that the work of ministry can be carried out smoothly. 4.110: Absences Employees should contact their supervisor as soon as it is determined that they will be unable to report to work as scheduled. In the case of an absence due to illness, calling the supervisor at home the night before or prior to the scheduled start of the workday allows adequate time to arrange a replacement. 4.115: Tardiness Tardiness or absence is considered "excused' only when the employee calls ahead of time and the tardiness or absence is for a compelling and approved reason. If contact or a call cannot be made ahead of time due to physical limitations, earliest contact is required. AFA shall determine what constitutes a compelling reason for an absence or tardiness. Tardiness or absence for a non-compelling reason, and failing to call the supervisor according to AFA policy, will be considered unexcused, absences and tardiness will be a topic of discussion during evaluations. 4.200: TERMINATION Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated: RESIGNATION - voluntary employment termination initiated by an employee. DISCHARGE - involuntary employment termination initiated by the organization. LAYOFF - involuntary employment termination initiated by the organization for non-disciplinary reasons. RETIREMENT - voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization. AFA may schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee

3/07

benefits, conversion privileges, repayment of outstanding debts to AFA, or return of AFA-owned property. Suggestions, complaints, and questions can also be voiced. Since employment with AFA is based on mutual consent, both the employee and AFA have the right to terminate employment at will, with or without cause, at any time. 4.300: TIME RECORDS: SIGNING IN AND OUT Accurately recording time worked is the responsibility of every hourly employee. Federal and state laws require AFA to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. Hourly employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment. Hourly employees should not report to work prior to their scheduled starting time nor stay after their scheduled stop time without expressed, prior authorization from their supervisor. In any event the employee must record and turn in accurate time records. It is the employee's responsibility to sign his or her time record to certify the accuracy of all time recorded. The supervisor will review and then initial the time record before submitting it for payroll processing. 4.400: BREAKS AND MEAL PERIODS Nonexempt employees who work at least 5 hours a day will receive an unpaid meal period of 1 hour. However, nonexempt employees who do not work more than 6 hours a day may voluntarily waive their right to a meal period. Meal periods will be scheduled in consultation with the supervisor so that the normal operation of the organization is disrupted as little as possible. Nonexempt employees who work at least 3 hours daily are authorized a paid break of at least 10 minutes. The break should normally be taken as close to the middle of the work period as possible.

3/07

4.500 TRAVEL Employees who are driving on AFA business are authorized to stop driving for the night by 8 PM and required to stop driving no later than 10 PM unless specifically authorized to drive later in an emergency situation. In any case, employees driving on AFA business are authorized to stop and rest when they are sleepy. Employees must obey all traffic laws and are strictly forbidden to exceed the legal speed limit when driving AFA vehicles or when driving their own vehicles on AFA business. AFA will allow employees to take compensator time off during the following week, on an hour for hour basis, when they are required to work or drive for AFA on a Saturday, Sunday, or holiday. When scheduling employees to go on out of town driving trips, the AFA manager shall plan adequate time for safe travel, and shall review employees actual travel to verify that actual travel reasonably comports with the preceding policies. When returning from an AFA trip employees will be expected to return to work 12 hours after you return to Tupelo when you arrive after 10pm. If you arrive back to AFA before 10pm you are expected back at 8am. If employee is traveling and will not make it back to Tupelo before 12am, the employee is required to get a room for that night. The employee should report this to his/her supervisor, and begin driving at 8am the following morning. If an employee is traveling back to Tupelo and they choose to continue traveling after 10pm approval must be granted by the supervising agent of the employee. If they are returning after 3am, they must also contact AFA to see if their attendance is required at work the next day. AFA assumes no responsibility for individuals traveling outside of the hours stipulated in the personnel manual. All travel must be pre-approved by employees supervisor. 4.505 COMPENSATORY TIME An employee accrues two hours Compensatory time each night they spend away from home when they spend the day before and the day after in job related travel or duties.

3/07

The maximum number of Comp time hours that may be accumulated is 16. An employee who has accrued more than 16 hours Comp time must use the excess during the following pay period or lose it. When a salaried employee works Saturday or Sunday, he is entitled to a full day off for each weekend day spent working or traveling. These Comp days shall be used before the end of the following pay period. When a salaried employee earns a comp day for working on Saturday or Sunday, he will not accrue an extra 2 hours for being away from home that night. Employees will be required to fill out the appropriate form to obtain Comp time. 4.600: PERSONNEL RECORDS 4.605: Introduction AFA maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals, and other employment records. Personnel files are the property of AFA, and access to the information they contain is restricted. Generally, only supervisors and management personnel of AFA, with the permission of the Comptroller, President, or Chairman, who have a legitimate reason to review information in a file are allowed to do so. Employees who wish to review their own file should contact the Comptroller. With reasonable advance notice, employees may review their own personnel files in AFA's offices and in the presence of an individual appointed by AFA to maintain the files. AFA will not issue the first paycheck to employees unless the Comptroller has received the following information from the employee: signed resume or application, W4 form, and I-9 form. 4.610: Employment Reference Checks To ensure that individuals who join AFA are well qualified and have a strong potential to be productive and successful, it is the policy of AFA to check the employment references of all applicants. AFA will respond in writing only to those reference check inquiries that are submitted in writing. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held. 4.615: Personnel Data Changes

3/07

Each employee is responsible to promptly notify AFA of any changes in personnel data. Personal mailing addresses, telephone numbers, names of dependents, individuals to be contacted in the event of emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed notify the Comptroller. 4.620: Employment Applications AFA relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in AFA's exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

4.700: PROMOTION AND TRANSFER AFA's intent is to give qualified employees preference over others when filling job openings within the organization. Openings should be announced to existing staff and sufficient time allowed for existing staff to respond prior to advertising the opening to the general public. However, because of the experience, skills, and educational requirements of many jobs, promotions from within the organization are not always possible. An employee's past performance, experience, qualifications, and potential are factors that will be considered in making promotion and transfer decisions. The individual's personnel records shall be the official source of information.

American Family Association

SECTION 5.000 COMPENSATION

3/07

Paragraph PAYDAY ............................................................................................................ Advances ........................................................................................................ Termination Checks ........................................................................................ PAYROLL DEDUCTIONS ................................................................................... Garnishment................................................................................................... Other Payroll Deductions ................................................................................ ADMINISTRATIVE PAY CORRECTIONS............................................................ 100 105 110 200 215 220 300

3/07

5.100: PAYDAY Hourly employees are paid biweekly on every other Friday. Salaried employees are paid either monthly on the last day of the month, or biweekly on every other Friday. Once established, the pay schedule of a salaried employee will not be changed without the prior consent of the Comptroller. Each paycheck will include earnings for all work performed through the end of the previous payroll period. In the event that a regularly scheduled payday falls on a day off such as a weekend or holiday, employees will receive pay on the last day of work before the regularly scheduled payday. Checks may be distributed during the workday, mailed to the employee's home, or directly deposited into the employees bank account. 5.105: Advances Salary advances are not permitted. 5.110: Termination Checks Termination checks shall be released upon return of all building keys and other AFA property which may have been entrusted to the care of the employee. 5.200: PAYROLL DEDUCTIONS The law requires that AFA make certain deductions from every employee's compensation. Among these are applicable federal, state, and local income taxes. AFA also must deduct Social Security taxes on each employee's earnings up to a specified limit that is called the Social Security "wage base." AFA matches the amount of Social Security taxes paid by each employee. AFA offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their pay checks to cover the costs of participation in these programs. If you have questions concerning why deductions were made from your pay check or how they were calculated, your supervisor can assist in having your questions answered. 5.215: Garnishment Garnishments are court ordered repayments of financial obligations by an individual. When so ordered, your employer must deduct the amount from your pay and remit it to the designated entity.

3/07

5.220: Other Payroll Deductions Other payroll deductions are strictly voluntary and must be requested in writing by the employee. By offering these deductions, AFA provides their workers with the opportunity to save dollars for their future and possibly to experience current tax savings not permitted through non-payroll deducted savings plans. Voluntary deductions may include: All-Cause Accident Insurance through the Worker Benefit Plans; AFA Extension Fund Payroll Savings, Tax-Sheltered Annuities (TSA), and Flexible Spending Arrangements. 5.300: Administrative Pay Corrections AFA takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Comptroller so that corrections can be made as quickly as possible.

3/07

American Family Association

SECTION 6.000 DISCIPLINE AND GRIEVANCE

DISCIPLINE AND TERMINATION PROCEDURES .............................................. Progressive Disciplinary Systems ..................................................................... Exceptions ...................................................................................................... Non-Renewal of Contract ................................................................................. GRIEVANCE PROCEDURE ................................................................................ 100 105 110 115 200

3/07

6.100:

DISCIPLINE AND TERMINATION PROCEDURES

Employment is with the mutual consent of you and AFA. Consequently, both you and AFA have the right to terminate the employment relationship at any time, with or without cause or advance notice. (See Employment At Will, paragraph 2.105) 6.105: Disciplinary Action If you fail to follow the AFA's policies regarding job performance and conduct, you are subject to disciplinary action, including termination of employment. For other than major infractions, which can result in immediate termination, you will normally first be verbally counseled about the problem with the intent of clearing up any misunderstanding and establishing behavior expected in the future. Disciplinary action will be documented noting the type of disciplinary action taken, the date, and the subject matter addressed. Violation of policies can result in ineligibility for merit increases, probation, suspension, or termination of employment. 6.110: Exceptions It is important to note that the severity of the offense may warrant not following a sequence of reminder-warning-reprimand-penalty, and that the disciplinary action taken may begin at any level. A reprimand, for example, could be given for a serious first offense, and your immediate dismissal could result without prior warning or suspension in the case of significant acts of misconduct or serious dereliction of duty as determined by the church in its sole discretion. 6.200: GRIEVANCE PROCEDURE AFA recognizes that occasionally employees may become dissatisfied with its practices, policies, or other work situations. AFA encourages a quick and reasonable resolution of any such situations, difficulties, or complaints. The following steps are suggested guidelines for the employee to ensure that the situations, difficulty, or complaint is most effectively and efficiently handled. 1. Where possible the employee is to first orally bring the matter to the supervisor's attention. (A full discussion and understanding of the matter by both the employee and supervisor is essential at this step.) The matter should be put in writing by the supervisor at this time. If the grievance is still not resolved, the employee will put the grievance in written form and send it to the president or chairman of AFA who will address the issue appropriately.

2.

3/07

American Family Association

SECTION 7.000-8.000 WORKING TOGETHER

Paragraph INTRODUCTION............................................................................................. MORALS POLICY ........................................................................................... HARASSMENT ............................................................................................... ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES ................................... WORKPLACE SAFETY .................................................................................... PROHIBITION OF VIOLENCE ......................................................................... OUTSIDE ACTIVITIES .................................................................................... CONFLICT OF INTEREST............................................................................... ELECTRONIC COMMUNICATION.................................................................... PERSONAL APPEARANCE .............................................................................. LOST AND FOUND ......................................................................................... ACCESS TO AFA PROPERTY .......................................................................... BUSINESS EXPENSE REPORT ....................................................................... USE OF AFA TELEPHONES ............................................................................ EMPLOYEE PARKING .................................................................................... 100 200 300 400 500 600 700 800 8000 100 200 300 400 500 600

3/07

AMERICAN FAMILY ASSOCIATION, INC. Employment Policy and Procedures POLICY: STANDARDS OF CONDUCT FOR EMPLOYEES

The American Family Association, Inc. (AFA) is a distinctly Christian organization whose purpose is to speak-out on moral issues in American society. Consequently, to be employed by AFA, a person must credibly profess faith in Jesus Christ as their Savior and Lord and must strive to live a life that is above reproach. While acknowledging that we each sin and require Christ's forgiveness daily, Biblical principles demand that a Christian ministry exclude from its employment a person who leads an unruly life (2 Thessalonians 3:6; Romans 16:17; 1 Corinthians 5:11). Therefore, when it becomes known that a person employed by AFA is leading an unruly life, AFA will follow the principles of Matthew 18 to restore that employee, if possible. If the person is unrepentant, or if the person's sin is so public or egregious that, in the opinion of AFA, the reputation of AFA may be discredited, the person's employment with AFA will be terminated.

Donald E. Wildmon

Date

3/07

7.100:

INTRODUCTION

At AFA it is important that all employees work together as a team so that the rights and interests of both the organization and employees are assured. Common sense, good judgment and acceptable personal behavior on the part of all employees will make AFA a desirable place to work. 7.200: MORALS POLICY

To ensure orderly operations and provide the best possible work environment, AFA expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment: 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 on duty, or while operating employerowned vehicles or equipment Fighting or threatening violence in the workplace Boisterous or disruptive activity in the workplace Negligence or improper conduct leading to damage of employer-owned or customer-owned property Insubordination or other disrespectful conduct Violation of safety or health rules Sexual or other unlawful or unwelcome harassment Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace Excessive absenteeism or any absence without notice Unauthorized use of telephones, mail system, or other employerowned equipment Unauthorized disclosure of business "secrets' or confidential information Violation of personnel policies Unsatisfactory performance or conduct

3/07

7.300:

HARASSMENT

AFA will not tolerate any form of harassment including sexual harassment or hazing. A supervisor who harasses or solicits favors from an unwilling subordinate in return for promotions, increased wages, continuance of the job, or any similar purpose will be disciplined, which may include termination of employment. Likewise, unwelcome sexual propositions between employees may also constitute sexual harassment and will not be tolerated. If an employee feels he or she is being harassed and cannot for whatever reason discuss the problem with the appropriate supervisor or manager, a discussion should take place between the employee and the president or Chairman of AFA. A report of sexual or other harassment will be treated seriously, and a thorough investigation will be conducted. An employee who files a complaint will be treated fairly and courteously at all times, and will not be retaliated against for making such report. Confidentiality will be honored for all parties involved to the degree possible.

3/07

7.400: ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES The use, sale, transfer, possession, or being "under the influence" of alcohol, illegal drugs, or illegal controlled substances when on duty, on AFA property, or in AFA vehicles is prohibited In addition, off duty conduct that may adversely affect the reputation or interests of AFA is prohibited. "Under the influence" for the purpose of this policy, is defined as being unable to perform work in a safe or productive manner, and/or being in a physical or mental condition which creates a risk to the safety or well being of the affected employee, other co-workers, the public, or AFA property. Violation of this policy may result in disciplinary action, up to and including possible termination.

3/07

7.500: WORKPLACE SAFETY To assist in providing a safe and healthful work environment for employees and visitors, AFA has established a workplace safety program. This program is a top priority for AFA. Its success depends on the alertness and personal commitment of all. AFA provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisoremployee meetings, bulletin board postings, memos, or other written communications, as needed and as appropriate. Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or (where appropriate) remedy such situations, may be subject to disciplinary action, up to and including termination of employment. 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 and workers' compensation benefits procedures. 7.600: PROHIBITION OF VIOLENCE It is the policy of AFA that there will be zero tolerance for violence. If violence in the workplace is displayed or threatened, the person responsible for such conduct will be subject to immediate disciplinary action. In addition to the appropriate disciplinary action, the employee and/or other parties involved may be subject to criminal proceedings as appropriate. For the purpose of this policy, violence includes physically harming another, shoving, pushing, intimidation or coercion; however, AFA reserves the right to review incidents and expand on what may be considered violence. No weapons are allowed on the premises and no threats or talk of violence will be tolerated. All employees are to assist in preventing violence in the workplace. You can help by reporting incidents that could indicate a coworker is in trouble. All reports will be investigated. 7.700: OUTSIDE ACTIVITIES An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with AFA. All employees will be judged by the same performance standards and will be subject to AFA's scheduling demands, regardless of any existing outside work requirements.
3/07

If AFA determines that an employee's outside work interferes with performance or the ability to meet the requirements of AFA as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with AFA. Outside employment will present a conflict of interest if it has an adverse impact on AFA, or if the interests of the outside employer are viewed, in the sole discretion of AFA, as contrary to the purposes of AFA. If AFA determines that such a conflict of interest exists, the employee may be asked to terminate the outside employment if he or she wishes to remain with AFA, or, if warranted in the sole discretion of AFA, AFA may terminate the employment of the employee with AFA. 7.800: CONFLICT OF INTEREST

Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. In case of actual or potential problems, AFA will take prompt action. This policy establishes only the framework within which AFA wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the Chairman or President/CEO for more information or questions about conflicts of interest. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of AFA's business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However, if an employee has any influence on transactions involving purchases, contracts, or leases, it is imperative that he or she disclose to an officer of AFA, as soon as possible, the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which AFA does business but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving AFA.

3/07

8.000: ELECTRONIC COMMUNICATION POLICY 1. Ownership of Messages The electronic communications systems, which include, but are not limited to, the telephone, electronic mail, voice mail, facsimiles, computers, the Internet and the World Wide Web, and all information stored on them are the property of American Family Association and are provided at AFAs expense. All information and messages that are created, sent, received, accessed, or stored on these systems constitute company records. 2. Business Use

Employees should practice discretion in using company telephones when making personal calls, and should make every effort to minimize personal use of the telephone. The use of AFA-paid postage for personal correspondence is not permitted. To assure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so. 3. No Presumption of Privacy Although employees are expected to use passwords to access some of the electronic communications systems, such communications are not private and security cannot be guaranteed. In surfing the Internet and World Wide Web, employees should remember that all connections and sites visited may be monitored and recorded. Employees should assume that any communications whether business-related or personal that they create, send, receive, or store on their companys electronic communications systems may be read or heard by someone other than the intended recipient. In particular, highly confidential or sensitive information should not be sent through e-mail, the Internet, or the World Wide Web. AFA reserves the right to keep an employees e-mail address active for a reasonable period of time following an employees departure to ensure that important business communications reach them; AFA will review such communications. 4. AFAs Right to Monitor Messages AFA reserves the right to monitor, access, retrieve, read, and disclose to law enforcement officials or other third parties all messages created,

3/07

sent, received, or stored on the electronic communications systems without prior notice to the originators and recipients of such messages. Authorized personnel may monitor the electronic communications of employees to determine whether there have been any violations of law, breaches of confidentiality or security, communications harmful to the business interests of your congregation/district, or any violations of this policy and any other company policy. 5. Message Restrictions Electronic communications may not contain content that a reasonable person would consider to be defamatory, offensive, harassing, disruptive, or derogatory, including but not limited to sexual comments or images, racial or ethnic slurs, or other comments or images that would offend someone on the basis of race, gender, national origin, political beliefs, or disability. 6. Prohibited Activities Employees may not upload, download, or otherwise transmit copyrighted, trademarked, or patented material, trade secrets; or other confidential, private, or proprietary information or materials in violation of any legal constraints. Employees may not upload, download or otherwise transmit any illegal information or materials. Employees may not use their AFAs electronic communications systems to gain unauthorized access to remote computers or other systems or to damage, alter, or disrupt such computers or systems in any way, nor may employees without authorization use someone elses code or password or disclose someone elses code or password, including their own. Employees may not enable unauthorized third parties to have access to or use the electronic communications systems, nor may employees otherwise jeopardize the security of their AFAs electronic communications systems. 7. Message Creation Employees must use the utmost care in creating electronic communications. Even when a message has been deleted, it may still exist on a back-up system, be recreated, be printed out, or may have been forwarded to someone else without it creators knowledge. As with paper records proper care should be taken in creating electronic records, which may someday have to be produced in connection with legal and/or business needs.

3/07

8.

Record Retention As with paper documents created and received by an employee, it is each employees responsibility to ensure that those electronic messages that should be retained are in fact saved. Those messages that need not be retained should be deleted.

9.

Viruses and Tampering Any files downloaded from the Internet and any computer disks received from non-AFA sources must be scanned with virus detection software before installation and execution. The intentional introduction of viruses, attempts to breach system security, or other malicious tampering with any of your employers electronic systems are expressly prohibited. Employees must immediately report any tampering, or other system breaches to their supervisor.

10.

Selling and Purchasing The standard purchase and sales policies apply to all purchase and sales related activities conducted via the electronic communications systems.

11.

Violations Violations of this policy, including breaches of confidentiality or security, may result in suspension of some or all electronic communication privileges, disciplinary action, and even termination. AFA reserves the right to hold the employee personally liable for any violations of this policy.

8.100: PERSONAL APPEARANCE Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the image AFA presents. During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their positions. Consult your supervisor or department head if you have questions as to what constitutes appropriate attire. In order to reflect our heritage as a Christian organization, and to be mindful of the image we portray to our growing number of visitors, proper attire must be worn at all times. The following guidelines are to be observed: 1. 2.
3/07

Dresses or skirts should be to the knee, with any slits not open above the knee; Dresses or tops must not be backless;

3. 4. 5.

Walking shorts are not appropriate. Jeans are not appropriate, unless necessary on a particular day for a specific task; T-shirts are not appropriate unless necessary on a particular day for a specific task, or for an occasionally scheduled, building-wide function, such as a "T-shirt day;" Shirts and slacks should be neat and in keeping with the appropriate order of dress.

6.

8.200: LOST AND FOUND Employees should not bring large sums of money, jewelry, or other valuables to work. AFA will not be responsible for personal property that is lost, damaged, stolen, or destroyed. If you happen to find personal belongings that have been lost by another person, please turn them in to your supervisor. 8.300: ACCESS TO AFA PROPERTY It is important that AFA have access at all times to AFA property, as well as other records, documents, and files. As a result, certain management employees reserve the right, but always respecting that information deemed to be of confidential nature, to access employee offices, work stations, filing cabinets, desks, and any other AFA property at its discretion, with or without advance notice or consent. 8.400: BUSINESS EXPENSE REPORTING Employees will be reimbursed in accordance with AFAs reimbursement policies for all approved business-related expenses. Employees are requested to submit these reports in a timely manner to ensure proper accounting and prompt reimbursement. AFA employees engaging in AFA business meals will be reimbursed for the cost of the meals for the guests and up to two AFA employees. 8.500: USE OF AFA TELEPHONES From time to time it may be necessary for employees to make and receive personal calls on AFA phones. However, these calls should be limited to no more than 5 minutes in length, and should be made, whenever possible, during scheduled break and meal periods. Employees are expected to use good

3/07

judgment and common sense when it comes to personal phone calls. All costs for long distance calls must be reimbursed by you AFA after receipt of bills. Employees who violate this policy may be subject to disciplinary action. 8.600: EMPLOYEE PARKING Employees of AFA are responsible for parking in the employees parking lot unless special permission is granted to park elsewhere. Employees park at their own risk and AFA will not be responsible for theft or damage to any vehicles parked on or near AFA property. Also, AFA will not be responsible for personal property left in vehicles that is lost, damaged, stolen, or destroyed.

3/07

American Family Association

SECTION 9.000 EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT

3/07

9.000: EMPLOYEE STATEMENT OF ACKNOWLEDGEMENT

EMPLOYEE ACKNOWLEDGEMENT FORM The employee handbook describes important information about AFA, and I understand that I should consult the Comptroller regarding any questions not answered in the handbook. I have entered into my employment relationship with AFA voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or AFA can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law. Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to AFA's policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the chief executive officer of AFA has the ability to adopt any revisions to the policies in this handbook. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

EMPLOYEE'S SIGNATURE EMPLOYEE'S NAME (TYPED OR PRINTED]

DATE

3/07

INDEX Absences AFA Property Access Alcohol Benefits Bereavement Pay Break Periods Bulletin Boards Business Expense Compensation Comp Time Conflict of Interest Controlled Substances Discharge Discipline and Termination Procedures Drugs Educational Assistance Electronic Communication/Email Use Employee Statement of Acknowledgement Employee Classifications Employment At Will Equal Employment Opportunity Exit Interview Family Care and Medical Leave Full Time Employee Grievance Procedure Group Insurance Plans Harassment Holidays Immigration Reform and Control Act of 1986 Involuntary Termination Job Descriptions Job Performance Jury Duty Layoff Leave of Absence Lost and Found Meal Periods Medical Leave Military Leave Minors Misconduct Mission Statement Morals Policy 4.100, 8.400 7.400 3.000 3.400 4.400 8.200 8.500 5.000 8.805 7.800 7.400 4.200 6.100, 7.400 3.905 8.000 9.000 2.600, 2.105 2.200 4.200 3.600, 2.600 6.200 3.700 7.300 3.300 2.300 4.200 2.700 2.800 3.620 4.200 3.600, 8.200 4.400 3.600, 3.630 2.400 4.220, 1.300 7.200 4.110

6.105, 6.110, 6.115

2.605

3.650

3.640 3.650 7.200, 7.300

____________________________________________________________________________________________ 3/07

Outside Activities Overtime New Hire Act Parking Part Time Employee Pay Advances Payday Payroll Deductions Performance Evaluations Performance Standards Personal Appearance Personal Leave Personnel Records Promotion References Relatives Resignation Safety Salary Reviews Sexual Harassment Sick Leave Signing In and Out Smoking Statement of Faith Tardiness Telephones Termination Time Records Transfer Treatment of Fellow Employees Unemployment Compensation Vacation Violence Voluntary Termination Wage Reviews Workers Compensation Insurance Workers Compensation Leave

7.700 2.605, 2.350 8.700 2.600, 5.105 5.100 5.300, 2.800, 2.800 8.100 3.610 4.500, 4.600 4.510 2.500 4.200 7.500 5.200 7.300 3.400 4.300 8.300 1.400 4.100, 8.600 4.200, 4.300 4.600 2.900 3.900 3.200 7.600 4.200 5.200 3.800 3.635

4.300, 5.400, 5.405 4.300, 4.500 5.315, 5.320 2.805

4.505

4.115 5.110, 6.100

____________________________________________________________________________________________ 3/07