challenge employment decisions which the First Amendment to the United States Constitution makes the province of the Church.

GENERAL EMPLOYMENT POLICIES

EQUAL OPPORTUNITY EMPLOYER

It is the policy of The Episcopal Diocese of Northern California to fill every position without regard to race, color, sex, marital status, physical or mental disability, age, national origin or ancestry, sexual orientation or any other consideration made unlawful by applicable discrimination laws. The Episcopal Diocese of Northern California is an equal opportunity employer, and strictly prohibits unlawful discrimination by any employee, including managers, supervisors and co-workers. It is lawful and responsible for The Episcopal Diocese of Northern California to consider religious membership, training, practice and commitment in making some employment decisions, where those matters are relevant to the job to be performed.

When necessary, The Episcopal Diocese of Northern California will reasonably accommodate employees and applicants with known physical or mental disabilities or medical conditions if the person is otherwise qualified to safely perform all of the essential functions of the position. If you require accommodation for a disability of medical condition, please notify your supervisor to discuss the accommodations you need.

AT-WILL EMPLOYMENT

Employment with The Episcopal Diocese of Northern California is on an at-will basis and it is not for a specified period of time. Your employment can be terminated either by you or The Episcopal Diocese of Northern California at any time with or without notice, for any reason or for no reason. Additionally, The Episcopal Diocese of Northern California may modify your employment, including demotion, at any time with or without cause or advance notice. No one can change the at-will nature of your employment except the Bishop, and he can do so only in a written and signed agreement. Nothing in this Handbook alters the at-will employment relationship which The Episcopal Diocese of Northern California maintains with its employees.

COURTESY AND PROFESSIONALISM

The Diocese maintains a working environment free from the distractions and tensions involving matters that do not pertain to the work of the Diocese. In particular, we are committed to providing a workplace that is free of prohibited harassment and discrimination based on any legally protected characteristic including but not limited to race, color, creed, sex, gender, gender identity or expression, religion, national origin, marital status, pregnancy, sexual orientation, childbirth, pregnancy- or childbirth-related medical condition, veteran status, ancestry, age, disability, or any other status protected by federal, state, or local laws (“protected characteristics”).

All employees of the Diocese must respect the dignity of every human being, with conduct that is courteous and professional toward co-workers, members of the Diocese, and members of the public. All employees of the Diocese have a responsibility to keep our workplace free of prohibited harassment and discrimination by avoiding any behavior or conduct which might reasonably be interpreted as prohibited harassment or discrimination and by making it known promptly, through the specific avenues identified below, if they experience such behavior. Behavior need not be unlawful discrimination or harassment to violate the Diocesan policy. This policy applies to all employees of the Diocese whenever they are engaged in Diocesan activities or events, whether or not they are at their usual workplace.

POLICY AGAINST DISCRIMINATION, HARASSMENT, AND SEXUAL EXPLOITATION

The Episcopal Diocese of Northern California is committed to maintaining a work environment free of unlawful discrimination and harassment, and free from sexual exploitation. The Episcopal Diocese of Northern California's policy prohibits all conduct that could reasonably be perceived as discrimination or harassment, including but not limited to unlawful harassment, which is harassment because of any protected characteristic. Harassment need not be unlawful to be prohibited under the Diocese’s policy. The Episcopal Diocese of Northern California’s policy applies to all persons involved in the operation of The Episcopal Diocese of Northern California and prohibits all discrimination or harassment by any employee of The Episcopal Diocese of Northern California including supervisors and co-workers.

Sexual exploitation is the development or attempted development of a sexual or romantic relationship between a person (either clerical or lay) in a ministerial position and an individual with whom he or she has a pastoral relationship, whether or not there is apparent consent from the individual. A pastoral relationship exists between a person who is ministering and the person to whom he or she is ministering. This can include counseling, providing spiritual guidance or direction, being a leader, or being trusted with sensitive and personal information.

This behavior is unacceptable on the part of an employee of the Episcopal Diocese of Northern California wherever it may occur.

DEFINITION OF SEXUAL HARASSMENT

Unlawful sexual harassment is defined as unwelcome or unwanted advances, requests for sexual favors or any other verbal (oral or written), visual, or physical conduct of a sexual nature when: (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 such 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.

Examples of unlawful sexual harassment may include, but are not limited to:

· Physical, unwelcome touching;

· Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments;

· Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings or gestures;

· Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other adverse consequence, and offers of employment benefits in return for sexual favors;

· Inappropriate conduct or comments consistently targeted at only one gender, even if the content is not sexual;

This behavior is unacceptable in the workplace itself and in other work-related settings such as business trips and business related social events. In evaluating behavior, the standard to be applied is that of a reasonable person with the same protected characteristics as the person subjected to the alleged harassment.

EMPLOYEES MUST REPORT DISCRIMINATION AND HARASSMENT.

When possible, you are encouraged to consider telling the harasser or exploiter that you experience his or her behavior as harassment or exploitation, and asking him or her to stop. The harasser or exploiter may not realize the advances or behavior are offensive. Sometimes a direct conversation will end the situation.

Whether or not you have a direct conversation, and whether or not this direct conversation is effective, you must report the harassment to one of the following persons as soon as possible after the incident:

· Bobbi Davis, Chief Operating Officer, by phone 916-442-6918, ext. 11, or by email, BDavis@dncweb.org.

· Rt. Rev. Barry L. Beisner, Diocesan Bishop, by phone 916-442-6918, ext. _13, or by email, Bishopblb@dncweb.org.

· Rev. Canon Britt Olson, Canon to the Ordinary, by phone 916-442-6918, ext. _14, or by email, canonbritt@dncweb.org.

These three persons are the only ones who are authorized to receive your report. If your report is about one of these persons, you may use the Diocese’s “fail-safe” procedure by reporting to the Chancellor or the President of the Standing Committee.

Your report should include details of the incident or incidents, names of the individuals involved and names of any witnesses. You should report all incidents you believe to be unlawful harassment or exploitation, even if you were not the subject of the alleged harassment or exploitation.

ALL REPORTS WILL BE INVESTIGATED.

If your report is against a minister or someone covered by Title IV of the Canons of the Episcopal Church, your complaint in all likelihood will constitute a "charge" and will be investigated and determined in accordance with the Canons. The procedures set forth below do not apply if the Canons apply.

All reports not determined in accordance with the Canons will be referred to an investigative committee, which will include The Episcopal Diocese of Northern California Sexual Misconduct Coordinator, listed in the appendix of this document. The committee will promptly undertake a thorough and objective investigation of the harassment allegations. If a report involves a member of the complaint investigation committee, that member shall not participate in the investigation of that complaint. The committee will conduct the investigation as discreetly as possible under the circumstances. Complete confidentiality cannot be assured.

If The Episcopal Diocese of Northern California determines that unlawful harassment or that exploitation has occurred, appropriate and effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by The Episcopal Diocese of Northern California to be responsible for unlawful harassment or for exploitation will be subject to appropriate disciplinary action, up to and including termination. Whatever action is taken against the harasser or exploiter will be made known to the employee lodging the report.

The Episcopal Diocese of Northern California encourages all employees to report any incidents of harassment or exploitation forbidden by this policy immediately so that complaints can be quickly and fairly resolved. You should also be aware that the Federal Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute complaints of prohibited harassment or exploitation in employment. If you think you have been harassed or that you have been retaliated against for resisting or complaining, you may file a complaint with the appropriate agency. The Department of Fair Employment and Housing can be reached at (800) 884-1684; the Equal Employment Opportunity Commission can be reached at (800) 669-4000 or (415) 625-5600. The Episcopal Diocese of Northern California offers this information without conceding that these agencies will necessarily have jurisdiction over any complaint.

RETALIATION IS PROHIBITED.

No one may retaliate against an employee who reports discrimination or harassment, or who participates in an investigation. If you believe that you have witnessed or experienced retaliation, you must report it. Please use the same reporting procedure provided for reporting discrimination or harassment.

DRUG AND ALCOHOL USE

The use, sale, possession, purchase or transfer of illegal drugs on The Episcopal Diocese of Northern California premises, in its vehicles, whether owned, leased or rented, during or after working hours or at any Episcopal Diocese of Northern California function is strictly prohibited. The use of alcohol on Episcopal Diocese of Northern California premises shall be in compliance with Episcopal Diocese of Northern California policy on the responsible use of alcohol at social events.

The policy of The Episcopal Diocese of Northern California is to maintain a drug free workplace. For the purpose of this policy, the term "drug" includes alcoholic beverages and prescription drugs, as well as illegal inhalants and illegal drugs. It is unlawful to manufacture, distribute, dispense, possess, or use a controlled substance, including marijuana. Such acts are prohibited in any Episcopal Diocese of Northern California workplace.

The use of prescription drugs, when taken as directed by a duly licensed physician, is not a violation of this policy. Marijuana is not a prescription drug and is not an exception to this policy, which prohibits all illegal drug use even if advised by a physician.

The use of prescription drugs and/or over-the-counter drugs may affect an employee's job performance and seriously impair the employee's value to The Episcopal Diocese of Northern California. Any employee who is using prescription or over-the-counter drugs that may impair the employee's ability to safely perform the job, or affect the safety or well-being of others, must notify his or her supervisor of such use immediately before starting or resuming work.

An employee who violates this policy may be subject to disciplinary action, up to and including termination.

To implement this policy, The Episcopal Diocese of Northern California has included the following in this Handbook:

1. The dangers of drug abuse in the workplace;

2. The Episcopal Diocese of Northern California's policy of maintaining a drug free workplace;

3. Any available drug counseling, rehabilitation and employee assistance programs; and

4. The penalties that may be imposed upon employees for drug abuse violations and violations of this policy.

All Episcopal Diocese of Northern California employees will be provided a copy of this policy through this Handbook, and will be required to sign an acknowledgment of receipt of the policy and acceptance of its terms. As a condition of employment, all Episcopal Diocese of Northern California employees must comply with this policy.

Any Episcopal Diocese of Northern California employee who has been convicted under any criminal drug statute for a violation occurring in the workplace must report that conviction to the Chief Operating Officer of The Episcopal Diocese of Northern California no later than five (5) days after the conviction. The employee will be subject to disciplinary action, up to and including termination.

IMMIGRATION REFORM AND CONTROL ACT

Under the provisions of the Immigration Reform and Control Act of 1986, all employees hired after November 6, 1986 must provide, at the time of hire, proof of their identity and their authorization to work in the United States. You must complete and sign I‑9 forms verifying identity and work authorization when you are hired.

All applicants will be considered for open positions regardless of national origin and citizenship status in accordance with the provisions of the Immigration Reform and Control Act of 1986 and all regulations promulgated hereunder.

You are expected to cooperate in ensuring that violations of the policy do not occur.

EMPLOYEE CLASSIFICATIONS, HOURS OF WORK, AND PAYROLL ISSUES

CLASSIFICATIONS

REGULAR FULL-TIME - An employee who is regularly scheduled to work not less than thirty (30) hours each week. An employee must be a Regular Full-Time employee in order to receive any premium-free health benefit package which may be offered by the Diocese. Regular Full-Time Employees are entitled to those benefits which may be offered to such employees from time to time by The Episcopal Diocese of Northern California.

REGULAR PART-TIME - An employee who is scheduled to work fewer than thirty (30) hours each week. Persons working between 20-30 hours per week would be eligible for health benefits but would pay a pro-rated premium based on a forty-hour work week. All benefits for regular part-time employees will be prorated based on a regular full-time work week.

TEMPORARY - An employee who works on special projects of a short duration (under one year) or on an on-call basis as needed. Workers' Compensation and social security are the only benefits provided Temporary Employees.

EXEMPT - An employee whose position meets specific exemption tests established by the California Industrial Welfare Commission ("IWC") and/or the federal Fair Labor Standards Act ("FLSA") is exempt from overtime pay requirements.

NON-EXEMPT - An employee whose position does not meet the specific exemption tests of the FLSA or IWC is entitled to the applicable overtime pay rate.

HOURS OF WORK

STANDARD WORK WEEK - The standard work week is comprised of 8 hours of work a day, plus 1 hour for lunch, from 8:00 a.m. to 5:00 p.m., five days a week. The work week begins at 12:01am on Sunday. An employee may choose to arrive at 8:30 and only take a ½ hour lunch. Changes in the schedule must be approved in advance by the supervisor.

MODIFIED WORK WEEK - The standard work week may be modified if required by a particular job or mission. A modified work week requires advance written approval of your supervisor and is subject to change.

BREAKS - Non-exempt employees who are regularly scheduled to work from six (6) to eight (8) hours per day are entitled to two ten (10) minute paid breaks, one approximately halfway through the morning shift and one approximately halfway through the afternoon shift. Non-exempt employees who work between three and one-half (3‑1/2) and six (6) hours in any one day are entitled to receive one ten (10) minute break during those hours.

MEAL PERIODS -Non-exempt employees who work in excess of five (5) hours in one day must take an unpaid lunch break of one (1) hour. Your lunch break must be timed so that you do not work more than 5 hours (not including your ten-minute break) before or after. If you start work at 8 a.m., you must leave for lunch by 1 pm. If your lunch break is 30 minutes long, you may leave for lunch no earlier than 11:30 am.

Lunch times, breaks and hours of work will be scheduled by each supervisor to best accommodate the requirements of each job.

OVERTIME - Overtime work may not be performed unless it is required or approved in advance and in writing by your supervisor. You and your supervisor must both sign time cards when submitted for payment of overtime.

Non-exempt employees will receive overtime pay equal to one and one-half (l-l/2) times their regular straight time rate of pay for each hour worked in excess of eight (8) hours on a given day, or in excess of forty (40) hours during a workweek, and double the regular straight time rate for hours worked in excess of twelve (12) in one day. All work weeks begin at 12:-01am on Sunday.

Exempt employees are employed in executive, managerial or administrative positions and are paid a salary for all hours worked. Neither the overtime premium nor compensatory time off is provided to exempt employees.

TIMECARDS - All non-exempt employees shall use a time card, on which they note hours worked and any time off due to personal time off, jury duty, disability leave, etc. Exempt employees shall use a time card which reflects their time off and the reason for the time off (e.g.: personal time off, etc). All employees must report their time accurately. Signing your time-card is your statement that the time-card is accurate. No one may instruct you to fill out your time-card inaccurately.

PAYROLL

The Episcopal Diocese of Northern California's payroll is semi-monthly; paychecks are distributed on the 15th and last day of the month. Overtime and other adjustments are included in the following paycheck. When a payday is scheduled to occur during your vacation, you may get your paycheck on your last day of work before your time off—you MUST request your paycheck one (1) week in advance.

Each non-exempt employee is required to fill out a "time sheet" semi-monthly, reporting what time you arrive in the morning, what time you leave and return from lunch, and what time you leave for the day. Total hours worked will be recorded. It is necessary for accounting purposes, as well as for employee records and protection, that you fill out this report accurately, noting time off duty for illness, holidays, vacation and absenteeism by permission. Please be certain to record all overtime in a separate column and to indicate, as well, to what department such overtime is to be charged.

GARNISHMENTS

If The Episcopal Diocese of Northern California receives a valid court order to garnish your wages, it will comply with that order. A garnishment will reduce your take-home pay. If you are subject to an order to withhold child support, the Diocese must pay the child-support order before paying other garnishment orders. Because of the time and money involved in processing garnishments, The Episcopal Diocese of Northern California may elect to discipline or discharge an employee if garnishment requests for more than one debt, other than child-support orders, are received.

BENEFIT PROGRAMS

PAID HOLIDAYS

Regular Full-Time Employees are entitled to the following paid holidays:

New Year's Day

Martin Luther King, Jr. Birthday

Good Friday

Independence Day

Veteran's Day

Thanksgiving Day and Day After

President's Day

Memorial Day

Labor Day

Christmas Eve starting at noon

Christmas Day

The Day After Diocesan Convention (when convention includes a Sunday)

This schedule is subject to change. The holiday schedule is posted on the employee bulletin board at the start of each year.

If a paid holiday falls during your paid PTO, you will be paid for the holiday. If a holiday occurs on a Saturday, usually the holiday will be observed on the preceding Friday. If a holiday occurs on a Sunday, usually the holiday will be observed on the following Monday. To receive holiday pay a Regular Full-Time Employee must be employed on the work days immediately before and following the holiday. Part-Time employees receive pro-rated paid holidays; Temporary Employees shall receive holidays off without pay.

You will not be asked to work on paid holidays except for urgent or important reasons. In the event that you are non-exempt and you work on a holiday at the Diocese’s request, you will be compensated at the rate of 1-1/2 times your regular hourly rate.

Paid holidays are NOT considered time worked for purposes of determining overtime pay.

PERSONAL TIME OFF POLICY

The amount of (Personal Time Off) PTO accrued is intended to strike a balance between assisting employees with their time off needs and ensuring that The Episcopal Diocese of Northern California has the staff to operate effectively. PTO is designed to provide pay for employees to take time off due to vacation, personal business, and illness (either the employee’s or his/her immediate family member’s). PTO is accrued on a per pay period basis. Any unused accrued PTO will be paid upon termination at the employee’s usual rate of pay.

Accrual

Eligible employees working 40 hours per week will accrue PTO as follows:

· 1st – 3rd year, eligible employees will accrue 6.66 hours of PTO per pay period up to a maximum of 160 PTO hours (4 weeks per year).

· 4th – 9th year, eligible employees will accrue 8.33 hours of PTO per pay period up to a maximum of 200 PTO hours (5 weeks per year).

· 10 years +, eligible employees will accrue 10 hours of PTO per pay period up to a maximum of 240 PTO hours (6 weeks per year).

Part-time employees will accrue PTO on a prorated basis.

Beginning October 1, 2008, you will stop accruing PTO when you have accrued and unused PTO at 1 ½ times your annual accrual rate. As you use the accrued PTO, you will resume accruing PTO up to 1 ½ times your annual accrual rate.

Employees on unpaid leaves of absence do not accrue PTO. Part-time employees will accrue PTO on a pro rata basis up to a prorated maximum.

PTO Usage

Each year, full-time employees are required to use at least 80 hours or ½ of their annual PTO accrual (whichever is more). If not used, supervisors may require the employee to take PTO. Non-exempt employees may use PTO in 15 minutes intervals; exempt employees should only report full day absences. New employees begin accruing PTO on their hire date but are not eligible to use it for the first 90 days of employment. If an employee needs time off during this period, it will be without pay. Accrued PTO may also be used to supplement state disability payments, and must be used if available during leaves of absence.

Scheduled PTO must be approved in advance by the employee’s immediate supervisor and must be planned so that there is adequate coverage at all times; time off is not guaranteed and is granted as work schedules permit. PTO may not be taken until after the pay period in which it is earned; therefore, PTO cannot be used before it is accrued. No negative balances will be allowed. Employees are responsible for monitoring their own PTO accounts. If an employee does not have enough earned PTO to cover the time off taken, those hours will be without pay. PTO cannot be donated to other employees.

Unscheduled PTO may be used only for unforeseen circumstances such as your illness or a family member’s illness. We reserve the right for a supervisor to request a physician’s examination or confirmation of illness when unscheduled PTO is taken.

TERMINATION ALLOWANCE

You will receive payment for unused accrued Personal Time Off upon termination.

WORKERS' COMPENSATION

The Episcopal Diocese of Northern California maintains worker's compensation insurance as required by law. You should promptly report to your supervisor any injury suffered as a result of employment activity at or on behalf of The Episcopal Diocese of Northern California. Failure to promptly report an injury may result in a loss of benefits.

EMPLOYEE SALARY CONTINUATION BENEFITS

In accordance with the requirements of the Consolidated Omnibus Budget Reconciliation Act (“COBRA”), eligible employees and their family members may continue participation in The Episcopal Diocese of Northern California’s group health insurance program following certain “qualifying events.” These “qualifying events” include an employee’s termination, resignation, reduction in hours, divorce, legal separation, death, Medicare entitlement, and certain other events.

A notice that contains information regarding COBRA rules is presented to employees when they become eligible for participation in The Episcopal Diocese of Northern California’s group health plan and, again, when they experience a “qualifying event” that triggers the right to continue participation in the group health plan. The notice contains important information regarding employees’ rights and obligations under COBRA.

If you would like additional information, please contact your supervisor.

LEAVES OF ABSENCE

The Episcopal Diocese of Northern California provides (A) family care and medical leave for up to 12 weeks per year in accordance with California's Family Rights Act ("CFRA") and Domestic Partner Rights and Responsibility Act ("DPRRA"), and the federal Family and Medical Leave Act ("FMLA"); (B) pregnancy leave for up to four months in accordance with the California Fair Employment and Housing Act ("FEHA"); (C) disability leave as may be required to reasonably accommodate employees with known qualified disabilities or medical conditions under FEHA and the federal Americans with Disabilities Act ("ADA") or with a workplace injury; and (D) leave for other legally required absences as set forth below.

FAMILY CARE AND MEDICAL LEAVE

ELIGIBILITY

To be eligible for family care and medical leave, an employee must (1) have worked for Episcopal Diocese of Northern California for at least twelve months prior to the date on which the leave is to commence; and (2) have worked at least 1,250 hours in the twelve (12) months preceding the leave.

PERMISSIBLE USES OF FAMILY CARE AND MEDICAL LEAVE

"Family care leave" may be requested for (1) the birth or adoption of an employee's child; (2) the placement of a child with the employee for adoption or foster care; or (3) the serious health condition of an employee's child, spouse, domestic partner, or parent. "Medical leave" may be requested for an employee's own serious health condition. A "serious health condition" means an illness, injury, impairment, or physical or mental condition that involves either:

· Any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical-care facility, and any period of incapacity or subsequent treatment in connection with such inpatient care; or

· Continuing treatment by a health care provider which includes any period of incapacity (i.e., inability to work, attend school or perform other regular daily activities) due to:

(1) A health condition (including treatment therefore or recovery therefore) lasting more than three consecutive days, and any subsequent treatment or period of incapacity relating to the same condition, that also includes:

- treatment two or more times by or under the supervision of a health care provider; or

- one treatment by a health care provider with a continuing regimen of treatment; or

(2) A chronic serious health condition which continues over an extended period of time, requires periodic visits to a health care provider, and may involve occasional episodes of incapacity (e.g., asthma, diabetes). A visit to a health care provider is not necessary for each absence; or

(3) A permanent or long-term condition for which treatment may not be effective (e.g., Alzheimer's, a severe stroke, terminal cancer). Only supervision by a health care provider is required, rather than active treatment; or

(4) Any absences to receive multiple treatments for restorative surgery or for a condition which would likely result in a period of incapacity of more than three days if not treated (e.g., chemotherapy or radiation treatments for cancer).

SUBSTITUTION OF PAID LEAVE FOR FAMILY CARE AND MEDICAL LEAVE

Employees are required to use accrued PTO and other paid personal leave for all family care and medical leaves. Other than those specified in these policies, all leaves will be unpaid.

AMOUNT OF FAMILY CARE LEAVE

Provided all the conditions of this policy are met, an employee may take a maximum of 12 weeks of family care and medical leave in a rolling 12-month period measured backwards from the date the employee's leave commences. Parents who are both employed by The Episcopal Diocese of Northern California may take a maximum combined total of 12 weeks of family care leave in a 12-month period for the birth, adoption, or foster care of their child.

The use of PTO during family care or medical leave does not extend the total duration of family care and medical leave to which an employee is entitled to beyond 12 weeks in a 12-month period. For example, if an employee has accrued four weeks of unused paid vacation time at the time of the request for family care or medical leave, that paid vacation time will be used during the first four weeks of family care or medical leave, leaving up to eight additional weeks of unpaid leave.

Family care leave taken for the birth, adoption, or foster care placement of a child may not be taken intermittently without the permission of The Episcopal Diocese of Northern California's Chief Operating Officer and must be concluded within one year of the birth, adoption or placement.

Family care or medical leave for the employee's own serious health condition, or for the serious health condition of the employee's spouse, domestic partner, parent, or child, may be taken intermittently or on a reduced schedule where medically necessary. If leave is taken intermittently or on a reduced schedule, The Episcopal Diocese of Northern California retains the discretion to transfer the employee temporarily to an alternative position with equivalent pay and benefits which better accommodates the employee's leave schedule.

FAMILY CARE LEAVE'S EFFECT ON PAY AND BENEFITS

Family care and medical leave is unpaid. If you have accrued PTO when your leave begins, you must use your accrued PTO while you are on leave.

During an employee's family care of medical leave, for up to a maximum of 12 weeks in a 12-month period, The Episcopal Diocese of Northern California shall continue to pay for the employee's participation in The Episcopal Diocese of Northern California's group health plans, to the same extent and under the same terms and conditions as would apply had the employee not taken leave.

If the employee fails to return from the leave for a reason other than the recurrence or continuation of the health condition that brought about the leave or other circumstances beyond the employee's control, The Episcopal Diocese of Northern California can recover any health premiums paid by The Episcopal Diocese of Northern California on the employee's behalf during any unpaid periods of the leave.

Employees on family care and medical leave do not accrue PTO or other employment benefits except as required by law.

PROCEDURE FOR REQUESTING FAMILY CARE AND MEDICAL LEAVE

Notice Requirements

Employees should notify The Episcopal Diocese of Northern California of their request for family care or medical leave as soon as they are aware of the need for such leave. For foreseeable events, if possible, the employee must provide 30 calendar days' advance notice to the Chief Operating Officer of the need for family care or medical leave. For events that are unforeseeable 30 days in advance, but are not emergencies, the employee must notify the Chief Operating Officer as soon as he or she learns of the need for the leave, ordinarily no later than 1 to 2 working days after the employee learns of the need for the leave. If the leave is requested in connection with a planned, non-emergency medical treatment, the employee may be requested to reschedule the treatment so as to minimize disruption of The Episcopal Diocese of Northern California's business.

If an employee fails to provide the requisite 30-day advance notice for foreseeable events without any reasonable excuse for the delay, The Episcopal Diocese of Northern California reserves the right to delay the taking of the leave until at least 30 days after the date the employee provides notice of the need for family care or medical leave.

All requests for family care or medical leave should include the anticipated date(s) and duration of the leave. Any requests for extensions of a family care or medical leave must be received at least five (5) working days before the date on which the employee was originally scheduled to return to work and must include the revised anticipated date(s) and duration of the family care or medical leave.

Medical Certification

Any request for medical leave for an employee's own serious health condition or for family care leave to care for a child, spouse, domestic partner, or parent with a serious health condition must be supported by medical certification from a health care provider. For foreseeable leaves, employees must provide the required medical certification before the leave begins. When this is not possible, employees must provide the required certification within 15 calendar days after The Episcopal Diocese of Northern California's request for certification, unless it is not practicable under the circumstances to do so. Failure to provide the required medical certification may result in the denial of foreseeable leaves until such certification is provided. In the case of unforeseeable leaves, failure to provide the required medical certification within 15 days of being requested to do so may result in a denial of the employee's continued leave. Any request for an extension of the leave also must be supported by an updated medical certification.

The medical certification for a child, spouse, domestic partner, or parent with a serious health condition shall include (a) the date on which the serious health condition commenced; (b) the probable duration of the condition; (c) the health care provider's estimate of the amount of time needed for family care; (d) the health care provider's assurance that the health care condition warrants the participation of the employee to provide family care; and (e) in the case of intermittent or reduced schedule leave where medically necessary, the probable duration of such a schedule.

The medical certification for leave for the employee's own serious health condition shall include (a) the date on which the serious health condition commenced; (b) the probable duration of the condition; (c) a statement that, due to the serious health condition, the employee is unable to perform the functions of his or her position; and (d) in the case of intermittent leave or reduced schedule leave where medically necessary, the probable duration of such a schedule. In addition, the certification may, at the employee's option, identify the nature of the serious health condition involved. If The Episcopal Diocese of Northern California has reason to doubt the validity of the certification provided by the employee, The Episcopal Diocese of Northern California may require the employee to obtain a second opinion from a doctor of Episcopal Diocese of Northern California's choosing at The Episcopal Diocese of Northern California's expense. If the employee's health care provider and the doctor providing the second opinion do not agree, The Episcopal Diocese of Northern California may require a third opinion, also at The Episcopal Diocese of Northern California's expense, performed by a mutually agreeable doctor who will make a final determination.

RETURNING FROM MEDICAL LEAVE

You must keep your supervisor informed of when you expect to return to work. The Episcopal Diocese of Northern California may require an employee to provide medical certification that he or she is able to return to work. If you have been absent due to your own serious health condition, please provide certification from your doctor. The certificate should state that your doctor has reviewed a copy of your job description and that you are able to perform all your job duties safely. The certificate must be provided to the Diocese before you return to work.

FAMILY CARE LEAVE'S EFFECT ON REINSTATEMENT

Employees returning from family care or medical leave are entitled to reinstatement to the same or comparable position consistent with applicable law. The Episcopal Diocese of Northern California retains the right to deny reinstatement to employees who are among the highest paid ten percent (10%) of The Episcopal Diocese of Northern California's employees and whose reinstatement would cause substantial and grievous economic injury to The Episcopal Diocese of Northern California's operations.

PREGNANCY-RELATED DISABILITY LEAVE OR TRANSFER

ELIGIBILITY AND DURATION

Leave of Absence

Any employee who is disabled on account of pregnancy, childbirth, or related conditions may take an unpaid pregnancy-related disability as part of any family care or medical leave to which the employee may be entitled under the Family Care and Medical Leaves.

Temporary Transfer Before Childbirth

Any employee affected by pregnancy is entitled to transfer temporarily to a less strenuous or hazardous position or to less strenuous or hazardous duties if the transfer is medically necessary and the transfer can be reasonably accommodated.

SUBSTITUTION OF PAID LEAVE FOR PREGNANCY-RELATED DISABILITY LEAVE

An employee taking pregnancy-related disability leave must substitute any available other paid leave for her leave. The substitution of paid leave for pregnancy-related disability leave does not extend the total duration of the leave to which an employee is entitled.

OTHER TERMS AND CONDITIONS OF LEAVE

The provisions of The Episcopal Diocese of Northern California's Family Care and Medical Leave policy regarding the leave's effect on pay, notice requirements, medical certification requirements, and reinstatement also apply to all pregnancy-related disability leaves. However, for pregnancy-related disabilities, there is no process for obtaining more than one medical opinion, and there is no reinstatement exception for key employees.

OTHER DISABILITY LEAVES

In addition to medical or pregnancy-related disability leaves described above, employees may take a temporary disability leave of absence if necessary to reasonably accommodate a workplace injury or an ADA-qualified disability. Any disability leave under this section may run concurrently with any medical leave to which the employee is entitled under this policy. Disability leaves under this section will be unpaid.

Employees taking disability leave must comply with the Family Care and Medical Leave provisions regarding substitution of paid leaves, notice, and medical certification. For the purpose of applying these provisions, a disability leave will be considered to be a medical leave.

If a disability leave under this section extends beyond 12 weeks in a 12-month period, the employee will not be entitled to any continued employer contributions towards any employee benefit plan. An employee, however, may elect to continue participating in such benefit plans, at the employee's own expense, to the extent permitted by such plans.

The duration of a leave under this section shall be consistent with applicable law, but in no event shall the leave extend past the date on which an employee becomes capable of performing the essential functions of his or her position, with or without reasonable accommodation. For a full explanation of leave duration and reinstatement rights, employees should contact the Chief Operating Officer.

UNPAID LEAVES

The Episcopal Diocese of Northern California grants unpaid leaves of absence to employees disabled on account of pregnancy as described above. Leaves of absence will also be considered in cases of medical disabilities and for a personal emergency. Except for pregnancy leave, only one leave of absence may be taken within any 365 day period. In the event time off work is required because of a disability, you shall first use available sick leave pay, then vacation benefits followed by any available personal holidays. Upon exhaustion of these benefits, you commence the unpaid portion of the leave of absence. You do not accrue vacation or sick leave or earn holiday pay during an unpaid leave of absence.

Except for disability, jury duty and military duty leaves, which will be granted as specified below, requests for leaves of absence will be considered on the basis of your length of service, performance, responsibility level, the reason for the request, The Episcopal Diocese of Northern California's ability to obtain a satisfactory replacement during the period of the requested leave and other business reasons. The Episcopal Diocese of Northern California has complete discretion to grant or deny any request for a personal leave of absence.

Any employee who requests an unpaid leave of absence must specify in writing the date you intend to return to work. Advance written approval must be obtained from your supervisor and the Chief Operating Officer in order to extend a leave. Failure either to obtain such prior written approval or to return to work on the date previously approved will be considered a voluntary termination.

ACTIVE MILITARY DUTY

An employee who leaves his/her position due to induction into the uniformed services of the United States for training or service, shall be re-employed in accordance with the Vietnam Era Veterans' Readjustment Assistance Act and the Uniformed Services Employment and Re-Employment Rights Act. To qualify for re-employment, The Episcopal Diocese of Northern California must receive a re-employment application within ninety (90) days after you are relieved from military training, service or hospitalization of twelve months or less, following relief from duty.

MILITARY RESERVE DUTY LEAVE

Members of an Armed Forces Reserve Unit, the National Guard or the Naval Militia, will be granted up to seventeen (17) unpaid days off each year to attend military training or duty.

WITNESS DUTY

Employees may be required by law to appear in court as a witness. Employees will be provided time off for this purpose. Non-exempt employees will be provided time off without pay. If a non-exempt employee wishes to use his or her paid time off previously accrued, the employee may do so. Employees must give their supervisor reasonable advance notice of the date of intended absence.

VOTING TIME OFF

Employees who do not have sufficient time outside of working hours to vote, may take up to two (2) hours off, without loss of pay, to vote at either the beginning or end of the regular working day, whichever allows sufficient time for voting and the least time off from the regular working day. In order to receive time off for voting, you must obtain written approval from your supervisor at least two (2) working days before the election.

LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT

A victim of a crime that is not considered a serious felony may take time off to appear in court as a witness to comply with a subpoena or other court order. A victim of domestic violence or sexual assault may take time off to seek relief in court to help ensure his/her health, safety, or welfare or the health, safety or welfare of his/her child. Victims of domestic violence or sexual assault may also take time off to (a) undergo treatment for physical or mental injuries or abuse (b) seek medical attention for injuries, (c) obtain services from a domestic violence shelter, program, or rape crisis center, (d) obtain psychological counseling, (e) participate in safety planning or (f) take other actions to increase safety from future domestic violence or sexual assault, including temporary or permanent relocation.

If you need to take time off as a victim of a crime that is not considered a serious felony or as a victim of domestic violence or sexual assault, you must provide your supervisor reasonable advance notice of the intention to take time off, unless advance notice is not feasible. The request for time off must be supported with appropriate documentation. If advance notice in not feasible, you must provide your supervisor documentation within a reasonable time following the absence. The documentation must certify the reason for the absence in a manner that meets applicable legal standards. If notice is not provided in accordance with the requirements of the law, the time off will be considered unauthorized. Such leave is unpaid, except that accrued vacation and available personal leave may be used in conjunction with this leave. The maximum amount of time available for this leave equals the unpaid time available to each employee under the federal FMLA only, not more.

LEAVE FOR VICTIMS OF SERIOUS CRIMES

Under certain circumstances, employees who are victims of serious crimes may take time off from work to participate in judicial proceeding. Qualified family members of such crime victims may also be eligible to take time off from work to participate in judicial proceedings. The law defines a serious crime to include violent or serious felonies, such as felonies involving theft or embezzlement. When possible, you must provide The Episcopal Diocese of Northern California advance notice of the need for time off for such leave and provide appropriate documentation. Accrued sick and vacation leave and available personal leave may be used in conjunction with this leave.

PARENTAL SCHOOL LEAVE

Employees who are the parent or guardian of a child who has been suspended from school may take time off if he/she needs to appear at the school in connection with that suspension. In addition, if an employee is the parent or guardian of a child in grades K-12 or attending a licensed day care facility, up to 40 hours per calendar year can be used for the purpose of participating in activities of the school or licensed day care facility. Employees taking time off for this purpose may useavailable personal leave or may take the time off without pay.

PAID LEAVES OF ABSENCE

JURY DUTY - An employee receiving a jury notice must inform your supervisor immediately. The Episcopal Diocese of Northern California will pay your regular salary for up to five days of jury duty... Checks representing jury duty pay shall be endorsed to The Episcopal Diocese of Northern California and delivered to the Accounting Department with verification of the number of days served with an expense account form for bus fare to and from jury duty. For any required days on jury duty beyond five, unused vacation or sick days may be used.

BEREAVEMENT LEAVE - Three (3) days of leave with pay will be granted to a Regular Full-time Employee in the event of the death of your (1) spouse or domestic partner, or (2) father, mother, child, grandparents, brother or sister. Relatives in category (2) may be step-, foster or adopted relatives of you or your spouse or domestic partner. Subject to prior supervisory approval, one day with pay will be granted for other family members. Additional time off without pay may be given at the discretion of the department supervisor.

INSURANCE COVERAGES

MEDICAL INSURANCE - The Episcopal Diocese of Northern California generally provides a Hospitalization and Major Medical Plan for Regular Full-time Employees and Regular Part-time employees working between 20-30 hours a week, retroactive to the commencement of employment. Any employee costs of health benefits will be determined by budget and other Diocesan processes. Dependents and domestic partners may be covered under medical and dental policies as well. Coverage may be modified or discontinued at any time by The Episcopal Diocese of Northern California, the insurance carrier(s) or applicable legislation and is provided subject to the terms and provisions of each policy(ies) as they may be amended from time to time.

Detailed descriptions of all of the benefit programs provided by The Episcopal Diocese of Northern California are available from the Chief Operating Officer..

OTHER BENEFITS

All employees will receive the same benefit package as outlined in these Personnel Policies. Any changes from these policies (e.g.: continuing education or sabbatical leave) must be included, in writing, in the Letter of Agreement signed by both parties at the time of beginning employment.

PENSION The Episcopal Diocese of Northern California has a pension plan that covers certain employees. Employer contribution for clergy is 18%; employer contribution for lay employees is 9%. Please refer to plan documents for details.

DEFERRED COMPENSATION The Episcopal Diocese of Northern California provides options for 403-b for clergy and lay employees. See plans for details.

LIFE INSURANCE The Episcopal Diocese of Northern California provides life insurance for lay employees and supplements clergy life insurance (see plans for details).

SOCIAL SECURITY/MEDICARE Per IRS regulations, lay employees are covered and the Diocese makes the appropriate payroll deduction. Clergy employees are self-employed for Social Security purposes.

UNEMPLOYMENT INSURANCE. The Episcopal Diocese of Northern California does not participate in the State UI or in the States SDI programs.

WORKPLACE POLICIES

ATTENDANCE

Good attendance is a requirement for continued employment at The Episcopal Diocese of Northern California; The Episcopal Diocese of Northern California will keep track of employee absences and tardiness. Excessive absenteeism or tardiness, regardless of the reasons and whether sick leave is available, creates a hardship on The Episcopal Diocese of Northern California and your co-workers. Excessive absenteeism or tardiness can result in discipline, up to and including termination. You may have their pay docked for tardiness.

Whenever possible, you should schedule absences in advance with your supervisors. If you are ill or must be away for an emergency, you must notify your supervisor of any absence or late arrival by 8:30 a.m. or as far in advance as possible. Failure to call may result in forfeiture of PTO for the day. Moreover, if you are absent from work without notice for three (3) or more days, you will be considered to have voluntarily terminated your employment by abandoning your position. Excessive, unreasonable, or tardily reported absences will lead to discipline, up to and including discharge.

PERFORMANCE EVALUATION

It is the intent of the Episcopal Diocese of Northern California that the performance of employees generally will be reviewed by the supervisors once each year. The first evaluation may be given at the end of the Introductory Period, and annually thereafter. A salary increase reflecting performance may or may not be given at the time of the review.

SAFETY AND SECURITY

In compliance with state law, The Episcopal Diocese of Northern California has developed an Injury and Illness Prevention Program; you will be provided with an Injury and Illness Prevention Employee Handbook under separate cover.

Safety and security are the responsibility of every employee. You can help by reporting any safety hazards you notice. You must always notify your supervisor immediately of any injury, whether or not medical treatment is required, so that your supervisor can comply with Workers Compensation laws. Failure to report injuries can interfere with your entitlement to Workers Compensation benefits.

As a religious institution, the Diocese is involved in issues and activities that generate strong feelings and sometimes irrational or even dangerous behavior. If you observe any unfamiliar or suspicious person in working areas, or suspicious activities near Diocesan buildings, please notify your supervisor immediately or call 911, using your best judgment for what is appropriate in the circumstances.

You should also be alert to unsafe or hazardous conditions, equipment, or methods of operation, and should promptly report these hazards so that they may be eliminated. Please report immediately any unsafe or hazardous condition directly to your supervisor.

If an accident does occur, regardless of how serious, you must notify your supervisor immediately. You must also complete an accident report form, i.e., Employee’s Claim for Workers’ Compensation Benefits, within twenty-four (24) hours following your injury or suspected injury. You may obtain this form from your supervisor or from the Chief Operating Officer.

These requirements are important so that others may be safeguarded, and so that proper care can be provided for the injury. However minor an injury may seem, reporting the injury may result in precautions being taken that would prevent a more serious injury from occurring in the future.

Failure to report accidents can result in a violation of legal requirements, and can lead to difficulties in processing insurance and benefit claims.

Engaging in unsafe practices may result in disciplinary action, up to and including termination. Any employee who violates any of the above rules or any other safety rule may also be subject to disciplinary action, up to and including termination.

For the safety and convenience of all employees, we earnestly solicit your cooperation in observing the following safety regulations:

Lifting

Lift with your legs, not with your back, to minimize strain. Never lift more by hand than that which is set forth by legal or safety standards, or by your own physical condition. Test the item for weight before lifting. Keep a firm grip and maintain good vision while lifting or carrying. Shop equipment is readily available for lifting heavy objects that should not be lifted by hand.

Climbing

Never climb around on stock or machines, or on makeshift "ladders" built on skids, boxes, etc. The ladders The Episcopal Diocese of Northern California provides for your use are built and designed to be safe when used properly. Lock them in position before climbing. Do not over reach while on ladders.

Fire Protection

Every precaution must be taken by employees to prevent fires and employees should become acquainted with the locations of fire extinguishers. You should also read over the operation instructions posted on each extinguisher. Learn where fire exits are located and what procedures to follow in the event of fire. Obey all smoking restrictions and report any fire hazards that you spot. Remember, good housekeeping and common sense are the best ways to prevent fire hazards from developing.

Material Handling

Always handle carts and pallets with care. Do not leave pallets or carts in places that may cause an accident. Use caution when entering and leaving stock areas. Be alert at all times.

First Aid

Know the location where the First Aid Kit is available. Know where the emergency phone numbers are kept for the fire department and the police department. Any accident or injury, no matter how minor it may seem, must be reported to your supervisor.

Accidents can happen when you least expect it and often do! Be observant ‑ you can prevent accidents to fellow employees by watching for and reporting hazards.

CONDUCT

It is The Episcopal Diocese of Northern California's policy to conduct its affairs with integrity and honesty. This commitment to the highest standards of ethical behavior is an integral part of who we are as a religious institution.

It is the responsibility of our employees to represent The Episcopal Diocese of Northern California fairly and accurately, making no commitment which has not been approved by The Episcopal Diocese of Northern California in advance or which is not in compliance with The Episcopal Diocese of Northern California requirements and our normal practices.

CONFIDENTIAL INFORMATION

It is the responsibility of all employees to safeguard confidential information regarding The Episcopal Diocese of Northern California, and its operations, other employees, our parishioners or others connected with The Episcopal Diocese of Northern California. No confidential information should be discussed outside of the office, or with anyone but our staff. Unauthorized disclosure is grounds for discipline, up to and including immediate dismissal.

Confidential information does not include information relating to your own wages, hours, working conditions and other terms and conditions of your employment with The Episcopal Diocese of Northern California. You are permitted to discuss information concerning your own wages, hours, working conditions and other terms and conditions of your employment with your co-workers.

VOICEMAIL, ELECTRONIC MAIL AND COMPUTER SYSTEMS NETWORK USE

The Episcopal Diocese of Northern California voicemail, electronic mail and computer systems network ("Systems") are provided for the use of its employees and selected other persons for the performance of their Episcopal Diocese of Northern California job duties and related activities. Although incidental and occasional personal use of The Episcopal Diocese of Northern California Systems network for personal use is permissible, employees' use of such systems should be reasonable and limited to non-working hours (unless there is an emergency). The Systems and the messages, documents and information stored and processed by the System are and remain the property of The Episcopal Diocese of Northern California. Even when Systems are password-protected, they are not confidential and will not be treated as such. Systems should not be used for private matters.

All Systems access codes must be available to The Episcopal Diocese of Northern California and you may not use access codes that are unknown to The Episcopal Diocese of Northern California. You are prohibited from the unauthorized use of the access code of other employees and from unauthorized access or attempted access of confidential areas of the Systems, such as personnel files, accounting information, etc.

Computer software necessary for the performance of each employee's duties is installed on our network and is to be used in strict conformity with applicable licenses. Employees are strictly forbidden from the unauthorized (i) reproduction of software programs for use either at The Episcopal Diocese of Northern California or elsewhere, and (ii) installation or downloading of software from the Internet onto The Episcopal Diocese of Northern California network or any single CPU at The Episcopal Diocese of Northern California or downloading software from the Internet without the express authorization of the system administrator.

Notwithstanding the unauthorized access prohibition, The Episcopal Diocese of Northern California cannot guarantee that the files, messages, documents and other information stored or created by an employee will remain confidential. Further, The Episcopal Diocese of Northern California reserves the right to access, review and use for any purpose any and all messages and/or information on its Systems at any time without notification, on a regular or random basis, without regard to (i) the use of passwords or access codes or (ii) who composed or placed or received the information, document or message.

Employees using The Episcopal Diocese of Northern California Internet access are acting as representatives of The Episcopal Diocese of Northern California and must act accordingly. Each employee must ensure that: (i) confidential information is neither transmitted electronically nor placed on any publicly accessible Internet computer site without the express prior authorization of The Episcopal Diocese of Northern California; (ii) external connections to The Episcopal Diocese of Northern California's internal network are not permitted; (iii) files downloaded from the Internet are scanned with virus detection software before installation; (iv) software on the Internet is neither downloaded nor modified without consent of the copyright holder of the same; and (v) personal use of The Episcopal Diocese of Northern California's Internet access is of limited duration, limited to occasional use during non-working hours (before and after work, and during lunch), and is in compliance with all other terms of this policy.

You are prohibited from using The Episcopal Diocese of Northern California's information systems in any way that may be disruptive or offensive to others, including, but not limited to, the transmission of sexually explicit messages, cartoons, ethnic or racial slurs, comments which may offend on the basis of age, national origin, sexual orientation, or religious or political beliefs, or anything that may be construed as harassment or disparagement of others.

Any violation of the prohibitions set forth in this statement may result in discipline, including without limitation termination of employment.

PERSONAL USE OF OFFICE FACILITIES

The office telephone, fax machine, computers, e-mail, credit checking services, copy machine facilities, U.P.S. and other delivery services are for Episcopal Diocese of Northern California purposes only, unless otherwise agreed to by supervisor.

It is recognized that some personal telephone calls, faxes or internet access may be necessary. However, the Diocese will not and can not keep your use of the Systems confidential, so please do not use the System for information you wish to keep private. Employees should have no expectation of privacy in the System, even when using a password-protected function. Long-distance calls or faxes are to be paid by you, and all personal use of The Episcopal Diocese of Northern California office facilities should be kept to a minimum. If you wish to make a personal long-distance telephone call or to send a fax from the office, you must obtain the prior approval of your supervisor and note the date, time of call and number called. You will be asked to reimburse The Episcopal Diocese of Northern California for the cost of this call/fax. Abuse of telephone use or any of the above-mentioned services can lead to discipline, including discharge.

SMOKING POLICY

In accordance with state law, and in order to provide a healthy and safe workplace, smoking is strictly prohibited in any office building or enclosed premises of The Episcopal Diocese of Northern California, including lunchrooms, restrooms, and lounges, or in any Episcopal Diocese of Northern California vehicle. This smoking ban applies to both employees and non-employees. Smokers do not receive extra break time.

REFERENCES

All references for Episcopal Diocese of Northern California employees will be handled by the Chief Operating Officer. Without advance written approval by the Chief Operating Officer, no employee, supervisor or manager is authorized to give any references regarding employees or former employees of The Episcopal Diocese of Northern California, except that the Canon to the Ordinary and the Bishop may provide references for clergy within The Episcopal Diocese of Northern California. If you receive a request for a reference, you must refer the request to the Chief Operating Officer.

OUTSIDE EMPLOYMENT

The Episcopal Diocese of Northern California respects the rights of employees to engage in activities outside of their employment. However, employees must avoid situations which could present a conflict of interest, or adversely affect the employee's ability to meet The Episcopal Diocese of Northern California's work requirements. Before accepting outside employment, you must discuss it with The Episcopal Diocese of Northern California to make sure that it will not pose a conflict for the above reasons. Generally Regular Full-Time Employees will not be permitted to work for another church.

Benefits, including sick leave, are not available to employees who are injured while working at a second job or who are absent because of a second job.

SOLICITATION AND DISTRIBUTION POLICY

Unless you have received the prior written consent of your supervisor, you may not solicit signatures, contributions for charities, support of political activities or merchandise purchases, or distribute non-Episcopal Diocese of Northern California literature or leaflets of any kind during working time, in the work area or anywhere on Episcopal Diocese of Northern California property.

Any requests from outside persons or organizations to sell merchandise, solicit contributions, distribute literature, arrange displays or use Episcopal Diocese of Northern California facilities are to be referred to the Chief Operating Officer or designee of The Episcopal Diocese of Northern California.

PERSONNEL RECORDS

In order to keep personnel records up to date, you are asked to provide The Episcopal Diocese of Northern California with an accurate address, home telephone number and an emergency contact. An employee telephone list is periodically circulated; all telephone numbers and addresses are kept confidential. In addition, any change that affects your tax status should be reported to the Chief Operating Officer. Please report any change to your telephone number or address to the administration secretary.

Upon request, you may review records in your personnel file at reasonable times and at reasonable intervals. You do not have the right of access to letters of reference, and certain other limited kinds of information. You have the limited right to copies of certain documents in your file.

DISCIPLINARY PROCEDURE

If there is a problem with your conduct or performance, your supervisor may give you some form of warning and notation of the warning may be included in your personnel file. A supervisor's warning may consist of an oral warning, a written warning, a probationary warning period and/or suspension. It must be understood that while one, all or none of these warnings may be provided prior to a termination, your employment may be terminated without cause or advance notice at any time.

TERMINATION OR RESIGNATION

The actual date of your resignation or termination will determine the final date of active employment with The Episcopal Diocese of Northern California and no accrued PTO can be used to extend the date of resignation for employee benefits or any other reason.

If you plan to leave The Episcopal Diocese of Northern California's employ, we ask that you provide at least two weeks' advance notice in writing to provide the opportunity to locate a replacement before you leave. Employees who fail to provide such advance notice will be considered ineligible for rehire.

Upon resignation or termination of employment for any reason, you must return all The Episcopal Diocese of Northern California equipment, keys, and any other property of The Episcopal Diocese of Northern California, its customers or vendors issued during his or her employment. All such items must be returned before the release of the final paycheck.

Any action against the best interests of The Episcopal Diocese of Northern California, including fellow employees and visitors, may result in disciplinary action up to and including termination. Examples of impermissible conduct that may lead to disciplinary action, up to and including termination, are identified below. However, it is impossible to provide an exhaustive list of conduct that may result in disciplinary action. Therefore, employees should be aware that conduct not specifically listed below, but which adversely affects or is otherwise detrimental to the interests of The Episcopal Diocese of Northern California, other employees, patients, or customers, may also result in disciplinary action, up to and including termination. Nothing in this policy is intended to alter the at-will nature of employment at The Episcopal Diocese of Northern California. Either The Episcopal Diocese of Northern California or the employee may terminate the employment relationship with or without cause, with or without notice, at any time.

1. Unsatisfactory job performance

2. Dishonesty

3. Excessive tardiness and/or absenteeism

4. Unauthorized removing of The Episcopal Diocese of Northern California property or the property of fellow employees or customers

5. Unauthorized signing of corporate or payroll documents, including time sheets

6. Failing to observe assigned work schedules, including lunch periods, arriving late, leaving early, or taking excessively long breaks

7. Failing to report to work without notice to The Episcopal Diocese of Northern California

8. Failing to comply with The Episcopal Diocese of Northern California’s safety rules and procedures

9. Using alcohol or illegal drugs on premises while performing The Episcopal Diocese of Northern California duties or during the working day

10. Being under the influence of, manufacturing, dispensing, distributing, using, or possessing alcohol or illegal or controlled substances on The Episcopal Diocese of Northern California property

11. Harassing, including sexually harassing, other employees or customers

12. Falsifying time records, including punching the time card of another employee

13. Falsifying personnel or The Episcopal Diocese of Northern California records, including the employment application

14. Sleeping on the job or leaving the job without authorization

15. Possessing weapons or explosives on The Episcopal Diocese of Northern California premises

16. Engaging in "horseplay", scuffling, throwing objects, or causing a disturbance by shouting or using foul language

17. Fighting, threatening, coercing, or interfering with other employees on The Episcopal Diocese of Northern California premises

18. Destroying or damaging The Episcopal Diocese of Northern California property or the property of another employee

19. Misusing The Episcopal Diocese of Northern California machines, equipment, and other Episcopal Diocese of Northern California property

20. Wasting time, loitering, or deliberately restricting work output

21. Failing to maintain a clean and neat work area

22. Excessively using phones for personal use

23. Refusing to obey orders of any supervisor

24. Making false, vicious, profane, or malicious statements concerning other employees, The Episcopal Diocese of Northern California or its services.

25. Disclosing, using, or confirming confidential information to unauthorized persons without authorization

26. Unauthorized using of The Episcopal Diocese of Northern California equipment, time, materials, or facilities

27. Working overtime without authorization or refusing to work assigned overtime

28. Wearing unprofessional or inappropriate clothing while working

29. Violating any The Episcopal Diocese of Northern California policy, practice, or procedure

ACKNOWLEDGEMENT OF RECEIPT OF HANDBOOK

I acknowledge that I have been given a copy of The Episcopal Diocese of Northern California's Personnel Handbook. I understand that this Handbook summarizes The Episcopal Diocese of Northern California's personnel guidelines, and that it is furnished to me solely for my information.

I further understand that employment with The Episcopal Diocese of Northern California is at will and not for a specified term. Accordingly, The Episcopal Diocese of Northern California or I can terminate the employment relationship at will, with or without cause, at any time.

I further understand that the statements contained in the Handbook are not intended to create any contractual or other legal obligations. I also understand that The Episcopal Diocese of Northern California may modify or rescind any of its policies, benefits, or practices described in the Handbook at any time, except for its policy of at-will employment and those policies required by law.

I acknowledge that it is my responsibility to read and become familiar with the contents of the Handbook.

________________________________

Type or Print Name of Employee

________________________________

Employee's Signature

________________________________

Date

________________________________

Witness

Appendix of Resources

To report a complaint, contact:

Chief Operating Officer (Bobbi Davis) phone 916-442-6918

Bishop (Rt. Rev. Barry L. Beisner) same Canon to the Ordinary (Britt Olson) same

To report an incident of sexual misconduct, contact:

The Rev Debra Warwick-Sabino. Rev Warwick-Sabino at 707-425-4481 or at her e-mail address which is deb2@gmail.com.