times when confidential information is shared in staff meetings for the purpose of enabling staff members to minister to our community more fully. Employees of the Church are in a position of trust, and have an obligation to the Church and to those persons to whom we minister to see that the confidentiality of this information is strictly maintained and protected. Unauthorized use or disclosure, even if inadvertently, compromises both the employee and the Church and seriously erodes the confidence of others without which we simply could not effectively minister. An obligation to preserve the confidentiality of information employee’s acquired during employment continues even after the Church no longer employs him/her. An employee may not disclose, even after cessation of employment, any information of a confidential nature disclosed during employment. Moreover, an employee may not utilize the confidential information acquired when he/she was an employee after departure from the Church. All employees will sign a Confidentiality Policy acknowledgement statement that will be kept in their Employee Record. Conflict of Interest An employee shall abstain from participating in decisions in which Cornerstone United Methodist may conflict with the Church‘s interest personal interests. employee’s Separation Practices Voluntary Separation Written notice for voluntarily separating exempt employees, except appointed clergy, are expected to be submitted four weeks in advance of separation. Non-exempt employees voluntarily separating are expected to submit two weeks written notice. When notice is given, employees may take time off for accrued vacation time or may be paid for accrued vacation time at the discretion of the supervisor. After notice of separation is given, time off for personal reasons, emergencies or illness will be unpaid. Upon an voluntary departure, there will be no employee’s severance pay or compensation for accumulated health leave.
times when confidential information is shared in staff meetings for the purpose of enabling staff members to minister to our community more fully. Employees of the Church are in a position of trust, and have an obligation to the Church and to those persons to whom we minister to see that the confidentiality of this information is strictly maintained and protected. Unauthorized use or disclosure, even if inadvertently, compromises both the employee and the Church and seriously erodes the confidence of others without which we simply could not effectively minister. An employee’s obligation to preserve the confidentiality of information acquired during employment continues even after the Church no longer employs him/her. An employee may not disclose, even after cessation of employment, any information of a confidential nature disclosed during employment. Moreover, an employee may not utilize the confidential information acquired when he/she was an employee after departure from the Church. All employees will sign a Confidentiality Policy acknowledgement statement that will be kept in their Employee Record. Conflict of Interest An employee shall abstain from participating in decisions in which Cornerstone United Methodist Church‘s interest may conflict with the employee’s personal interests. Separation Practices Voluntary Separation Written notice for voluntarily separating exempt employees, except appointed clergy, are expected to be submitted four weeks in advance of separation. Non-exempt employees voluntarily separating are expected to submit two weeks written notice. When notice is given, employees may take time off for accrued vacation time or may be paid for accrued vacation time at the discretion of the supervisor. After notice of separation is given, time off for personal reasons, emergencies or illness will be unpaid. Upon an employee’s voluntary departure, there will be no severance pay or compensation for accumulated health leave.
Personnel-Policies-and-Procedures.docx