Search Results

Occasionally performance or other behavior falls short of our standards and/or expectations. When this occurs, management takes action, which in its opinion, seems appropriate. Disciplinary actions can range from a formal discussion with the employee about th...

Employees shall not engage in any collateral employment, business, or volunteer activity that is incompatible or in conflict with their duties, functions or responsibilities as a Church employee.  The DFO should be consulted if there is any question whether an...

Regular and punctual attendance is an essential function of every employee’s job.  The supervisor should be notified as far in advance as possible if the employee is going to be absent or delayed in reporting to work.  If the employee is absent or late without...

Each employee has a responsibility to stay informed about what is going on in the Church generally and most especially related to those things in their assigned area of responsibility.  As a result, staff members are expected to subscribe to the Foothills’ the...

As an employee at Foothills, one may be privy to confidential information about the organization, including but not limited to, information about members, friends, volunteers or other staff members. This information must remain confidential and is not to be re...

During work hours, it is the Church’s expectation that employees will be engaging in work-related duties.  This means that internet use, phone calls, and other tasks completed during work time must be primarily for legitimate work-related assigned duties and a...

Foothills is committed to a safe work environment for employees.  Employees should report any unsafe practices or conditions to their supervisor. If employees are injured on the job, no matter how minor, they must report this fact in writing as soon as practi...

The Church reserves the right to open and inspect any property on Church premises without prior notice or consent.  The storage of any unauthorized alcohol, firearms, illegal drugs or drug-related paraphernalia is prohibited on Church premises.  Employees may ...

It is often possible that much work can be accomplished off-site. Determining the schedule and location of an employee’s work must be coordinated with their supervisor on an ongoing basis.  Depending on position, some staff may be required to work on-site, as ...

Employee salary or hourly rate is based on the guidelines provided by the UUA or when not available through the UUA, the Colorado Nonprofit Association’s annual Salary Report.

A completed W-4 Form and a completed I-9 Form with supporting documentation as needed must be turned in to the DFO before a paycheck can be issued.

Timekeeping is required of all non-exempt employees.  A written or electronic time sheet must be turned in to the direct supervisor by the designated due date.  Late timesheets may result in delayed pay.  Any scheduled hours not worked or time worked in excess...

Employees shall be paid on a bi-weekly basis with Direct Deposit available on applicable Fridays (or the nearest business day when Friday is a banking holiday). Paper checks may be picked up the following week. Employees are required to regularly review their ...

Employees shall be paid on a bi-weekly basis with Direct Deposit available on applicable Fridays (or the nearest business day when Friday is a banking holiday). Paper checks may be picked up the following week. Employees are required to regularly review their ...

From time to time, employees may be required to work overtime.  In these instances, employees are given as much advance notice as practical.  For nonexempt employees, hours worked in excess of 12 hours in a day, 12 consecutive hours without regard to the start...

No personal loans or advances for employees are allowed.  When an employee finds themselves in an emergency financial situation, they should approach their supervisor about the possibility of a one-time financial hardship grant.  These will be granted no more ...

Federal and state laws require payroll deductions for income tax, Social Security, and Medicare. Deductions are shown on the stub of the paycheck. Changes to withholdings or errors in deductions should be called to the attention of their supervisor or the DFO....

Foothills is covered by the Federal Income Tax Exemption Ruling as a § 501(c) (3) corporation.  As such, Foothills is specifically exempt from the requirement to pay Federal Unemployment Compensation Taxes.  Therefore, terminated employees are not eligible for...