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Some supervisors and staff may not think about the importance of contacting Reliant in different situations.  This is a quick reference of instances when the Reliant office should be contacted immediately or as soon as possible:

Injury of a Reliant staff member while “on the job.”

If a staff member's actions are a severe violation of the Reliant policy, including the Code of Conduct. (This includes but is not limited to insubordination, moral issues, civil disobedience, etc.)

Any allegation either by the Reliant Staff Member or about the Reliant Staff Member as it relates to Harassment or Hostile Work Environment.

If you receive a complaint from a congregant, student, ministry client, or anyone else you are ministering to regarding a staff member.

When you or the staff member is anticipating any of the following changes:

• Staff location (city)
• Supervisor
• Ministry assignment (church or ministry where staff member is serving)
• Job level 
  • Consideration of a promotion
  • Commissioning or Ordination
• A change in hours (reduction or increase)

When a staff member is unable to perform their normal number of hours for more than a week due to illness (such as short-term or long-term disability) or any other reason.

If a staff member is not performing according to standards.

If a staff member needs a leave of absence –

...

parental, sabbaticals, personal leaves, military leaves, etc.

Return from a leave of absence.

When a staff member is exiting staff.

When a staff member is traveling outside of their normal staff assignment (especially internationally) as a part of their ministry role (for example, short-term missions or summer programs).

Time away from work for 5 days or more for anything not related to Paid Time Off (PTO).

Staff Relations – when an employee is seemingly dissatisfied or there is unresolved conflict or strained team relationships.