Diocesan Communicator - dioceseofmarquette.org Communicators... · Peter Cathedral with a Slovenian...

Diocesan Communicator

No.7/2018

Note: Please contact Sheila Wickenheiser at 800-562-9745 ext. 131 for questions/problems

regarding receipt of the Diocesan Communicator. The Communicator is available on the Diocesan website at www.dioceseofmarquette.org.

Inside

Office of the Bishop Teaching the Faith Weekly Weekend Mass Attendance

Counts Prayer Intention Card mailing from the

Bishop 54 Day Rosary Novena and Rosary

Coast to Coast Baraga Days 2018

Office of the Chancellor and

Divine Worship Priest & Deacon Letters of Good

Standing

Department of Evangelization &

Education Fall Evangelization Workshops Fall Confirmation Registration NET Dates See the See Marriage Mentor couples

Catholic Schools Teacher Contracts Evaluations and Separation Forms Save the Date – Principal Meeting 2018 Parish Annual Administrative

Report (PAAR) School Council Minutes

Communication Services Diocesan Directory Listing

Financial Services UPCSA Weekend is September 29/30,

2018 Good Shepherd Sunday Collection

Results World Church Combined Collection

Proceeds Due National Church Combined Collection –

August 11/12th, 2018 Standardized Personnel Policies –

Effective July 1, 2018 Retirement Workshop 2018 2018 Parish Annual Financial Report

(PAFR) 2018 Parish Governance Report

Department of Stewardship & Development

Parish Resources Planned Giving Development “In the Field” Giving Tuesday - #IGiveCatholic

Informational Webinar

Addenda Note: All addenda are located at the end of this

document.

Addendum #1 – National Collection 2018

Addendum #2 – Standardized Personnel Policy-Full Version

Addendum #3 – Supplemental Personnel Policies – ALL PARISHES

Addendum #4 – Key Points Addendum #5 – FAQ Addendum #6 – Governance Report

2018

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http://www.dioceseofmarquette.org/

2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#1 - Nation Collection 2018.pdf


2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#2 - Standardized Personnel Policy-Full Version.pdf


2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#3 - Supplemental Personnel Policies - ALL PARISHES.docx


2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#4 - Key Points.docx

2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#5 - FAQ.docx

2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#6 - Governance Report 2018.pdf


Diocesan Communicator No. 7/2018

IMPORTANT DATES & DEADLINES

7-01-18 Standardized Personnel Policies (Main Body) Adopted for all Parishes/Missions (Administration & Finance)

7-19-18 Retirement Workshop (Administration & Finance)

7-20-18 Diocesan Directory Listing Deadline (Communications)

7-31-18 Deadline Parish Annual Financial Report/PAFR (Administration & Finance)

7-31-18 Deadline World Church Collection Remitted to Diocese (Administration & Finance)

8-12-18 National Church Collection (Administration & Finance)

9-01-18 Deadline Standardized Personnel Policies (Supplemental) Adopted for all Parishes/Missions (Administration & Finance)

9-30-18 UPCSA Weekend (Administration & Finance)

9-30-18 Deadline National Church Collection Remitted to Diocese (Administration & Finance)

OFFICE OF THE BISHOP Bishop John F. Doerfler

TEACHING THE FAITH The Fellowship of Catholic Scholars has made available to clergy a website feature periodic newsletters, free of charge. Each monthly installment of Teaching the Faith makes use of the scriptural readings for a given Sunday in order to provide clergy with assistance in preparing homilies on doctrinal topics, difficult and perhaps controversial subjects of current importance, and themes in Catholic prayer and spirituality. The website may be found at: https://www.catholicscholars.org/TTFlist.php WEEKLY WEEKEND MASS ATTENDANCE COUNTS Please continue to input your weekly weekend Mass attendance counts (for all Vigil and Sunday Masses combined) each week. The weekly Mass Attendance counts will give us a baseline for our Mass attendance as we work together to increase Mass attendance through evangelization efforts discussed in Bishop John’s Pastoral Letter on Evangelization, entitled: “Transforming Fire: A New Pentecost to form Spirit-Filled Evangelizers”. If you have any questions, please contact the Office of the Bishop at (906)-227-9115. PRAYER INTENTION CARD MAILING FROM THE BISHOP The fifth annual “Prayer Intention Card” mailing from the Bishop’s Office was sent in mid-June to all registered households. Helping to fulfill one of his primary obligations, to pray for the people of the Diocese of Marquette, Bishop John Doerfler invites parishioners to send personal prayer requests. Returned prayer cards are kept in his private chapel, where he will pray for the intentions for the

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https://www.catholicscholars.org/TTFlist.php


next year. Please encourage your parishioners to respond. A bulletin announcement is include below for your convenience. 54 DAY ROSARY NOVENA (AUGUST 15-OCTOBER 7, 2018) Please join in praying a Novena for Our Nation as an Act of Reparation; calling upon God through the powerful intercession of Our Lady of the Rosary to heal our country and return it to holiness. The 54 day Novena will take place from August 15 through October 7, 2018, with a Rosary Coast to Coast set to take place on October 7, 2018. The Rosary Coast to Coast is scheduled to take place at 4 pm ET, 3 pm CT, 2 pm MT and 1 pm PT, to avoid conflict with Sunday Masses. If you would like to register your parish to participate go to: https://www.novenaforournation.com/ and http://rosarycoasttocoast.com BARAGA DAYS 2018 Baraga Days 2018 will take in Marquette, MI on Saturday, August 18, 2018 and Sunday, August 19, 2019. On Saturday, events will begin at St. Peter Cathedral with Mass followed by morning events including the showing of the documentary entitled: They Might Be Saints: Bishop Frederic Baraga. A ticketed lunch and afternoon events will take place at St. Louis the King with a Native American Drum Circle and teaching. At 3pm EST Most Rev. John F. Doerfler will conduct a blessing at the Bishop Baraga Educational Center. The day will conclude at St. Peter Cathedral with a Slovenian Mass at 6pm EST followed by a ticketed dinner. On Sunday, there will be a ticketed breakfast from 7-9am at St. Peter Cathedral in the parish hall followed by the Annual Bishop Baraga Association meeting from 9-10am. The event will conclude with the English Mass at 10:30am. For more information or to register please follow the link below: www.bishopbaraga.org/baragadays.

OFFICE OF THE CHANCELLOR AND DIVINE WORSHIP Rev. Daniel Moll

PRIEST & DEACON LETTERS OF GOOD STANDING Priests or Deacons of the diocese that will be traveling outside of the Diocese of Marquette should request a Letter of Good Standing prior to their departure. As the letter needs to be signed by the Chancellor, the request should be submitted as soon as possible. To submit a Priest Letter of Good Standing Request, complete the online form at: Priest Letter of Good Standing Request Form. To submit a Deacon Letter of Good Standing Request, complete the online form at: Deacon Letter of Good Standing Request Form The forms may also be found at: http://www.dioceseofmarquette.org/forms

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https://www.novenaforournation.com/

http://rosarycoasttocoast.com/

http://www.bishopbaraga.org/baragadays

http://form.jotform.us/form/51535446793160

http://www.jotform.us/form/51674095532155

http://www.dioceseofmarquette.org/forms


DEPARTMENT OF EVANGELIZATION & EDUCATION Mark Salisbury

Catholic Schools TEACHER CONTRACTS All teacher contracts for the 2018-19 school year are required to be turned into the Catholic Schools Office, attention Mark Salisbury by July 18, 2018. Please send the originals to: 1004 Harbor Hills Dr. Marquette, MI 49855. EVALUATIONS AND SEPARATION FORMS Teacher evaluations are due to the Catholic Schools Office, attention Mark Salisbury as soon as possible. Any staff members leaving at the end of the school year must also have a separation form completed and sent to the Catholic Schools Office. SAVE THE DATE - PRINCIPAL MEETING The upcoming Principal meeting is August 1 - 2, 2018 in Marquette, MI. More information to come. 2018 PARISH ANNUAL ADMINISTRATIVE REPORT (PAAR) The 2018 Parish Annual Administrative Report is now available online on the Diocesan website at http://dioceseofmarquette.org/paar PAAR submissions will be due to the Diocese by August 31, 2018. Please contact Cassie LaTourneau at [email protected] or at 1-800-562-9745, ext. 137 with questions on PAAR submission requirements or for general form assistance. SCHOOL COUNCIL MINUTES All schools are reminded they are to submit all agenda and minutes from school council meetings, and supporting committee meetings to our office after each meeting. Minutes and agendas can be sent to Cassie LaTourneau, [email protected].

Faith Formation & Youth Ministry FALL EVANGELIZATION WORKSHOPS As called for in Bishop John’s pastoral letter, Transforming Fire, the Department of Evangelization & Education will be offering the Fall Evangelization Workshops in each vicariate. The focus this year is on fostering a personal encounter with Jesus and deepening a life of prayer. The workshops will assist pastors and their teams to gain a better understanding of a personal encounter with Jesus. There will also be time to share parish best practices in these areas.

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http://dioceseofmarquette.org/paar

mailto:[email protected]



The workshops will all take place from 6:30-8:30 pm local time. The places and dates for these gatherings are as follows:

Precious Blood, Stephenson Wednesday, September 5

St. Mary School, Sault Ste. Marie Thursday, September 6

St. Michael, Marquette Tuesday, September 18

St. Sebastian, Bessemer Wednesday, September 19

St. Thomas, Escanaba Thursday, September 26

Immaculate Conception, Iron Mtn. Thursday, September 27

Resurrection, Hancock Thursday, October 4

To register go to: https://form.jotform.com/81365196924970

FALL CONFIRMATIONS Registration for the fall 2018 vicariate confirmations is now open. The link to the

form is https://form.jotform.com/ggostomski2003/confirmation-registration-

fall2018

The dates are as follows:

Sep. 23, 2018 – St. Mary Rockland: Our Lady of Peace, Ironwood 3 pm CT Sep. 30, 2018 – St. Joseph & St. Patrick Vicariate, St. Joseph & St.

Patrick, Escanaba 3 pm ET Oct. 7, 2018 – Holy Name of Jesus Vicariate, St. Joseph, Lake Linden

3 pm ET Oct. 14, 2018 – St. John Neumann Vicariate, Holy Spirit, Menominee 2 pm CT

The deadline to register is September 7, 2018.

Please note that the Confirmation Application found on the website has been updated. (http://www.dioceseofmarquette.org/diocesanconfirmation) You will need all the information found on the updated Candidate Application form to register the youth from your parish. Please direct any questions to Denise Foye, [email protected] or (906) 227-9130. NET DATES Would you like to have a team of God-fearing, faith filled, energetic young adults come to your parish or school and evangelize your middle or high school students? NET dates are available for your parish or school retreat! Contact Kate (Swanson) Veeser at [email protected] or 786-7550, ext. 37 to reserve your date. November 2018: (more of an option for high-school retreats): Thursday 15, Monday 19, and Tuesday 20

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https://form.jotform.com/81365196924970

https://form.jotform.com/ggostomski2003/confirmation-registration-fall2018

https://form.jotform.com/ggostomski2003/confirmation-registration-fall2018




April 2019: Friday 5, Saturday 6, Sunday 7, Tuesday 9, Wednesday 10, Thursday 11, Friday 12, and Sunday 14 The Retreat Contact Instructions can be found at www.netusa.org/rcp with the password 1819rcp. Please complete and return the Retreat Information Sheet (RIS). Dates are only reserved once I receive your RIS. First come, first served. Thank you for understanding. Thank you for all the work you do for young people and for the role you play in challenging young Catholics to love Christ and embrace the life of the Church. SEE THE SEE The annual middle school youth rally See the See is on the calendar for Saturday November 3, 2018. Information can be found on the Diocese of Marquette website and will be sent directly to parishes. MARRIAGE MENTOR COUPLES Couples invited by their pastor to be Marriage Mentor Couples can be trained in the Prepare/Enrich pre-marriage assessment by contacting Greg Gostomski at [email protected] or calling 906.227.9125.

COMMUNICATION SERVICES John Fee

DIOCESAN DIRECTORY LISTING The U.P. Catholic newspaper is planning to run the Diocesan Directory of Services in the August 17 issue. Email any changes for your parish’s listing to [email protected]. The master list was emailed to all pastors and secretaries at the end of June. Please reference the email for your parish’s listing. Changes are due no later than Friday, July 20.

FINANCIAL SERVICES Timothy Thomas

UPCSA WEEKEND IS SEPTEMBER 29/30, 2018 The theme of the 51st U.P. Catholic Services Appeal is “Transformation through Encounter”. UPCSA materials will be distributed to churches in August or early September. Included are tri-fold brochures to be distributed with the pledge cards and authorization cards. Single-fold Bulletin Inserts should be placed inside the parish bulletins on UPCSA weekend. The “record of pledges” spreadsheet, used to transmit your parish member pledge and payment info to the diocese, will be emailed to your parish by late August. The UPCSA handbook, containing timelines, sample letters, and other useful information you need will be available on our website by September at

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http://www.netusa.org/rcp



www.dioceseofmarquette.org. UPCSA goals will be emailed to parishes by early September, as soon as they can be calculated and approved. Contact Wendy Negri at [email protected] or at 1.800.562.9745 ext. 104 with any UPCSA questions or to arrange for pick-up of your materials if someone from your parish will be in the Marquette area in August.

GOOD SHEPHERD COLLECTION RESULTS All parishes took up a collection for the St. Joseph Association on April 21/22nd, 2018 and to date parishes have reported a total of $94,579 for this annual collection. If you have not yet submitted your parish collection amount, please do so as soon as possible to benefit the retired priests of the Diocese of Marquette.

WORLD CHURCH COMBINED COLLECTION PROCEEDS DUE All parishes in the Diocese of Marquette took up the 2018 World Church Collection on June 9/10th, 2018. Parishes are reminded that the deadline to submit funds from this collection to the Diocese is July 31st, 2018. Please make checks out to “Diocese of Marquette-World Church Collection.”

NATIONAL CHURCH COMBINED COLLECTION – AUGUST 11/12TH, 2018

All parishes in the Diocese of Marquette will be taking up the 2018 National Church Collection on August 11/12th, 2018. The National Church Collection supports the following outreach ministries to the Universal Church: the Catholic Campaign for Human Development, the National Retirement Fund for Religious, and the Catholic University Collection. Parish bookkeepers are advised to divide unspecified National Church fund donations evenly between the three individual collections using the Collection Counting Sheet. Bookkeepers may then complete their Combined Collection Transmittal forms to include with their payment to the Diocese. These collection resources can be found at dioceseofmarquette.org/administrativepolicies. Please make checks out to “Diocese of Marquette-National Church Collection.” Please see the Bulletin Announcements section for an announcement that can be placed in your parish bulletins to promote this collection. Parishes may also print and use the Addendum #1 National Church Collection flyer as an optional bulletin insert. Thank you for your attention to this very important matter.

STANDARDIZED PERSONNEL POLICIES – EFFECTIVE JULY 1, 2018 Bishop Doerfler decreed that all employees of the Diocese, parishes and cemeteries, Bishop Baraga Association, and Marygrove Retreat Center must adopt the Standardized Personnel Policies (see Addendum #2) by July 1, 2018. The Diocese has additionally clarified that all above mentioned entities must adopt the main body of these Standardized Personnel Policies effective July 1, 2018 and adopt individual supplemental policies by September 1, 2018. A copy of the supplemental personnel policies was emailed to all parishes and missions on June 8th, 2018 and can be found in Addendum #3. A draft of these

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http://dioceseofmarquette.org/administrativepolicies





supplemental policies must be submitted to the Diocese before being implemented by each individual parish. Please submit final supplemental policy drafts to Irene McCauley at [email protected] for Diocesan review. Once supplemental policies are approved by the Diocese, copies will be returned to the parish and must be signed by the pastor and parish finance council to take effect. All parish employees must also sign policy acknowledgement forms that may be recorded in employee personnel files. Please refer to Addendum #4 and Addendum #5 for key points and frequently asked questions regarding the supplemental portion of the Standardized Personnel Policies. Parishes may contact the Administration & Finance department with any additional questions, (906) 227-9101.

RETIREMENT WORKSHOP 2018 Registration is still open for the Retirement Workshop held on July 19th, 2018 at St. Peter Cathedral in Marquette! The workshop will provide employees with the resources they need to begin retirement planning and will include topics such as retirement health benefit options, applying for Social Security, accessing MCC lay employee pensions, and managing 403B/Roth IRA funds. To register, please visit www.dioceseofmarquette.org/layretirementworkshop. Please contact Laura Murawski at [email protected] or 1-800-562-9745, ext. 101 with any additional questions. It’s never too early to plan for your future; please consider joining us at the Retirement Workshop this month!

2018 PARISH ANNUAL FINANCIAL REPORT (PAFR) The 2018 Parish Annual Financial Report is now available online on the Diocesan website at dioceseofmarquette.org/pafr. PAFR submissions will be due to the Diocese by July 31, 2018 and must include a Statement of Financial Position/Balance Sheet, Statement of Revenue & Expense/Income Statement attachment, and 2018-19 Budget for each parish submission. Please contact Irene McCauley at [email protected] or at 1-800-562-9745, ext. 135 with questions on PAFR submission requirements or for general form assistance.

2018 PARISH GOVERNANCE REPORT The Governance Report is due September 30, 2018 and has been included in Addendum #6. Completed reports or questions should be sent directly to Irene McCauley at [email protected] or at 1-800-562-9745, ext. 135.

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2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#4 - Key Points.docx

2018%20Addenda%20Folders/7%20July%202018%20Addenda%20Folder/Addendum#5 - FAQ.docx

http://www.dioceseofmarquette.org/layretirementworkshop


http://dioceseofmarquette.org/pafr





DEPARTMENT OF STEWARDSHIP & DEVELOPMENT

Terri Gadzinski PARISH RESOURCES Check out all the stewardship & development resources available to diocesan parishes on our website: capital campaign basics, increased offertory program, parish planned giving program, Electronic Offertory: A Quick Guide to Getting Started, sample parish annual stewardship reports, My Catholic Giving Guide and more. PLANNED GIVING Check out the page on the diocesan planned giving website with the most visits – IRA Charitable Rollover http://dioceseofmarquette.planmygift.org/ira-charitable-rollover. DEVELOPMENT “IN THE FIELD” – update on some of the parishes & schools receiving assistance from the Dept. of Stewardship & Development: Congratulations to:

St Francis De Sales, Manistique, for quickly meeting their Roof Capital Campaign.

St. Joseph, Perkins, for approval of 1:1 match grant from Catholic Extension to help the parish complete their Century Old Stained Glass Window Restoration Campaign.

Bishop Baraga Association, for approval of 1:1 match grant from Catholic Extension to help them complete the capital campaign for the development of the Baraga Educational Center.

GIVING TUESDAY #IGIVECATHOLIC INFORMATIONAL WEBINAR Mark your calendars for Tuesday, August 21st 3:00 – 4:00 PM ET and participate in our FREE webinar regarding this exciting new development support from our Diocese as a gift to all churches, schools and ministries in our community! Click the link to join the webinar https://zoom.us/j/6574956914 Recording will be available after the webinar at www.dioceseofmarquette.org/stewardshipresources. SAVE THE DATE! Tuesday, November 27, 2018 (Giving Tuesday/#iGiveCatholic)

BULLETIN ANNOUNCEMENTS ASK BISHOP JOHN DOERFLER TO PRAY FOR YOU A direct mailing was sent to all registered households from Bishop John Doerfler in mid-June. Helping to fulfill one of his primary obligations, to pray for the people of the Diocese of Marquette, Bishop John Doerfler invites parishioners to

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http://www.dioceseofmarquette.org/stewardshipdevelopment/stewardshipresources

http://dioceseofmarquette.planmygift.org/ira-charitable-rollover

http://dioceseofmarquette.planmygift.org/ira-charitable-rollover

https://zoom.us/j/6574956914

http://www.dioceseofmarquette.org/stewardshipresources


send personal prayer requests. Returned prayer cards are kept in his private chapel, where he will pray for your intentions for the next year.

###

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Standardized

Personnel

PolicyDiocese of Marquette

July 1, 2018

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STANDARDIZED PERSONNEL POLICY

TableofContents

Description Page #

Decree‐Promulgation of Policies Concerning Standardized Personnel Policies 1

Standardized Personnel Policy Description Page #

Purpose and Applicability 2

Section A: Equal Employment Opportunity 2

Section B: At‐Will Employment 3

Section C: Confidentiality 3

Section D: Catholic Mission, Values and Ministry 4

Section E: Job Classification and Description 4

Section F: Status of Employment 5

Section G: Performance Evaluation 5

Section H: Employee Leave Time 5

Jury Duty 5

Workers’ Compensation 6

Military Leave 6

Personal Leave of Absence Without Pay 6

Section I: Benefits 7

Health Insurance 7

Flexible Benefit Plan 8

Retirement Plan 8

Unemployment Insurance 8

Section J: Work Hours and Pay 8

Normal Work Hours 8

Minimum Wage and Overtime 8

Inadvertent/Improper Pay Deductions 8

Documentation of Hours 8

Section K: Performance Issues/Improvement Techniques 9

Informal Counseling 9

Written Warning and Counseling 10

Final Warning 10

Suspension 11

Discharge 11

Section L: Open‐Door Policy 11

Section M: Prohibited Harassment Policy 11

Section N: Policy for Maintaining Safe Environment 13

Section O: Electronic Communications Policy 13

Section P: Outside Employment and Political Activities 14

Section Q: No Smoking 14

Section R: Employment of Relatives 15

Section S: Personal Appearance 15

Section T: Snow/Weather Days 15

Section U: Personnel Records 15

Section V: Termination 15

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Supplemental Personnel Policy Description Page #

Purpose and Applicability 17

Section AA: Employee Leave Time 17

Vacation 17

Paid Personal Leave Time 18

Sick and Pregnancy Leave 18

Holidays 19

Funeral Leave 20

Section BB: Benefits 20

Additional Benefits for Employees Working at Least 20 hours per week 20

Flexible Benefit Plan‐Employer Compensation Account 21

Dental Insurance 21

Disability Benefits 21

Short Term Disability Benefits 22

Long Term Disability Benefits 22

Life Insurance 22

Employee‐Paid Benefits Optional to the Employee 22

Vision & Life Insurance 22

403(b) Plan 22

Section CC: Use of Employer Vehicles and Equipment 22

Section DD: Business Expenses 22

Section EE: Professional Development 23

Forms and Checklists Description Page #

Diocese, Parish, and Agency Employee Hiring Checklist 24

Offer of Employment Letter (Non‐Contract Employees) 25

Diocese, Parish, and Agency Personnel File Contents 26

Diocese, Parish, and Agency Employee Termination Checklist 27

Termination/Acceptance of Resignation Letter (Non‐Contract Employees) 28

Acknowledgement of Personnel Policies 29

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(This page left intentionally blank.)

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{00284261-5} Diocese of Marquette – Human Resources 7/1/2018

DIOCESE OF MARQUETTE

PERSONNEL POLICIES for employees of the Diocese, parishes, and covered agencies of the Diocese

Adopted effective July 1, 2018

PURPOSE AND APPLICABILITY:

These policies provide information about benefits and personnel policies and practices for all lay employees of the Diocese of Marquette and for all lay employees of its parishes and of Marygrove Retreat Center, Bishop Baraga Association, and Holy Cross Catholic Cemetery (each a “covered agency”). Excluded from coverage are Diocesan schools and Catholic Social Services, which have their own policies. The Diocese of Marquette and its parishes and covered agencies are referred to as the “employer” for purposes of these policies. These policies and practices are intended to provide an effective and productive relationship among all members of the staff. This handbook is not a contract of employment.

This policy handbook is mandatory for the Diocese of Marquette and all of its parishes and agencies, and supersedes all prior versions of personnel policies. A parish or covered agency of the Diocese may adopt supplemental policies as indicated in some of the later provisions of this handbook. If a parish or covered agency adopts supplemental policies, they must be written and pre-approved by the Bishop, and employees of the parish or covered agency must sign and date an acknowledgement of receipt.

All employees share in the same general covenant relationship to minister to the people of God, but there are some distinct differences that must be recognized. The Code of Canon Law establishes prior relationships between the Bishop and priests and regulates prior relationships of religious to the Church. Accordingly, the employment status of priests and religious is different from those of lay employees under civil law.

The employer retains the right to exercise all administrative and managerial functions of its operations. No person, in any capacity, is authorized to alter the policies in this handbook, except upon the written authorization of the Bishop. The Diocese of Marquette reserves the right to amend or delete benefits, compensation, or policies.

Section A: EQUAL EMPLOYMENT OPPORTUNITY

The employer is committed to prohibiting discrimination in employment on the basis of race, color, sex, age, religion, national origin, disability status, citizenship status, height, weight, marital status or other legally protected status. It should be recognized, however, that there are certain positions, which require adherence to the Catholic Church teaching in order to fulfill the responsibilities of the position.

Reasonable accommodation will be made for disabled employees and job applicants where the accommodation does not impose an undue hardship on the employer. Under Michigan law, disabled employees and applicants may request an accommodation of their disability by notifying in writing, the pastor, pastoral coordinator, or covered agency director within 182 days after the need for the accommodation becomes or should have become known. Failure to

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properly notify the employer may preclude any claim that the employer failed to accommodate the disabled individual.

All executives, supervisors and managers have the responsibility to maintain this policy. The employer’s policy of non-discrimination extends to the total employment relationship including recruitment, selection, placement, training, compensation, benefits, promotion, transfer, working conditions, layoff and termination.

The employer condemns and will not tolerate any conduct calculated to intimidate, retaliate, harass or otherwise discriminate against any staff member. Employees who feel that their rights have been violated under this important policy should contact their immediate supervisor.

Section B: AT-WILL EMPLOYMENT

It is the policy of the employer to employ those whom it believes best qualified to perform the duties of the position for which they are hired.

Employment with the employer shall be of no definite term and may be terminated by either party at-will, with or without cause and with or without notice. This statement of the at-will status of employment with the employer may not be orally amended or altered and no representative, supervisor or other employee of the employer is authorized to make any promises or statements, which would amend, alter or change this status. In addition, this statement of the nature of employment with the employer supersedes all prior written and oral communications and prior practices concerning such employment.

Contracts of employment are prohibited for lay employees and cannot be made without prior written approval of the Bishop.

Section C: CONFIDENTIALITY

The employer, by the very nature of its work, is entrusted with many confidential matters. Employees are expected not to discuss their work with others except as the nature of the assignment requires. Employees will avoid embarrassment by withholding any facts or opinions until official channels release the information. Any requests by outside sources for information must be referred to the employee’s supervisor. A breach of confidentiality may result in termination of employment.

Neither the employer nor its employees will unlawfully disclose Social Security numbers obtained during the ordinary course of business. Access to information or documents containing Social Security numbers is limited to those employees who need the information to do their jobs. In addition, employees must shield Social Security numbers displayed on computer monitors or printed documents from being easily viewed by others. Employees will not use Social Security numbers as personal identifiers, permit numbers, license numbers, or primary account numbers or other similar uses.

Employees may use a Social Security number to perform an administrative duty related to employment, including, for example, to verify the identity of an individual; to detect or prevent identity theft; to investigate claims; to perform a credit check, criminal background check or

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driving history check; to enforce legal rights; or to administer benefits programs. All provisions of this policy are subject to the Social Security Number Privacy Act of the State of Michigan.

Section D: CATHOLIC MISSION, VALUES, AND MINISTRY

Jesus Christ charged his disciples with the mission to “make disciples of all the nations” (Matthew 28:18-20) or to proclaim Jesus, his love and his teachings so that others may make a personal decision to believe in Jesus and follow him. Thus, the fundamental mission of the Catholic Church is to proclaim and give witness to Jesus.

All employees of the Catholic Church share in its mission either directly or indirectly. Thus, no employee of the Catholic Church may publicly act contrary to the Church’s mission. In this light all employees will

Possess a basic knowledge of the Catholic Church and its teaching as contained in theCatechism of the Catholic Church so as to understand its mission;

Support the mission of the Church by what they say and do; Not take a public position contrary to the Catholic Church and its teaching; Respect the Pope and Church authorities; Demonstrate a public life consistent with the teaching of the Catholic Church; If Catholic, be active members of the Catholic Church and not publicly reject the Catholic

Church.

The Catechism of the Catholic Church is the standard by which all ethical matters stated or implied in these personnel policies are judged. Any employee who has a question regarding the Catechism should consult the Chancellor of the Diocese.

In addition, while employees are asked to serve in a variety of roles, each employee’s duties and responsibilities are primarily religious. That is, by word and deed, each employee is inherently involved in spreading the faith and other key works of the Church. Each employee’s position is vital to the spiritual and pastoral mission of the Church and is inherently religious. Employees are encouraged to grow in their faith, and the employer provides many opportunities to do so through education, Mass, retreats, and other prayerful means.

Within the structure of civil law, the employer will consider as “ministerial” any employee whose duties are, to any significant degree, liturgical, evangelical, or educational, or pertain to the corporal works of mercy.

Section E: JOB CLASSIFICATION AND DESCRIPTION

All positions are classified and described in writing and available to all employees. Job classification refers to the title of the position. Job description refers to the list of duties of a given position. The job description shall include:

1. A job classification (title which accurately conveys the functions of theposition).

2. The minimum requirements and qualifications for the position.

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3. The duties and responsibilities of the position.

4. The relationship of each classification to other classifications as it applies to linesof authority and responsibility.

5. The title of the employee's supervisor(s).

Section F: STATUS OF EMPLOYMENT

1. Regular full time employee. An employee hired for a position normallyrequiring a minimum of 30 hours per week for at least 9 months of the year shallbe classified as a full time employee.

2. Regular part time employee. An employee who works less than 30 hours perweek shall be classified as a part time employee.

3. Temporary employee. An employee hired to fill in during the absence orvacation of full time and part time employees shall be classified as a temporaryemployee. Temporary employees working less than 5 months during anycalendar year are not eligible for any benefits other than social security,unemployment and workers’ compensation insurance.

4. Employees who work less than 20 hours per week are not eligible for anybenefits other than social security, unemployment and workers’ compensationinsurance.

5. Non-Exempt or Exempt Employees. These terms are used by the employer toindicate which positions are eligible or ineligible for pay for overtime in accordwith the federal Fair Labor Standards Act. Non-Exempt employees are eligiblefor overtime pay. Exempt employees are not eligible for overtime pay. Notethat employees whose primary duties are performance of spiritual or pastoralfunctions may be classified as exempt under the “clergy and religious workers”exemption of the FLSA overtime provisions.

Section G: PERFORMANCE EVALUATION

An employee's supervisor, as designated in the job description, will rate each employee's job performance during the first three months of employment, at the end of the fiscal year, and annually thereafter. An employee's performance will be judged on such factors as quantity and quality of work, skill, cooperation with others, attendance and other factors.

Section H: EMPLOYEE LEAVE TIME (Note: All policies below are mandatory, but additions may be made by a parish or covered agency by adoption of Supplemental Policies.)

1. Jury Duty.Employees called to serve on juries suffer no loss of regular income or otherbenefits. Income received from the court will be deducted from the employee'sregular income. Employees selected for jury duty should immediately notify their

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supervisor. In most cases, jury duty does not necessitate full time absence from work and the employee is expected to fulfill the position's requirements to the greatest extent possible.

2. Workers’ Compensation.Workers’ compensation benefits are paid in accordance with Michigan law.Any incident involving injury of an employee while on duty, no matter how trivial itmay appear, must be reported to his/her supervisor immediately. According toMichigan law, an employee injured on the job, if the claim is approved, isprovided the following benefits:

a) Medical, surgical, and hospital care to the extent provided in the law.

b) Allowance for permanent or partial disability from accident.

c) Compensation for loss of time due to the accident according to adetermined schedule based on the injured worker’s rate of pay.

Sick leave benefits which the employee has accumulated may be used prior to the effective date of workers’ compensation benefits. All employees returning to duty after having been absent because of a work injury must have a release from the attending physician indicating that the employee is able to resume full work responsibilities, with or without accommodation.

3. Military Leave.When an employee who is a member of the National Guard or the Reserves iscalled to active duty, the employee will not be paid salary or benefits during theperiod of active duty. However, the employee will be granted all rights providedby law and will be permitted to resume the employee’s former position uponconclusion of active duty.

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), an employee who is absent from work for up to twenty-four months because of duties in the uniformed services may continue employer-provided medical insurance coverage at a charge of up to 102% of the full premium under the plan, unless the employee is absent from work for less than 31 days, in which case the employee will not be charged more than the employee’s share of the cost of the coverage.

An employee who wishes to be reinstated after military duty must contact the employer within the time limits prescribed by USERRA in order to be eligible. An employee may be eligible for reinstatement rights for up to five years if the employee has been absent from employment on account of military duty in the uniformed services and timely applies for reinstatement.

4. Personal Leave of Absence Without Pay.The employer may grant unpaid leave of absence for medical or personalreasons provided holding the position open will not interfere with its operation.As a general rule, unpaid leave granted for personal reasons will not exceed

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thirty (30) days. Unpaid leave granted for medical reasons, including pregnancy, childbirth, and maternity/paternity leave, generally will not exceed six (6) months.

Except for emergencies or extenuating circumstances, requests for an extended leave of absence without pay beyond the 30-day time period must be submitted in writing to the supervisor at least thirty (30) calendar days prior to the date projected for the commencement of the leave. The leave may be approved for up to three (3) months with a possibility of extension, not to exceed an additional three (3) months. Requests for such extensions must be submitted in writing by the employee to his/her supervisor prior to the expiration of the leave. Approval of a leave of absence does not guarantee that the same position will be available to the employee on his/her notification of intent to return to work with the employer. The employer will make an effort to place an individual returning from a leave of absence in a similar vacant position, should one exist, upon receipt of written notification of such intent to return to employment.

While on extended leave of absence without pay beyond 30 days, an employee will not be eligible for employer-paid group health, disability, life insurance, or any other related benefit unless required by applicable law; nor will a contribution be made to the Michigan Catholic Conference Retirement Plan. Length-of-service time will be frozen and, on return, will be considered in calculating vacation, sick leave and length of service for retirement purposes.

Accrued sick leave (health-related leave) or vacation time may be applied during the leave of absence, allowing staff members to be paid at their regular rate. However, sick leave and vacation may not be applied to extend the length of the leave of absence beyond thirty (30) days.

Section I: BENEFITS (Note: Additional benefits may be provided by a parish or covered agency by adoption of Supplemental Policies.)

The employer provides a benefit program that offers a wide range of coverage to eligible employees. Through Michigan Catholic Conference (MCC) Group Insurance programs, the following briefly describes the benefit program. The contract or certificates between MCC and insurance companies define your rights. The following does not create any rights over and above those contained in the contracts or certificates. Eligibility for benefits and coverage are subject to terms of the policies and plans and are subject to change. For details, see the plan summary provided by the MCC and any Supplemental Policies adopted by the employer.

1. Health Insurance.The employer offers group PPO medical insurance with various options forcoverage, available to employees who normally work 20 hours per week or more.The PPO HD plan will be provided to all eligible employees who normally work30 hours or more per week for at least six months per calendar year inaccordance with federal guidelines. Single employee, plus-one, and familycoverage is available, and may require the employee to pay a portion of thepremium depending on the type of coverage.

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2. Flexible Benefit Plan.Employees normally working 20 hours per week or more are eligible toparticipate in the MCC Flexible Benefit Plan, which allows for individual employeeaccounts that provide reimbursement of eligible medical, dental, vision anddependent care expenses.

3. Retirement Plan.Employees scheduled to work 20 or more hours per week are eligible toparticipate in the MCC Lay Employees’ Retirement Plan. The total cost ofparticipation in the Retirement Plan is paid by the employer on behalf of eacheligible employee.

4. Unemployment Insurance.As a Church institution, the employer is not required by Michigan law to provideunemployment insurance, but does so on a voluntary basis having waived itsexempt status. The Bishops of Michigan reserve the right to rescind the waiverof exempt status in accordance with the Michigan Employment Security Act.

Section J: WORK HOURS AND PAY

1. Normal Work Hours. Regular work hours and the work location shall beestablished by the employer for each employee. Occasionally the employee maybe required by the employer to be present outside of regular work hours forspecial meetings, workshops, and conferences. When attendance is mandatedby the employer, the time will be paid work time.

Attendance during all scheduled hours of work, reporting for work on time and continuing to work to the end of the work period are expected of every employee. Unsatisfactory attendance, including reporting late or quitting early, may result in disciplinary action, including discharge.

2. Minimum wage and overtime. All employees, except those classified by theemployer as exempt, are covered by the minimum wage and overtime provisionsof the federal Fair Labor Standards Act. All employees classified as non-exempt who work more than 40 hours in a seven-day, 24-hour per day workweek will be compensated at one and one-half times their regular pay rate fortheir overtime. All overtime work must receive prior written authorization of theemployee’s immediate supervisor.

3. Inadvertent / Improper Pay Deductions. If an employee believes that he orshe has had improper deductions from salary, the employee should immediatelybring the matter to the attention of the employer for proper resolution. Theemployer is committed to proper administration of all aspects of wage and hourlaw and, through this policy, makes its commitment to good faith compliance withthe salary-basis test for exempt employees.

4. Documentation of Hours. Non-exempt employees must complete and submittime records to the employer to document hours worked. All employees,

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including exempt employees are required to report vacation, personal, and sick leave.

Section K: PERFORMANCE ISSUES/IMPROVEMENT TECHNIQUES

The employer expects employees to perform their assigned duties at performance levels acceptable to the employer; to render prompt, courteous, and efficient service; to conduct themselves in accordance with established policies, procedures, and directives; and to comply strictly with all laws, rules, and regulations applicable to their activities.

The employer reserves the right to address unacceptable work behaviors and to provide a corrective process for employees who demonstrate a job performance problem or behavior disruptive to the operations of the employer. Normally the employer will attempt to correct the performance or conduct by using progressive discipline before termination, as set forth in this policy. However, the employer retains the full discretion inherent in the at-will employment relationship, which includes the right to bypass some or all steps of progressive discipline, or to substitute other responsive actions. Nothing in this policy changes the employee’s at-will status. The normal sequence of performance improvement and disciplinary action followed by the employer is outlined below. The duration of each step will depend upon the supervisor's view of the seriousness of the situation.

1. Informal Counseling2. Written warning and counseling3. Final Warning4. Suspension5. Discharge

This system of progressive discipline is normally, but not rigidly used. In some cases, extra steps may be added, and in others, steps may be skipped, depending on the pastor/pastoral coordinator/supervisor’s (hereinafter referred to as supervisor) view of the specific facts of a given case. However, in cases of discharge, the supervisor may not discharge an employee without the approval of the Diocesan Director of Administration & Finance, who will have prior consultation with Diocesan legal counsel. In all cases, the employer's decision on whether an employee has engaged in misconduct, on the level of discipline, and on administration of this procedure (including whether an employee has adequately met performance or conduct goals or standards) will be made at will in the employer's discretion.

1. Informal Counseling:When the supervisor becomes aware of a problem with an employee's conductor performance which is not viewed as serious, the supervisor will counsel theemployee involved on an informal basis.

The purpose of informal counseling is to make the employee aware that his or her conduct is not acceptable. The seriousness of the problem and the possible consequences of inaction on the part of the employee in correcting the problem will generally be outlined in writing and specific policies, which apply to the situation, will be reviewed.

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2. Written Warning and Counseling:In cases of a repeated or more serious conduct problem, the supervisor willcounsel the employee involved on a formal basis. The purpose of the writtenwarning and counseling is to discuss the nature of the problem and specific stepsto be taken by the employee in correcting the problem.

The written warning will include the date, a description of the problem, specificcorrective action to be taken by the employee over a designed period of time,and the signature of person issuing written warning.

The employee will review the written warning; add any comments desired, andsign to acknowledge receiving the warning. The supervisor will sign the warning,which will also be filed in the employee's personnel file.

If improvement satisfactory to the supervisor does not occur within the specifiedperiod after the warning, but the supervisor does not view the problem as seriousenough to call for a final warning or immediate probation, another written warningand counseling session will normally take place.

3. Final Warning:If employee's conduct is seriously deficient, or if an employee fails to improve tothe supervisor's satisfaction following one or more written warnings, thesupervisor will place the employee on final warning.

The purpose of the final warning is to resolve the problem situation during adesignated period. Failure to correct the situation to the supervisor’s satisfactionwithin the designated period will normally result in discharge.

The supervisor will designate specific corrective measures or tasks and levels ofaccomplishment required of the employee, using the appraisal form orappropriate documentation.

The Diocesan Director of Administration & Finance will assist the supervisor indetermining the appropriateness of the performance objectives, the existence ofproper documentation, and the length of the final warning period.

The supervisor will meet with the employee and explain the specific correctiveactions, levels of accomplishment, the length of the final warning period, and thepossibility of discharge if the problem is not resolved accordingly.

Documentation of the final warning will be signed by the employee andsupervisor. The final warning period normally will not exceed ninety (90) days fora conduct problem.

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4. Suspension:Suspensions from employment without pay may occur when the supervisor andDiocesan Director of Administration & Finance deem it appropriate as a form ofdiscipline.Suspension may also occur pending investigation of conduct raising aserious disciplinary issue.

5. Discharge:Discharge from employment will normally occur when the employer concludesthat an employee has engaged in repeated or serious unacceptable behavior, orwhen progressive discipline is not appropriate or has not resulted in improvementof the employee's performance or conduct to the satisfaction of the responsiblesupervisor.

The supervisor will prepare a written request for discharge and forward all documentation to the Diocesan Director of Administration & Finance. The Director of Administration & Finance assumes the responsibility for the discharge procedure, including approvals.

All discharges of personnel must be approved by the Diocese Director of Administration & Finance, who will have prior consultation with Diocesan legal counsel. No supervisor may discharge an employee without this approval. A supervisor may, however, suspend an employee, to allow all concerned parties time to gather necessary information and obtain approval.

Section L: OPEN-DOOR POLICY

The employer has an open-door policy to provide employees with a way of presenting their employment concerns to management and to ensure that decisions affecting the employment status of employees are made consistent with the its policies and its responsibilities under the various laws that protect employees.

An employee who has a concern about an employment issue should discuss it with his or her immediate supervisor. If the concern cannot be resolved fully at this level, or if there are special circumstances involved that make it difficult to speak to the immediate supervisor, the employee should refer the problem to the next level of management in his or her area. Should the problem remain unresolved, the employee should refer the matter to the Diocesan Director of Administration & Finance. The supervisor or manager will normally provide a resolution to the employee within 30 days of the date the employee raised the concern.

If the problem has not been resolved to the employee's satisfaction after consideration by the Diocesan Director of Administration & Finance, the matter may be referred to the Bishop, who will consider the matter. The decision of the Bishop shall be final and binding for the employer and the employee.

Section M: PROHIBITED HARASSMENT POLICY:

The purpose of this policy is to promote and insure a Christian professional and supportive work environment for all employees and volunteers that is free from physical, psychological, or verbal intimidation and harassment based on any characteristic that is protected by applicable law. The

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employer intends that each employee and volunteer maintain and further develop attitudes and behaviors that express respect for others reflective of each person’s God-given dignity.

The employer prohibits any form of unlawful harassment on the basis of age, sex, religion, marital status, race, disability unrelated to the ability to do the essential functions of the job, national origin, color, height, weight, health history, genetic background, or status in any group protected by state or federal law ("prohibited harassment"). A fundamental policy of the employer is that the workplace is for work. The goal of the employer is to provide a workplace free from tensions involving matters that do not relate to the work of the employer. In particular, an atmosphere of tension created by non-work related conduct, including racial, ethnic, or sexual remarks, animosity, or other such conduct, does not belong in the workplace.

Prohibited harassment is verbal or physical conduct or communication based on a protected characteristic when: (1) submission to such conduct or communication is made either explicitly or implicitly a condition of a person’s employment or education, (2) submission to or rejection of such conduct or communication is used as the basis for employment or educational decisions, (3) such conduct or communication has the purpose or effect of substantially interfering with a person’s work or school performance, or (4) such conduct or communication has the purpose or effect of creating an intimidating, hostile, or offensive working or educational environment. Sexual harassment is specifically defined as harassment of a sexual nature that includes unwelcome sexual advances and requests for sexual acts or favors, with or without accompanying promises, threats, or reciprocal favors or actions.

Sexual harassment can include, but is not limited to, improper physical contact, lewd or sexually suggestive comments, off-color language, leering, jokes of a sexual nature, slurs, and display, transmission, or known possession of sexually explicit material. It can involve words or actions by any member of our community, directed against any other member of our community (or, in some circumstances, our guests and visitors).

If a person believes himself or herself to have been subjected to prohibited harassment, the person must contact the pastor, pastoral coordinator, or covered agency director without delay. If a person believes himself or herself to have been subjected to prohibited harassment by the pastor, or covered agency director, the person should contact without delay the Diocesan Director of Administration & Finance or, if the Director is the alleged harasser, a Diocesan Victim Assistance Coordinator. Suspected incidents of prohibited harassment may be reported orally or in writing.

A report of prohibited harassment will be promptly and thoroughly investigated. The facts will determine the response of each allegation. Substantiated acts of prohibited harassment will result in appropriate disciplinary action up to and including termination or expulsion. All information regarding a specific incident will be kept confidential to the extent possible under law, and consistent with doing a thorough investigation. Retaliation for a report of prohibited harassment likewise will result in appropriate disciplinary action up to and including termination or expulsion.

If a person who reports prohibited harassment or a person against whom such a report is made is dissatisfied with the outcome of the investigation, the person should contact the Diocesan Director of Administration & Finance (or, if applicable, Diocesan Victim Assistance Coordinator). If a person is dissatisfied with the outcome of an investigation undertaken in the first instance by

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the Diocesan Director of Administration & Finance (or, if applicable, Diocesan Victim Assistance Coordinator), the person should contact the Bishop in writing.

Section N: POLICY FOR MAINTAINING SAFE ENVIRONMENT

(The following is a summary of the Diocesan Safe Environment Program Policies & Procedures. The complete policy can be found on the diocesan website, and in a binder at each parish entitled Diocesan Safe Environment Program Policies & Procedures. The Diocesan Safe Environment Program Policies and Procedures Manual is hereby fully incorporated by reference into these Personnel Policies.)

The Diocese of Marquette is committed to creating, providing and maintaining safe environments in all its parishes, schools, and other institutions so that all persons, especially children, young people and vulnerable adults will be protected as far as possible from all harm, including physical and sexual abuse. This policy is in compliance with The Charter for the Protection of Children and Young People and the Essential Norms for Diocesan/Eparchial Policies Dealing with allegations of Sexual Abuse of Minors by Priests or Deacons, United States Conference of Catholic Bishops, November, 2002.

The policy has three separate components, as follows: (1) Employee & Volunteer Program, (2) Parent Program, and (3) Children’s Program.

The Diocese expects its priests, deacons, other ministers, employees and volunteers to help protect children, young people and vulnerable adults by demonstrating the Church’s care and love for all people and by observing the Church’s teachings on sexual morality.

All priests, deacons, other ministers, lay employees, and adult volunteers who have regular contact with children, young people and vulnerable adults are required to:

Authorize a criminal background check and receive a satisfactory report, or whennot possible, complete an approved alternative.

Complete the Safe Environment Adult Awareness Training Session and follow-uprequirements.

Review and observe the Diocesan Policy on Sexual Misconduct in Ministry andthe Code of Ethical Standards for Ministry to Minors.

Failure to comply with these requirements will result in the removal of the person from employment, ministry or the denial of volunteer service within the Diocese.

Section O: ELECTRONIC COMMUNICATION POLICIES

It is important to the Diocese of Marquette to project a public image of unity and excellence in the mission of the Church. Accordingly a person who is communicating on behalf of the parish or covered agency must communicate in a professional manner and provide accurate contact information.

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All electronic and telephonic communications systems and any information, communication, or file transmitted by, received from, or stored in the employer’s equipment are the property of the employer. This includes telephone, voice-mail, email, text message (SMS), Facebook, Twitter, and any and every past, present, or future form of electronic media.

Employees are permitted to use the technical resources of the employer for occasional, minimal, non-work purposes. However, an employee has no right of privacy as to any information, communication, or file transmitted by, received from, or stored in the employer’s equipment. This includes telephone, voice-mail, e-mail, text message (SMS), Facebook, Twitter, and any and every past, present, or future form of electronic media. An employee’s access to the internet, and at-home use of the employer’s laptops, tablets, or mobile devices is determined by the employee’s supervisor.

Improper use of any communication systems will not be tolerated. Improper use includes downloading or sending material that is unlawful, threatening, harassing, defamatory, offensive, or sexually explicit. Improper use also includes solicitation of fellow employees to benefit an employee’s personal business interests, or any use that violates any law or contract that protects intellectual property or proprietary rights in software. Employees may not use technology in a way that is likely to put the network at risk of viruses. For example, employees may not download software or system updates without prior approval of the employer. The system may not be used in a way that causes congestion and slows down the system. Examples of this include sending excessive emails, sending large files, or streaming video or audio data via the internet or via local wi-fi.

To ensure that the use of electronic and telephonic communication systems and business equipment is consistent with the employer’s legitimate business interests, the employer may regularly monitor the use of its equipment at any time for any reason or no reason. This monitoring may include a review of all computer activity, an examination of current or stored messages on telephone, voice-mail, e-mail, text message (SMS), Facebook, Twitter, and any and every past, present, or future form of electronic media. Additional information technology policies enacted by the Diocese of Marquette in addition to this handbook policy may apply.

Section P: OUTSIDE EMPLOYMENT AND POLITICAL ACTIVITIES

Although the employer does not discourage outside employment and does encourage civic involvement, such activities could occasionally create a conflict of interest. With this in mind, an employee considering such an activity must consult with the pastor or covered agency director prior to making any significant commitments.

An employee retains the personal right to engage in political activity in the employee’s private life. However, such political activity must be entirely separate from employment, and may not involve the public advocacy of beliefs or behaviors that are contrary to the teachings of the Catholic Church. Such political activity may not occur during the compensated portion of any work day, and may not involve the use of the employer’s facilities, properties, or assets.

Section Q: NO SMOKING

Smoking, including electronic cigarettes or vaporizers, is not permitted inside any building of the employer. In the area outside the building where smoking may occur, employees must use care

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in disposing of ashes and cigarette butts in order to prevent the possibility of a fire and to keep the grounds clean.

Section R: EMPLOYMENT OF RELATIVES

The employment of relatives of present employees is permissible, if one related employee is not the direct supervisor of the other. If an employee becomes related to a direct supervisor, the employee with the lower level of responsibility will be transferred to another suitable position or will be asked to resign.

Section S: PERSONAL APPEARANCE

Personal appearance is important to self-respect, productiveness, morale of employees and the impression that is given to visitors. It is therefore expected that an employee’s attire and general appearance be neat, clean, and make a good impression. It is expected that the staff will use good judgment about appropriate clothing and appearance.

Section T: SNOW / WEATHER DAYS

Parishes and agencies of the Diocese must maintain regular hours of operation to be responsive to the people they serve. During periods of extremely inclement weather, however, the workplace may be declared closed by the supervisor or administrator, in which case all employees scheduled to work that day will be paid. If the workplace is not declared closed, an employee electing not to report to work must notify his or her supervisor and use vacation leave or personal leave.

Section U: PERSONNEL RECORDS

A personnel record is maintained for each employee by his or her supervisor. The contents of each personnel record is set forth by the Diocese and in accordance with Michigan law. Personnel records are confidential and accessible only to supervisors. An employee may review his or her own personnel file during business hours after making a request to his or her supervisor in accordance with Michigan’s Employee Right to Know Act.

An employee must promptly notify the employer of any change in address, telephone number, marital status, or number of dependents.

Section V: TERMINATION

Employees who desire to leave the employer, whether by resignation or retirement, are requested to give at least fourteen (14) calendar days' notice. The employer reserves the right to decline the employee’s offer to work during the 14-day notice period.

If the employee has accumulated unused paid vacation leave and the employee has given the requested 14-days’ notice, the employee will receive payment for unused vacation leave in his or her final paycheck. Employees who are discharged by the employer and resigning employees who do not give the requested notice will not be paid for accumulated but unused vacation. No payment for other types of unused leave will be given upon termination under any circumstances.

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An employee will be paid earned wages for the time worked to the date on which employment terminates. The employee’s final paycheck will be processed with the next regular payroll after the termination date and mailed to his or her address on file with the employer. No amounts will be withheld from the employee’s final paycheck without express written authorization by the employee.

The employer’s contributions to insurance plans will be made through the end of the month in which termination occurs, unless otherwise required by the insurance carrier’s policies or plans.

At termination, employees must surrender all keys, electronics, computers, and other property of the employer in their possession. The employer may, in its discretion, conduct an exit interview.

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Diocese of Marquette

SUPPLEMENTAL PERSONNEL POLICIES

Adopted by _____________________ on ______________, 20___


These Supplemental Policies may be adopted in whole or in part by any parish or by Marygrove Retreat Center, Bishop Baraga Association, or Holy Cross Catholic Cemetery (each a “covered

agency”) in the Diocese of Marquette, at the option of the parish or covered agency. Those adopted must be compiled by the parish or covered agency and an Acknowledgment of Receipt must be signed by each employee. If these Supplemental Policies are adopted, they are to be read together with the mandatory policy handbook, Diocese of Marquette Personnel Policies.

Section AA: EMPLOYEE LEAVE TIME

1. Vacation.All regular full time and part time employees, who work twenty or more hours perweek, are eligible for paid vacation.

Accrual of vacation begins after the first month of employment. Vacation time isaccrued for all full time employees as follows: (fill in the blanks for your parish orcovered agency)

First Year _____ hours 2 - 10th year _____ hours 11th - 30th year _____ hours 31st - following years _____ hours

(Example: Full time employees receive 84 hours after the first year; 120 hours in 2nd-10th years; 156 hours in 11th-30th year; and 192 hours the 31st year and following. Suggested maximum accrual: 140 hours)

Part time employees working twenty hours or more per week accrue a fraction of the vacation time accrued by full time employees. The fraction is the average number of hours the part time employee works, divided by the hours in the normal work week (e.g. 40). This fraction is then multiplied by the number of vacation hours the employee would accrue based on years of service if full time.

During the first year of employment, the vacation time accrued will be a fraction of the time accrued according to the above schedule. The fraction is the number of weeks the employee works during the first year divided by 52. This fraction is then multiplied by the number of vacation hours the employee would accrue as set forth in the schedule above.

Employees must take at least a portion of their annual vacation each year. A year for measuring vacation accruals begins with January 1 and ends on December 31. Up to _____ hours of vacation time may be carried over to the next calendar year. The maximum permitted amount of vacation time that can be

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accrued is _____ hours. All other unused vacation time is forfeited without pay. See the employer’s termination policy for the treatment of unused vacation time at termination of employment.

Vacations are scheduled so that the needs of the employer are continually met. Requests for vacation must be received at least two weeks prior to the desired date and must involve at least a one-half day absence from work. Holidays that fall within a vacation are not counted as vacation time used. Vacation leave may not be changed to sick leave once the employee has begun vacation.

2. Paid Personal Leave.Each full time employee is entitled to _____ hours of paid personal leave peryear.

Accrual of personal leave begins after the first month of employment. Personal leave time is accrued for all full time employees as follows: (fill in the blanks for your parish or covered agency)

First Year _____ hours 2 - 10th year _____ hours 11th - 30th year _____ hours 31st - following years _____ hours

A year for measuring personal leave accruals begins with January 1 and ends on December 31. During the first year of employment, personal leave accrued will be a fraction of the time accrued according to the above schedule. The fraction is the number of weeks the employee works during the first year divided by 52. This fraction is then multiplied by the number of personal leave hours the employee would accrue as set forth in the schedule above.

Paid personal leave must be used in full-day increments, and only upon prior approval of the employee’s supervisor. Paid personal leave must be used in the year accrued, and will not be carried over to the next year. No payment for unused paid personal leave will be given upon termination of employment.

3. Sick and Pregnancy Leave.a) Each full time employee is entitled to sick leave of _____ day per month

leave with pay, for each full month worked. Unused sick leave may becarried over from year to year, with a maximum accumulation of _____days. No payment for unused sick leave will be given upon termination ofemployment.

An employee may use sick leave for his or her own illness or to attend to the illness of the employee’s immediate family. “Immediate family” for the sick leave policy includes the employee’s spouse, children, parent or any relative living in the employee’s home.

“Illness” includes illness, pregnancy or related illness, injury, exposure to contagious disease endangering others, doctor or dentist appointments or for other similar absences that are approved by the supervisor. The

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employer may require a doctor’s statement relative to any illness of five (5) or more consecutive working days.

b) During an illness in excess of five (5) days, the employee will notify theemployer in writing as to probable length of absence.

c) Part time employees working twenty (20) hours or more per week aregranted sick leave prorated on the basis of hours worked per year.

4. Holidays.All full time employees and regular part time employees will be allowed to takeoff, with pay, the following holidays when they fall on a normal workday. Regularpart-time employees will receive pro-rated holiday pay on the basis of hoursnormally worked per year.

The following paid holidays and holy days are observed: (fill in the blanks for your parish or covered agency)

□ Assumption, August 15th

□ All Saints Day, November 1st

□ Immaculate Conception, December 8th

□ New Years Day

□ Good Friday

□ Easter Monday

□ Memorial Day

□ Independence Day

□ Labor Day

□ Thanksgiving Day

□ Day after Thanksgiving

□ Christmas Eve Day

□ Christmas Day

□______________________________________________________________

□______________________________________________________________

(Example: The office of the Diocese of Marquette observes the following paid holidays and holy days: Assumption, August 15th; All Saints Day, November 1st; Immaculate Conception, December 8th; New Years Day; Good Friday; Easter Monday; Memorial Day; Independence Day; Labor Day; Thanksgiving Day and the day after Thanksgiving; Christmas Eve Day and Christmas Day.)

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When the holiday falls on a Sunday, it is observed on the following Monday. When it falls on a Saturday, it is observed on the preceding Friday. Holy Days are to be taken off only when they fall on a workday.

5. Funeral Leave.For the funeral leave policy, the employee’s “immediate family” includes, spouse,children, stepchildren, foster children, parents, stepparents, foster parents,grandparents, grandchildren, sisters and their spouses, brothers and theirspouses, mothers-in-law, fathers-in-law, sons-in-law, daughters-in-law, or anyother relative of the employee or spouse residing in the household of theemployee.

Each employee is entitled to up to five (5) work days of funeral leave for the funeral of a parent, spouse or child. In the event of the death of another member of the employee’s immediate family, the employee is entitled to leave of up to three (3) work days to attend the funeral if the funeral is within the Upper Peninsula of Michigan, and up to five (5) work days if the funeral is outside the Upper Peninsula.

Funeral leave is paid for employees who have completed at least 90 days of employment, and unpaid for employees who have not completed 90 days of employment.

If additional time off is required after the allotted funeral leave, the employee may use vacation or sick time with the prior approval of the supervisor. No funeral leave will be provided if the employee chooses not to attend the funeral.

Section BB: BENEFITS

Through Michigan Catholic Conference (MCC) Group Insurance programs, the following briefly describes the benefit program. The contract or certificates between MCC and insurance companies define your rights. The following does not create any rights over and above those contained in the contracts or certificates. Eligibility for benefits and coverage are subject to terms of the policies and plans and are subject to change.

1. Additional Benefits for Employees Working At Least 20 hours per week.

a) Health Insurance.The employer offers the following group PPO medical insurance coverageto eligible employees who normally work 20 to 29 hours per week:

PPO HD Single employee Employee premium contribution: ___________ %

Plus-one coverage Employee premium contribution: ___________ %

Family coverage Employee premium contribution: ___________ %

PPO1 Single employee Employee premium contribution: ___________ %


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The employer offers the following group PPO medical insurance coverage to eligible employees who normally 30 hours or more per week for at least six months per calendar year in accordance with federal guidelines:

PPO HD Single employee $______/mo. contributed by employee

(must be between $0 - $100)









b) Flexible Benefit Plan – Employer Compensation Account.Employees who would be eligible for the employer’s health insurancecoverage but who have such coverage through another source, and whoprovide proof of such coverage, are eligible for an EmployerCompensation Account (ECA) through the MCC Flexible Benefit Plan.The employer contributes to the employee’s ECA in lieu of theemployee’s enrollment in the employer’s health insurance coverage. Theemployer must pay the same amount for all employees who participate inthe ECA. The amount of the contribution is evaluated annually. For moredetails, see the plan summary provided by the MCC.

c) Dental Insurance.Employees normally working 20 hours per week or more are eligible fordental insurance in accordance with the plan administered by DeltaDental Plan of Michigan. The employer pays ___% of the premium costfor the dental plan for each eligible employee. Coverage may be for theemployee only, for the employee plus one, or for the full family plan. Formore details, see the plan summary provided by the MCC.

d) Disability Benefits.Employees normally working 20 hours per week or more are eligible foraccident and sickness disability benefits, which may be short-term or

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long-term. Premiums for this program are paid by the employer. For more details, see the plan summary provided by the MCC.

Short Term Disability Benefits. Subject to the utilization of accumulated sick leave or the expiration of ten (10) consecutive business days, whichever is greater, an eligible employee may receive short term disability benefit payments for total disability at the rate of 66-2/3% of covered monthly salary. Short-term disability benefits are payable for a maximum of six months.

Long Term Disability Benefits. Subject to the utilization of accumulated sick leave and the expiration of 180 consecutive calendar days, an eligible employee may receive long term disability benefit payments to the attainment of age 65 at the rate of 60% of covered monthly salary.

e) Life Insurance.Employees normally working 20 hours per week or more are eligible forlife insurance in accordance with the master contract or certificate.Premiums for this program are paid by the employer. For more details,see the plan summary provided by the MCC.

3. Employee-Paid Benefits Optional to the Employee.

a) Vision & Life InsuranceOptional vision and life insurance policies are available through MichiganCatholic Conference at full cost to the employee through payrolldeduction. For more details, see the plan summary provided by the MCC.

b) 403(b) PlanOptional 403(b) Plan is available through Prudential through employeecontributions only. For more details, see the plan summary provided bythe MCC.

Section CC: USE OF EMPLOYER VEHICLES AND EQUIPMENT

Personal use of vehicles and equipment of the employer is allowed if approved by the employee’s immediate supervisor. The employee must reimburse the employer for the cost of using the vehicle or equipment, e.g., gasoline, photocopying, long distance telephone calls, postage. No equipment or property of the employer may leave the building at any time for personal use.

Section DD: BUSINESS EXPENSES

Employees who use their own vehicles and travel on behalf of the employer for business purposes will be reimbursed at a rate determined annually by the employer. Reasonable meal expenses will be reimbursed when an employee is attending employer-mandated special meetings and conferences inside or outside the Diocese of Marquette, or when the employee (with prior approval of his or her supervisor) engages in business on behalf of the employer during a meal. Employees will not be reimbursed for meal expenses that occur during the normal course of business travel between parishes, schools, or agencies inside the Diocese of

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Marquette. Expense reimbursement forms must be completed and approved by the employee’s

supervisor prior to reimbursement.

Section EE: PROFESSIONAL DEVELOPMENT

The employer supports and encourages the professional development of its employees. Expenses related to workshops and seminars will be paid by the parish or covered agency if approved by the employee’s supervisor and if within the parish or covered agency’s budget. Reimbursable expenses include hotel, meals, travel, and registration, provided these expenses are both documented with receipts and deemed reasonable. Expense reimbursement forms must be completed and approved by the employee’s supervisor prior to reimbursement.

Expenses for recreation incurred during a business trip will not be reimbursed.

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Diocese of Marquette Diocese, Parish, and Agency Employee Hiring Checklist

√ CompletedEmployment Application

Job Description – verbally review with employee

Offer of Employment letter – sent and accepted*

Background Check – submitted and cleared**

VIRTUS training registration and completion

Background check updated in VIRTUS database

Employee Handbook – given to employee

Employee Handbook – verbally review Catholic morals policy with employee

Employee Handbook - Acknowledgment signed and in personnel file

I-9 form – verify ID, legal name, and ability to work in U.S.

W-4s – federal and state

Payroll setup documents

Michigan Catholic Conference new employee benefit packet (if applicable) – download from MCC website, print, and provide

Copy of this Checklist – completed, signed, dated, and in personnel file

*Use attached template.

**Any applicant whose background check shows a criminal conviction or plea of no contest (felony or

misdemeanor) cannot be employed without written permission from the Bishop. Contact the Diocesan Director

of Administration & Finance.

CHECKLIST COMPLETED BY:

Signature: _______________________________ Date: __________________________________

Employer hiring manager

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Offer of Employment Letter

(Non-Contract Employees)

[Date]

[Employee Name]

[Employee Address]

Dear [Employee Name]:

We are pleased to extend an offer of employment to you in the position of [part-time ] [full-time] [job

title] at the [Name of Employer], normally working [#days] each week. Your starting wage would be [$amount]

[per hour] [annually]. You will also be eligible for the benefits of this position in accordance with the policies of

[Name of Employer]. If you decide to accept this employment offer, your first day of work would be [date].

Please keep in mind that this letter and our previous discussions regarding employment do not create a

contract of employment between you and [Name of Employer]. [Name of Employer] recognizes the right of

individual employees to terminate their employment for any reason whatsoever. [Name of Employer]also

reserves the right to end the employment relationship at any time and without notice for any reason

whatsoever.

We request that you respond to this offer by [date]. We look forward to your decision. If you have any

questions or need other assistance, please call me at [phone number].

Sincerely,

[Name of Employer]

[Signature]

[Printed name of person authorized to sign for

Employer]

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Diocese of Marquette Diocese, Parish, and Agency Personnel File Contents

Employment Application

Job Description

Offer of Employment letter

Acknowledgment page from Employee Handbook – signed by employee

Employee reviews/evaluations

Documentation of employee counseling, warnings, discipline

Employee exit documents (termination, retirement, resignation letter)

Training, education, certification documents

Payroll documents (W-4s, benefits enrollment, authorizations for direct deposit, garnishments,time sheets, etc.)

Items to Be Kept in a Separate, Confidential File for Each Employee

Employment references provided by others (e.g., letter of recommendation)

Background check information

Employee medical information

Investigation materials re: employee misconduct

Items to Be Kept in a Separate, Confidential File for Entire Group of Employees

I-9s – keep I-9s for all employees in one file for easy production/government inspection

Items That Never Belong in a Personnel File

Notes about employee made personally by supervisor

Notes about political involvement or affiliation by employee (do not create or maintain)

Staff planning notes referencing more than one employee

Michigan’s Employee Right to Know Act (a.k.a. Bullard-Plawecki Act)

Gives employee the right to view his or her personnel file up to 2 times per year. Also prescribes what

can and cannot be in an employee’s personnel file.

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Diocese of Marquette Diocese, Parish, and Agency Employee Termination Checklist

√ CompletedTermination approved by Diocesan Director of Administration & Finance (DDAF)

Supervisor termination meeting with employee and/or exit interview

May allow employee to resign same day in lieu of termination if permitted by DDAF

Termination/Acceptance of Resignation letter – sent or hand-delivered by supervisor*

Arrange for collection of employer property from employee (keys, electronics, etc.), and arrange for employee to retrieve his/her items from employer’s premises.

Disable employee email addresses and passwords, change locks/keys/access codes

Contact all benefit plans to notify of terminated employee. Provide to former employee if applicable:

Retirement plan access information

Final payroll check generated with next regular payroll following termination

Wages earned through date of termination

Unused paid vacation time paid in final paycheck if employee resigned with notice; nopayment for unused vacation if employee was discharged or if quit without notice.

DO NOT “hold” paycheck or deduct amounts from it for any reason without signedemployee authorization

Copy of this Checklist – completed, signed, dated, and in personnel file of former employee

*Use attached template.

CHECKLIST COMPLETED BY:

Signature: _______________________________ Date: __________________________________

Employer hiring manager

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Termination/Acceptance of Resignation Letter

(Non-Contract Employees)

[Date]

[Employee Name]

[Employee Address]

Dear [Employee Name]:

As we discussed in our meeting [today] [OR] [on [day of week]], your employment with [Name of

Employer] is terminated effective [date] [OR] [you have resigned your employment with [Name of Employer]

effective [date] .

If you have any personal items at [Name of Employer office], please call [supervisor name] to make

arrangements to retrieve them and to return any property of the [Name of Employer] that you may have.

You will receive your final paycheck by mail [or if applicable, by direct deposit] on the next regularly

scheduled payday.

[If applicable: Our records show that you have accumulated unused paid vacation time. In accordance

with the policies of [Name of Employer], this will be paid to you in your final paycheck. ]

[If applicable: In accordance with the policies of [Name of Employer], the premium for your group health

insurance coverage has been paid through the end of this calendar month. Please note this coverage will expire

at the end of this calendar month.]

[If applicable: Enclosed is information regarding your ability to receive distribution from the retirement

plan of [Name of Employer]. The plan administrator will provide you with information about your options and

the necessary forms if you should decide to access the funds in your account. Contact your account

representative, __________, at 1-800-________ if you have questions regarding the plan.]]

Sincerely,

[Name of Employer]

[Signature]

[Printed name of person authorized to sign for

Employer]

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ACKNOWLEDGMENT OF PERSONNEL POLICIES

I acknowledge that I have received a copy of the Diocese of Marquette Personnel Policies, together with any Supplemental Policies adopted by my employer. These policies govern my employment.

The Policies, which may be amended from time to time, outline my privileges and benefits, as well as my responsibilities and obligations as an employee, and I understand that I am bound by these responsibilities and obligations.

I have reviewed and I understand and agree with the provisions of the Policies, which include, but are not limited to, the following:

My employment is “at will,” meaning that my employment can be terminated atany time, by me or my employer, for any reason or for no reason.

My employer is a Roman Catholic religious institution. In both personal andprofessional life, I must exemplify the moral teachings of the Catholic Church ascontained in the Catechism of the Catholic Church. I understand I must, as anintegral part of my duties of employment:

o Support the mission of the Church by what I say and do;o Not take a public position contrary to the Catholic Church and its teaching;o Respect the Pope and Church authorities;o Demonstrate a public life consistent with the teaching of the Catholic

Church;o If Catholic, be an active member of the Catholic Church and not publicly

reject the Catholic Church.I understand that if I have questions regarding the Catechism, I am to consult the Chancellor of the Diocese of Marquette.

______________________________ _______________________________ Printed name of Employee Name of Employer

______________________________ ____________________ Signature of Employee Date

File: Employee’s Personnel File

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I.

II.

III.

DioceseofMarquette

1004HarborHillsDr.

MarquetteMichigan49855

(906)225‐1141

www.dioceseofmarquette.org

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Diocese of Marquette

SUPPLEMENTAL PERSONNEL POLICIES

Adopted by on ,


These Supplemental Policies may be adopted in whole or in part by any parish or by Marygrove

Retreat Center, Bishop Baraga Association, or Holy Cross Catholic Cemetery (each a “covered

agency”) in the Diocese of Marquette, at the option of the parish or covered agency. Those

adopted must be compiled by the parish or covered agency and an Acknowledgment of Receipt

must be signed by each employee. If these Supplemental Policies are adopted, they are to be

read together with the mandatory policy handbook, Diocese of Marquette Personnel Policies.

Definition of “regular full time employee”: Section F of Diocese of Marquette Personnel Policies is amended as: 1. Regular full time employee. A regular full time employee is an

employee normally scheduled to work hours per week and weeks per

year.

Section AA: EMPLOYEE LEAVE TIME

1. Vacation. All regular full time and part time employees, who work twenty or more hours per week, are eligible for paid vacation.

Accrual of vacation begins after the first month of employment. Vacation time is accrued monthly and may not be taken until it is earned. Vacation time is accrued for all full time employees as follows:

Part time employees working twenty hours or more per week accrue an equivalent proportion of the vacation time accrued by full time employees. Employees must take at least a portion of their annual vacation each year. A year for measuring vacation accruals begins with January 1 and ends on December 31. Up to hours of vacation time may be carried over to the next calendar year. All other unused vacation time is forfeited without pay. See Section V of Diocese of Marquette Personnel Policies for the treatment of unused vacation time at termination of employment.

Years of Employment Annual Vacation Leave

_______________ hours

_______________ hours

_______________ hours

_______________ hours

_______________ hours

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Vacations are scheduled so that the needs of the employer are continually met. Requests for vacation must be received at least two weeks prior to the desired date and must involve at least a one hour absence from work. Holidays that fall within a vacation are not counted as vacation time used. Vacation leave may not be changed to sick leave once the employee has begun vacation.

2. Paid Personal Leave.

Each full time employee is entitled to days of paid personal leave per year. A year for measuring personal leave accruals begins with January 1 and ends on December 31. Personal leave will begin in the first full calendar year employed. Paid personal leave must be used in full-day increments, and only upon prior approval of the employee’s supervisor. Paid personal leave must be used in the year accrued, and will not be carried over to the next year. No payment for unused paid personal leave will be given upon termination of employment.

3. Sick and Pregnancy Leave.

All regular full time and part time employees, who work twenty or more hours per week, are eligible for paid sick and pregnancy leave. Accrual of sick and pregnancy leave begins after the first month of employment. Sick and pregnancy leave is accrued monthly and may not be taken until it is earned. Sick and pregnancy leave is accrued for all full time employees at the rate of hours per month worked. Part time employees working twenty hours or more per week accrue a fraction of the sick and pregnancy leave accrued by full time employees. The fraction is the average number of hours the part time employee works, divided by the hours in the normal full-time work week. This fraction is then multiplied by the number of sick and pregnancy hours the employee would accrue based on years of service if full time. Requests for pregnancy and sick leave must involve at least a one hour absence from work. Unused sick leave may be carried over from year to year, with a maximum accumulation of hours. No payment for unused sick leave will be given upon termination of employment. An employee may use sick leave for his or her own illness or to attend to the illness of the employee’s family. “Illness” includes illness, pregnancy or related illness, injury, exposure to contagious disease endangering others, doctor or dentist appointments or for other similar absences that are approved by the supervisor. During an illness in excess of five (5) days, the employee will notify the employer in writing as to probable length of absence.

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4. Holidays.

All full time employees and regular part time employees will be allowed to take off, with pay, the following holidays when they fall on a normal workday. Regular part-time employees will receive pro-rated holiday pay on the basis of hours normally worked that day. The following paid holidays and holy days are observed:

•

When the holiday falls on a Sunday, it is observed on the following Monday. When it falls on a Saturday, it is observed on the preceding Friday. Holy Days are to be taken off only when they fall on a workday.

5. Funeral Leave.

For the funeral leave policy, the employee’s “immediate family” includes, spouse, children, stepchildren, foster children, parents, stepparents, foster parents, grandparents, grandchildren, sisters and their spouses, brothers and their spouses, mothers-in-law, fathers-in-law, sons-in-law, daughters-in-law, or any other relative of the employee or spouse residing in the household of the employee. Each employee is entitled to up to five (5) work days of funeral leave for the funeral of a parent, spouse or child. In the event of the death of another member of the employee’s immediate family, the employee is entitled to leave of up to three (3) work days to attend the funeral if the funeral is within the Upper Peninsula of Michigan, and up to five (5) work days if the funeral is outside the Upper Peninsula. Funeral leave is paid for employees who have completed at least 90 days of employment, and unpaid for employees who have not completed 90 days of employment. If additional time off is required after the allotted funeral leave, the employee may use vacation or sick time with the prior approval of the supervisor. No funeral leave will be provided if the employee chooses not to attend the funeral.

Section BB: BENEFITS Through Michigan Catholic Conference (MCC) Group Insurance programs, the following briefly

describes the benefit program. The contract or certificates between MCC and insurance

companies define your rights. The following does not create any rights over and above those

contained in the contracts or certificates. Eligibility for benefits and coverage are subject to terms

of the policies and plans and are subject to change. 1. Additional Benefits for Employees Working At Least 20 hours per week.

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a) Health Insurance.

The employer offers the following group PPO medical insurance coverage to eligible employees who normally work 20 to 29 hours per week:

PPO HD Single employee Employee premium contribution: %

Plus-one coverage Employee premium contribution: %

Family coverage Employee premium contribution: %

PPO1 Single employee Employee premium contribution: %






The employer offers the following group PPO medical insurance coverage to eligible employees who normally work 30 to ________ hours per week for at least six months per calendar year in accordance with federal guidelines:

PPO HD Single employee $ /mo. contributed by employee (must be between $0 - $100)

Plus-one coverage Employee premium contribution: % (percentage or dollar amount)

Family coverage Employee premium contribution:

% (percentage or dollar amount)




PPO2 Single employee Employee premium contribution:

% Plus-one coverage Employee premium contribution:

%


The employer offers the following group PPO medical insurance coverage to eligible employees who normally work hours per week for at least six months per calendar year in accordance with federal guidelines:

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PPO HD Single employee $ /mo. contributed by employee (must be between $0 - $100)

Plus-one coverage Employee premium contribution: % Family coverage Employee premium contribution:

% PPO1 Single employee Employee premium contribution: %



% PPO2 Single employee Employee premium contribution:

%



%

b) Flexible Benefit Plan – Employer Compensation Account.

Employees who would be eligible for the employer’s health insurance coverage but who have such coverage through another source, and who provide proof of such coverage, are eligible for an Employer Compensation Account (ECA) through the MCC Flexible Benefit Plan. The employer contributes to the employee’s ECA in lieu of the employee’s enrollment in the employer’s health insurance coverage. (commonly referred to as “cash-in-lieu”). The employer must pay the same amount for all employees who participate in the ECA. The amount of the contribution is evaluated annually. For more details, see the plan summary provided by the MCC. The current annual amount contributed by this employer as “cash-in-lieu” is $ .

c) Dental Insurance.

Employees normally working 20 hours per week or more are eligible for dental insurance in accordance with the plan administered by Delta Dental Plan of Michigan. For more details, see the plan summary provided by the MCC.

Employees working 20 to hours per week

Single employee Employee premium contribution: %



Employees working to hours per week

Single employee Employee premium contribution: %



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d) Disability Benefits.

Employees normally working 20 hours per week or more are eligible for accident and sickness disability benefits, which may be short-term or long-term. Premiums for this program are paid by the employer. For more details, see the plan summary provided by the MCC.

Short Term Disability Benefits. Subject to the utilization of accumulated sick leave or the expiration of ten (10) consecutive business days, whichever is greater, an eligible employee may receive short term disability benefit payments for total disability at the rate of 66-2/3% of covered monthly salary. Short-term disability benefits are payable for a maximum of six months. Long Term Disability Benefits. Subject to the utilization of accumulated sick leave and the expiration of 180 consecutive calendar days, an eligible employee may receive long term disability benefit payments to the attainment of age 65 at the rate of 60% of covered monthly salary.

e) Life Insurance.

Employees normally working 20 hours per week or more are eligible for life insurance in accordance with the master contract or certificate. Premiums for this program are paid by the employer. For more details, see the plan summary provided by the MCC.

2. Employee-Paid Benefits Optional to the Employee.

a) Vision & Life Insurance.

Optional vision and life insurance policies are available through Michigan Catholic Conference at full cost to the employee through payroll deduction. For more details, see the plan summary provided by the MCC.

b) 403(b) Plan.

Optional 403(b) Plan is available through Prudential through employee contributions only. For more details, see the plan summary provided by the MCC.

Section CC: USE OF EMPLOYER EQUIPMENT Personal use of equipment of the employer is allowed if approved by the employee’s

immediate supervisor. The employee must reimburse the employer for the cost of using the

equipment, e.g., gasoline, photocopying, long distance telephone calls, postage. No equipment

or property of the employer may leave the building at any time for personal use.

Section DD: BUSINESS EXPENSES Employees who use their own vehicles and travel on behalf of the employer for business purposes

will be reimbursed at a rate determined annually by the employer. Reasonable meal expenses

will be reimbursed when an employee is attending employer-mandated special meetings and

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conferences inside or outside the Diocese of Marquette, or when the employee (with prior

approval of his or her supervisor) engages in business on behalf of the employer during a meal.

Expense reimbursement forms must be completed and approved by the employee’s supervisor

prior to reimbursement.

Section EE: PROFESSIONAL DEVELOPMENT The employer supports and encourages the professional development of its employees.

Expenses related to workshops and seminars will be paid by the parish or covered agency if

approved by the employee’s supervisor and if within the parish or covered agency’s budget.

Reimbursable expenses include hotel, meals, travel, and registration, provided these expenses

are both documented with receipts and deemed reasonable. Expense reimbursement forms

must be completed and approved by the employee’s supervisor prior to reimbursement. Expenses

for recreation incurred during a business trip will not be reimbursed.

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Parish Supplemental Personnel Policies

General Points of Importance:

• A final MS Word document of the supplemental policies will be sent to all parishes. Parishes will be able to make changes to the document to reflect the policies they adopt.

o None of the wording can be changed and no wording can be added, for legal reasons. o Take out the policies that do not apply to your parish – just leave the title of that section, and make a

note “Does not apply”. • All of the supplemental policies are optional. Each parish can use all of them, some of them, or none of them. • If MCC benefits are added (or deleted), the parish must contact MCC by September 1, 2018. The benefit

changes will be effective January 1st, 2019. • These policies apply to all lay employees and need to be administered consistently for all.

o Fill in all blanks for policies that do apply to your parish. • The “Supplemental Personnel Policies” should be approved by the Parish Finance Council and pastor. • Each parish must have an adopted “Supplemental Personnel Policies” document by September 1, 2018. A copy

needs to be sent to the diocese. • A copy of the “Standardized Personnel Policy” and “Supplemental Personnel Policies” must be given to every

employee. • The original signed “Acknowledgement of Personnel Policies” must be in each employee’s personnel file.

Definition of “regular full time employee”:

• Define full time employee in the “Purpose and Applicability” section as to hours worked per week and number of weeks per year (fill in the blanks).

Section AA: Employee Leave Time

1. Vacation. • If your parish offers this benefit, it applies to every employee scheduled to work 20 hours or more per

week. • Complete the chart for your full time employees (in hours).

• Part-time employees will receive an equivalent proportion of full time vacation hours. Sample:

Full-time 40 hrs per week vacation = 80 hrs year 1 Part-time 35 hrs per week vacation = 70 hrs year 1 (Calculation 35/40 =.88 - .88 X 80 hours = 70.4) Part-time 30 hrs per week vacation = 60 hrs year 1 (Calculation 30/40=.75 - .75 X 80hours = 60) Part-time 20 hrs per week Vacation = 40 hrs year 1 (Calculation 20/40=.50 - .50 X 80hours = 40)

• Vacation time cannot be taken until it is earned. Employees accrue (earn) an equal share of vacation time each full month worked.

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• Fill in the number of hours that can be carried over to the next calendar year (will be a proportion for part time employees).

2. Paid Personal Leave • For full time employees only. • Fill in the number of personal days per year. • Personal leave is not given until the first full calendar year worked.

3. Sick and Pregnancy Leave

• If your parish offers this benefit, it applies to every employee scheduled to work 20 hours or more per week.

• Fill in the number of hours per month for a full time employee (part time will receive a proportion). • Fill in the number of hours that can be carried over to the next calendar year (will be a proportion for

part time employees).

4. Holidays • If your parish offers this benefit, it applies to every employee scheduled to work 20 hours or more per

week. • Fill in the holidays that will be paid days off. Below is a list of the most common:

Assumption, August 15th

All Saints Day, November 1st

Immaculate Conception, December 8th

New Years Day Good Friday Easter Monday

Memorial Day Independence Day Labor Day Thanksgiving Day Day after Thanksgiving Christmas Eve Day

C Christmas Day

• An employee will not receive holiday pay unless the holiday falls on his/her normally scheduled work day.

5. Funeral Leave • If you offer this benefit, it applies to all employees.

Section BB: Benefits

1. Additional Benefits for Employees Working At Least 20 hours per week. a) Health Insurance

• Determine health insurance plans offered by your parish. • If your parish has employees working 30 hours or more per week, PPO HD MUST be

offered – the rest are optional (per Affordable Care Act). • If your parish does not have employees working 30 hours or more per week, parish is

not obligated to offer any health insurance. • Fill in chart with percentages for “employee premium contribution” for employees scheduled to

work 20-29 hours per week. If coverage is not offered to employees working 20-29 hours per week, delete this chart.

• Can all be 100% if the parish does not pay a portion for these employees. • Fill in blank on second chart: “…normally work 30 to _____ hours per week…”. • Fill in second chart with percentages/dollar amounts for employees scheduled to work 30 to

___hours per week. If no employees work 30 hours or more per week, delete chart.

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• MUST fill in $0-$100/mo. for PPO HD Single employee coverage per Affordable Care Act. • All others can be 100% paid by employee.

• If a third chart is needed, fill in “…____ hours per week…” and fill in chart with percentages/dollar amounts for applicable employees. If third chart is not needed, delete it.

b) Flexible Benefit Plan – Employer Compensation Account • This is cash offered if an employee declines health insurance and provides proof of other

coverage. • This benefit does NOT have to be offered. • If offered, fill in annual amount. • The cash amount should be reviewed annually by pastor and Parish Finance Council. • This is paid in equal increments over entire year via Paycor.

c) Dental Insurance • If offered, fill in the chart(s) and blanks. • Parish can require employees to pay 0% - 100% of the premium.

d) Disability Benefits • If offered, leave this in. • If offered, must apply to all employees scheduled to work 20 hours or more per week. • If offered, 100% paid by the parish. • If not offered, take out the body of the policy, leave the title of that section, and make a note

“Does not apply”. e) Life Insurance

• If offered, leave this in. • If offered, must apply to all employees scheduled to work 20 hours or more per week. • If offered, 100% paid by the parish. • If not offered, take out the body of the policy, leave the title of that section, and make a note

“Does not apply”.

2. Employee-Paid Benefits Optional to the Employee. a) Vision & Life Insurance

• If offered, leave this in. • If offered, available to all employees. • If offered and the employee enrolls, 100% paid by the employee through payroll deduction. • If not offered, take out the body of the policy, leave the title of that section, and make a note

“Does not apply”. b) 403(b) Plan

• If offered, leave this in. • If offered, available to all employees. • If offered and the employee enrolls, 100% paid by the employee through payroll deduction. • If not offered, take out the body of the policy, leave the title of that section, and make a note

“Does not apply”.

Section CC, DD, EE

• Either leave in (no changes) or take out the body of the policy, leave the title of that section, and make a note “Does not apply”.

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“Supplemental Personnel Policies” FAQ’s

1. If we don’t have any employees working 30 hours or more per week, do we have to offer health insurance?

A. No, you do not have to. Delete all the wording in this section and make a note: “Does not apply”

2. If an employee is willing to pay 100% of the health insurance premiums, do we have to offer all plans?

A. No, you do not have to. The parish will decide which plans to offer, and the plans they do choose to offer are available to all employees scheduled to work 20 hours or more per week.

3. Can a priest enroll in optional vision and/or life? A. Yes. The priest must pay 100% of the premiums through payroll deduction. These are

the only MCC benefits that are available to both lay employees and priests. 4. What if an employee wants to take time off and does not have accrued vacation, personal leave,

or sick leave? A. The pastor may approve a leave of absence without pay. See “Section H: Personal

Leave of Absence Without Pay” in “Standardized Personnel Policy”, page 6, for more details.

5. If our parish already has personnel policies, do we have to adopt these? A. Yes. These policies are promulgated by the bishop and replace all previous personnel

policies. 6. What unused leave is paid upon termination of employment?

A. Accrued vacation time is the only benefit that can be paid upon termination of employment. See “Section V: Termination” in “Standardized Personnel Policy”, page 15, for more details.

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DIOCESE OF MARQUETTE 2018 PARISH FINANCIAL GOVERNANCE REPORT

PARISH or MISSION NAME:____________________________________ CITY:________________________

WE, THE UNDERSIGNED members of the Parish Finance Council for

_____________________________, _______________________, Michigan, hereby

(Parish/Mission Name) (City)

state that during the preceding year, we met as a Council on the following dates: ____________________ _____________________ _____________________ ____________________ _____________________ _____________________ ____________________ _____________________ _____________________

WE FURTHER state that a copy of the Parish Annual Financial Statement

was provided to the parishioners on____________________________.*

(Date)

DATED: _________________ Pastor:________________________________________________ Signature

Finance Council Members: (Include Name and Professional Title, if Applicable)

___________________________ ____________________________ ____________________________ Name Email Address Signature








* Please enclose a copy of the Financial Statement as of June 30, 2018 provided to parishioners.

Submit by September 30, 2018 to Diocese of Marquette, 1004 Harbor Hills Drive,

Marquette, MI 49855

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