Page History

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• Injury of a Reliant staff member while “on the job”job.”
• If a staff member has broken any part of the Reliant handbook including Standards of Conduct (this '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 Sexual 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
• 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 – maternity, 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.