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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...

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.