Search Results

When there has been a violation of the EEO policy or harassment based on the protected classes listed above, including sexual harassment, please use the following complaint procedure.  Any employee who believes they has been harassed in violation of these pol...

Foothills will not tolerate harassment of any kind, including sexual harassment, inappropriate sexual conduct, or violent conduct that affects job performance or benefits, or that creates an intimidating, hostile, or offensive working environment.  Furthermore...

Misunderstandings or conflicts can arise in any organization. To ensure effective working relations, it is important that such matters be resolved before serious problems develop.  Should a situation persist that an employee believes is detrimental to their em...

When issues have not been resolved using our standard Conflict Resolution procedure, or when there is a suspected violation of policy or procedure, the person may go directly to the individual’s supervisor.  The supervisor is expected to address the concern wi...

The Church prohibits retaliation against employees or other persons who in good faith report legal or ethical concerns. Any employee who suspects that they have experienced retaliation for making a report should immediately inform the Senior Minister. If the r...

To maintain appropriate boundaries and clarity of the difference between membership and employment, church members are not regularly allowed to be employed by the Church.  However, the Senior Minister can grant an exception when the following is all true: ...

Foothills employees are classified as either exempt or nonexempt under federal and state wage and hour laws, and are further classified for administrative purposes, such as the administration of certain benefits. The following classifications are used througho...

Established Work Week The scheduled workweek begins at 12:01 a.m. on Monday and ends at midnight on Sunday. Employees are expected to work with their supervisor to establish and maintain a regular work schedule and to communicate promptly about any anticipat...

We request that employees who wish to resign their positions notify Foothills of their anticipated departure date and go over the exit procedures at separation (conversion of insurance, return of property, delivery of final paycheck, etc.) with the DFO. Emplo...

We strive to provide all permanent staff with an annual performance evaluation as well as regular check-ins.  In each of these conversations, employees are encouraged to share about and reflect on their work experience, in addition to the supervisor’s feedback...

Foothills will maintain a personnel file for each employee.  Employees may review their personnel file upon request and in the presence of authorized personnel.  If an employee is interested in reviewing their file, they should contact the DFO to make arrangem...

All employment verification or reference requests on current or former employees are to be referred to the DFO. The DFO will normally release only last title and dates of employment. All other requests for information on current or former employees also are to...

Foothills is a congregational church, which means that the authority ultimately lies in the hands of its members.  There is a democratically elected Board that governs by policy.  The current Board Policy book can be found here. The policies and procedures de...

The congregation is in relationship with two ordained clergy who work in partnership to direct and partner with the paid staff and the members of the community to carry out the ministry of the Church.  Any called ministers are held accountable through the Boar...

Every five to seven years, the Board of Trustees engages the congregation and other stakeholders in developing Vision / Ends Statements for the coming five to seven years.  This Vision is delegated to the Senior Minister to be accomplished through the paid and...

Each ministry or program in the Church has a designated staff lead, who is responsible for overseeing the activities of the program to ensure full alignment of the Vision of Shared Ministry and our congregational values, as well as compliance with established ...

The schedule for Board oversight of the Senior Minister is detailed in the Board Policy book.  Most relevant for the employees of the Church are the monthly report by the Senior Minister to the Board, the Annual Report to the congregation, and the Operational ...

Employee conduct affects the health and growth of the Church and reflects upon our image in the greater community.  Employees have a responsibility to the Church, their colleagues, and themselves to conduct themselves in a professional manner at all times, and...