The Unitarian Universalist Community Church of Santa Monica

Personnel Policies for Non-Ministerial Paid Staff

Amended by the Board of Directors 7-1-05

This issue of the Personnel Policies for Non-Ministerial Paid Staff, approved by the Board of Directors on July 1, 2005, supersedes all previous issues of this document and any inconsistent policy statements or memoranda that may be in existence as of the approval date hereof. The Church reserves the rights to revise, modify, delete or add to any or all policies, procedures, work rules, or benefits stated herein or in any other document, except for the policy of at-will employment. However, any such changes must be in writing and must be signed by the President of the Church. The Church also reserves the right to determine the interpretation of the provisions of this document that applies to any specific employee.

This document and any subsequent written changes hereto will be distributed to all non-ministerial paid staff so that all such employees will be aware of the current policies and procedures. No oral statements or representations can in any way change or alter the provisions of this document.

A. NONDISCRIMINATION POLICY, JOB DOCUMENTATION, AND HIRING

1. Equal Opportunity Statement

The Unitarian Universalist Community Church of Santa Monica is an equal opportunity employer. Church policy prohibits discrimination based on race, religion, sex, color, national origin, political or union affiliation, marital status, sexual orientation, age, disability, or any other consideration made unlawful by federal, state, or local laws. Employment is based on an applicant's qualifications for the position, as described in the appropriate job description, and decisions affecting current employees are based on merit.

The Church does not discriminate in hiring on the basis of religion, except for positions in which religious orientation may be a bona fide occupational qualification (e.g., Director of Religious Education).

2. Job Descriptions

Before recruitment and hiring into any paid staff position may proceed, a Board-approved job description and adequate provision for the position in the Church budget must exist.

A job description is developed, and approved by the Board, for each paid staff position. Each job description indicates the functions to be performed, to whom the employee reports, whether hiring into the position requires ratification by the Board, whether the employee is Exempt or non-Exempt, the average number of working hours per week, and, if inherently required, the specific work schedule.

Non-Exempt positions, those that entail the performance of specific assigned tasks, with compensation dependent on the time spent in performing them, are compensated on an hourly basis. If a non-Exempt employee works for the Church more than eight hours in any twenty-four hour period, the hours in excess of eight are compensated with overtime pay, paid at 1.5 times the regular hourly rate. Exempt positions are compensated on a salary basis.

Job descriptions are developed, for final approval by the Board, by the supervisor of the position in collaboration with the pertinent departmental (religious education, music, or administration) committee and the Personnel Committee. The Personnel Committee is responsible for recommending to the Board whether hiring into the position should or should not require Board ratification and whether the position will be classified as Exempt or non-Exempt. Hiring into any position with a regular schedule of at least 20 hours per week must be Board-ratified. The Personnel Committee also is responsible for verifying that the specified number of hours per week is consistent with the budget available.

The Church reserves the right to modify, restructure, add or eliminate paid staff positions at any time, with or without notice.

3. Recruitment and Hiring

Recruitment and hiring into Exempt positions is carried out collaboratively by the supervisor of the position (the Minister or the pertinent staff director, such as the Director of Religious Education, Director of Music, or Church Administrator), the chairperson of the pertinent departmental committee (religious education, music, or administration), and the chairperson of the Personnel Committee. An ad hoc search and selection task force may be established, with members from the departmental committee and the Personnel Committee. This task force solicits and evaluates applications for the position, interviews selected candidates, and presents its recommendations to the supervisor of the position and the Minister. On concurrence by these two, review of any proposed offer by the Personnel Committee or its chairperson, and ratification by the Board when required by the job description, the supervisor is authorized to hire the recommended candidate. Salary is determined by experience and other qualifications within the framework of the Church's budget.

His/her signature documents acceptance of the job description by the employee being hired thereon.

Recruitment and hiring into non-Exempt positions is carried out by, and in a manner deemed appropriate by, the pertinent staff director.

4. Statement Of At-Will Employment Status

Employment by the Church, other than of ministers, is employment at-will. Employment at-will may be terminated with or without cause and with or without notice at any time by the employee or the Church. To the extent feasible, the Church pursues a practice of consulting with an employee well in advance of any action that might affect the nature or existence of his/her job or his/her continuation in that job. However, neither the usual pursuit of that informal practice nor anything in this or any other document or statement shall limit the right to terminate non-ministerial employment at-will. Nothing in this document or any other document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any non-ministerial employee.

No member of the paid staff (including the Minister) or other representative of the Church, elected or appointed, has authority to enter into any agreement for non-ministerial employment for any specified period of time or to make any agreement for non-ministerial employment other than at-will. Only the Board of Directors has the authority to make any such agreement and then only in writing.

B. BENEFITS

1. Full-Time Employees

An employee regularly schedule to work an average of at least 30 hours per week is considered a full-time employee. Full-time employees are eligible for full benefits provided by the Church.

2. Part-Time Employees

An employee regularly scheduled to work an average of at least 20 hours but less than 30 hours per week is considered a part-time employee. Part-time employees are eligible for prorated benefits.

3. Occasional Employees

An employee regularly scheduled to work less than 20 hours per week is considered an occasional employee. Occasional employees are not eligible for benefits.

4. Temporary and Informal Employees

An employee whose employment is not expected to continue for as long as six months, or who is employed for special tasks of a non-continuing nature, is referred to as a temporary employee.

An employee who is employed on an on-call or otherwise irregular basis is referred to as an informal employee.

Temporary and informal employees are not eligible for paid vacation or medical and pension benefits except where mandated by applicable law.

5. Payroll Tax Withholding, Workers' Compensation, and Unemployment Insurance

All employees are subject to applicable withholding for federal and state income taxes and Social Security and state disability insurance, and are entitled to unemployment and workers' compensation insurance benefits to the extent provided by applicable law and regulations.

6. Medical Plan Benefits

Full-time employees are eligible (without cost to them) for individual membership in the Unitarian Universalist Community Church group medical plan. For part-time, the Church will contribute, directly to the plan provider, a fraction of the cost of individual group membership equal to the ratio of the employee's average workweek to 30 hours. This pro-rata contribution to the cost of medical plan coverage is payable only to the plan provider, and is not available to the employee if she/he elects not to pay the remainder required to purchase such coverage. Both full-time and part-time employees become eligible for medical plan benefits, as described in this paragraph, immediately on their date of hire.

If the plan provider for any reason refuses or terminates coverage for a full-time or part-time employee, the Church will set aside monthly the amount it would otherwise pay to the plan provider for group membership for that employee. This amount may be applied toward other medical coverage arranged for by the employee, or otherwise will be held in a separate fund used to pay medical bills incurred by the employee up to, but not exceeding, the amount in the fund at the time the bills are presented to the Church for payment.

7. Pension Benefits

Full-time and part-time employees participate (without cost to them) in the UUA Pension Plan, beginning at the completion of their first year of employment as specified by the Plan. According to the published terms of this Plan, it is a defined-contribution plan (in which a fixed amount is contributed and invested each month), the payout at retirement depends on the performance of the investments during the period of participation, and the invested funds are fully vested (owned by the employee) from the beginning of participation. The Church makes monthly contributions to the Plan equal to thirteen and one-half percent (13.5%) of the employee's salary.

In addition, any Full or Part Time employee may, subject to tax code limits, take a voluntary reduction in salary and have the Church contribute the reduction amount on a pre-tax basis to a Tax Sheltered Annuity plan Such contributions are in addition to the Church-paid contributions to the UUA Pension Plan described above.

C. HOLIDAYS, VACATION, SICK, PERSONAL LEAVE; SHORT TERM DISABILITY

1. Holidays

Unless specified otherwise in a particular job description, the national holidays of New Years Day, President's Day, Martin Luther King's Birthday, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas are paid holidays for all Full Time employees who would normally work on those days. Employees not normally scheduled to work on the day of the week upon which a holiday falls will receive 8 hours of compensatory time to be used during the same week or the week immediately following, scheduled with approval of his/her supervisor. Part-time employees receive a pro-rated amount of compensatory time based on their normal schedule as a percentage of a 30-hour week.

2. Paid Vacation

All Full Time employees receive two weeks paid vacation per year, plus an additional day of vacation per year for each year of employment after five and before fifteen years of employment,. The vacation allowance is accrued daily, starting on the date of hire. Part Time employees earn vacation on a prorated basis, based on the percentage of their normal work schedule to a 30-hour week.

Subject to clearance of specific dates with the employee's immediate supervisor, vacation may be taken at any time during the year with the exception of the period between Thanksgiving and Christmas and the week immediately prior to and the week immediately following the beginning of the Church program year in September.

Unused vacation may be carried over to the following year with the limitation that, at any time, the total vacation accrued and not yet taken may not exceed four weeks. If that point is reached, vacation accrual ceases until the vacation accrued but not yet taken drops below four weeks.

3. Sick Leave

Sick leave is earned by full-time employees at the rate of one day per month, and by part-time employees at a rate reduced from that by the ratio of the employee's average workweek to 30 hours). Sick leave is applicable to sickness or disability only, and is not applicable to personal absences for other reasons.

Unused sick leave may be carried over to the following year with the limitation that, at any time, the total sick leave accrued and not yet taken, including any such sick leave accrued in that following year, may not exceed the amount of sick leave normally accrued in 12 months. If that point is reached, sick leave accrual ceases until the sick leave accrued and not yet taken drops below the amount of sick leave normally accrued in 12 months.

4. Parental Leave

Following the birth of a child, mothers who are Full Time employees receive six weeks of paid leave. Part Time employees receive a prorated amount of Parental Leave based on a percentage of the Part Time employee’s work schedule to 30 hours.

If an employee becomes a parent through either childbirth or adoption, he/she is eligible for up to six months of unpaid leave (six months minus six weeks in the case of birth mothers). The leave must be completed within eight months of the birth or adoption. Such unpaid leave must be negotiated with the Minister and may be full-time or part-time. Such leave is contingent upon the following: good level of prior performance, availability of a trained individual to cover during the absence, specification of the duration of the leave in one-month increments, willingness to maintain communication during the leave, and expectation of subsequent full resumption of employee duties. The period of unpaid leave may not exceed the length of the employee’s employment prior to the beginning of the leave.

The Church will continue to make medical plan and retirement plan payments, as applicable, during the period of parental leave. However, holidays, vacation and sick leave will not be accrued during the period of unpaid leave.

5. Bereavement Leave

Full Time employees receive one week paid leave in the event of death of an immediate family member (parent, spouse or committed partner, child, sibling). One day paid leave is given on the death of other relatives or personal friends.

6. Personal Leave

Paid leave for personal reasons, unpaid leave, and extension of a paid leave may be granted under unusual circumstances with the consent of the Minister and the President.

7. Unapproved Leave or Failure to Return From Leave

Taking of leave without prior approval or unapproved failure to return to work when scheduled may be treated as a voluntary resignation.

8. Short-term Disability

If an employee, other than a temporary or informal employee, who has worked for the Church for a year or more, becomes disabled (unable to perform the essential duties of his/her job) for a period longer than is covered by his/her unused sick leave, his/her compensation shall be continued, for up to 90 days from the onset of the disability, at 80% of his/her pre-disability salary (recent average pay in the case of a non-Exempt employee), less the total of any State Disability Insurance (SDI), Workers' Compensation (W/C) disability income, and any other disability benefits (public or private) to which he/she may be entitled based on his/her Church employment. It is the employee's responsibility to apply for SDI, W/C, and any other disability benefits to which he/she may be so entitled.

For employees who have worked for the Church for over 90 days and less than a year, the above benefit shall apply with a maximum period of compensation continuation equal to 90 days times the ratio of the time they have worked for the Church to one year.

D. PERFORMANCE EVALUATION AND COMPENATION REVIEWS

Performance evaluations of all Full Time, Part Time, and Exempt Occasional employees are conducted annually, in time to serve as a significant input to the annual compensation reviews. The evaluations also are intended to assist the employees in their career development and to ensure that the Church staff works efficiently and well. Each evaluation is done by the employee's immediate supervisor with the assistance of the pertinent departmental committee (see Attachment A), using the form shown in Attachment B (except in the case of the choir section leaders). Positive performance evaluations do not automatically or necessarily lead to increases in compensation or to promotions.

Compensation reviews are part of the Church's annual budget development process. Initial compensation review recommendations are made by the Minister, the pertinent supervisors, and the pertinent departmental committees (see Attachment A), based on the most recent employee performance evaluations and any pertinent additional information available. These initial recommendations are forwarded to the Personnel Committee for consolidation from an overall Church perspective. This consolidation is transmitted to the Finance Committee for incorporation in the proposed budget for the following fiscal year. Compensation increases and promotions are solely within the discretion of the Church and depend on factors in addition to performance.

E. GRIEVANCES

Employees may, from time to time, have grievances concerning their job, treatment or work situation that have not been resolved in the normal course of events.

1. The employee is encouraged to take such concerns first to his/her immediate supervisor, who is expected to investigate and attempt to provide a solution or explanation.

2. If the problem persists, the employee may present it in writing to the Minister, who will investigate and attempt to provide a solution or explanation.

3. If the problem still is not resolved, the employee may present it in writing to the Chair of the Personnel Committee, who will attempt to reach a final resolution or, if necessary, bring the matter to the President of the Church.

It cannot be guaranteed that this procedure will resolve every problem satisfactorily, but it is intended to provide employees with the fullest opportunity to raise issues of concern, in good faith, without being blocked and without fear of retaliation.

F. TERMINATION

1. Voluntary Termination

An employee may voluntarily resign from his/her employment at any time. An employee who fails to report to work for three consecutively scheduled workdays without notice to or approval by his/her supervisor may be considered to have voluntarily resigned.

2. Disciplinary Actions

Unsatisfactory job performance, violation of Church policies (including Attachments C and D to this document), or other inadequacies as an employee, may warrant disciplinary action. The Church has established a system of progressive discipline that includes verbal warnings, written warnings and suspension. The system is not formal and the Church may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances, up to and including termination of employment. The Church's frequent use of progressive discipline in no way limits or alters the at-will employment relationship.

3. Involuntary Termination (Dismissal)

Dismissal of a paid staff member in a Board-ratified position, other than under the provisions for "Summary Dismissal" below, may be done only with approval of the Board of Directors, in collaboration with the Minister, the Church Administrator, the chairperson of the Church committee pertinent to the position involved, and the chairperson of the Personnel Committee. This restriction applies notwithstanding the supervisory role of the Minister and in some cases the existence of a second level of intervening supervision. Recommendations for discipline or dismissal of an employee in a Board-ratified position may be brought to the Board by pertinent committees or supervisors, but the final decision to dismiss, other than under the provisions for "Summary Dismissal", may be made only by the Board.

Dismissal of a paid staff member in a position not requiring Board ratification, other than under the provisions for “Summary Dismissal” below, may be done only by the pertinent staff director or her/his designee, after coordination with the Church Administrator and the chairperson of the Personnel Committee.

4. Summary Dismissal

Notwithstanding the restrictions on dismissal stated in Section F.3, the Minister or the Minister's designee is empowered to terminate a non-ministerial employee's employment, unilaterally and immediately, for violation of the Staff Code of Ethics (Attachment C), engaging in Prohibited Conduct (Attachment D), or other conduct which is deemed by the Minister or the Minister's designee:

a. To present a danger to the Church or the Church community, or
b. To subject the staff member or the Church to potential legal sanctions or liability, or
c. To be otherwise sufficiently serious to warrant, for protection of the interests of the Church, summary suspension or dismissal.

After taking such action, the Minister or the Minister's designee must report that action promptly to the President and the pertinent staff director.

5. Termination Benefits

When an employee is terminated, she/he shall be compensated for any accrued but unused vacation and any salary earned but not yet paid. If the employee has been a participant in the UUA Pension Plan, she/he retains her/his vested interest in the Plan following termination. Participants in the Church group medical plan may be eligible to convert to self-paid non-group coverage if and to the extent allowed by the plan provider.

ATTACHMENT A - Supervisory, Support and Evaluation Responsibilities Relative to the Non-Ministerial Paid Staff

The Minister, the staff directors, the departmental committees, and the Personnel Committee all are involved in the supervision, support and evaluation of non-ministerial paid staff members. The purpose of this Attachment is to define the relative roles and responsibilities of each.

A. GENERAL

1. Scope of This Attachment

This Attachment summarizes the roles and responsibilities of, and relative to, those Church employees who are in Board-ratified positions. Those positions currently include the Director of Religious Education, the Church Administrator, the Finance and Administrative Assistant, the Administrative Assistant, the Sexton, the Director of Music, and the Organist. This attachment also addresses the responsibilities for supervision of employees in positions not requiring Board ratification. Employees in these positions are hired, supervised, and may be dismissed, by the staff director responsible for the department (religious education, music, or administration) to which the budget for the position is provided. Examples of such positions are the RE Administrative Assistant, the Weekend Sexton, the paid section leaders in the choir, the child care providers, and the kitchen cleaning person.

2. Administrative Supervision

The Minister is the immediate supervisor of the Director of Religious Education, the Church Administrator, and the Director of Music. The Church Administrator is the immediate supervisor of the Finance and Administrative Assistant, other Administrative Assistants, the Sextons, and the Kitchen Cleaning Person. The Director of Music is the immediate supervisor of the Organist and the Section Leaders. The immediate supervisor of each employee in a position not requiring Board ratification is the staff director responsible for the department to which the budget for that position is provided.

All of the above supervisory responsibilities include both functional and administrative supervision. Administrative supervision includes overseeing the application of personnel policies, benefits and workplace rules, and giving counsel or direction relative to the effectiveness of individual staff members and the effectiveness of the overall team of paid staff members and associated volunteers.

3. Functional Management

The Minister is responsible for integrating the functional activities and responsibilities of the various staff departments into a coherent whole. Within the individual functional areas (such as the religious education program, the music program and the administration function), the responsibilities of the pertinent staff members and committees are as outlined below.

4. Role of the Personnel Committee

The Personnel Committee is responsible for ensuring that job descriptions are generated, approved, and periodically updated for each position, overseeing the process of annual employee evaluation, and recommending salary adjustments to the Finance Committee and the Board of Directors, based on the evaluations and other inputs from the pertinent supervisors and departmental committees.

The Personnel Committee is responsible for assuring a reasonable and coherent pay structure across the entire paid staff.

B. DIRECTOR OF RELIGIOUS EDUCATION

1. The Director of Religious Education (DRE) is responsible, in collaboration with the Religious Education Committee and the Minister, for establishment and direction of the pre-school through high school religious education program of the Church. The DRE is responsible for the hiring, supervision and dismissal of any employees provided for in the "Religious Education" section of the Church budget (currently the RE Administrative Assistant [REAA] and the child care providers).

2. The Religious Education Committee is responsible for supporting and making recommendations to the DRE, helping the DRE implement the religious education program for pre-school through high school, and periodically reviewing the job description for the DRE. The Religious Education Committee also assists the Minister in periodically evaluating the performance of the DRE, and assists the DRE in periodically evaluating the performance of the REAA.

C. CHURCH ADMINISTRATOR

1. The Church Administrator is responsible, in collaboration with the Administration Committee and the Minister, for management of the Church office, of the facility usage, and of the financial accounting and other administration functions. The Church Administrator is responsible for functional and administrative supervision of, and periodically evaluating the performance of, the Finance and Administrative Assistant, the Administrative Assistant, the Sextons, and the Kitchen Cleaning Person. The Church Administrator also is responsible for the hiring, supervision and dismissal of any employees provided for in the "Administration and Finance" section of the Church budget ( such as the Sextons and the kitchen cleaning person).

2. The Administration Committee is responsible for supporting and making recommendations to the Church Administrator, helping the Church Administrator implement the office management, facility usage management, financial accounting and other administration functions, and periodically reviewing the job description for the Church Administrator. The Administration Committee also assists the Minister in periodically evaluating the performance of the Church Administrator.

D. FINANCE AND ADMINISTRATIVE ASSISTANT

1. The Finance and Administrative Assistant (F&AA) is responsible for providing assistance in the functions of the Church office and for performing the accounts receivable, accounts payable, general accounting and pledge accounting functions.

2. The Church Administrator is responsible for functional and administrative supervision of, periodic review of the job description for, and periodic evaluation of the performance of, the F&AA.

3. The Administration Committee assists the Church Administrator in periodically reviewing the job description for, and evaluating the performance of, the F&AA.

E. ADMINISTRATIVE ASSISTANT

1. The Administrative Assistant (AA) is responsible for providing assistance in the functions of the Church office and for performing general office support work.

2. The Church Administrator is responsible for functional and administrative supervision of, periodic review of the job description for, and periodic evaluation of the performance of, the AA.

3. The Administration Committee assists the Church Administrator in periodically reviewing the job description for, and evaluating the performance of, the AA.

F. SEXTONS

1. The Sextons perform regular cleaning of all rooms and hallways in the Church facilities, set up and take down furniture and equipment for scheduled Church activities as needed and as time permits, and see to it that the buildings are closed and locked each evening after the evening activities are over.

2. The Church Administrator is responsible for functional and administrative supervision of, periodic review of the job descriptions for and related policies concerning, and periodic evaluation of the performance of, the Sextons.

3. The Administration Committee assists the Church Administrator in periodically reviewing the job descriptions and related policies concerning, and evaluating the performance of, the Sextons.

G. DIRECTOR OF MUSIC

1. The Director of Music (DOM) is responsible, in collaboration with the Music Committee and the Minister, for establishment and direction of the music program of the Church. The DOM is responsible for functional and administrative supervision of, periodic review of the job description for, and periodic evaluation of the performance of, the Organist. The DOM also is responsible for the hiring, supervision and dismissal of any employees provided for in the "Music" section of the Church budget (currently the paid section leaders in the choir and the youth choir director).

2. The Music Committee is responsible for supporting and making recommendations to the DOM, helping the DOM implement the music program, and periodically reviewing the job description for the DOM. The Music Committee also assists the Minister in periodically evaluating the performance of the Director of Music.

H. ORGANIST

1. The Organist provides organ/piano music and accompaniment for Church worship services, adult choir rehearsals and other adult choir programs, and assists the Director of Music, upon request, in planning the music program.

2. The Director of Music (DOM) is responsible for functional and administrative supervision of, periodic review of the job description for, and periodic evaluation of the performance of, the Organist.

3. The Music Committee assists the DOM in periodically reviewing the job description for, and evaluating the performance of, the Organist.

ATTACHMENT B1

Organization Evaluation Form

ATTACHMENT B2

Basic Job Performance Form

ATTACHMENT B3

Performance as Member of Staff Form, Page 1

ATTACHMENT B4

Performance as Member of Staff Form, Page 2

ATTACHMENT C - Code of Ethics for Staff

We the staff covenant to work by the following guidelines:

1. To maintain confidentiality and to channel information appropriately.

a. We may discuss sensitive information about members with each other when such sharing is part of our effective performance as members of our staff and is in the best interest of members. Otherwise, we do not share sensitive information about church members with others without permission.

b. We do not discuss staff issues with church members, except in the appropriate committee setting and with the knowledge of the staff member.

c. When approached by a member of the congregation with a criticism of another staff member, we refer that member to:

- the chair of the appropriate program committee or the personnel committee
- the minister
- the president

d. We do not engage in "triangular" communications among staff in an attempt to serve our members or to resolve conflicts.

2. As staff, freely to trust each other with information and to provide each other with discretion and support.

a. We may share with each other our personal feelings about any problem or person in the congregation, trusting that our words will not be repeated and will be received in confidence and understanding.

b. We will not agree to keep confidences if they are intended to exclude another staff member from concerns that should be confronted directly.

3. As workers in a religious institution, to hold ourselves to ethical standards that challenge us to be role models for each other and for those with whom we work. We pledge to each other our support in this effort to grow into our expectations. In this way we serve Unitarian Universalism, our members, and ourselves.

ATTACHMENT D - Prohibited Conduct

The following conduct on the part of paid staff members is prohibited and will not be tolerated by the Church. This list of prohibited conduct is illustrative only; other types of conduct injurious to security, personal safety, employee welfare or the Church's operations also may be prohibited.

1. Theft, deliberate or negligent damage of any Church property or the property of any employee or other person associated with the Church.

2. Deliberate destruction of any Church property or the property of any employee or other person associated with the Church.

3. Provoking a fight or fighting during working hours or on Church premises, or the use of abusive or threatening language toward any employee or other person associated with the Church.

4. Carrying firearms or any other dangerous weapons on Church premises at any time.

5. Engaging in criminal conduct.

6. Insubordination, including but not limited to failure or refusal to obey the lawful requests of the employee's immediate supervisor, the Minister, or the President of the Church, or the use of abusive or threatening language toward the direct supervisor, the Minister, or the President of the Church.

7. Falsification of employment records, employment information or other Church records.

8. Committing a fraudulent act or breach of trust under any circumstances.

9. Sexual molestation or unlawful harassment.

10. Consuming alcohol or using illegal drugs while on Church property during work hours.

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