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This section of the Employee Handbook discusses some of the standards of conduct required by GCM Reliant of all employees, and provides some selected examples of misconduct that will normally result in discipline or termination. The standards of conduct and the specific examples provided in this Employee Handbook are for illustrative purposes only. This list is not all-inclusive of all situations where GCM Reliant may impose discipline. There may arise incidents in which discipline, up to and including termination, is necessary that are not covered by these standards or examples. In these situations, GCM Reliant will impose appropriate discipline. GCM Reliant expressly reserves the right to discipline or terminate for conduct not listed in this handbook and for any or no reason, with or without notice.

Because all employment with GCM Reliant is on an "at-will" basis unless there is a specific written employment contract that provides otherwise, employment may be terminated by the employee or by GCM Reliant at any time, with or without cause and with or without notice, and GCM Reliant expressly reserves the right to terminate an employee's employment at any time for any reason or no reason at all.

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Insubordination and divisiveness are not acceptable forms of behavior by GCM Reliant employees. For example, refusing to work or refusing to obey a reasonable order from a superior are considered acts of insubordination. Employees deemed to be insubordinate or divisive may be subject to discipline, up to and including termination, and GCM Reliant reserves the right to do so in its sole and absolute discretion.

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Ephesians 5:18 states "Do not get drunk on wine, which leads to debauchery." GCM Reliant employees are not prohibited from using alcohol. However, employees must not misuse alcohol in a way that would negatively affect job performance or ministry effectiveness.

GCM Reliant employees are prohibited from using illegal substances. GCM Reliant recognizes that substance abuse is a form of dependency that requires treatment and rehabilitation. Those employees who suspect they may have such a problem, even in its early stages, are encouraged to seek help. GCM Reliant will help guide the individual into the treatment process, and may elect to continue their employment under predetermined guidelines. However, an employee having a problem with substance abuse must recognize that such behavior is inconsistent with the standards of conduct described in the Bible. Such behavior may be grounds for discipline, up to and including termination, and GCM Reliant reserves the right to do so in its sole and absolute discretion.

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The area of sexual misconduct among ministers of the gospel has been a source of scandal and embarrassment throughout history. Because of the clear standards in scripture against improper sexual behavior (Ephesians 5:3; 1 Thessalonians 4:3-7), people have good reason to expect those claiming to represent God to be sexually pure. It is understandable that people react to those who deviate from God's standards by seeking their removal from full-time ministry. At the same time, all humans have a sexual part of their makeup and it is not surprising that individuals may make mistakes in this area. When they do, the Christian community should be consistent in extending the same grace and forgiveness that is available to sinners through Jesus Christ. In light of this, GCM Reliant reserves the right to take whatever personnel and disciplinary actions it deems appropriate in cases involving sexual misconduct. Whereas GCM Reliant may extend grace and forgiveness, it is under no obligation to continue an employee's employment. GCM Reliant also reserves the right to reject employment and withhold volunteer status to applicants based upon sexual misconduct.

2.4.c.1 Examples of Sexual Misconduct

GCM Reliant believes that the Holy Scriptures state that sexual practices outside of a heterosexual marriage are sexual sins (Romans 1:26-27; 1 Corinthians 6:9-10; Leviticus 18:22; 20:13). Any sexual practices that GCM Reliant determines to be Biblically forbidden are considered a violation of GCMReliant's standards. Some examples of sexual misconduct include, but are not limited to, child molestation, rape, incest, adultery, premarital sex, homosexual conduct, sexual harassment, voyeurism, exhibitionism, indecent liberties, obscene phone calls, and sexual addictions.

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2.4.c.3 Procedure for Reporting and Investigating Sexual Harassment and Other Forms of Sexual Misconduct

All GCM Reliant employees are required to report any incidents of sexual misconduct to their supervisor and Missionary Resources as soon as possible. If a report of sexual harassment involves an employee's supervisor, the claim should be made directly to Human Resources. If a report of sexual harassment involves Missionary Resources, the claim should be made directly to the Executive Director. If a report of sexual harassment involves the Executive Director, the claim should be made directly to the Chairman of the Board of Directors.In cases not involving Missionary Resources or the Executive Director, Missionary Resources will oversee an investigation of the report and make recommendations to the Executive Director for appropriate action. GCM Reliant employees and volunteer staff shall take appropriate steps to maintain and protect the confidentiality of the testimony of victims, those accused, and witnesses during the investigation. However, no guarantee of confidentiality can be given. This action shall be taken consonant with GCMReliant's responsibility, both as a Christian ministry and an employer, to investigate, respond to, and deal appropriately with such situations. All involved parties are encouraged to be absolutely candid and cooperative. Victims and fellow workers should be assured that they will not suffer retaliation from GCM Reliant for reporting any incidents of sexual harassment or other forms of sexual misconduct.

2.4.d Misuse of Ministry Influence and Trust

GCM Reliant employees will often gain the trust of individuals such as students, parents, donors, and others. Therefore, GCM Reliant employees have an obligation to respect that trust and not take advantage of it. An abuse of trust may arise when a GCM Reliant employee uses the trust built through ministry means for personal gain. An example of this would be a staff member selling a product or service to ministry team donors for personal profit. GCM Reliant employees must not misuse or abuse their position of influence or the trust established through GCM Reliant ministry. Questions about particular situations should be directed to Missionary Resources. The misuse or abuse of ministry influence for personal profit may result in discipline, up to and including termination.

2.4.e Relationships With Students

GCM Reliant employees involved with ministering to college and high school students will often win the admiration and trust of some students. Also, a student may confuse the newly experienced love of God with feelings for the person whom God uses to bring that message. In light of this, GCM Reliant employees ministering to college and/or high school students may not date or have a romantically-based relationship with a person under the age of 18. Employees who fall under the parameters of this policy must not engage in any activity that expresses a romantic interest with a person under the age of 18.

In addition, GCM Reliant employees who wish to date or have a romantically-based relationship with a person under the age of 21 who is within their sphere of ministry, should obtain the consent of the parent or guardian of the person under age 21. An example of someone "within the sphere of ministry" of a college ministry employee would be any college student involved in that college ministry.

Regardless of age or having received parental consent, GCM Reliant employees are urged to use extreme caution whenever a romantically-based relationship develops with a person within their sphere of ministry. Employees must be aware of the potential negative effect on their ministry that can result from such behavior. Supervisors and employees must report a violation of this policy to Missionary Resources. After investigation by Missionary Resources, if GCM Reliant determines, in its sole discretion, that an employee has inappropriately used his or her position of influence to develop or advance such a relationship, then discipline, up to and including termination, may result.

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Due to the nature of ministry, GCM Reliant employees may find that at times people will ask them to play the role of a counselor. Field employees may also find that during the discipleship process they begin to touch on a person's weaknesses, struggles, and hurts from the past. To some degree, basic level counseling is an important part of ministering to an individual and occurs naturally through listening and being a friend. However, employees should refer any counselee to a trained pastor or trained counselor whenever the employee has a reasonable basis to believe that the counselee poses a danger to his or her own well-being or to the well-being of another person (including the employee) or is in need of professional counseling. If the employee believes that the person poses a significant danger to himself or herself or to others, the employee should take reasonable steps to notify appropriate law enforcement authorities.

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Employees must exercise great caution when counseling a member of the opposite gender. Employees should, to the fullest extent possible, place such individuals in contact with a GCM Reliant employee or volunteer of the same gender as the counselee. Whenever an employee will be counseling or meeting with an individual of the opposite gender, he or she should take appropriate measures to protect the safety, the well-being, and the reputation of the individual and themselves. Such measures include, but are not limited to, conducting all meetings with the individual in the presence and/or full view of other persons or in a public place, such as in a restaurant, library, or public park, etc. Employees should not meet with the individual alone or in a private setting. Employees who have questions or who desire further guidance regarding appropriate behavior and precautions in counseling an individual of the opposite gender should contact their supervisor or Missionary Resources.

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Whether a particular communication is "confidential," such that it's disclosure could lead to legal liability, and whether a particular GCM Reliant employee is protected by and/or subject to a legal privilege against compelling disclosure, normally depend upon the facts of the specific situation and the law of the specific jurisdiction involved. In such circumstances, the employee may want to obtain the advice of competent legal counsel.

GCM Reliant employees engaged in counseling activities should be careful not to make any inaccurate representations to counselees regarding the degree to which communications will be maintained in confidence (such as agreeing to "not tell anyone"). When considering possible disclosure of information provided by a counselee, congregation member, or other individual in a possibly confidential context, GCM Reliant employees should consult Missionary Resources regarding the need for competent legal counsel, and should carefully consider the consequences of disclosure and nondisclosure.

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Most states have specific statutes regarding the reporting of child abuse and neglect. Some state statutes require that clergy and/or other persons working with minors in certain capacities report all actual or reasonably suspected child abuse or neglect to appropriate state authorities. Although some states' child abuse reporting laws specifically recognize the applicability of clergy-penitent privileges that insulate certain communications from the child abuse reporting laws, other states do not recognize such privileges, and some states even specifically abrogate them. Consequently, all GCM Reliant employees who are working with children in connection with their GCM Reliant ministry should be aware that they may be subject to state child abuse reporting laws and should consult competent legal counsel experienced in dealing with such laws and/or state or local children services agencies for information on reporting child abuse and neglect. GCM Reliant expects that all employees will comply with applicable laws.

2.4.g Relationships With Parents

GCM Reliant believes in the command of scripture to honor one's father and mother. GCM Reliant employees should uphold this command by promoting healthy parent/child relationships and encouraging parental involvement and support of the ministry. This will involve, for example, directing students to obtain input from their parents regarding involvement in the ministry and decisions about ministry-sponsored conferences or trips. It will also involve notifying parents of a student who is demonstrating signs of potentially harmful behavior.

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One specific area of the above policy that deserves some explanation is that of baptism. GCM Reliant employees should encourage those expressing the desire to be baptized to consult their parent(s) in making such a decision. This does not mean that permission must be received by the parent(s), but that the individual is encouraged to consult their parent(s). All teachings on baptism, both publicly and privately, should include a reference to honoring one's parent(s) in making this decision. If a disagreement does exist between the person facing baptism and their parent(s), then GCM Reliant employees should encourage both parties to work through the conflict.

2.4.h Relationships With Other Believers

GCM Reliant desires to be in unity and harmony with all other believers, churches, and Christian organizations that hold to the historic truths of the Christian faith. GCM Reliant employees are strongly encouraged to participate in intra-faith gatherings, when appropriate, to help facilitate unity, support, and commitment to a common cause. Employees should not encourage believers, or endorse attempts by others to encourage believers, to leave their current affiliation in order to join GCMReliant. Also, employees must not participate in, receive, or pass on any information that may be construed as negative or detrimental to the ministry of another believer, church, or Christian organization, unless legally required to do so.

2.4.i Civil or Criminal Disobedience

GCM Reliant employees are expected to uphold the law. The Bible instructs that rebellion against governing authorities is rebellion against what God has instituted: "Therefore, it is necessary to submit to the authorities, not only because of possible punishment but also because of conscience" (Romans 13:1-5)(NIV). In very few cases, however, it may be necessary for a Christian to "obey God rather than men" (Acts 4:19-20). If an employee violates the law in a job-related context or otherwise, in such a way that it has a detrimental impact on their ministry or testimony, that employee and all other employees with knowledge of the violation must report the violation to Missionary Resources, who will initiate a review of the situation. GCM Reliant employees, and especially supervisors, have an obligation to notify Missionary Resources of all such illegal behavior by employees. Employees should be aware that a decision to willfully violate the law may result in discipline, up to and including termination, as well as civil and/or criminal legal sanctions.

2.4.j Secondary Employment

GCM Reliant believes that the demands of ministry are such that it is extremely difficult, in most cases, for a full-time employee to perform a second job without serious impairment of work performance. Therefore, GCM Reliant expressly reserves the right to restrict outside employment whenever such employment adversely affects job performance. In the event that an employee's job performance is adversely affected in either quality or quantity by secondary employment, the employee will be required to discontinue one of the jobs. Secondary employment is not an appropriate justification or excuse for tiredness, tardiness, absenteeism, poor performance, or an inability to work appropriate overtime hours.

2.4.k Health and Safety

GCM Reliant employees are urged to take reasonable measures to ensure the health and safety of themselves and those around them. It is especially important that employees be extremely careful when engaging in ministry sponsored activities and when traveling. Employees are required to read the Safety Guide located on Staffnet and to report any incident of injury incurred while on the job to Missionary Resources as soon as possible.

2.4.l Appearance - Dress, Grooming, and Hygiene

GCM Reliant employees represent the Lord when they work in ministry, regardless of their position. Therefore, GCM Reliant employees are to conduct themselves in dress, grooming, and hygiene, according to what is honoring to God and acceptable in our culture. Supervisors should help employees maintain excellent standards of dress, grooming, and hygiene. If an employee's appearance is determined to be inappropriate by their supervisor, and he or she refuses to make necessary alterations in their appearance, then discipline or termination may result.