This section of the Employee Handbook Field Manual discusses some of the standards of conduct required by 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 any specific examples provided in this Employee Handbook manual are for illustrative purposes only. This list is not all-inclusive of all situations every situation where 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, Reliant will impose appropriate discipline. Reliant expressly reserves the right to discipline or terminate for conduct not listed in this handbook manual and for any or no reason, with or without notice.

Discipline Procedure

Employee discipline will normally be administered first by the employee's local supervisor, in the form of either a verbal or a written warning. More serious discipline will normally be administered by Reliant in conjunction with the local supervisor.

At-Will Employment and Termination

Because all employment with 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 Reliant at any time, with or without cause and with or without notice, and . Reliant expressly reserves the right to terminate an employee's employment at any time for any reason or no reason at all.

Insubordination and Divisiveness

Insubordination and divisiveness are not acceptable forms of behavior by 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 Reliant reserves the right to do so in its sole and absolute discretion.

Abuse of Alcohol and Controlled Substances

Ephesians 5:18 states "Do not get drunk on wine, which leads to debauchery." 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.

Reliant employees are prohibited from using illegal substances. 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. 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 Reliant reserves the right to do so in its sole and absolute discretion.

Sexual Harassment and Other Forms of Sexual Misconduct

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, Reliant reserves the right to take whatever personnel and disciplinary actions it deems appropriate in cases involving sexual misconduct. Whereas Reliant may extend grace and forgiveness, it is under no obligation to continue an employee's employment. Reliant also reserves the right to reject employment and withhold volunteer status to applicants based upon sexual misconduct.

Examples of Sexual Misconduct

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 Reliant determines to be Biblically forbidden are considered a violation of Reliant'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.

Definition of Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

1. 1. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment;
   2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual; or
   3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Procedure for Reporting and Investigating Sexual Harassment and Other Forms of Sexual Misconduct

All 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. 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 Reliant'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 Reliant for reporting any incidents of sexual harassment or other forms of sexual misconduct.

Misuse of Ministry Influence and Trust

Reliant employees will often gain the trust of individuals such as students, parents, donors, and others. Therefore, Reliant employees have an obligation to respect that trust and not take advantage of it. An abuse of trust may arise when a 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. Reliant employees must not misuse or abuse their position of influence or the trust established through 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.

Relationships With Students

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, 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, 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, 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 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.

Counseling Students

Due to the nature of ministry, 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.

Employees who are not pastors must utilize a pastor or a trained counselor when attempting to help an individual experiencing significant psychological and/or emotional problems or disorders. Some examples of these may include, but are not limited to, suicidal tendencies; sexual or physical abuse as a child; mood disorders such as clinical depression or bipolar disorder; anxiety states such as panic disorder, phobias, and obsessive-compulsive disorder; substance abuse disorders such as alcoholism and drug addiction; sexual disorders such as homosexuality, addiction to pornographic material, and other sexual addictions; eating disorders such as anorexia nervosa and bulimia; child of an adult alcoholic syndrome; attention disorders such as ADD and ADHD; sleep disorders; and personality disorders.

Guidelines for Counseling Individuals of the Opposite Gender

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 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.

Confidentiality in the Counseling Relationship

In the course of counseling individuals, whether on a formal or informal basis, employees may find that a counselee attempts to communicate information to the employee "in confidence." Employees should be aware that the laws of some states impose legal liability upon individuals for wrongly disclosing confidential information where there is a legal duty to maintain confidence. The legal duty of confidentiality generally arises primarily from the express or implied representations of the recipient (generally the counselor/clergy member) and the reasonable expectations of the person making the communication (generally the counselee). Conversely, the laws of some states recognize that certain confidential communications between certain persons in a minister-counselee or counselor-counselee relationship may be "privileged" and thereby protected from compelled legal disclosure.

Whether a particular communication is "confidential," such that it's disclosure could lead to legal liability, and whether a particular 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.

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, Reliant employees should consult Missionary Resources regarding the need for competent legal counsel, and should carefully consider the consequences of disclosure and nondisclosure.

Reporting Child Abuse and Neglect

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 Reliant employees who are working with children in connection with their 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. Reliant expects that all employees will comply with applicable laws.

Relationships With Parents

Reliant believes in the command of scripture to honor one's father and mother. 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.

Baptism

One specific area of the above policy that deserves some explanation is that of baptism. 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 Reliant employees should encourage both parties to work through the conflict.

Relationships With Other Believers

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. 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 Reliant. 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.

Civil or Criminal Disobedience

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. 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.

Secondary Employment

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, 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.

Health and Safety

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.

Appearance - Dress, Grooming, and Hygiene

Standards of Conduct pages