22-23 Employee Handbook-2

ABIDING SAVIOR LUTHERAN
CHURCH AND SCHOOL
EMPLOYEE HANDBOOK
Joyfully and Intentionally Make and Nurture

Disciples who make Disciples
23262 El Toro Road

Lake Forest, CA 92630
TABLE OF CONTENTS
SECTION 1 – PRELIMINARY MATTERS ........................................... 1

WELCOME ........................................................................................................... 1
INTRODUCTORY STATEMENT ............................................................................... 1
MISSION STATEMENT .......................................................................................... 2
STATEMENT OF FAITH ......................................................................................... 2
SECTION 2 – GENERAL EMPLOYMENT POLICIES ........................... 3
EMPLOYMENT AT-WILL ........................................................................................ 3
EMPLOYMENT CLASSIFICATIONS.......................................................................... 3
EQUAL EMPLOYMENT OPPORTUNITY .................................................................... 4
REQUESTS FOR ACCOMMODATION....................................................................... 5
NON-HARASSMENT, DISCRIMINATION, AND RETALIATION POLICY ........................ 5
MANDATED REPORTER POLICY ............................................................................ 8
IMMIGRATION REFORM AND CONTROL ACT OF 1986 ............................................ 9
ATTENDANCE AND PUNCTUALITY......................................................................... 9
TARDINESS ......................................................................................................... 9
TIME RECORDS: SIGNING IN ............................................................................. 10
MEAL PERIODS.................................................................................................. 11
REST PERIODS .................................................................................................. 12
RECOVERY PERIODS FOR EMPLOYEES WORKING OUTDOORS .............................. 13
LACTATION BREAK ............................................................................................ 13
PERSONNEL RECORDS ....................................................................................... 14
ANNIVERSARY RECOGNITION SCHEDULE............................................................ 14
SOLICITATION AND DISTRIBUTION OF LITERATURE ........................................... 14
COMPANY VEHICLE ........................................................................................... 15
PHYSICAL SECURITY ......................................................................................... 16
BUSINESS EXPENSE REPORTING ........................................................................ 16
CHURCH TELEPHONES ....................................................................................... 17
BULLETIN BOARDS ............................................................................................ 17
SMOKING .......................................................................................................... 17
HOUSEKEEPING ................................................................................................ 17
RESIGNATION ................................................................................................... 17
EXIT INTERVIEW ............................................................................................... 17
SECTION 3 – EMPLOYMENT RELATIONSHIP ................................ 19
LIVE SCAN FINGERPRINTING ............................................................................. 19
PROOF OF CREDENTIALS ................................................................................... 19
PERFORMANCE REVIEWS ................................................................................... 19
EMPLOYEE REFERENCES .................................................................................... 19
SECTION 4 – EMPLOYEE BENEFITS .............................................. 21
INTRODUCTION ................................................................................................ 21
GROUP EMPLOYEE BENEFIT PLANS..................................................................... 21
WORKERS’ COMPENSATION INSURANCE ............................................................. 22
VACATION ........................................................................................................ 23
HOLIDAYS......................................................................................................... 24
SICK LEAVE ....................................................................................................... 25
CALIFORNIA HEALTHY WORKPLACES, HEALTHY FAMILIES ACT OF 2014 HWHFA ... 25
BEREAVEMENT LEAVE ........................................................................................ 26
PERSONAL LEAVE .............................................................................................. 26
JURY DUTY ....................................................................................................... 26
LEAVE FOR EMERGENCY RESCUE PERSONNEL ..................................................... 27
LEAVE FOR VICTIMS OF FELONY CRIMES ............................................................ 27
LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE, SEXUAL ASSAULT, OR STALKING .. 28
UNPAID FAMILY SCHOOL PARTNERSHIP LEAVE ................................................... 28
LEAVE FOR ORGAN AND BONE MARROW DONORS .............................................. 29
PREGNANCY DISABILITY LEAVE ......................................................................... 29
MEDICAL LEAVE OF ABSENCE............................................................................. 30
FAMILY AND MEDICAL LEAVE ACT/CALIFORNIA FAMILY RIGHTS ACT ................... 31
MILITARY-RELATED FMLA LEAVE ........................................................................ 35
CIVIL AIR PATROL LEAVE ................................................................................... 39
MILITARY LEAVE ............................................................................................... 40
UNEMPLOYMENT COMPENSATION ...................................................................... 40
CONTINUING EDUCATION ASSISTANCE .............................................................. 40
TUITION REDUCTION PROGRAM FOR CHILDREN OF EMPLOYEES ......................... 41
EXTENDED SCHOOL CARE REDUCTION FOR CHILDREN OF EMPLOYEES ................ 41
PAY FOR MANDATORY MEETINGS/TRAINING ...................................................... 42
SECTION 5 – PAYROLL ADMINISTRATION AND WORKING HOURS
...................................................................................................... 43
PAYDAY ............................................................................................................ 43
ADVANCES ........................................................................................................ 43
MINISTERS NOT SUBJECT TO WITHHOLDING ..................................................... 43
MINISTERS HOUSING ALLOWANCE..................................................................... 43
OVERTIME COMPENSATION ............................................................................... 44
JOB DESCRIPTIONS ........................................................................................... 44
SECTION 6 – DISCIPLINE AND SEPARATION ............................... 45
EMPLOYEE CONDUCT AND PERFORMANCE .......................................................... 45
GRIEVANCE PROCEDURE ................................................................................... 47
SECTION 7 – GENERAL INFORMATION ........................................ 49
ISSUES OF FAITH AND CONDUCT/BIBLICALLY BASED CODE OF ETHICS ............... 49
ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES ........................................... 49
ATTITUDE ......................................................................................................... 52
CELLULAR PHONES, SMART PHONES, TABLETS, AND OTHER HANDHELD
ELECTRONIC DEVICES ....................................................................................... 52
COMPANY COMPUTERS, DATABASES, EMAIL, VOICE MAIL AND THE INTERNET ..... 53
DAMAGE TO PROPERTY ..................................................................................... 57
FAX MACHINES, COPIERS, AND SCANNERS ......................................................... 58
FRAUD, DISHONESTY AND FALSE STATEMENTS .................................................. 58
GAMBLING ........................................................................................................ 58
ILLEGAL ACTIVITY ............................................................................................. 58
INSUBORDINATION ........................................................................................... 58
MISUSE OF PROPERTY ....................................................................................... 59
OFF-DUTY USE OF FACILITIES ........................................................................... 59
OFF-DUTY SOCIAL AND RECREATIONAL ACTIVITIES ........................................... 59
OUTSIDE ACTIVITIES ........................................................................................ 59
OUTSIDE EMPLOYMENT ..................................................................................... 60
PERSONAL APPEARANCE .................................................................................... 60
PERSONAL PROPERTY........................................................................................ 60
PERSONAL MAIL ................................................................................................ 60
POOR PERFORMANCE ........................................................................................ 60
PROTECTION OF THE COMPANY’S TRADE SECRETS AND CONFIDENTIAL
INFORMATION .................................................................................................. 61
ROMANTIC OR SEXUAL RELATIONSHIPS WITH OTHER EMPLOYEES ...................... 61
SLEEPING ON THE JOB ...................................................................................... 62
SOCIAL MEDIA, SOCIAL NETWORKING AND BLOG POLICY ................................... 62
SECTION 8 – COVID-19 ADENDUM ............................................... 65
COVID-19 SUPPLEMENTAL PAID SICK LEAVE ....................................................... 65
EMPLOYEE ACKNOWLEDGEMENT AND AGREEMENT .................... 69
SECTION 1 – PRELIMINARY MATTERS
WELCOME
Welcome to Abiding Savior Lutheran Church (“ASLC”). We consider you to be a gift

from God and look forward to working with you as a member of our ministry team. The
gifts and talents that you bring to your position are most appreciated. We are
committed to working together with you in service to our Lord through this ministry.
As an employee of ASLC, you represent this ministry in both your work life and private
life. Our hope is that you would always be sensitive to how others may see you as you
live out your daily life. We encourage you to strive toward living a life that is an
example to others of your relationship with God and your belief in ASLC’s Mission
Statement. Our Mission Statement is set forth below.
We pray that you will look to your Lord daily as you are about your work in a way that
is suggested in the following portion of a prayer from The Lutheran Book of Prayer:
“Grant that I m ay day by day put forth efforts w hich are pleasing
to Thee, helpful to m y fellow m en, and sufficient to provide for
m y daily needs. K eep m e m indful that m y service m ust be done
not m erely to m en but to Thee. Help m e to rem em ber that in all
things, m y sufficiency is of Thee and that w hatever I do is to be
done to Thy glory. Give m e joy in m y labor, sincerity in m y
service, and unselfishness in all m y striving. Help m e to be
faithful in all things, for the sak e of Him w ho died for m e.” Am en
INTRODUCTORY STATEMENT
This Employee Handbook (“Handbook”) has been prepared to provide you with a
summary of ASLC’s personnel policies, benefits, and practices in effect at the time of
publication and supersedes and replaces all prior employment policies, procedures and
practices of ASLC. We will update the Handbook periodically. It is important that all
employees read, understand, and follow the provision of this Handbook (as they may be
amended from time to time by ASLC).
Policies set forth in this Handbook are not intended to create a contract, a promise, or
representation of continued employment for any employee, and should not be
considered as conveying contractual rights or promises to employees for continued
employment of a specific or indefinite term. As set forth below, employment with ASLC
is at-will, which means that it is not for a specified term, and can be terminated by
either the employee or by ASLC at any time, for any or no reason, and with or without
cause or advance notice.
ASLC Employee Handbook 1 Revised: November 2022

We want you to feel that, although there are rules to follow, you also sense
participation in the servant role to the members of ASLC. We hope you will find joy in
your work and friendship among your co-workers.
It is not possible to anticipate every situation that may arise in the workplace or to
answer every question employees may have about their employment in this Handbook.
If you have any questions or concerns about this Handbook or any policy or procedure,
please contact the HR/Office Manager. Circumstances will undoubtedly require that the
policies, practices, and benefits described in this Handbook be changed from time to
time. Therefore, ASLC reserves the right to modify, supplement, rescind or revise any
provisions of this Handbook, other than the employment at-will provisions. ASLC wants
all employees to understand and comply with the practices in this Handbook. Other
than the at-will agreement, this Handbook should not be construed as creating any kind
of “employment contract.” If you have any questions understanding the Handbook for
any reason, please let the HR/Office Manager know. We will be glad to help you to
understand our practices. If you fail to request assistance, we will assume that you fully
understand the Handbook. It is each employee's responsibility to adhere to the
practices stated in this Handbook.
MISSION STATEMENT
“Joyfully and Intentionally Make and Nurture Disciples who make Disciples”
STATEMENT OF FAITH
ASLC expects all employees to adhere to the purpose and doctrinal standard as set
forth in its Constitution and Bylaws. All employees are to have an active Christian faith,
demonstrated by Christian word and actions, and embrace the Mission Statement of the
congregation as each employee carries out his or her specific ministry and job
responsibilities.
All employees are to be active members of ASLC, unless specifically exempted by the
Senior Pastor. Active membership includes:
 Weekly attendance in worship at ASLC;
 Participation in weekly corporate Bible study;
 Practicing stewardship of time, talents, and finances;
 Participation in church events and gatherings such as Fellowship Events,

Congregational Meetings, any special service, or spiritual emphasis; and
 Serving the congregation in some way beyond your paid position for all called
employees.

SECTION 2 – GENERAL EMPLOYMENT POLICIES
EMPLOYMENT AT-WILL
All employees of ASLC are employed strictly on an at-will basis. This means that both
you and ASLC have the right to terminate the employment relationship, at any time, for
any reason, with or without prior notice or cause, should you or ASLC wish to do so.
This Handbook is intended to make this mutual at-will relationship perfectly clear, and
to make clear that you have no express or implied contract limiting your rights to
resign, or ASLC’s right to terminate your employment, at any time, for any reason, with
or without prior notice or cause. Additionally, this at-will relationship is intended to be
final; it cannot be changed by any person, statements, acts, series of events, pattern of
conduct, or length of service, but only by an express individual written employment
contract signed by ASLC’s Senior Pastor and you. Furthermore, current employees
understand and accept this at-will relationship as an integral part of their employment
with ASLC if they choose to remain with ASLC. Employees who do not accept
employment or continued employment on this basis should seek employment
elsewhere, where the employment relationship may be based on some other
understanding.
The terms of any ordained and commissioned ministers of religion are also subject to
the terms outlined in the call document.
EMPLOYMENT CLASSIFICATIONS
ASLC designates all employees as either exempt or nonexempt in compliance with

applicable federal, state, and local law:
 Exempt Employees. Exempt employees are generally paid a fixed salary and are
not entitled to overtime pay.
 Nonexempt Employees. Nonexempt employees are entitled to minimum wage

and overtime pay.
ASLC also has four classifications of employees. They are as follows:
 Called ordained and commissioned ministers.

 Regular Full-Time Employees 1: Any worker who is regularly scheduled to work
more than 30 hours a week and 10 or more months per year:
• Regular Full-Time Ten-Month Employees (typically full-time teachers)
• Regular Full-Time Twelve-Month Employees
 Regular Part-Time Employees: Any worker who is regularly scheduled to work

more than 20 hours per week, but less than full-time.
 Part-Time Employees: Any worker who is regularly scheduled to work 20 hours

or less a week.
EQUAL EMPLOYMENT OPPORTUNITY
ASLC is committed to providing a non-discriminatory workplace. This commitment

extends to all employment decisions, actions, and attitudes relating to recruitment,
selection, placement, compensation, benefits, promotion, transfer, training, discipline,
job assignment, hours of work, layoff, termination and rehire. Therefore, employment-
based decisions are based on ability, not race, color, sex (including childbirth, breast
feeding and related medical conditions), gender, national origin, ancestry, citizenship
status, uniform service member and veteran status, marital status, pregnancy, age,
protected medical condition, genetic information, disability, or any other protected
status in accordance with all applicable federal, state and local laws. As a religious
institution, ASLC is permitted and reserves the right to make employment decisions
under the ministerial exception pursuant to state and federal laws.
Because we are a church body, certain positions demand extensive understanding of

the commitment to the doctrinal view of The Lutheran Church-Missouri Synod. For such
situations, it is necessary for us to seek out individuals with specific religious training
and synodical recognition. As a religious institution, ASLC is permitted and reserves the
right to employ persons who have a denominational background and philosophy similar
to ASLC’s and consistent with ASLC’s principles. To the extent allowed by applicable
law, ASLC may give preference in hiring and other employment decisions to persons
who are members in good standing of a Lutheran Church-Missouri Synod congregation
and/or ASLC.
1
As used herein, “full-time” is a general employee classification used by ASLC for a variety of purposes. Employees
not classified by ASLC as “full-time” may still be eligible for medical insurance coverage, depending on their
position and hours of service. Consult the applicable plan document for all information regarding eligibility,
coverage, and benefits. It is the plan document that ultimately governs your entitlement to benefits.

The positions of pastor, associate pastor, and assistant pastor at ASLC are required to
be held by ordained ministers of The Lutheran Church-Missouri Synod. Based on
religious belief, only males are ordained ministers in The Lutheran Church-Missouri
Synod. Therefore, for those positions, females necessarily will not be considered for
employment.
REQUESTS FOR ACCOMMODATION
ASLC is committed to complying with all laws protecting qualified individuals with
disabilities. This policy extends to all aspects of our employment practices, including but
not limited to, recruiting, hiring, discipline, termination, promotions, transfers,
compensation, benefits, training, leaves of absence, and other terms and conditions of
employment. ASLC will provide a reasonable accommodation for any known physical or
mental disability of a qualified employee provided the requested accommodation does
not create an undue hardship for ASLC and/or does not pose a direct threat to the
health or safety of others in the workplace and/or to the individual.
If you require an accommodation to perform the essential functions of your job, you
must notify the HR/Office Manager. Once ASLC is aware of the need for an
accommodation, ASLC will engage in an interactive process to identify possible
accommodations.
If you believe that you have been treated in a manner not in accordance with these
policies, please notify ASLC immediately by speaking to the HR/Office Manager. You are
encouraged to utilize this procedure without fear of retaliation.
NON-HARASSMENT, DISCRIMINATION, AND RETALIATION POLICY
ASLC will not tolerate any form of harassment or discrimination including sexual
harassment or hazing. A supervisor who harasses, discriminates, or solicits favors
(including sexual favors) from an unwilling subordinate in return for promotions,
increased wages, continuance of the job, or any similar purpose may be terminated.
Harassment or discrimination in employment, including sexual, racial, and ethnic

harassment, as well as any other harassment forbidden by law, is strictly prohibited by
ASLC. Employees who violate this policy are subject to discipline, up to and including
termination.
Racial, ethnic, and other forms of prohibited harassment include, but are not limited to:
1) Visual conduct, including displaying of derogatory objects or pictures,

cartoons, or posters;
2) Verbal conduct, including making or using derogatory comments, epithets,

slurs, and jokes;

3) Sexual harassment including sexual advances, or visual, verbal, or
physical conduct of a sexual nature. Sexual harassment includes gender
harassment of an employee of the same gender as the harasser. This
includes not limited to, the following types of offensive behavior:
 Sexual advances;
 Offering employment benefits in exchange for sexual favors;
 Making threatening reprisals after a negative response to sexual

advances;
 Visual conduct, including leering, making sexual gestures,

displaying of sexually suggestive objects or pictures, cartoons, or
posters;
 Verbal conduct, including making or using derogatory comments,

epithets, slurs, and jokes;
 Verbal sexual advances or propositions;
 Verbal abuse of a sexual nature, graphic verbal commentaries

about an individual’s body, sexually degrading words used to
describe an individual, suggestive, or obscene letters, notes, or
invitations; and
 Physical conduct, including touching, assault, impeding or blocking

movements.
Other Examples of What Constitutes Prohibited Harassment: In addition to the above

listed conduct, ASLC strictly prohibits harassment concerning any other protected
characteristic. By way of illustration only, and not limitation, such prohibited
harassment includes:
 Racial or ethnic slurs, epithets, and any other offensive remarks;
 Jokes, whether written, verbal, or electronic;
 Threats, intimidation, and other menacing behavior;
 Inappropriate verbal, graphic, or physical conduct;
 Sending or posting harassing messages, videos or messages via

text, instant messaging, or social media; and
 Other harassing conduct based on one or more of the protected

categories identified in this policy.

If you have any questions about what constitutes harassing behavior, ask your
supervisor or another member of management.
Prohibition Against Retaliation: ASLC is committed to prohibiting retaliation against

those who themselves or whose family members report, oppose, or participate in an
investigation of alleged unlawful harassment, discrimination, or other wrongdoing in the
workplace. By way of example only, participating in such an investigation includes, but
is not limited to:
 Filing a complaint with a federal or state enforcement or

administrative agency;
 Participating in or cooperating with a federal or state enforcement

agency conducting an investigation of ASLC regarding alleged
unlawful activity;
 Testifying as a party, witness, or accused regarding alleged

unlawful activity;
 Making or filing an internal complaint with ASLC regarding alleged

unlawful activity;
 Providing notice to ASLC regarding alleged unlawful activity;
 Assisting another employee who is engaged in any of these

activities.
ASLC is further committed to prohibiting retaliation against qualified employees who

request a reasonable accommodation for any known physical or mental disability.
ASLC will take all reasonable steps to prevent harassment from occurring and will strive
to take immediate and appropriate action if and when ASLC becomes aware that
unlawful harassment has occurred.
If you believe that you are being, or have been harassed in any way, or have witnessed
any incident of sexual harassment, or other form of harassment, please report the facts
of the incident or incidents to your supervisor, a Minister, or the HR/Office Manger
immediately, without fear of reprisal.
Supervisors who receive any complaint of harassment, discrimination or retaliation must

promptly report such complaint to the HR/Office Manager, unless the complaint pertains
to the HR/Office Manager in which case it should be reported to the Senior Pastor.
Your notification of the problem is essential to us. We cannot help resolve a

harassment problem unless we know about it. Therefore, it is your responsibility to
bring your concerns and/or problems to our attention so we can take whatever steps

are necessary to address the situation. ASLC takes all complaints of unlawful
harassment seriously and will not penalize you or retaliate against you in any way for
reporting a harassment problem in good faith.
All complaints of unlawful harassment which are reported to management will be

investigated as promptly as possible by an impartial and qualified person and, upon
conclusion of such investigation, appropriate corrective action will be taken where
warranted. ASLC prohibits employees from hindering internal investigations and the
internal complaint procedure. All complaints of unlawful harassment reported to
management will be treated as confidentially as possible, consistent with ASLC’s need
to conduct an adequate investigation.
Violation of this policy will subject an employee to disciplinary action, up to

and including immediate termination. Moreover, any employee, supervisor or
manager who condones or ignores potential violations of this policy will be subject to
appropriate disciplinary action, up to and including termination. Additionally, under
California law, employees may be held personally liable for harassing conduct that
violates the California Fair Employment and Housing Act.
All employees are required to take the California State required Harassment Training
within 60 days of being hired and every two years thereafter as mandated by the state
of California.
MANDATED REPORTER POLICY
Effective January 1, 2022, California Law AB-506 defines youth service organizations
as mandated reporters. ASLC is considered by the State of California a youth service
organization. This law defines all administrators, employees, and volunteers (18
years or older, volunteering more than 16 hours per month, or 32 hours per year that
have direct contact/supervision with children) of a public or private youth service
organization as mandated reporters. All mandated reporters are required to comply
with the following:
1. BACKGROUND CHECKS: Mandated reporters must be LiveScan fingerprinted.
2. TRAINING: Mandated reporters must complete mandated reporter training. Free,

self-administered training is available at https://mandatedreporterca.com/
3. REPRTING ABUSE: Mandated reporters must report to a county child welfare

department or to local law enforcement (police or sheriff’s department) immediately by
phone. A written report must then be sent within 36 hours by fax or electronically (if
available). Written reports must be submitted on the California Suspected Child Abuse
Report Form 8572

More information on mandated reporting can be found here:
https://mandatedreporterca.com/about/faq
IMMIGRATION REFORM AND CONTROL ACT OF 1986
ASLC is committed to full compliance with the federal immigration laws, which require
verification of an employee’s identity and authorization to work in the United States.
ATTENDANCE AND PUNCTUALITY
It is important that employees are present at the start of their day to promptly begin
work. Other staff, congregation members, and students, rely on workers being at their
assigned tasks at scheduled times so that the work of ministry can be carried out
smoothly.
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. Messages may be left on the voice mail
with a number where your supervisor can contact you if necessary. All efforts should be
made to speak directly with your supervisor.
Attendance records will be maintained in the individual’s personnel file. For hourly
employees, absences and tardiness will also be reflected in their payroll records.
TARDINESS
If you are going to be late or absent from work for any reason, you must personally
notify your supervisor as far in advance as possible so that proper arrangements can be
made to handle your work during your absence. Of course, some situations may arise
in which prior notice cannot be given. In those circumstances, you are expected to
notify your supervisor as soon as possible or practical. Leaving a message, voice mail
or sending an email or text message does not qualify as notifying your supervisor - you
must personally contact your supervisor. If you are required to leave work early, you
must also personally contact your supervisor and obtain his/her permission. Leaving
work early without authorization of your supervisor is strictly prohibited.
When absence is due to illness, ASLC may require appropriate medical documentation
in accordance with state and federal law.
Although you may be terminated at any time for failing to report to work without
contacting ASLC, if you fail to report for work or call in for more than three (3)
consecutive calendar days, you may be considered to have abandoned your job and
may be terminated.

TIME RECORDS: SIGNING IN
Accurately recording time worked is the responsibility of every non-exempt employee.

Federal and state laws require that the church maintain 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.
 SIGN IN when beginning to work at the start of the day
 SIGN OUT when leaving for a meal period
 SIGN IN when returning to work after a meal period
 SIGN OUT when ceasing work at the end of the day
Employees should not sign in until they are ready to begin work. Employees should not
mark or sign the time record of another employee or knowingly allow someone else to
mark or sign their time record.
Employees may not sign in or begin work early or sign out or work late unless the
immediate supervisor has approved this extra work time. (See section on Overtime
Compensation). However, all time worked must be accurately recorded.
A change or correction made in or on a time record should be initialed by both the

employee and supervisor. One line should be drawn through the error, no scribbling or
white-out, write the corrected figure next to the error and initial.
Violations of this policy may result in disciplinary action, up to and including

termination.
All exempt employees are required to complete on line exception reporting forms
requesting time off for vacation, personal, professional, sick, or any other scheduled
time away from your normal work week. Forms are to be submitted at least 2 weeks in
advance, unless it is for sick time, which should be phoned in to your supervisor as
soon as it is apparent you will not be able to report for your normal work time.
If any employee believes his or her wages have been subject to any improper
deductions or that his or her pay does not accurately reflect all hours worked, the
employee should immediately report the concerns to the HR/Office Manager. If the
employee has not received a prompt and fully acceptable reply within three business
days, then the employee should immediately contact the Senior Pastor. Every effort will
be made to take corrective action where errors in pay have occurred.
In addition, the church will not allow any form of retaliation against individuals who
report alleged violations of this policy or who cooperate in the church’s investigation of

such reports. Retaliation is unacceptable. Any form of retaliation in violation of this
policy will result in disciplinary action.
MEAL PERIODS
Except for certain salaried exempt employees, it is our policy to provide and afford all
employees who work more than five (5) hours with an uninterrupted 30-minute meal
period free from all duty to begin no later than the end of the fifth hour of work and a
second uninterrupted 30-minute meal period free from all duty to commence no later
than the end of the tenth hour of work, should an employee work that many hours in
any given day. Only in limited circumstances, discussed below, meal periods may be
waived. For this reason, unless there is a written agreement for an on-duty meal
period approved by the HR/Office Manager, employees must record the beginning and
ending time of their meal period in the timekeeping system every day.
It is our policy to relieve you of all duty during your meal periods, so that you are at
liberty to use the meal period time as you wish. ASLC schedules all work assignments
with the expectation that all employees will take their duty-free meal periods and we
encourage you to do so. You may be asked to confirm in writing that you have been
relieved of all duty and otherwise provided all of your meal periods during a particular
pay period, or in the alternative, identify any meal periods you missed. At no time may
any employee perform off-the-clock work or otherwise alter, falsify, or manipulate any
aspect of their timekeeping records to inaccurately reflect or hide meal periods or time
spent working during meal periods.
Please note that no ASLC manager or supervisor is authorized to instruct you how to
spend your personal time during a meal or rest period. You should immediately report
a manager’s or supervisor’s instruction to skip or work during a meal period to the
HR/Office Manager.
Waiver of Meal Period. You may waive your meal period only under the following
circumstances: If you will complete your workday in six (6) hours, you may waive your
meal period. If you work over ten (10) hours in a day you may waive your second meal
period only if you take your first meal period and you do not work more than twelve
(12) hours that day. You may not waive your meal periods to shorten your workday.
On-Duty Meal Period. In limited situations, certain designated employees may be

authorized to work an “on-duty meal period” when the nature of the employee’s duties
prevent the employee from being relieved of all duty. You will be permitted to take an
on-duty meal period only if the nature of your job duties requires it, and you and ASLC
have agreed to an on-duty meal period in writing. In this situation, your on-duty meal
period will be paid and treated as hours worked.
ASLC pays one-hour of premium pay at your regular rate of pay in instances where an
employee is required by ASLC to work during a meal period or not provided an

opportunity to take a meal period in accordance with this policy. Because this should
be an exceptional occurrence, if you are aware of such a situation, please be sure to
bring it to our attention. The one-hour premium will not apply in situations
where the meal period is waived as permitted by law, where an employee
has a lawful on-duty meal period, or when an employee personally chooses
to deviate from ASLC’s schedules or policies providing meal periods as
required by law.
REST PERIODS
ASLC provides all employees with the opportunity to take a ten (10) minute paid rest
period for every four (4) hours worked or major fraction thereof, which should be taken
so far as practicable in the middle of each work period. Rest breaks will be provided as
follows:
Shift (Hours Worked in Day) Number of Paid Rest

Breaks
At least 3.5, but fewer than 6 1

hours
At least 6, but fewer than 10 2

hours
At least 10, but fewer than 12 3

hours
ASLC generally will not authorize a rest period for employees whose total daily work
time is less than three and one-half (3 ½) hours. Employees are generally authorized
and permitted to take their rest periods at their own discretion under these guidelines;
however, a supervisor may ask that rest periods be taken to best ensure the smooth
operation of their Department. Rest periods may not be combined with other rest or
meal periods.
Rest periods are counted as hours worked, and thus, you are not required to record
your rest periods on your timecards or ASLC’s timekeeping system. However, no
supervisor is authorized or allowed to instruct or allow you to waive a rest period, and
rest periods cannot be used to shorten the workday or be accumulated for any other
purpose. You may be required to confirm that you have been provided an opportunity
to take all your rest periods during a particular pay period.
employee is required by ASLC to work during a rest period or not provided an
opportunity to take a rest period in accordance with this policy. Because this should be

an exceptional occurrence, if you are aware of such a situation, please be sure to bring
it to our attention. The one-hour premium will not apply in situations where
the rest period is waived as permitted by law or when an employee
personally chooses to deviate from ASLC’s schedules or policies providing
rest breaks as required by law.
RECOVERY PERIODS FOR EMPLOYEES WORKING OUTDOORS
ASLC provides all employees working outdoors in temperatures exceeding 80 degrees

Fahrenheit with the opportunity to take an uninterrupted cool-down period of at least
five (5) minutes as needed to avoid overheating. Employees are permitted to access
the provided shaded area and drinking water at any time to avoid heat illness. Cool-
down periods are counted as hours worked, and thus, you are not required to record
your cool-down periods on your timecards or ASLC’s timekeeping system.
It is our policy to relieve employees of all duty during cool-down periods. As such, no
supervisor is authorized or allowed to instruct you to waive or skip a cool-down period,
and cool-down periods cannot be used to shorten the workday. You should
immediately report a manager’s or supervisor’s instruction to skip, shorten, or work
during a cool-down period to the HR/Office Manager.
employee is required by ASLC to work during a recovery period or not provided an
opportunity to take a recovery period in accordance with this policy. Because this
should be an exceptional occurrence, if you are aware of such a situation, please be
sure to bring it to our attention. The one-hour premium will not apply in
situations where the recovery period is waived as permitted by law or when
an employee personally chooses to deviate from ASLC’s schedules or policies
providing recovery periods as required by law.
LACTATION BREAK
ASLC will provide a reasonable amount of break time to accommodate a female

employee’s need to express breast milk for the employee’s infant child. The break time
should, if possible, be taken concurrently with other break periods already provided.
Non-exempt employees should clock out for any lactation breaks that do not run
concurrently with normally taken paid rest periods. Any such breaks will be unpaid.
ASLC will also make a reasonable effort to provide the employee with the use of a room
or other location near the employee’s work area, for the employee to express milk in
private.
Employees should notify their immediate supervisor or the HR/Office Manager to

request time to express breast milk under this policy. ASLC does, however, reserve the
right to deny an employee’s request for a lactation break if the additional break time
will seriously disrupt operations.

PERSONNEL RECORDS
Recognizing the confidential nature of the information in your personnel record, ASLC
limits access to the personnel records to you and those with proper authorization or
pursuant to legal process.
Any records of medical evaluation results will be maintained in a separate file, in

accordance with legal requirements, and may only be reviewed by authorized
individuals with the approval of the HR/Office Manager.
You may review your own personnel file with the HR/Office Manager present to answer
any questions. You may also correct or clarify personal information contained in your
personnel file. Additionally, a manager may review your personnel file if you have a
current reporting relationship to that manager or have been interviewed and are being
considered for a position reporting to that manager. Your personnel records also are
subject to review by investigative agencies, or during periodic internal audits conducted
by ASLC.
Within thirty (30) days of an employee’s written request, or the written request of the
employee’s designated representative, ASLC will either make personnel records
available to the employee for his/her inspection or provide a copy of the employee’s
personnel records to the employee or the employee’s designated representative. The
employee shall be responsible for the cost of copying.
ANNIVERSARY RECOGNITION SCHEDULE
Workers celebrating one of the following anniversary years may be honored through the
following:
 Letter of appreciation from ASLC on behalf of the congregation;
 Note of announcement in the monthly newsletter and Sunday newsletter;
 Inclusion in Prayer of ASLC at all services on anniversary Sunday
In some way, every five years of service, employees will be recognized.
SOLICITATION AND DISTRIBUTION OF LITERATURE
In order to ensure efficient operation of ASLC’s ministry and to prevent disruption to

employees, we have established controls regarding solicitations and distribution. The
solicitation by an employee of another employee for the support of any organization is
prohibited during the working time of either employee. In addition, the distribution of
paper advertising materials, handbills or other literature is prohibited in all working
areas and sales areas at all times. Similarly, non-employees may not come on ASLC’s

property at any time to solicit for any cause or distribute material or literature of any
kind for any purpose.
COMPANY VEHICLE
Only authorized employees may operate ASLC vehicles. If an ASLC vehicle incurs any
damage while under the charge of a particular employee, that employee must report
the damage immediately.
You must hold a valid state driver’s license for the class of vehicle you are driving, have
provided a copy of current personal car insurance coverage, and a California clear
driving record. Further, you may never use a motorcycle to conduct either business or
provide transportation for a customer or fellow employee. All persons in ASLC vehicles
are required to use their seatbelts. Not using seatbelts in an ASLC vehicle may lead to
disciplinary action, up to and including termination. Only persons authorized by your
supervisor can be passengers in ASLC vehicles. Permitting unauthorized passengers
may lead to disciplinary action, up to and including termination.
You must notify ASLC immediately of any change in the status of your driving record.
Any employee whose duties include the operation of ASLC vehicles who is convicted of
DUI/DWI or for reckless driving will be considered to have an unacceptable driving
record and his/her continued employment will be subject to review. Any employee
whose duties include the operation of ASLC vehicles who becomes uninsurable under
ASLC’s liability policy will be considered to have an unacceptable driving record and
his/her continued employment will be subject to review.
If you receive a traffic citation while operating an ASLC vehicle, you will be responsible
for paying any fine or penalty. If you are involved in a traffic accident while operating
an ASLC or customer vehicle, you are required to call 911 and report the accident. You
must also report the accident to the HR/Office Manager immediately.
Keys to the church vehicles may be signed out from the HR/Office Manager. A church
driving form is expected to be filled out and returned when the keys are returned.
Report immediately any accident, damage, or mechanical issues to the HR/Office
Manager.
The use of a cell phone while driving may present a hazard to the driver, passengers,
and the public. Employees must adhere to all federal, state, or local rules and
regulations while driving and are not allowed to use cell phones at any time while
driving.
Mileage Reimbursement: Employees who must use their personal car for ASLC business
will be reimbursed at the then-current IRS published reimbursement rate. Mileage
reimbursements are intended to cover expenses related the operation of a personal
vehicle, including the price of gasoline, and ordinary wear-and-tear costs. An ASLC
mileage reimbursement form must be submitted for reimbursement.

PHYSICAL SECURITY
ASLC has established security measures and procedures, including a policy that
provides for actual or threatened violence against employees, customers, students,
guests, or any other individual who has contact with employees in the course of their
duties. Security and safety in the workplace are the responsibility of all employees.
The individual retains primary responsibility for assuring their personal safety by
exercising prudent and educated judgment in when and how they use the facilities of
ASLC. It remains the primary responsibility of parents to supervise their own children in
a manner that assures their safety.
All employees, members and visitors to our campus should call the Offices of the
Orange County Sheriff (acting as the Lake Forest Police Department) at (949) 770-6011
if unsafe conditions or individuals are observed. In the event of an emergency all
individuals are to call 911 as quickly as possible.
No employee, member or guest shall be on our campus alone after the hour of 7:00
PM. After normal working hours or after dusk, all individuals on our campus should be
in attendance at a scheduled group function that has been scheduled through the
church office.
All incidents of suspected unlawful trespass, threatening behavior, assault, verbal

abuse, or any other troubling conditions should be documented through a written notice
to the Sr. Pastor and the HR/Office Manager. This will be done after the individual has
taken all reasonable efforts to assure their immediate safety. ASLC takes these reports
seriously and shall respond in an appropriate manner.
Full cooperation by all employees is essential. Employees should direct any questions
regarding their rights and obligations under this policy to the HR/Office Manager.
Secure any personal items while you are here on campus and secure your desk and
locked cabinets when you leave at the end of the workday. Close and lock doors when
you leave your area of work.
Employees park at their own risk and ASLC will not be responsible for theft or damage
to any vehicles parked on or near ASLC’s campus. ASLC will not be responsible for
personal property left in vehicles that is lost, damaged, stolen or destroyed.
BUSINESS EXPENSE REPORTING
Employees will be reimbursed for all pre-approved business-related expenses, upon

submission of accurate and receipted expense reports. Employees are requested to
submit these reports to the appropriate supervisor in a timely manner to ensure proper
accounting and prompt reimbursement. Forms are available from the HR/Office
Manager.

CHURCH TELEPHONES
From time to time it may be necessary for employees to make and receive personal
calls on church 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 judgment and common sense when
it comes to personal phone calls. All costs for personal long distance calls must be
reimbursed by you to ASLC.
BULLETIN BOARDS
Posted information on staff room bulletin boards is for the benefit of all employees.
ASLC reserves the right to monitor and limit posted information on the bulletin boards
and administration is responsible for this monitoring. You will find posters that explain
state and federal law, as well as updated information about ASLC’s policy and
procedures. You are responsible for checking staff room bulletin boards on a regular
basis and for reading all posted materials.
SMOKING
Smoking is prohibited in all buildings and all workplaces. This policy specifically extends
to electronic cigarettes (“e-cigarettes”) or any other personal vaporizing devices.
HOUSEKEEPING
All employees are expected to keep their work areas clean and organized. People using
common areas such as lunch areas or restrooms are expected to keep them sanitary.
Please clean up after meals and dispose of trash properly.
RESIGNATION
When an employee voluntarily resigns, a two-week notice of an employee’s intent to

leave employment is generally desired, but not required. Written notice should include
the reason for leaving, the last day of work, address where the employee can be
reached in the future and be signed and dated by the employee.
Called employees should follow the protocol for accepting another call.
EXIT INTERVIEW
An exit interview with the employee may be conducted by their supervisor and/or the
HR/Office Manager and may be held shortly after resignation or termination. This
opportunity will be used to clarify, as necessary, the circumstances for leaving, review
any accrued benefits to be paid, checkout procedures, and final pay details.

Any keys, credit cards, computers, tablets, or any other property purchased for and/or
issued to the employee by Abiding Savior Luther Church/School must be returned by
the last day of work in good working condition.

SECTION 3 – EMPLOYMENT RELATIONSHIP
LIVE SCAN FINGERPRINTING
All employees must submit to a Live Scan Fingerprinting and the subsequent automated
background check and response. You will be given a form and directions on how to
complete the process by the HR/Office Manager when you are hired. Live Scan
response must be received prior to beginning work at ASLC.
PROOF OF CREDENTIALS
Applicants and employees must, within 30 days, upon the request of the HR/Office
Manager, provide ASLC with copies of all certifications, licenses, diplomas, and
transcripts for credentials listed in their resumes. Falsification of resumes or credentials,
or refusal to provide requested credentials, may subject the employee to immediate
termination.
PERFORMANCE REVIEWS
Based on actual work performance, a review may be conducted annually with you by
your supervisor on a predetermined date.
Purpose: It is important to note that job performance is an ongoing process that

requires continual communication throughout the year. This review is intended to
provide support for the individual; to improve the performance of the individual by
providing meaningful, constructive feedback on the adequacy of performance and assist
in the development and fulfillment of professional and personal growth goals. Your
signature on the review form will serve as notice that the review has taken place and
not whether you agree or disagree with the contents. In addition, as appropriate, an
initial performance review may be conducted during the first three months at the
discretion of your supervisor.
EMPLOYEE REFERENCES
Employees should not provide any information regarding current or former employees
or volunteers to any outside agency, organization, institution, or person who is not
employed by ASLC. An employee who receives a request for any such information
should refer the person making the request to the HR/Office Manager. The HR/Office
Manager or his/her designee has sole authority to provide information of any kind
regarding current or former employees or volunteers. ASLC maintains a “verification
only” policy regarding employment information whereby we will not provide employee
information but will confirm certain employee information supplied by a requestor.
Information confirmed for active employees includes employees' hire date, current job
title, annual base salary (if authorized by employee), and part-time or full-time status.
Information confirmed for terminated employees includes the employee's hire date,

termination date and last job title. ASLC may also release employee information in
accordance with applicable federal, state, or municipal laws.

SECTION 4 – EMPLOYEE BENEFITS
INTRODUCTION
ASLC maintains benefit programs that are designed to help meet the needs of its
employees. The information in this section outlines your benefits as an employee of
ASLC. The below is provided as a summary only; the terms of the actual benefit plans
themselves are controlling.
GROUP EMPLOYEE BENEFIT PLANS
Because of its Christian concern for its employees, ASLC provides benefit programs to
help its employees with expenses related to illness, injury, or death, as well as to
provide retirement income.
Eligibility:
 All Called and Regular Full-Time employees are eligible for enrollment in the
Concordia Plans on the first day of the month after the date of employment,
including:
 Concordia Retirement Plan – provides retirement benefits, paid 100% by

ASLC.
 Concordia Disability and Survivor Plan – provides disability income and

death benefits, paid 100% by ASLC. Employees on medical leave that are
eligible for Concordia disability payments, must use their accrued sick time
and personal days, if necessary, during the wait period before actual disability
benefits begin. Once Concordia disability benefits begin, ASLC will provide a
30% payment (calculated on the regular rate of pay over the previous 12
months) that the disability is in effect up to a maximum of 12 weeks. If an
employee returns to work as soon as released to do so, pay will not be
affected for the remainder of the fiscal year. If the employee chooses to
remain on unpaid leave, those days will be prorated accordingly for the
remainder of the pay periods in the fiscal year and will affect the pay for the
remainder of the year. A sample of pay to be expected from ASLC may be
obtained from the HR/Office Manager for planning purposes.
Annual salary / 52 / 5 x days normally paid x 30% = payment made by ASLC
Additional coverage may be purchased by the employee for other family

members during open enrollment.

 A Predetermined Health Plan – provides medical, dental and vision
coverage. Please make an appointment with the HR/Office Manager for a cost
breakdown.
 Regular Part-Time employees are eligible for the Concordia Plans on the first day
of the month after the date of employment, including:
 Concordia Retirement Plan – provides retirement benefits, paid 100% by

ASLC.
 Concordia Disability and Survivor Plan – provides disability income and

death benefits, paid 100% by ASLC. Employees on medical leave that are
eligible for Concordia disability payments, must use their accrued sick time
and personal days, if necessary, during the wait period before actual disability
benefits begin. Once Concordia disability benefits begin, ASLC will provide a
30% payment (calculated on the regular rate of pay over the previous 12
months) that the disability is in effect up to a maximum of 12 weeks. If an
employee returns to work as soon as released to do so, pay will not be
affected for the remainder of the fiscal year. If the employee chooses to
remain on unpaid leave, those days will be prorated accordingly for the
remainder of the pay periods in the fiscal year and will affect the pay for the
remainder of the year. A sample of pay to be expected from ASLC may be
obtained from the Office Manager for planning purposes.
The provisions of the benefit plans supersede any information provided below. Booklets
detailing each plan are available from the HR/Office Manager.
Enrollment: You will be asked to fill out an Enrollment Form and Beneficiary Form.
These forms will be forwarded to Concordia Plans office for processing and must be
filled out and returned to the HR/Office Manager within 10 business days.
Termination of Benefits: Coverage for you and your dependents through the
Concordia Plans will discontinue effective at the end of the calendar month in which
termination of Regular Full-Time or Regular Part-Time employment occurs. Information
about extension of coverage on an individual basis will be mailed to you by the Plans’
office.
WORKERS’ COMPENSATION INSURANCE
ASLC pays the entire amount of the Workers’ Compensation insurance premium, which
provides benefits to employees who experience injury or illness that arises out of the
course and scope of employment. Benefit entitlements are governed by law, but it is
essential that you report all work-related accidents, injuries, and illnesses immediately.
You should be aware that California law makes it a crime to knowingly file a false or
fraudulent claim for Workers’ Compensation benefits, or to knowingly submit false or
fraudulent information in connection with any Workers’ Compensation claim. Such

conduct is also against ASLC policy and may result in disciplinary action up to and
including termination of employment.
VACATION
Vacation benefits only apply to Regular Full-Time, twelve-month employees. Part-time

employees do not accrue vacation days.
Regular Full-Time Ten-Month Employees
The exact dates that Regular Full-Time Ten-Month employees work are determined
each year. Other than designated school holidays, the following vacation times are set.
 The Christmas recess from school
 The Easter recess from school
There are no other vacation benefits that accrue for Regular Full-Time Ten-Month
employees.
Regular Full-Time Twelve-Month Employees

Vacation for Regular Full-Time Twelve-Month employees accrues each year based on
length of continuous service with ASLC as follows:
Length of Service Days of Accrued Vacation Maximum Accrual Cap
1 through 12 months 5
13 through 60 months 10 15 days
61 through 120 months 15 23 days
Over 120 months 20 30 days
Vacation may not be accrued in excess of the applicable maximum accrual cap (detailed
in the chart above). Once your unused and accrued vacation reaches the maximum
cap, you will not become eligible to accrue any additional vacation time until prior
vacation time has been used to bring your vacation accrual beneath the cap.
Vacation is a reward for faithful service and employees are encouraged to use all their
vacation time as a means of rest and recuperation. Accordingly, employees should try
to use vacation benefits during the calendar year in which they vest.
Except for vacation used in conjunction with family medical leave, vacation requests
must be submitted at least thirty (30) days in advance of the requested vacation. Every
effort will be made to accommodate vacation requests, but all vacations are subject to

ASLC’s operational needs and staffing requirements. Also, ASLC, at its sole discretion,
may require you to take your vacation at a particular time.
Although an employee accrues vacation benefits from his or her first day of
employment, an employee will generally not be eligible to take time off and receive
vacation benefits until the completion of six (6) months of service.
Holidays that fall during a scheduled vacation will be paid as holidays and will not be
charged against the employee’s vacation.
Vacation days do not accrue while on any leave of absence. ASLC pays all accrued but
unused vacation pay when an employee leaves ASLC.
HOLIDAYS
ASLC observes certain holidays each year.
New Year’s Day Labor Day
Martin Luther King Jr. Day Veterans Day
President’s Day Thanksgiving Day
Easter Monday Friday after Thanksgiving
Memorial Day Christmas Eve Day
Independence Day Christmas Day
Regular Full-Time employees will receive their regular pay for each holiday. Regular
Part-Time employees will receive their regular pay for the following holidays only:
Martin Luther King Day, President’s Day, Memorial Day, and Veterans Day.
To be eligible for holiday pay, an employee must have worked, been on vacation or on
paid absence status the last workday prior to the holiday and the first workday after the
holiday.

SICK LEAVE
CALIFORNIA HEALTHY WORKPLACES, HEALTHY FAMILIES ACT OF 2014

HWHFA
ASLC provides sick day benefits to all employees covered by the HWHFA, including part-
time, full-time, exempt, and non-exempt employees. The employee must work in
California for more than 30 days in a year to be eligible to accrue and use paid sick
days.
ASLC provides sick day benefits to all employees.
Accrued sick leave may be used for an employees’ personal illness, for the health
condition of a family member, or for reasons related to domestic violence, sexual
assault, or stalking. It may also be used for doctor and dentist appointments.
Regular Full-Time Ten-Month Employees-Teachers

Regular Full-Time Ten Month Employees will accrue 4 hours of sick time each full month
school is in session for a total of 5 days during the school year which may be carried
over from the previous year up to a maximum of 20 days.
Regular Full-Time Twelve-Month Employees

Regular Full-Time Twelve-Month Employees accrue 4 hours of sick time for each full
month worked for a total of 6 days during the year which may be carried over from the
previous year up to a maximum of 30 days.
Regular Full-Time Ten-Month Employees – Non-Teachers

Regular Full-Time Ten-Month Employees accrue 5 sick days during the year which may
be carried over from the previous year up to a maximum of 10 days.
Part-Time Employees
Part-Time Employees accrue an hour of paid sick leave for every 30 hours worked, up
to a maximum of 6 paid sick days per year. An employee is entitled to use accrued sick
days beginning on the 90th day of employment. Part-Time Employees may use a
maximum of 3 paid sick days per school year. Remaining days accrued will be carried
over to the next school year.
Sick leave must be used concurrently with any Family Medical Leave Act (FMLA) leave
when the employee is on FMLA leave due to the employee’s own serious health
condition or as otherwise permitted under applicable law.

It is your responsibility to contact your supervisor as soon as possible when you are
unable to report for work. A physician’s certification is required for any illness beyond
five working days.
Sick days may be used in increments of 2-hour minimums. Upon separation of

employment, no compensation is given for unused sick days.
Sick time does not accrue while on a leave of absence.
BEREAVEMENT LEAVE
Time off with pay for Regular Full-Time employees may be approved in the event of a
death in your family. If death should occur in your immediate family (spouse, child,
parent, grandparent, sibling, in-law), up to five paid days will be approved to attend the
funeral. Additional time off must be pre-approved by the Senior Pastor and will be
charged to vacation, personal days, or unpaid leave.
Bereavement pay will not be considered time worked for the purposes of overtime.
PERSONAL LEAVE
Called and Regular Full-Time employees are granted a total of two days leave with pay
each fiscal year if there is a need for a personal leave of absence due to medical needs
or related disabilities. This personal leave is in addition to sick leave above. Personal
days may not accrue and must be used during the fiscal year they are granted.
ASLC may make available personal leaves of absence without pay to employees who
have completed at least one year of continuous service. Requests must be in writing
and must state the reason for the leave, as well as the beginning and ending dates.
Requests for leaves will be granted at the sole discretion of the Senior Pastor based on
the facts and circumstances surrounding each individual request. Position and
classification may not be retained for personal leaves of absence exceeding two
months; however, consideration will be given for reassignment when the employee
requests to return.
In any situation regarding leaves of absence, the employee should notify the
appropriate supervisor at the earliest possible date to discuss the leave.
Prior approval is required from your supervisor for a leave of absence for a compelling
personal reason that is not medically related.
JURY DUTY
ASLC supports employees serving on jury duty and will not discharge or otherwise
penalize an employee for taking time off to serve on a jury or trial jury, if the employee,
prior to taking the time off gives reasonable notice of when he or she is called to serve.

If an employee is called to serve on jury duty at a time that would unreasonably
interfere with normal business operations, ASLC may request that the service be
rescheduled for a later date that would be more convenient for ASLC.
An employee may use vacation or personal days, if available for time taken responding
to a jury summons or serving on a jury. No other jury pay is given.
LEAVE FOR EMERGENCY RESCUE PERSONNEL
To the extent required by law, employees who are volunteer firefighters, reserve peace
officers, or emergency duty personnel may receive unpaid leave to perform emergency
duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel.
Such employees may also take a temporary, unpaid leave of absence, not to exceed a
total of fourteen (14) days per calendar year, to engage in fire, law enforcement, or
emergency rescue training.
If you are participating as a volunteer firefighter, reserve peace officer, emergency

rescue personnel, or an officer, employee, or member of a disaster medical response
entity sponsored or requested by the state, please alert your supervisor so that he/she
is aware of the fact that you may have to take time off for emergency duty and/or
training. In the event that you need to take time off for emergency duty and/or
training, please alert your supervisor in writing as far in advance as possible. You must
provide ASLC with appropriate documentation evidencing your performance of
emergency duty and/or attendance at training upon returning to work.
You may choose to use any accrued vacation or sick leave time, if available, for an
absence described above.
LEAVE FOR VICTIMS OF FELONY CRIMES
To the extent required by law, employees who are victims of certain specified felony
crimes, or who are an immediate family member of a victim, a registered domestic
partner of a victim, or the child of a registered domestic partner of a victim, may
receive unpaid time off from work to attend judicial proceedings related to that crime.
Additionally, employees who are victims of such crimes may take unpaid time off from
work to be heard at any proceeding, including any delinquency proceeding, involving a
post-arrest release decision, plea, sentencing, post-conviction release decision, or any
proceeding in which a right of the victim is at issue. To take this leave, you must
provide ASLC in advance with a copy of the notice of the proceeding. If advance notice
is not possible, you must provide ASLC with appropriate documentation evidencing your
attendance at the judicial proceeding upon returning to work.

LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE, SEXUAL ASSAULT, OR
STALKING
If you are a victim of domestic violence, sexual assault or stalking you may receive
unpaid leave to attend legal proceedings or obtain or attempt to obtain any relief
necessary, including a restraining order, to ensure your own health, safety, or welfare,
or that of your child or children. You may also receive unpaid leave to: (1) obtain
services from a domestic violence shelter or rape crisis center; (2) seek medical
attention for injuries caused by domestic violence or sexual assault; (3) obtain
psychological counseling for the domestic violence or sexual assault; or (4) take action,
such as relocation, to protect against future domestic violence or sexual assault. To
take this leave, you must provide ASLC with advance notice of your need for leave. If
advance notice is not possible, you must provide ASLC with the following certification
upon returning back to work: (1) a police report showing that you were a victim of
domestic violence or sexual assault, (2) a court order protecting you from the
perpetrator or other evidence from the court or prosecuting attorney that you appeared
in court, or (3) documentation from a medical professional, domestic violence or sexual
assault victim advocate, health care provider, or counselor showing that your absence
was due to treatment for injuries from domestic violence or sexual assault.
You may choose to use any accrued vacation or sick leave time, if available, for an
absence described above.
In addition, employees who are victims of domestic violence, sexual assault or stalking
are entitled to a reasonable accommodation for the employee’s safety while at work. A
reasonable accommodation may include: the implementation of safety measures,
including a transfer, reassignment, modified schedule, changed work telephone,
changed work station, installed lock; assistance in documenting domestic violence,
sexual assault, or stalking that occurs in the workplace; an implemented safety
procedure; or another adjustment to the employee’s job duties and position. If you
require such an accommodation, please notify your supervisor or the HR/Office
Manager. ASLC will engage the employee in a timely, good faith, and interactive
process to determine effective reasonable accommodations.
UNPAID FAMILY SCHOOL PARTNERSHIP LEAVE
ASLC encourages its employees to be involved in the education of their children.

Parents, guardians, step-parents, foster parents, grandparents, or individuals standing
in loco parentis with custody of school age children (K-12) are eligible for up to forty
(40) hours of unpaid leave each year, not to exceed eight (8) hours in any calendar
month, to participate in school-related activities of their children. Employees may take
leave to find, enroll, or reenroll his or her child in a school or with a licensed child care
provider, or to participate in activities of the school or licensed child care provider, or to
address child care provider or school emergencies.

You must personally notify your supervisor and the HR/Office Manager as soon as you
learn of the need for the planned absence. You will not be allowed time off if you do
not provide your supervisor with adequate notice. ASLC may require verification of the
school-related activity. You are requested to schedule activities such as parent/teacher
conferences during non-work hours. Employees who request leave for unauthorized
purposes will be subject to disciplinary action, up to and including termination.
LEAVE FOR ORGAN AND BONE MARROW DONORS
An employee who has been employed for at least ninety (90) days and who provides
written verification to ASLC that he/she is an organ or bone marrow donor (and the
donation is required for medical necessity) is entitled to receive a job protected paid
leave of absence that may be taken in one or more periods in order to donate. Eligible
organ donors are entitled to a leave of absence not to exceed thirty (30) business days
in any one-year period of time. Eligible bone marrow donors are entitled to a leave of
absence not to exceed five (5) business days in any one-year period. Employees will be
required to use up to five (5) days of their vacation for bone marrow donor leave and
up to two (2) weeks of their vacation for organ donor leave.
PREGNANCY DISABILITY LEAVE
Female employees may take a leave of absence up to four (4) months for disabilities
relating to pregnancy, childbirth, or related medical conditions (meaning a physical or
mental condition intrinsic to pregnancy or childbirth). “Female employees” includes
transgender employees. For the purposes of leave under this policy, “four (4) months”
means the number of days the employee would normally work within four (4) calendar
months (one-third of a year equaling 17 1/3 weeks), if the leave is taken continuously,
following the date the pregnancy leave commences.
Prior to the start of your pregnancy disability leave, the ASLC will require a statement
from your health care provider indicating that you are unable to perform your job and
the anticipated date of your return. In the event your leave exceeds the anticipated
date of return, it is your responsibility to provide further verification from your health
care provider that you are unable to perform your job and the revised anticipated date
of return. Depending on your eligibility, medical insurance may be continued during the
leave in accordance with the applicable plan document, COBRA, or provisions of
federal/state law relating to unpaid medical leave.
Employees granted leaves for pregnancy will be returned to their same or similar
position to the extent required by state law. Upon the advice of your health care
provider, you may also be entitled to reasonable accommodation, to the extent required
by law, for conditions related to pregnancy, childbirth, or related medical conditions. In
addition, a transfer to a less strenuous or hazardous position or duties may be available
pursuant to your request, if such a transfer is medically advisable. You should promptly

notify the HR/Office Manager of your need for a reasonable accommodation as soon as
reasonably possible.
MEDICAL LEAVE OF ABSENCE
Employees who are ineligible for leave under the Family and Medical Leave Act and/or
California Family Rights Act as provided below are nonetheless eligible for medical leave
according to the following policy:
Employees are eligible for unpaid leaves of absence for medical reasons. Medical
reasons may include illness, injury, medical and surgical procedures, and related
medical conditions. You must request a leave of absence if you will be unable to work
for medical reasons for a period in excess of three (3) consecutive days. Such requests
are subject to management approval and must be made as soon as possible. Each
request must be accompanied by a certification from your treating physician or ASLC
approved physician that is acceptable to ASLC, which indicates that leave is required
due to an inability to work. ASLC reserves the right to have employees on a medical
leave of absence examined by a physician of ASLC’S choice. ASLC may require periodic
physician’s verification of your inability to work. Misrepresenting the reason for
applying for a leave of absence may result in disciplinary action, up to and including
termination.
During a leave of absence, ASLC’S medical insurance plan may allow covered
employees and their eligible dependents to maintain medical insurance benefits by
electing and paying for continuation coverage. The employee and his/her eligible
dependents must pay the monthly premiums for any continuation coverage as elected.
It is the applicable plan document that ultimately governs your eligibility and
entitlement to these benefits.
Upon your return from a medical leave of absence, we will attempt to return you to
your regular job if it is available. If it is not available, you will be placed in a similar job
for which you are deemed by management to be qualified if such a job is available. If
no jobs are available at the time, you will be given preferential consideration for any
position for which you apply and for which you are deemed by management to be
qualified following your notifying ASLC in writing that you are ready and able to return
to work.
Failure to report to work as scheduled following a leave of absence can result in

dismissal. Employees who are out on leaves of absence will not accrue such benefits as
vacation or holiday pay during their leaves of absence.
You should speak directly with the HR/Office Manager prior to taking a leave to ensure
your understanding of all of your obligations to ASLC while on leave, such as reporting
and verification obligations. Failure to comply with ASLC policy may substantially affect
your ability to return to work.

FAMILY AND MEDICAL LEAVE ACT/CALIFORNIA FAMILY RIGHTS ACT
The Family and Medical Leave Act and California Family Rights Act (“FMLA/CFRA”)
provide eligible employees the opportunity to take unpaid, job-protected leave for
certain specified reasons. The maximum amount of leave you may use is either twelve
(12) or twenty-six (26) weeks within a twelve (12) month period depending on the
reasons for the leave.
Employee Eligibility
To be eligible for FMLA/CFRA leave, you must:
• have worked at least twelve (12) months for ASLC in the preceding
seven (7) years (limited exceptions apply to the seven-year
requirement);
• have worked at least 1,250 hours for ASLC over the twelve (12)
months preceding the date your leave would commence; and
• currently work at a location where there are at least fifty (50)

employees within seventy-five (75) miles.
All periods of absence from work due to or necessitated by service in the

uniformed services are counted in determining FMLA eligibility.
Conditions Triggering Leave
FMLA and/or CFRA leave may be taken for the following reasons:
• Birth of a child, or to care or bond with a newly-born child including

incapacity due to pregnancy or prenatal medical care;
• Placement of a child with the employee for adoption or foster care

or to care or bond with the child;
• To care for an immediate family member (employee’s spouse, child,

or parent) with a serious health condition;
• Because of the employee’s serious health condition that makes the

employee unable to perform the employee’s job;
• To care for a Covered Service member with a serious injury or

illness related to certain types of military service (see Military-
Related FMLA Leave for more details); or,
• To handle certain qualifying exigencies arising out of the fact that

the employee’s spouse, son, daughter, or parent is on duty under a

call or order to active duty in the Uniformed Services (up to 12
weeks) (see Military-Related FMLA Leave for more details).
The maximum amount of leave that may be taken in a twelve (12) month period for all
reasons combined is twelve (12) weeks, with one exception. For leave to care for a
Covered Service member, the maximum combined leave entitlement is twenty-six (26)
weeks, with leaves for all other reasons constituting no more than twelve (12) of those
twenty-six (26) weeks. Also, in addition to leave available under the FMLA and CFRA,
female employees may be eligible for leaves of absence during periods of disability
associated with pregnancy or childbirth. Please see the Pregnancy Disability Leave of
Absence Policy for further information on this type of leave.
Definitions
A “Serious Health Condition” is an illness, injury, impairment, or physical or mental

condition that involves either an overnight stay in a medical care facility, or continuing
treatment by a health care provider for a condition that either prevents the employee
from performing the functions of the employee’s job, or prevents the qualified family
member from participating in school or other daily activities. Subject to certain
conditions, the continuing treatment requirement includes an incapacity of more than
three full calendar days and two visits to a health care provider or one visit to a health
care provider and a continuing regimen of care; an incapacity caused by pregnancy or
prenatal visits, a chronic condition, or permanent or long-term conditions; or absences
due to multiple treatments. Other situations may also meet the definition of continuing
treatment.
Identifying the 12-Month Period
ASLC measures the twelve (12) month period in which leave is taken by the “rolling”
twelve (12) month method, measured backward from the date of any FMLA/CFRA leave
with one exception. For leave to care for a covered service member, ASLC calculates
the twelve (12) month period beginning on the first day the eligible employee takes
FMLA leave to care for a Covered Service member and ends twelve (12) months after
that date. FMLA/CFRA leave for the birth or placement of a child for adoption or foster
care must be concluded within twelve (12) months of the birth or placement.
Using Leave
Eligible employees may take FMLA/CFRA leave in a single block of time, intermittently
(in separate blocks of time), or by reducing the normal work schedule (including the
elimination of required overtime) when medically necessary for the serious health
condition of the employee or immediate family member, or in the case of a Covered
Service member, his/her injury or illness. Eligible employees may also take intermittent
or reduced-scheduled leave for military qualifying exigencies. Intermittent leave is
generally not permitted for birth of a child, to care for a newly born child, or for

placement of a child for adoption or foster care. Employees who require intermittent or
reduced-schedule leave for planned medical treatment must try to schedule their leave
so that it will not unduly disrupt ASLC’S operations. Intermittent leave is permitted in
increments of at least one hour.
Use of Paid Leave
Depending on the purpose of your leave request, you may choose (or ASLC may require
you) to use accrued paid leave (such as sick leave, vacation, or PTO), concurrently with
some or all of your FMLA/CFRA leave. In order to substitute paid leave for FMLA/CFRA
leave, an eligible employee must comply with ASLC’S normal procedures for the
applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.). Additionally,
depending on the purpose of your leave request, you may choose to take leave
pursuant to a short- or long-term disability leave plan, during the otherwise unpaid
portion of your FMLA/CFRA leave. This paid disability leave runs concurrently with
FMLA/CFRA leave and may continue longer than the FMLA/CFRA leave if permitted by
the disability leave plan. However, paid disability leave cannot run concurrently with
other paid leave (sick leave, vacation, or PTO).
Maintenance of Health Benefits
If you and/or your family participate in our group health plan, ASLC will maintain
coverage during your FMLA/CFRA/PDL leave on the same terms as if you had continued
to work. If applicable, you must make arrangements to pay your share of health plan
premiums while on leave. In some instances, ASLC may recover premiums it paid to
maintain health coverage or other benefits for you and your family. Use of
FMLA/CFRA/PDL leave will not result in the loss of any employment benefit that accrued
prior to the start of your leave. Consult the applicable plan document for all
information regarding eligibility, coverage, and benefits.
Notice and Medical Certification
When seeking FMLA/CFRA/PDL leave, you must provide:
• Thirty (30) days advance notice of the need to take FMLA/CFRA

leave, if the need for leave is foreseeable, or notice as soon as
practicable in the case of unforeseeable leave and in compliance
with ASLC’S normal call-in procedures, absent unusual
circumstances;
• Medical certification supporting the need for leave due to a serious

health condition affecting you or an immediate family member
within fifteen (15) calendar days of ASLC’S request to provide the
certification (additional time may be permitted in some

circumstances). If you fail to do so, we may delay the
commencement of your leave, withdraw any designation of
FMLA/CFRA leave or deny the leave, in which case your leave of
absence would be treated in accordance with our standard leave of
absence and attendance policies, subjecting you to disciplinary
action up to and including termination. Second or third medical
opinions and periodic re-certifications may also be required;
• Periodic reports as deemed appropriate during the leave regarding

your status and intent to return to work; and
• Medical certification of fitness for duty before returning to work, if

the leave was due to your serious health condition, unless your
absence was taken on an intermittent or reduced leave schedule.
ASLC will require this certification to address whether you can
perform the essential functions of your position.
Failure to comply with the foregoing requirements may result in delay or denial of
leave, or disciplinary action, up to and including termination.
Employer Responsibilities
To the extent required by law, ASLC will inform you whether you are eligible for leave
under the FMLA/CFRA. Should you be eligible for FMLA/CFRA leave, ASLC will provide
you with a notice that specifies any additional information required as well your rights
and responsibilities. ASLC will also inform you if leave will be designated as FMLA/CFRA-
protected and, to the extent possible, note the amount of leave counted against your
leave entitlement. If you are not eligible for FMLA/CFRA leave, ASLC will provide a
reason for the ineligibility.
Job Restoration
Upon returning from FMLA/CFRA leave, you will be restored to your original job or to an
equivalent job with equivalent pay, benefits, and other employment terms and
conditions.
Failure to Return after FMLA/CFRA Leave
If you fail to return to work as scheduled after FMLA/CFRA leave or you exceed the
twelve (12) week FMLA/CFRA entitlement (or in the case of military caregiver leave, the
twenty-six (26) week FMLA entitlement), you will be subject to ASLC’S standard leave of
absence and attendance policies. This may result in termination if you have no other

ASLC-provided leave available to you that applies to your continued absence and
depending upon the employee’s needs and the possibility of reasonable
accommodations. Likewise, following the conclusion of your FMLA/CFRA leave, ASLC’S
obligation to maintain your group health plan benefits may end (subject to any
applicable COBRA rights).
Other Employment
ASLC prohibits employees from holding other employment while on leave of absence.
This policy remains in force during all leaves of absence including FMLA/CFRA leave and
may result in disciplinary action, up to and including immediate termination of
employment.
Fraud
Providing false or misleading information or omitting material information in connection

with an FMLA/CFRA or any other leave may result in disciplinary action, up to and
including immediate termination.
MILITARY-RELATED FMLA LEAVE
FMLA leave may also be available to eligible employees in connection with certain
service-related medical and non-medical needs of family members. There are two
forms of such leave. The first is Military Caregiver Leave, and the second is Qualifying
Exigency Leave. Each of these leaves is detailed below.
Definitions
A “covered servicemember” is either: (1) a current servicemember of the Armed Forces,

including a member of the National Guard or Reserves, with a serious injury or illness
incurred in the line of duty for which the servicemember is undergoing medical
treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on
the temporary disability retired list; or (2) a “covered veteran” who is undergoing
medical treatment, recuperation, or therapy for a serious injury or illness.
A “covered veteran” is an individual who was discharged under conditions other than
dishonorable during the five (5) year period prior to the first date the eligible employee
takes FMLA leave to care for the covered veteran. The period between October 28,
2009 and March 8, 2013 is excluded in determining this five (5) year period.
The FMLA definitions of “serious injury or illness” for current servicemembers and
veterans are distinct from the FMLA definition of “serious health condition.” For
purposes of Military-Related FMLA Leave, the term “serious injury or illness” means an
injury or illness incurred by the servicemember in the line of duty while on active duty
in the Armed Forces that may render the servicemember medically unfit to perform the
duties of the servicemember’s office, grade, rank, or rating, or one that existed before

the beginning of active duty and was aggravated by service in the line of duty while on
active duty.
With regard to covered veterans, the serious injury or illness may manifest itself before
or after the individual assumed veteran status, and is: (1) a continuation of a serious
injury or illness that was incurred or aggravated when the covered veteran was a
member of the Armed Forces and rendered the servicemember unable to perform the
duties of the servicemember’s office, grade, rank or rating; (2) a physical or mental
condition for which the covered veteran has received a VA Service Related Disability
Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in
part, on the condition precipitating the need for caregiver leave; (3) a physical or
mental condition that substantially impairs the veteran’s ability to secure or follow a
substantially gainful occupation by reason of a disability or disabilities related to military
service or would be so absent treatment; or (4) an injury, including a psychological
injury, on the basis of which the covered veteran has been enrolled in the Department
of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.
“Qualifying exigencies” include activities such as short-notice deployment, military

events, arranging alternative childcare, making financial and legal arrangements related
to the deployment, rest and recuperation, counseling, parental care, and post-
deployment debriefings.
Military Caregiver Leave
Unpaid Military Caregiver Leave is designed to allow eligible employees to care for
certain family members who have sustained serious injuries or illnesses in the line of
duty while on active duty. The family member must be a “covered servicemember,”
which means: (1) a current member or veteran of the Armed Forces, National Guard or
Reserves, (2) who is undergoing medical treatment, recuperation, or therapy or, in the
case of a veteran, who was a current member of the Armed Forces, National Guard or
Reserves, who was discharged or released under conditions other than dishonorable at
any time within five years prior to the treatment which an eligible employee requests; is
otherwise in outpatient status; or is otherwise on the temporary disability retired list,
(3) for a serious injury or illness that may render current member medically unfit to
perform the duties of the member’s office, grade, rank, or rating. Military Caregiver
Leave is not available to care for servicemembers on the permanent disability retired
list. Serious injury or illness specifically includes, but is not limited to, aggravation of a
preexisting condition while in the line of duty.
To be eligible for Military Caregiver Leave, you must be a spouse, son, daughter,
parent, or next of kin of the covered servicemember. “Next of kin” means the nearest
blood relative of the servicemember, other than the servicemember’s spouse, parent,
son, or daughter, in the following order of priority: blood relatives who have been
granted legal custody of the servicemember by court decree or statutory provisions;
brothers and sisters; grandparents; aunts and uncles; and first cousins; unless the

servicemember has specifically designated in writing another blood relative as his/her
nearest blood relative for purposes of Military Caregiver Leave. You must also meet all
other eligibility standards as set forth within the FMLA Leave policy.
An eligible employee may take up to twenty-six (26) workweeks of Military Caregiver

Leave to care for a covered servicemember in a “single twelve (12) month period.” The
“single twelve (12) month period” begins on the first day leave is taken to care for a
covered servicemember and ends twelve (12) months thereafter, regardless of the
method used to determine leave availability for other FMLA-qualifying reasons. If you
do not exhaust your twenty-six (26) workweeks of Military Caregiver Leave during this
“single twelve (12) month period,” the remainder is forfeited.
Military Caregiver Leave applies on a per-injury basis for each servicemember.

Consequently, an eligible employee may take separate periods of caregiver leave for
each covered servicemember, and/or for each and every serious injury or illness of the
same covered servicemember. A total of no more than twenty-six (26) workweeks of
Military Caregiver Leave, however, may be taken within any “single twelve (12) month
period.”
Within the “single twelve (12) month period” described above, an eligible employee
may take a combined total of twenty-six (26) weeks of FMLA leave including up to
twelve (12) weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption
of a child, serious health condition of the employee or close family member, or a
qualifying exigency). For example, during the “single twelve (12) month period,” an
eligible employee may take up to sixteen (16) weeks of FMLA leave to care for a
covered servicemember when combined with up to ten (10) weeks of FMLA leave to
care for a newborn child.
An employee seeking Military Caregiver Leave may be required to provide appropriate

certification from the employee and/or covered servicemember and completed by an
authorized health care provider within fifteen (15) days. Military Caregiver Leave is
subject to the other provisions in our FMLA Leave Policy (requirements regarding
employee eligibility, appropriate notice of the need for leave, use of accrued paid leave,
etc.). Military Caregiver Leave will be governed by, and handled in accordance with,
the FMLA and applicable regulations, and nothing within this policy should be construed
to be inconsistent with those regulations.
Qualifying Exigency Leave
Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain
“exigencies” arising out of the duty under a call or order to active duty of a “covered
military member” (i.e. the employee’s spouse, son, daughter, or parent). Up to twelve
(12) weeks of Qualifying Exigency Leave is available in any twelve (12) month period,

as measured by the same method that governs measurement of other forms of FMLA
leave within the FMLA policy (with the exception of Military Caregiver Leave, which is
subject to a maximum of twenty-six (26) weeks of leave in a “single twelve (12) month
period”). The maximum amount of “Qualifying Exigency Leave” an employee may
utilize to bond with a military member on short-term, temporary rest and recuperation
during deployment is fifteen (15) days.
Although Qualifying Exigency Leave may be combined with leave for other FMLA-
qualifying reasons, under no circumstances may the combined total exceed twelve (12)
weeks in any twelve (12) month period (with the exception of Military Caregiver Leave
as set forth above). The employee must meet all other eligibility standards as set forth
within the FMLA policy.
Persons who can be ordered to active duty include active and retired members of the
Regular Armed Forces, certain members of the retired Reserve, and various other
Reserve members including the Ready Reserve, the Selected Reserve, the Individual
Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine
Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.
A call to active duty refers to a federal call to active duty, and state calls to active duty
are not covered unless under order of the President of the United States pursuant to
certain laws.
Qualifying Exigency Leave is available under the following circumstances:
• Short-notice deployment. To address any issue that arises out of

short notice (within seven days or less) of an impending call or
order to active duty.
• Military events and related activities. To attend any official military

ceremony, program, or event related to active duty or a call to
active duty status or to attend certain family support or assistance
programs and informational briefings.
• Childcare and school activities. To arrange for alternative

childcare; to provide childcare on an urgent, immediate need basis;
to enroll in or transfer to a new school or daycare facility; or to
attend meetings with staff at a school or daycare facility.
• Financial and legal arrangements. To make or update various

financial or legal arrangements; or to act as the covered military
member’s representative before a federal, state, or local agency in
connection with service benefits.
• Counseling. To attend counseling (by someone other than a health

care provider) for the employee, the covered military member, or

for a child or dependent when necessary as a result of duty under a
call or order to active duty.
• Temporary rest and recuperation. To spend time with a covered

military member who is on short-term, temporary rest and
recuperation leave during the period of deployment. Eligible
employees may take up to fifteen (15) of days of leave for each
instance of rest and recuperation. If your spouse is a member of
the military, you may be entitled to an additional ten (10) days of
unpaid leave. Please refer to the Military Leave of Absence below
for more details.
• Post-deployment activities. To attend arrival ceremonies,

reintegration briefings and events, and any other official ceremony
or program sponsored by the military for a period of up to ninety
(90) days following termination of the covered military member’s
active duty status. This also encompasses leave to address issues
that arise from the death of a covered military member while on
active duty status.
• Mutually agreed leave. Other events that arise from the close
family member’s call or order to active duty, provided that ASLC
and the employee agree that such leave shall qualify as an
exigency and agree to both the timing and duration of such leave.
An employee seeking Qualifying Exigency Leave may be required to submit appropriate

supporting documentation in the form of a copy of the covered military member’s active
duty orders or other military documentation indicating the appropriate military status
and the dates of active duty status, along with a statement setting forth the nature and
details of the specific exigency, the amount of leave needed and the employee’s
relationship to the military member, within fifteen (15) days. Qualifying Exigency Leave
will be governed by, and handled in accordance with, the FMLA and applicable
regulations, and nothing within this policy should be construed to be inconsistent with
those regulations.
CIVIL AIR PATROL LEAVE
ASLC will provide eligible employees who are volunteer members of the California Wing
of the Civil Air Patrol and are called to emergency operational missions up to ten (10)
days of unpaid leave per calendar year. Leave for a single emergency operational
mission cannot exceed three (3) days unless an extension is granted by appropriate
government entities and approved by ASLC.
To be eligible, employees must have been employed with ASLC for ninety (90) days
immediately preceding the commencement of leave.

Employees are expected to notify ASLC of the need for Civil Air Patrol Leave by
providing their supervisor with certification from Civil Air Patrol authorities as soon as
possible. ASLC will restore employees who return from Civil Air Patrol leave to their
former position or to a position of equivalent seniority status, employee benefits, pay
and other terms and conditions of employment.
MILITARY LEAVE
ASLC grants a military leave of absence without pay or benefits in accordance with
applicable federal and state law. A request for military leave should be submitted
promptly and be accompanied by a copy of orders indicating the beginning and ending
dates of duty period. In addition, spouses of military personnel who are home on leave
during a period of military deployment may be qualified for ten (10) days of unpaid
leave.
UNEMPLOYMENT COMPENSATION
Employees will not receive unemployment compensation because ASLC is

exempt from federal unemployment tax pursuant to Internal Revenue Code
Section 501(c)(3).
WORKERS’ COMPENSATION
All employees are covered by workers’ compensation insurance, which compensates an

individual for certain lost time, medical expenses, and/or loss of life or dismemberment
from an injury or illness arising out of or during the course of work at ASLC.
Employees are required to report any accident or injury promptly, but no later than
within one day of the accident or injury occurring, to a supervisor or the HR/Office
Manager so that the appropriate paperwork can be completed. This will enable an
eligible employee to qualify for coverage as quickly as possible. Employee must
complete all required paperwork by our insurer in a timely manner, including
completing the claim when all treatments have been completed.
CONTINUING EDUCATION ASSISTANCE
Called employees of ASLC are encouraged to avail themselves of continuing education

opportunities beyond a bachelor’s degree. At the discretion of your direct supervisor
and the Sr. Pastor, taking into account budgeted money, cost of specific event, and
pertinence for the ministry of ASLC, ASLC may pay all or some of the cost of a specific
continuing education course or program for employees who discuss the course prior to
incurring the expense. ASLC will not reimburse for the cost of a preliminary or clear
credential.
Exempt employees may request reimbursement for the costs of obtaining a colloquy.

Coursework at an accredited university for which an employee desires to be reimbursed
must also be approved by the Sr. Pastor prior to enrollment. It is assumed that
employees seeking reimbursement have a long-term desire to serve the congregation of
ASLC and intend to serve for not less than 3 years after continuing education is
completed. For the purpose of budgeting, such a request must be made by
February of the year prior to the start of the fiscal year for the classes that will
be taken. Approval will consider how the course applies to the job position of the
employee at ASLC. Reimbursement will not exceed 50% of the current tuition rate
(including any discounts) per unit at Concordia University. The maximum amount is not
to exceed 12 semester units up to a maximum of $2000 per fiscal year. Reimbursement
is subject to budgetary constraints.
TUITION REDUCTION PROGRAM FOR CHILDREN OF EMPLOYEES
ASLC expects to have the children of employees enrolled in their school program.
Therefore, the following tuition assistance program is available.
Called Ministers
Called Ministers’ tuition reduction will be decided at the time of their call and will be
reflected in the call document.
Called and Regular Full-time Employees receive a 100% tuition reduction for day school
and a 50% tuition reduction for preschool for their children. Any additional enrollment
and/or attendance fees are to be paid at regular rates. If employee leaves employment
during the school year, the reduction will be prorated for the remainder of the year.
Called and Regular Part-time Employees receive the following tuition reduction for their
children based on the average number of scheduled hours per week:
Over 20 hours to 25 hours 10% reduction
Over 25 hours to 30 hours 25% reduction
Over 30 hours 100% reduction
Any additional enrollment and/or attendance fees are to be paid at regular rates.
EXTENDED SCHOOL CARE REDUCTION FOR CHILDREN OF EMPLOYEES
All employees of ASLC that have children enrolled in ASLC Early Childhood or
Elementary School are eligible to receive the following reduction in use of the extended
school care program when they are involved in business directly related to their job at
ASLC.

 Registration fees must be paid at the regular rate for each child.
 During full school days the program may be used at no cost to the employee.
However, the extended care is not covered when the employee leaves campus to
run personal errands.
 During minimum days and full days off (i.e. conference days) the fee is waived.
PAY FOR MANDATORY MEETINGS/TRAINING
ASLC will pay non-exempt employees for their attendance at meetings, lectures and
training programs, including on-line classes and webinars under the following
conditions:
 Attendance is mandatory.
 The meeting, course or lecture is directly related to the employee’s job.
 Employees will be compensated at their regular rate of pay.
 Any hours in excess of eight in a day or 40 in a week will be paid at the

appropriate overtime rate, (at the hourly rate in effect at the time the overtime is
being performed).

SECTION 5 – PAYROLL ADMINISTRATION AND WORKING HOURS
PAYDAY
ASLC issues paychecks on a semi-monthly basis. Each month is divided into two pay
periods. Earnings are paid on the 15th and the last business day of each month. If
either date falls on a holiday or weekend, paychecks will be issued as follows:
Last day of the month or the 15th is Saturday – paid on Friday
Last day of the month or the 15th is Sunday – paid on Monday
Last day of the month or the 15th is Sunday and Monday is a holiday – paid on
Friday
Hourly employees are responsible for completing their timecards and having their
supervisors sign them. The supervisor will forward the timecard to the proper
department so that it will be included in the payroll. Timecard pay periods are from the
11th of the month through the 25th and the 26th of the month through the 10th.
Exempt employees are responsible to complete online timecards each pay period, also
to be submitted on the 11th and 26th of each month.
ADVANCES
Salary advances are not permitted.
DEATH
Full salary shall be paid to include the day of death of the current active employee.
Moreover, if an active employee dies while employed, their vacation/personal time off
accrual bank will be increased up to the maximum accrual cap based on years of service
and paid out on the final pay check.
MINISTERS NOT SUBJECT TO WITHHOLDING
Ministers of the Gospel are not subject to involuntary tax withholdings from their pay.
Ministers may elect, and if agreed to by the congregation, to have deductions for
federal income and/or state income taxes taken from their pay.
MINISTERS HOUSING ALLOWANCE
Ministers of the Gospel may elect to have a portion of their salary designated as a
housing allowance. A definite amount must be designated and cannot be determined at
a later date. A housing allowance form must be submitted and signed off by the
appropriate personnel to claim this allowance. The employee is solely responsible for

determining the amount to be claimed. Please see the HR/Office Manager to obtain the
appropriate form.
OVERTIME COMPENSATION
Overtime compensation will be paid to non-exempt employees. Exempt employees are

not eligible for overtime pay.
Overtime pay will not be routinely authorized. All overtime work must be pre-approved
by an employee’s supervisor. ASLC provides compensation for all overtime hours
worked by non-exempt employees in accordance with state and federal law as follows:
 All hours worked in excess of 8 hours in one workday, 40 hours in one work
week, or work performed on the seventh consecutive day will be treated as
overtime. A workday begins at midnight and ends 24 hours later. A workweek
begins each Sunday at 12:01 AM, through Saturday midnight.
 Compensation for hours worked in excess of 40 for the workweek, or in excess

of 8 and not more than 12 for the workday, and for the first 8 hours on the
seventh consecutive day of work in one workweek, shall be paid at a rate one
and one-half times the employee’s regular pay.
 Compensation for hours worked in excess of 12 in one workday and in excess of

8 on the seventh consecutive workday shall be paid at double the regular rate of
pay.
JOB DESCRIPTIONS
In order to mutually understand what is expected of a new employee and what the
employee will be held accountable for, a job description is utilized.
Employees will generally be given a job description before they start to work. 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.
ASLC reserves the right to revise and update your job description from time to time, as
it deems necessary and appropriate.

SECTION 6 – DISCIPLINE AND SEPARATION
EMPLOYEE CONDUCT AND PERFORMANCE
It is not possible to provide employees a complete list of every possible type of

disciplinary offense. However, in order to provide employees some guidance
concerning unacceptable behavior, the following are some examples of types of
conduct that are considered impermissible. Employees who engage in any
misconduct or whose performance is unsatisfactory may be subject to disciplinary
action, up to and including termination. The list below is intended simply to provide
some examples of disciplinary offenses.
 Excessive absenteeism or tardiness, including a pattern of absenteeism or

tardiness;
 Working overtime without the prior approval of the employee’s supervisor;
 Theft, stealing or unauthorized removal or borrowing of property belonging to

ASLC, another employee, or a visitor, regardless of the value of the item;
 Unauthorized use of ASLC equipment, time materials or facilities;
 Waste of ASLC materials or supplies;
 Use, possession, or sale of unlawful drugs or alcohol while on ASLC premises,

or while on duty, or reporting to work under the influence of alcohol or any
unlawful drugs;
 Bringing or possessing firearms, weapons, or other hazardous or dangerous

devices or substances onto church property;
 Failure to observe safety regulations;
 Failure to report any unsafe conditions, damage to equipment, vehicles, or

machinery, or job-related traffic accidents or violations to the employee’s
supervisor;
 Carelessness or negligence while performing duties;
 Wearing extreme, unprofessional, or inappropriate dress or hair styles while

working;
 Failure to perform work or job assignments satisfactorily and efficiently;

 Destruction or damage to the property of ASLC, another employee, or a
visitor;
 Threatening, intimidating, or coercing other employees or visitors;
 Disrespect or discourtesy to supervisors, parents, co-workers, or others;
 Insubordination, including improper conduct toward a supervisor or refusal to

perform a job or tasks assigned by a supervisor, in the manner described by
ASLC, or the use of abusive or threatening language toward a supervisor,
parent, co-worker or other person;
 Failure to immediately report a job-related injury, no matter how minor, to an

employee’s supervisor.
 Making or receiving an inordinate number of personal telephone calls, other

than emergency calls, during working hours;
 Using a cell phone, including texting, while supervising children;
 Falsifying, altering, destroying, or willfully omitting information from any

timecard or ASLC record (including employment applications);
 Obtaining employment by means of false or misleading information;
 Failure to follow ASLC procedures for maintaining confidentiality;
 Falsifying employment records, employment information, or other ASLC

records;
 Recording the work time of another employee or allowing any other employee
to record your work time, or falsifying any time sheet, either your own or that
of another employee;
 Theft, deliberate or careless damage or destruction of any ASLC property, or

the property of any employee or person we serve regardless of the value of
the item;
 Provoking a fight or fighting during working hours on ASLC property;
 Participating in horseplay or practical jokes on ASLC time or property;
 Engaging in criminal conduct whether or not related to job performance;

 Causing, creating, or participating in a disruption of any kind during working
hours on ASLC property;
 Using abusive, foul, or inappropriate language at any time on ASLC premises;
 Failing to notify a supervisor when unable to report to work;
 Unreported absence of three consecutive scheduled workdays;
 Failing to obtain permission to leave work for any reason during normal
working hours;
 Failing to observe working schedules; including rest and meal periods;
 Failing to provide a physician’s certificate when requested to do so;
 Sleeping or malingering on the job;
 Violating any safety, health, security or ASLC policy, rule, or procedure;
 Committing a fraudulent act or a breach of trust under any circumstances;

and
 Committing of or involvement with any act of unlawful harassment.
 Morally offensive computer access.
This statement of prohibited conduct does not alter ASLC’s policy of at-will
employment. Either you or ASLC remains free to terminate the employment
relationship at any time, with or without reason or advance notice.
GRIEVANCE PROCEDURE
ASLC recognizes that occasionally employees may become dissatisfied with its
practices, policies, or other work situations. ASLC 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 situation,
difficulty, or complaint is most effectively and efficiently handled.
 The employee is to first bring the matter orally to the person involved as
described in Matthew 18.
 If the grievance is not resolved between the employee and the person
involved, then the matter should be discussed with the employees’ immediate
supervisor.
 If the grievance is still not resolved, the employee should put the grievance in
written form and send it to the Reconciliation Liaison and make an
appointment to discuss the grievance with the Senior Pastor and the
Reconciliation Liaison.

SECTION 7 – GENERAL INFORMATION
ISSUES OF FAITH AND CONDUCT/BIBLICALLY BASED CODE OF ETHICS
At ASLC it is important that all employees work together as the body of Christ so
that the rights and interests of both the congregation and employees are assured. (1
Corinthians 12:12). Christ-centered sense, good judgment, and acceptable personal
behavior on the part of all employees will make ASLC a desirable place to work.
(Colossians 3:23-24).
All employees of ASLC are to have an active Christian life, demonstrated by Christian
word and actions and be able to support the mission of ASLC.
ASLC supports the principle of separation of church and state, it may take stands on
matters of public interest when it finds that the Bible speaks to those matters.
(2 Timothy 2:14-15).
As employees of a church with a ministry it is important that we also avoid any

appearance of sin in the area of conduct and morals. Avoid situations where our
witness to others may be compromised by the appearance of sin. For example, an
unmarried male and female living in the same home or apartment. (Romans 14:13).
ASLC expects that its employees who are LC-MS members adhere firmly to the
teachings of the LC-MS in matters of religious faith and personal conduct.
Employees who are not LC-MS members are not required to believe or confess the
teachings or beliefs of the LC-MS, however they may not, in any way that may affect
ASLC, promote beliefs or practices that are contrary to those of the LC-MS. Non-
members of the LC-MS are expected to lead personal lives that do not violate the
teachings of the LC-MS on matters of personal conduct.
LCMS doctrine and practice are derived from the Holy Scriptures, the Lutheran
Confessions and applicable resolutions of the Synod. For all purposes of this policy
the Senior Pastor determines what constitutes the beliefs and teachings of ASLC.
(2 Timothy 3:16).
ALCOHOL, DRUGS, AND CONTROLLED SUBSTANCES
All employees are prohibited from manufacturing, cultivating, distributing,

dispensing, possessing or using illegal drugs (including marijuana regardless of
prescription) or other unauthorized or mind-altering or intoxicating substances while
on ASLC property (including parking areas and grounds), or while otherwise
performing their work duties away from ASLC premises. Included within this
prohibition are lawful controlled substances, which have been illegally or improperly

obtained. This policy does not prohibit the possession and proper use of lawfully
prescribed drugs taken in accordance with the prescription.
Employees are also prohibited from having any such illegal or unauthorized
controlled substances in their system while at work (including marijuana regardless
of prescription), and from having excessive amounts of otherwise lawful controlled
substance in their systems. This policy does not apply to the authorized
dispensation, distribution or possession of legal drugs where such activity is a
necessary part of an employee’s assigned duties.
All employees are prohibited from distributing, dispensing, possessing, or using

alcohol while at work or on duty. Furthermore, off-duty alcohol use, while generally
not prohibited by this policy, must not interfere with your ability to perform the
essential functions of your job.
Prescription Drugs
With the exception of medically prescribed marijuana, the proper use of medication
prescribed by your physician is not prohibited; however, we do prohibit the misuse
of prescribed medication. Employees’ drug use may affect their job performance,
such as by causing dizziness or drowsiness. You are required to disclose any
medication that may cause a risk of harm to yourself or to others in performing your
job duties. It is your responsibility to determine from your physician whether a
prescribed drug may impair your job performance.
Notification of Impairment
It shall be the responsibility of each employee who observes or has knowledge of

another employee in a condition which impairs the employee in the performance of
his/her job duties, or who presents a hazard to the safety and welfare of others, or
is otherwise in violation of this policy, to promptly report that fact to his/her
immediate supervisor.
Who is Tested
You may be required to submit to drug/alcohol screening whenever ASLC has a

reasonable suspicion that you have violated any of the rules set forth in this policy.
Reasonable suspicion may arise from, among other factors, supervisory observation,
co-worker reports or complaints, performance decline, attendance or behavioral
changes, results of drug searches or other detection methods, or involvement in a
work-related injury or accident.

Additionally, employees in safety sensitive positions may be tested on a random or
periodic basis. In addition, various job classifications are categorically subject to
random or periodic drug testing to the extent permitted by applicable state and
federal laws.
Discipline
Violation of this policy or any of its provisions may result in disciplinary action, up to
and including termination of employment.
Enforcement Policy
In order to enforce this policy and procedures, ASLC may investigate potential
violations and require employees to undergo drug/alcohol screening, including
urinalysis, blood tests or other appropriate tests and, where appropriate, searches of
all areas of ASLC’S physical premises, including, but not limited to work areas,
personal articles, employees’ clothes, desks, work stations, lockers, and personal
and ASLC vehicles. You will be subject to disciplinary action up to and including
termination of employment for refusing to cooperate with searches or investigations,
to submit to screening, or for failing to execute consent forms when required by
ASLC.
Investigations/Searches
Where a manager or supervisor has reasonable suspicion that an employee has

violated the substance abuse policy, the supervisor, or his/her designee, may
inspect vehicles, lockers, work areas, desks, purses, briefcases, backpacks, and
other locations or articles without prior notice in order to ensure a work environment
free of prohibited substances. You may be asked to be present and remove a
personal lock from a locker or locked container. A locked locker or container does
not prevent ASLC from searching such article. Employees therefore should have no
expectation of privacy for personal belongings brought onto ASLC premises and
locked in a locker or locked container. Where the employee is not present or
refuses to remove a personal lock, ASLC may do so for him or her, and compensate
the employee for the lock.
What Happens When an Employee Tests Positive for Prohibited

Substances
All employees who test positive in a confirmed substance test may be subject to
disciplinary action, up to and including termination.

ATTITUDE
Every employee must display a positive attitude towards his/her job and arrive to
work motivated to perform his/her job duties. A bad attitude creates a difficult
working environment and prevents ASLC from providing quality service to our
members, students, parents, vendors and community. If you consistently fail to
approach your job duties with a positive attitude, you may be disciplined or
terminated.
CELLULAR PHONES, SMART PHONES, TABLETS, AND OTHER HANDHELD

ELECTRONIC DEVICES
Excessive use of personal cellular phones, smart phones, tablets, and other
handheld electronic devices (“handheld devices”) during the workday can interfere
with employee productivity and be distracting to others. Employees are, therefore,
prohibited from using handheld devices for personal purposes during working hours
except in an emergency. Employees should ensure that friends and family members
are aware of ASLC’S policy.
Employees may not use a handheld device in a manner that violates our No
Harassment Policy, Equal Employment Opportunity Policy, or any other ASLC
policies.
ASLC will not be liable for the loss of handheld devices brought into the workplace.
Personal Use of Company-Provided Handheld Devices
Where job or business needs demand immediate access to an employee, ASLC may
issue a business-owned handheld device to an employee for work-related
communications. These handheld devices should be used in accordance with this
policy.
Recording Devices
To maintain the security of our premises and systems, and the privacy of our
employees and families, employees are prohibited from taking photographs or
making audio or video recordings of other employees during working time without
permission. Employees are prohibited from taking photographs or making audio or
video recordings of our students at any time without permission. Employees are
prohibited from taking photographs or copying for their own use confidential
business documents not related to employee wages or working conditions at any
time. These prohibitions include the use of handheld devices equipped with cameras
and audio and video recording capabilities. Employees who violate this policy are

subject to disciplinary action, up to and including immediate termination of
employment.
Safety Issues for Handheld Devices
Employees are required to refrain from using handheld devices while driving in
connection with their job duties, except as set forth below. Safety must come
before all other concerns. You are not permitted to use any electronic wireless
communications device to write, send, or read any text-based communication,
including text messages, instant messages, and/or emails while driving. Regardless
of the circumstances, including slow or stopped traffic, you are required to pull over
to the side of the road and safely stop the vehicle before using any handheld device.
Under no circumstances are employees allowed to place themselves or anyone else
at risk to communicate via handheld devices.
Employees who are charged with traffic violations resulting from the use of
handheld devices while driving will be solely responsible for all fines, penalties and
liabilities that result from such actions. Employees who violate this policy will be
subject to disciplinary action, up to and including termination.
COMPANY COMPUTERS, DATABASES, EMAIL, VOICE MAIL AND THE

INTERNET
The following policy governs the use of all ASLC-owned computers, databases, and
personal computers used for ASLC business, email and voice mail systems, and
Internet access via ASLC computers and/or data lines, hereinafter referred to in this
policy as “ASLC computer systems.” Personal computers used for ASLC business
include laptops, tablets or home computers that are connected with ASLC’S network
on a regular or intermittent basis.
ASLC invests in computer systems to facilitate the business of ASLC. These tools are
intended to assist employees with the execution of their job duties and shall not be
abused. Employees should not use or access ASLC’S computer systems in any
manner that is contrary to this policy.
Company Property
All ASLC computer systems are ASLC’S property. All information that is temporarily
or permanently stored, transmitted, or received with the aid of ASLC’S computer
systems remain the sole and exclusive property of ASLC.
In addition, all data temporarily or permanently received, collected, downloaded,

uploaded, copied and/or created on ASLC computer systems, and all data

temporarily or permanently received, collected, downloaded, uploaded, copied
and/or created on non-ASLC computers used for ASLC business that relates in any
manner to ASLC’S business is subject to monitoring by ASLC, is the exclusive
property of ASLC and may not be copied or transmitted to any outside party or used
in any manner that violates this policy.
All software that has been installed on ASLC computer systems may not be used in
any manner that violates this policy.
Upon termination of employment, an employee shall not remove any software or

data from ASLC computer systems and shall completely remove all data collected,
downloaded and/or created on non-ASLC computers used for ASLC business that
relate in any manner to ASLC’S business. Upon request of ASLC, a terminating
employee shall provide proof that such data has been removed from all personal
computers used for ASLC business.
Prohibited Use under Any Circumstances
It is not possible to identify every type of inappropriate or impermissible use of

ASLC’s computer systems. The following conduct, however, is strictly prohibited
under any circumstances and at any time:
• Employees may not transmit, retrieve, download, or store

inappropriate messages or images relating to protected
category as defined in the Equal Employment Opportunity
Policy, or any other status protected under federal, state, and
local laws.
• Employees may not use ASLC’S computer systems in any way

that violates ASLC’S policy against unlawful harassment,
including sexual harassment. By way of example, employees
may not transmit messages that would constitute sexual
harassment; may not use sexually suggestive or explicit screen
savers or backgrounds; may not access, browse, receive,
transmit or print pornographic, obscene or sexually offensive
material or information; and may not access, browse, transmit,
retrieve, download, store or print messages or images that are
offensive, derogatory, defamatory, off-color, sexual in content,
or otherwise inappropriate in a business environment.
Employees are also prohibited from making threatening or
harassing statements to another employee, or to a vendor,
customer, or other outside party.

Employees may not use ASLC’S computer systems in any manner that violates
ASLC’S Rules of Conduct.
• Employees may not use ASLC’S computer systems in any

manner that violates ASLC’S Policy on Confidential and Trade-
Secret Information.
Employees may not use or allow another individual to use ASLC’S computer systems
for any purpose that is damaging to ASLC. All such access and use is unauthorized.
• Employees must honor and comply with all laws applicable to

trademarks, copyrights, patents and licenses to software and
other electronically available information. Employees may not
send, receive, download, upload or copy software or other
copyrighted or otherwise legally protected information through
ASLC’S computers, email, and Internet systems without prior
authorization.
Employees may not engage in gambling of any kind, stream movies or videos, watch
television programs or play electronic games through ASLC’S computer systems.
Prohibited Use during Working Time
The following conduct is prohibited during an employee’s working time, which

excludes time spent on an employee’s meal or rest break, or before or after an
employee’s shift:
• Employees may not solicit personal business opportunities or

conduct personal advertising through ASLC’S computer systems.
• Employees may not access ASLC computer systems for any

purpose which does not advance the employer’s legitimate
business interests.
• Employees may not download, transmit, stream or retrieve

messages, data, or information from multi-network gateways,
real-time data and conversation programs including, but not
limited to, instant messaging services (e.g. G-Chat and Yahoo
Messenger), chat rooms and message boards, unless such
activity is necessary for business purposes.

Unsolicited Email
Email has become an extremely important and efficient means of communication.

However, the abuse of email systems, as well as the receipt and transmission of
unsolicited commercial email places an incredible drain on ASLC’S servers and
network and imposes significant monetary costs to filter and remove unsolicited
emails from our system. To eliminate the receipt and transmission of unsolicited
commercial email, ASLC complies with the federal “CAN-SPAM” law. Commercial
email means email the primary purpose of which is the commercial advertisement or
promotion of a commercial product or service. You are responsible for complying
with the federal Anti-Spam regulations and therefore you may not use ASLC’S
computer systems to transmit unsolicited commercial email:
• Promoting ASLC’S business, goods, products, and services

without prior authorization.
• Promoting your own personal business, goods, products, and

services.
• To ASLC members who have elected to “opt-out” of receiving

ASLC electronic advertisements.
• That contains or is accompanied by maliciously false

information.
In addition, to help ASLC eliminate the receipt of unsolicited commercial email from
outside parties advertising various websites, products, or services and to further
prevent the receipt of offensive or undesired outside email, you should:
Delete unfamiliar or suspicious email from outside ASLC without opening it.
Monitoring
Employees should expect that any information created, transmitted, downloaded,

received, reviewed, viewed, typed, forwarded, or stored in ASLC computer systems
may be accessed by ASLC at any time without prior notice. Employees should have
no expectation of privacy or confidentiality in such data, messages, or information
(whether or not password-protected), or that deleted messages are necessarily
removed from the system.
Employees must provide all passwords and access codes for ASLC computers or
personal computers used for ASLC business as requested.

ASLC’S monitoring policy may include, but is not limited to, physical inspection of
home drives, memory devices, and handheld devices; review of content passing
through ASLC’S network, data lines, and other systems, review of personal email
(including personal web-based password-protected email) and text messages
accessed using ASLC computers and/or ASLC data connections; key loggers and
other input monitoring mechanisms; and use of screen monitoring software,
hardware, and video drives.
System Integrity
Because outside storage devices may compromise ASLC’S computer systems,

employees are not permitted to use personal storage devices or copies of software
or data in any form on any ASLC computer without first: (1) obtaining specific
authorization from the ASLC technology information specialist, and (2) scanning the
data for viruses. Any employee who introduces a virus into ASLC’S system via use
of personal software or data shall be deemed guilty of gross negligence and/or
willful misconduct and may be held responsible for the consequences, including cost
of repair and lost productivity.
Similarly, information is not to be downloaded directly from the Internet onto ASLC’S
computer system. All information downloaded from the Internet is to be placed on
a disk and scanned for viruses before being introduced into ASLC’S system.
Enforcement

termination. Employees who damage ASLC’S computer system through
unauthorized use may additionally be liable for the costs resulting from such
damage. Employees who unlawfully misappropriate copyrighted or confidential and
proprietary information, or who unlawfully distribute harassing messages or
information, or who unlawfully access the computer systems and information it
stores may additionally be subject to criminal prosecution and/or substantial civil
money damages.
DAMAGE TO PROPERTY
Deliberate or careless damage to ASLC’S property, as well as damage to your co-

workers’ or customers’ property, will not be tolerated.

FAX MACHINES, COPIERS, AND SCANNERS
Any non-business use of the fax machines, copiers, and/or scanner must be
approved by management. Employees are prohibited from using these machines for
the purpose of scanning, transmitting, receiving, or copying materials which may be
deemed offensive or insulting or in violation of ASLC’S policy against unlawful
harassment. Any employee who receives such materials via fax transmission, the
mail, email, or from any other source, should report the transmission immediately to
the HR/Office Manager.
FRAUD, DISHONESTY AND FALSE STATEMENTS
Employees and applicants are prohibited from providing false, dishonest, or

misleading information on any application, medical history record, invoice,
paperwork, timecard or time sheet, time entry, investigative questionnaire,
workplace injury report or any other ASLC document. Employees are likewise
prohibited from making any material dishonest or false statement to an employee,
vendor, or customer with respect to the performance of the employee’s job duties.
Under the law, an employee may be held personally liable for making
misrepresentations to customers. It is also against the law and against ASLC policy
for an employee to provide, or assist a customer in providing, false or misleading
information on a credit application or regarding credit status to any financial
institution.
Any employee found to have made false, dishonest, or misleading statements or

omissions as detailed above will be subject to immediate termination of
employment. If you observe any such violations, please report them to the Sr.
Pastor immediately.
GAMBLING
Gambling is prohibited on ASLC property or using ASLC’S property such as

computers and telephone equipment.
ILLEGAL ACTIVITY
Employees are not permitted to engage in any kind of illegal activity while on duty
or on ASLC’S property, or while off the job which reflects detrimentally on ASLC’S
reputation.
INSUBORDINATION
We all have duties to perform and everyone, including your supervisor, must follow
directions from his/her supervisor or manager. You shall not refuse to follow the
reasonable, job-related directions of a supervisor or management official or to treat
a supervisor or management official in an insubordinate manner in any respect. For
example, employees must fully cooperate with ASLC investigations into potential
misconduct. Refusal to fully disclose information during an ASLC investigation
constitutes insubordination and will not be tolerated.
MISUSE OF PROPERTY
No employee shall misuse, or use without authorization, equipment, vehicles, or

other property of ASLC, customers, vendors, or other employees of ASLC.
OFF-DUTY USE OF FACILITIES
Employees are prohibited from being on ASLC premises or making use of ASLC
facilities while not on duty. Employees are expressly prohibited from using ASLC
facilities, ASLC property or ASLC equipment for personal use without written
permission. All use of facilities outside of normal scheduled events, are to be
scheduled with the church office and listed on the master calendar.
OFF-DUTY SOCIAL AND RECREATIONAL ACTIVITIES
During the year, ASLC may sponsor social or recreational activities for its employees.
Your attendance at such social activities, however, is completely voluntary and is not
required as a condition of employment. Neither the ASLC nor its insurer will be liable
for the payment of workers’ compensation benefits for any injury that arises out of
your voluntary participation in any off-duty recreational, social, or athletic activity
that is not part of your job duties.
OUTSIDE ACTIVITIES
Employees are granted a maximum of 3 professional days per year for professional
growth, to attend meetings or seminars, etc., providing it is approved by the
immediate supervisor. These days are paid at the employee’s regular rate of pay.
Any additional days must be approved in writing by your immediate supervisor and
the Senior Pastor.
Employees are prohibited from engaging in outside employment, private business,

or other activity, which might have an adverse effect on, or create a conflict of
interest with ASLC.
Any employee seeking additional employment must have the employment approved
by the Sr. Pastor prior to accepting outside employment.

OUTSIDE EMPLOYMENT
There have been times when most of us have had the opportunity or the need to
have two jobs at one time. It is important that other employment, as well as
outside interests, do not interfere in any way with your job with ASLC. You should
be careful that extra hours of work do not affect the safe performance of your job
duties by leaving you tired or distracted. Also, if your second job creates a potential
conflict of interest (i.e., working for a competitor) you are required to obtain written
approval, in advance, from the Sr. Pastor.
PERSONAL APPEARANCE
Your appearance reflects not only on you as an individual, but on ASLC as well. We
expect you to take pride in your appearance and strive to achieve a positive
business-like image when representing ASLC.
PERSONAL PROPERTY
Employees should not bring large sums of money, jewelry, or other valuables to
work. ASLC 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.
PERSONAL MAIL
All mail which is delivered to ASLC is presumed to be related to our business. Mail
sent to you at ASLC may be opened by office personnel and routed to your
department. If you do not wish to have your correspondence handled in this
manner, please have it delivered to your home or personal mailbox.
Company postage meters and letterhead may not be used for personal
correspondence.
POOR PERFORMANCE
You are always expected to make every effort to learn your job and to perform at a
level satisfactory to ASLC. Consistent failure to do so may result in disciplinary
action, up to and including termination.

PROTECTION OF THE COMPANY’S TRADE SECRETS AND CONFIDENTIAL
INFORMATION
In the course of your employment with ASLC, you may be exposed to and/or
provided with confidential and proprietary information (“Confidential Information”)
of ASLC relating to the operation of ASLC’S business and its customers (collectively
referred to as “Confidential Information”).
“Confidential Information” means information belonging to ASLC, whether reduced

to writing or in a form from which such information can be obtained, translated or
derived into reasonably usable form, that has been provided to employees during
their employment with ASLC and/or employees have gained access to while
employed by ASLC and/or were developed by employees in the course of their
employment with ASLC, that is proprietary and confidential in nature.
As part of the consideration employees provide to ASLC in exchange for your

employment and continued employment with ASLC, you agree and acknowledge
that all Confidential Information developed, created or maintained by you shall
remain at all times the sole property of ASLC, and that if ASLC’S Confidential
Information were disclosed or otherwise used in an unauthorized manner, such
disclosure or use would cause immediate and irreparable harm to ASLC’s ministries.
You shall not, except as required in the conduct of ASLC’S business or as authorized
in writing by ASLC, disclose or use during your term of employment or subsequent
thereto any Confidential Information. Furthermore, all records, files, plans,
documents and the like relating to the business of ASLC you prepare, use or come in
contact with shall be and shall remain the sole property of ASLC and shall not be
copied without written permission of ASLC and shall be returned to ASLC on
termination or cessation of your employment, or at ASLC’S request at any time.
ROMANTIC OR SEXUAL RELATIONSHIPS WITH OTHER EMPLOYEES
ASLC has adopted this policy because of the potential problems posed by romantic
or sexual relationships between employees. These problems include conflicts of
interest, interference with the productivity of co-workers, and potential charges of
sexual harassment. Such problems can be particularly serious in situations in which
one person has a position of authority over the other, such as in a supervisor-
subordinate position.
ASLC imposes the following restrictions on romantic or sexual relationships between

employees:

1. When a supervisor or manager engages in a romantic or sexual relationship with
his/her subordinate, the supervisor or manager must disclose the existence of
such relationship immediately to the HR/Office Manager. ASLC will take all steps
it deems necessary to prevent conflicts of interest and potential legal claims,
including but not limited to transferring one or the other employees and/or
terminating the employment of the manager or supervisor.
2. All employees must avoid romantic or sexual relationships with other employees
that create conflicts of interest, potential charges of sexual harassment, or
discord or distractions that interfere with other employees’ productivity.
3. All employees are expected to behave in a professional manner and avoid

inappropriate displays of affection, arguments over relationship issues, etc., in
the work environment.
Questions and clarifications will be addressed by the HR/Office Manager.
SLEEPING ON THE JOB
Everyone needs to be fully alert while on the job in order to protect the safety of all
employees and to properly serve our customers. Therefore, we cannot tolerate
sleeping or inattention on the job.
SOCIAL MEDIA, SOCIAL NETWORKING AND BLOG POLICY
This policy governs employee use of social media, including any online tools used to
share content and profiles, such as personal web pages, message boards, networks,
communities, and social networking websites including, but not limited to, Facebook,
Google+, Twitter, LinkedIn, Tumblr, Instagram, Reddit, and blogs. The lack of
explicit reference to a specific site or type of social media does not limit the
application of this policy.
ASLC respects the rights of all employees to use social media. However, because
communications by ASLC employees on social media could, in certain situations,
negatively impact business operations, customer relations, or create legal liability, it
is necessary for ASLC to provide these guidelines. These guidelines are intended to
ensure employees understand the types of conduct that are prohibited. This policy
will not be interpreted or applied so as to interfere with the rights of employees to
discuss or share information related to their wages, hours, or other terms and
conditions of employment. Employees have the right to engage in or refrain from
such activities.

Employees engaging in use of social media are subject to all of ASLC’S policies and
procedures, including, but not limited to, ASLC’S policies: (1) protecting certain
confidential information related to ASLC’S operation; (2) safeguarding ASLC
property; (3) prohibiting unlawful discrimination, harassment and retaliation; and (4)
governing the use of ASLC computers, telephone systems, and other electronic and
communication systems owned or provided by ASLC.
Employees are prohibited from the following:
• Using or disclosing a customer’s, vendor’s, partner’s, or supplier’s confidential

information related to or disclosing documents or information that have been
designated or marked as business sensitive, confidential/private, intellectual
property, or business use only.
• Using social media to post or to display comments about co-workers,

supervisors, customers, vendors, suppliers or members of management that
are vulgar, obscene, physically threatening or intimidating, harassing, or
otherwise constitute a violation of ASLC’s workplace policies against
discrimination, retaliation, harassment, or hostility on account of any
protected category, class, status, act or characteristic.
Posting or displaying content that is an intentional public attack on the quality of

ASLC’s services in a manner that a reasonable person would perceive as calculated
to harm ASLC’s business/ministry and is unrelated to any employee concern
involving wages, hours, or other terms and conditions of employment.
• Unless authorized and approved by ASLC, disclosing, or publishing any

promotional content about ASLC or its ministries.
• Engaging in activities that involve the use of social media that violate other
established ASLC policies or procedures.
• Using social media while on working time unless it is being used for ASLC
business and with the authorization of ASLC.
• Posting a photograph of a supervisor, manager, vendor, supplier, or customer

without that individual’s express permission.

termination. If you have any questions about this policy, contact your supervisor or
the HR/Office Manager.

Employees may not use employer-owned equipment, including ASLC computer
systems, ASLC-licensed software, or other electronic equipment, nor facilities nor
ASLC time, to conduct personal blogging or social networking activities.
Employees should know that ASLC has the right to and will monitor the use of its
computer, telephone, and other equipment and systems, as well as any publicly
accessible social media. Employees should expect that any information created,
transmitted, downloaded, exchanged, or discussed on publicly accessible online
social media may be accessed by ASLC at any time without prior notice.
Social media account ownership: To the extent an employee is authorized as

part of his/her job duties to use social media account(s) to advance ASLC’s interests,
ASLC, not the employee, owns the account(s) and employees are required to return
all logins and passwords for such accounts at the end of employment.
MEDIA PROTOCAL
Staff or employees at Abiding Savior Lutheran School and Church are not
authorized to answer questions from the media regarding operational issues or
closures, programs, policies, staffing, emergency situations, students, or any other
aspect of Abiding Savior Lutheran School or Church without explicit prior consent.
Supervisors are responsible for ensuring their employees are aware of this policy.
If you are approached by any media outlet for information or comment, you should
reply “I am not the appropriate person to speak on behalf of the school. I will
forward your request to the appropriate person and you will receive a response.”
Immediately contact Donna Lucas who can be reached at (949) 830-1461, or at
dlucas@abidingsaivor.com.

SECTION 8 – COVID-19 ADENDUM
ASLC continues to monitor our workplace and adjust safety measures based on
guidance from the OSHA, Centers for Disease Control and Prevention (CDC) and
other government organizations. For the most up to date guidance please visit the
OSHA website using the link below.
OSHA Guidance on Mitigating and Preventing the Spread of COVID-19 in the

Workplace
*Note: This policy applies only to employees and my not necessarily apply to
students.
COVID-19 SUPPLEMENTAL PAID SICK LEAVE
ASLC provides eligible employees with COVID-19 supplemental paid sick leave
(CSPSL) from January 1, 2022, through December 31, 2022, in accordance with
California law.
Eligibility
California employees who are unable to work or telework for ASLC due to one of the
qualifying reasons listed below are eligible for CSPSL under this policy.
Reasons for Leave
You may take CSPSL if you are unable to work or telework due to any of the
following reasons:
• You are subject to a federal, state, or local quarantine or isolation order or
guidelines related to COVID-19.
• You have been advised by a health care provider to self-quarantine or self-
isolate due to COVID-19 related concerns.
• You or a family member are attending an appointment to receive a COVID-19
vaccine or vaccine booster.
• You or a family member are experiencing symptoms related to a COVID-19
vaccine or vaccine booster that prevent you from being able to work or
telework.
• You are experiencing symptoms of COVID-19 and are seeking a medical
diagnosis.
• You are caring for a family member who is subject to a quarantine or
isolation order or guidance or has been advised to self-quarantine or isolate
by a health care provider due to concerns related to COVID-19.

• You are caring for a child whose school or place of care is closed or is
otherwise unavailable for reasons related to COVID-19 on the premises.
• You have tested positive or are caring for a family member who has tested
positive, for COVID-19.
Family member means:
• Your child (including biological, adopted, or foster child; stepchild; legal ward;
child of a domestic partner; or child for whom you stand in loco parentis).
• Your spouse or registered domestic partner.
• Your parent, or your spouse or registered domestic partner's parent
(including biological or foster parent, stepparent, adoptive parent, legal
guardian, or person who stood in loco parentis when you, or your spouse or
domestic partner, was a minor child).
• Your grandparent.
• Your grandchild.
• Your sibling.
Amount of Leave and Usage
CSPSL is broken down into two separate leave banks, which each provide up to 40
hours of leave:
• Bank one is available when you test positive for COVID-19, or you need to
care for a family member who has tested positive for COVID-19.
• Bank two is available for the remaining reasons listed above.
If you are full time, or you worked or were scheduled to work an average of at least
40 hours per week in the two weeks before you took leave, you will receive 40
hours of leave (for each leave bank, meaning 80 hours total).
If you are not full time, you will receive leave as follows:
• If you work a normal weekly schedule, you will receive the total number of
hours you would normally be scheduled to work over a one-week period (for
each leave bank).
• If you work a variable number of hours:
o If you have worked for the ASLC for six months or more, you will
receive seven times the average number of hours you worked each
day in the six months preceding the date you took leave (for each
leave bank).

o If you have worked for ASLC for less than six months but more than
seven days, the above calculation will instead be made over the entire
period you have worked.
o If you have worked for ASLC for seven days or less, you will receive
the total number of hours you have worked (for each leave bank).
For each COVID-19 vaccination or vaccine booster, CSPSL is limited to three days or
24 hours unless you provide verification from a health care provider that you or your
family member is continuing to experience symptoms related to a vaccine or vaccine
booster. The three-day or 24-hour limitation applied to each vaccine or vaccine
booster includes the time used to get the vaccine or vaccine booster.
You are not required to use any other paid or unpaid leave, paid time off, or
vacation time provided by ASLC before using CSPSL or in lieu of CSPSL. Additionally,
if you are excluded from the workplace due to COVID-19 exposure, pursuant to Cal-
OSHA COVID-19 Emergency Temporary Standards, you are not required to first
exhaust CSPSL. ASLC will coordinate any interaction between local, state, and
federal leave laws, including emergency paid sick leave laws, to the extent
necessary and consistent with those laws.
Leave under this policy is retroactive to January 1, 2022. If you have taken
qualifying leave between January 1, 2022, and February 19, 2022, you will be
compensated for the time and your leave balance will be offset accordingly.
Notice
If you need to take CSPSL, provide notice as soon as possible. Normal call-in
procedures apply to all absences from work.
Documentation
You may be required to provide reasonable documentation that shows leave was
used for a valid purpose where permissible under the law. Documentation is not
required in advance of taking leave but may be required as soon as you reasonably
can provide it.
If you request additional leave because a family member for whom you are
providing care tests positive for COVID-19, you may be required to provide
documentation of the family member's test results before receiving pay for the
additional leave.

Retaliation
ASLC will not retaliate against employees who request or take leave in accordance
with this policy.
Expiration
This policy expires on December 31, 2022; however, if you are taking CSPSL at the
time this policy expires, you will be permitted to take the full amount of CSPSL to
which you would have been entitled under the policy.

EMPLOYEE ACKNOWLEDGEMENT AND AGREEMENT
I, by signing below, acknowledge that I have received a copy of the Abiding Savior
Lutheran Church & School (“ASLC”) Employee Handbook and I will familiarize myself
with its contents.
1. I acknowledge that nothing in the Employee Handbook creates or is intended

to create a promise or representation of continued employment and that my
employment, position, and compensation at ASLC are at-will, shall be for no specific
duration, and may be changed or terminated at the will of ASLC. Both I and ASLC
have the right to terminate my employment at any time, with or without cause or
prior notice. By signing below, I certify that I understand that employment at-will is
the sole and entire agreement between myself and ASLC concerning the duration of
my employment and the circumstances under which my employment may be
terminated. It supersedes all prior agreements, understandings, and
representations (whether written or oral) concerning the duration of my employment
with ASLC and/or the circumstances under which my employment may be
terminated. My employment-at-will status may only be changed in a written
document signed by the Senior Pastor of ASLC.
2. This is the entire agreement between myself and ASLC regarding dispute
resolution, the length of my employment, and the reasons for termination of my
employment, and this agreement supersedes any and all prior agreements regarding
these issues. Oral representations or agreements made before or after my
employment do not alter this Agreement. If any term, provision, or portion of
this Agreement is determined to be void or unenforceable it shall be severed, and
the remainder of this Agreement shall be fully enforceable.

MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ,
UNDERSTAND, AND AGREE TO BE LEGALLY BOUND TO ALL OF THE ABOVE
TERMS.
DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE ACKNOWLEDGMENT AND
AGREEMENT.
___________________________________________
Print Full Name
___________________________________________
Signature
___________________________________________
Date

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ABIDING SAVIOR LUTHERAN

CHURCH AND SCHOOL

Joyfully and Intentionally Make and Nurture

23262 El Toro Road

SECTION 1 – PRELIMINARY MATTERS ........................................... 1

Welcome to Abiding Savior Lutheran Church (“ASLC”). We consider you to be a gift

ASLC Employee Handbook 1 Revised: November 2022

 Weekly attendance in worship at ASLC;

 Participation in weekly corporate Bible study;

 Practicing stewardship of time, talents, and finances;

 Participation in church events and gatherings such as Fellowship Events,

ASLC Employee Handbook 2 Revised: November 2022

ASLC designates all employees as either exempt or nonexempt in compliance with

 Nonexempt Employees. Nonexempt employees are entitled to minimum wage

ASLC also has four classifications of employees. They are as follows:

 Called ordained and commissioned ministers.

ASLC Employee Handbook 3 Revised: November 2022

• Regular Full-Time Ten-Month Employees (typically full-time teachers)

• Regular Full-Time Twelve-Month Employees

 Regular Part-Time Employees: Any worker who is regularly scheduled to work

 Part-Time Employees: Any worker who is regularly scheduled to work 20 hours

EQUAL EMPLOYMENT OPPORTUNITY

ASLC is committed to providing a non-discriminatory workplace. This commitment

Because we are a church body, certain positions demand extensive understanding of

ASLC Employee Handbook 4 Revised: November 2022

REQUESTS FOR ACCOMMODATION

NON-HARASSMENT, DISCRIMINATION, AND RETALIATION POLICY

Harassment or discrimination in employment, including sexual, racial, and ethnic

1) Visual conduct, including displaying of derogatory objects or pictures,

2) Verbal conduct, including making or using derogatory comments, epithets,

ASLC Employee Handbook 5 Revised: November 2022

 Offering employment benefits in exchange for sexual favors;

 Making threatening reprisals after a negative response to sexual

 Visual conduct, including leering, making sexual gestures,

 Verbal conduct, including making or using derogatory comments,

 Verbal sexual advances or propositions;

 Verbal abuse of a sexual nature, graphic verbal commentaries

 Physical conduct, including touching, assault, impeding or blocking

Other Examples of What Constitutes Prohibited Harassment: In addition to the above

 Racial or ethnic slurs, epithets, and any other offensive remarks;

 Jokes, whether written, verbal, or electronic;

 Threats, intimidation, and other menacing behavior;

 Inappropriate verbal, graphic, or physical conduct;

 Sending or posting harassing messages, videos or messages via

 Other harassing conduct based on one or more of the protected

ASLC Employee Handbook 6 Revised: November 2022

Prohibition Against Retaliation: ASLC is committed to prohibiting retaliation against

 Filing a complaint with a federal or state enforcement or

 Participating in or cooperating with a federal or state enforcement

 Testifying as a party, witness, or accused regarding alleged

 Making or filing an internal complaint with ASLC regarding alleged

 Providing notice to ASLC regarding alleged unlawful activity;

 Assisting another employee who is engaged in any of these

ASLC is further committed to prohibiting retaliation against qualified employees who

Supervisors who receive any complaint of harassment, discrimination or retaliation must

Your notification of the problem is essential to us. We cannot help resolve a

ASLC Employee Handbook 7 Revised: November 2022

All complaints of unlawful harassment which are reported to management will be

Violation of this policy will subject an employee to disciplinary action, up to

MANDATED REPORTER POLICY

1. BACKGROUND CHECKS: Mandated reporters must be LiveScan fingerprinted.

2. TRAINING: Mandated reporters must complete mandated reporter training. Free,

3. REPRTING ABUSE: Mandated reporters must report to a county child welfare