The Austin Stone Team Handbook How we all work together 

Employee Version 

We are thankful that God has invited us to be a unique part of His great work in Austin and around the world. This Team Handbook exists to clearly and specifically express our expectations for working together for the ministry of the gospel through The Austin Stone Community Church.  

The hope and prayer of our elders is that this clarity of expectation will unify our team around a common language and a shared understanding of what it means to be a part of The Austin Stone team. This should serve to free us from encumbrance, confusion or negative conflict and allow us to “run with endurance the race that is set before us” (Hebrews 12:1). We pray that a common understanding of expectations for each of us, and of what we each can expect from each other, will ultimately result in greater worship of Jesus and love for His Church as He kindly uses for these purposes.  

   

313 E. Anderson Lane, Building 3, Suite 100  Austin, TX 78752 512.708.8860 | austinstone.org 

Contents  

Section 1: Conduct 

General Conduct 

Living above Reproach 

Godly Character 

Competency 

Compatibility in Culture 

Attendance 

Dress Code 

Conflict of Interest 

Gifts to Staff from The Austin Stone 

Gifts to Staff Members from Congregation 

Personal Fundraising 

Conduct Among Our Team 

Mutual Submission in the Service of Leadership 

Preserving Dignity with Confidentiality 

Conflict Resolution: Matthew 18 Principle 

Conduct Outside Our Team 

Social Media 

Solicitation 

Section 2: Work Expectations 

Office Hours 

Work Week 

Appointments 

Emergencies 

Office Closures 

Holiday Schedule 

Working Together in our Office and Facilities 

Hospitality and Tidiness 

Security 

Keys and Doors 

Room Reservation and Facility Use 

Printers 

Personal Technology 

Computer and Technology Usage 

Computers 

Cell Phones 

 

Section 3: Employment Features 

Compensation for Full-Time Employees 

Total Compensation 

Salary 

Benefits 

Health and Wellness Plan 

Dental Insurance 

Orthodontic Supplement 

Vision Insurance 

Worker’s Compensation 

Accidental Death & Dismemberment, Life Insurance, and Disability 

Time Off 

Vacation 

Sick Leave 

Honeymoon Leave 

Parental Leave 

Bereavement 

Supervisor-granted Rest Time 

Supervisor-granted Extended Leave 

Sabbatical 

Unpaid Leave 

Ministry Leave 

Employee Counseling Scholarships 

Separation from Employment 

Separation 

Voluntary Separation 

Termination 

Vacation Pay 

  

Our Knowledge Base  For further details on these policies and more, visit HelpScout. 

 

 

Our Team We use many different terms to describe the groups of people among our church and its leaders depending on the context of our communication. For the purpose of building a shared language and understanding of how we vocationally work together to lead our church, we use some particular terms in this handbook and in our policies.  

Though we have several categories of employment relationships with The Austin Stone, we are all complementary parts of the same team. So, when we say “Team”, several groups of people are represented: 

● Austin Stone employees 

● Shared staff - includes Reliant (residents), Launch Global 

● For The City employees  

● Unison Development employees 

In this version of our Team Handbook, the first two sections are broadly applicable to all these groups. The third section includes details that are specifically applicable to employees of The Austin Stone. 

   

 

Section 1: Conduct General Conduct Team Members of the church not only function as leaders and managers but also serve as modelers. Biblically, we are more than those who make sure the work gets done; we show people how Christ-exalting work looks as it gets done. As Christ-followers who also lead in His church, we are reflections of the gospel of Christ to others at all times with our life and our speech. 

Our skill and conduct as church leaders should come from the overflow of our hearts that are transformed by the gospel. These guidelines serve to help remind us what it looks like to model our faith and obedience to the Lord. They also help us strive for excellence in our work, maintain healthy working relationships, and promote a Christ-honoring work environment that is conducive to the effective ministry of the gospel and joyful participation in the body of Christ. 

Living above Reproach 

Austin Stone team members are in a position of spiritual leadership and should feel a high level of responsibility for those around them (1 Timothy 3, 1 Corinthians 8:9-13, Romans 14).  

Each team member is expected to honor Christ in protecting the integrity and unity of the church through what we say and how we treat others on our team, in our body, and in the world. Each member is expected to consider all lifestyle behaviors in light of his or her position as a spiritual leader and how these behaviors might be seen by Christians and non-Christians. 

In view of this, Austin Stone team members are to conduct themselves with sensitivity toward Christians and non-Christians so that our ministry and testimony may remain “above reproach” (Titus 1:6-9, Galatians 5:16-17). 

Godly Character 

A leader in the church is required to be qualified according to the Scriptures. Every bit of maturity and faithfulness in our character is given to us by God. So, we view these character attributes not only as a qualification for leadership but also as a means of discerning God’s calling and enduring each one in such roles. 

The following character qualities are a summary of biblical qualifications for serving the church from 1 Timothy 3:8-13. 

● Dignified/blameless in reputation (1 Tim. 3:8,10) 

● Not double-tongued or prone to gossip (1 Tim. 3:8) 

● Temperate/not addicted to much wine (1 Tim. 3:8) 

● Not greedy for dishonest gain (1 Tim. 3:8) 

● Husband of one wife/one-woman kind of man (or one-man kind of woman) (1 Tim. 3:12) 

● Managing children and household well (1 Tim. 3:12) 

● Life matches doctrine (1 Tim. 3:9)  

 

We are dependent upon Jesus for our continual repentance and growth in character. This means that leaders are not expected to be perfect. But at a minimum, each Team Member must agree and aspire to maturity in these qualifications, invite the authority of church community and leaders as a means of growth in them, and pursue them humbly and faithfully by the power of the Holy Spirit. 

Some are called to serve in the church by leading as deacons or elders or in a delegated pastoral leadership role. These leaders are qualified by a reputation for maturity in these areas, a pattern of repentance and faith, and credibility of life and speech as witnesses to the gospel of Christ which they proclaim. 

Competency 

Leaders in the church must be good at their job. We train for tasks according to the importance of the task to be completed. Our belief is that the gospel task is of immeasurable importance. Therefore, the expectation of the servant leader is to pursue excellence in their calling by diligently pursuing growth in their ministry skills and performance.  

Compatibility in Culture 

Leaders in the church must be models of the DNA of the church. Of course, God is glorified in the harmony of diversity within any family. However, there is something that ties the family together. It is those things that make the family unique. Being open to learning and embracing these unique aspects of this particular family is crucial for leading and living alongside its members. While striking a receptive posture is essential to learn and embrace these aspects, understanding our culture map, knowing our ministry philosophies, and participating in the associated trainings are all necessary to help you unite with this family. 

Further description can be found here: Qualities of Church Leaders at The Austin Stone. 

Attendance 

All of our team is expected to attend weekly all-team meetings and other department meetings as required by your supervisor. Each team member is also expected to be regularly involved in the activities of the church. 

Weekly all-team meetings are open to all team members, and mandatory for all full-time employees. Any absences for employees must be approved by your Supervisor. 

Dress Code 

In general, our dress can be quite flexible as long as good judgment is applied. Keep in mind that the way you dress as you engage with others communicates consideration and respect. Our team members are encouraged to wear casual or business casual dress as appropriate to the role and the situation. More specific guidelines are as follows. 

 

 

Men: jeans and pants are normal dress for men. Shorts are permissible so long as they are of modest length and appropriate to the situation. 

Women: jeans, slacks, long shorts, skirts and dresses are normal dress for women. 

Clothing with inappropriate language or images, tank-tops, short-shorts, low-cut or bare midriff tops are not acceptable. 

Conflict of Interest 

We are each expected to exercise good faith and best efforts in the performance of our duties to The Austin Stone and all related entities. In all dealings with and on behalf of the Church and related entities, each of us is expected to be honest and fair such that one’s position, privileges, or knowledge gained therefrom are not used in such a manner as to create a conflict or the appearance of conflict between the interests of The Austin Stone or any related entity and the other interests of the individual. 

In addition, our officers, directors, and elders are expected to abide by The Austin Stone Conflict of Interest Policy for Officers, Directors, and Elders, and disclose any relationship or dealings from which a conflict or appearance of conflict of interest may arise, according to the policy. 

Gifts to Staff from The Austin Stone 

Austin Stone primarily has four types of people that could receive gifts, and depending on the type of person there are different ways to gift:  

1. Employees (people who are employed through and paid directly by Austin Stone)  

2. Independent Contract Workers (1099 workers who are paid through web-invoicing for an external service that they have provided)  

3. Volunteers (people who volunteer to serve in some capacity at the church and are not paid for their time or service)  

4. Shared Staff (people who are working for Austin Stone, but are being paid by a third party like Reliant (residents) or Allegro)  

Employees 

A supervisor can gift an employee with a tangible gift <$40, and it does not need to be reported to the finance team. Any tangible gift >$40 or any cash/cash equivalent gift must be reported to payroll@austinstone.org so it can be properly recorded as taxable income to the employee. Both Austin Stone and the Employee will now owe taxes on this gift.   

Independent Contract Workers  

Given the nature of the work of contract workers, we should not be gifting a contract worker with any gifts, no matter the dollar amount or type.   

Volunteers & Shared Staff (Including Residents) 

Should only be gifted with infrequent tangible gifts <$40 (i.e. Christmas Gifts).  

 

Gifts to Staff Members from Congregation Donations of cash or gifts-in-kind designated for individual staff members will not be accepted by the Church. Staff members may accept gifts from Church members and attendees. These gifts will not be tax deductible to the donor. The staff member will report such gifts valued over $1,000 to the Executive Team for report to the Elders. The policy is also listed in the Elder approved Financial Policy and Procedures of the Austin Stone.   

View The Austin Stone Disclosure Form for of Gifts Greater than $1000 

 

View The Austin Stone Conflict of Interest Policy and Disclosure Form  

 

Personal Fundraising Many members of our team engage in various kinds of sales or other fundraising methods for a particular individual mission purpose (adoption, short-term mission trips, etc.). Utilizing personal relationships and personal social media channels is permissible. Utilizing the platform of The Austin Stone to advance a personal fundraising effort beyond personal relationships is not. 

Some of the reasons for this are as follows: 

● To create the best opportunities for ownership of vision by others who will pray and advocate for the fundraiser. 

● To provide the best opportunity for the fundraiser to grow in trust in the Lord as part of the preparation for a mission endeavor. 

● To maintain a healthy fundraising model that can be replicated by all missionaries from The Austin Stone, without the constraints of limited organizational communication capacity, financial resources, advocacy from high-visibility members of staff, and other resources of the organization. 

Examples of using the name and resources of The Austin Stone to advance a personal fundraising effort beyond personal relationships include: 

● Soliciting sales or donations by means such as donation boxes, ‘booths’, ‘tables’, or other advertisement in The Austin Stone Sunday environments or weekday office environments 

● Posting ‘all-team’ topics requesting donations or soliciting sales 

● Requesting social media advocacy from an individual whose social media voice represents The Austin Stone 

   

 

Conduct Among Our Team Mutual Submission in the Service of Leadership Our church is served by leaders and led by servants. Jesus gave the church a plurality of leadership; His twelve disciples jointly led and taught the first community of Christians together. In much the same way, we pattern our organization around a collective and collaborative leadership structure where we each share authority and responsibility with others. We strive for humility, unity, and the kind of consideration of others that is described of Jesus in Philippians 2:1-22.  

At the same time that Jesus shared leadership with His disciples and demonstrated this kind of humility, He was also clearly their leader. This type of structure requires recognizing what Paul defines as the principle of leadership among equals (1 Timothy 5:17). We must recognize that none of us are equal in our giftedness, experience, knowledge, or leadership ability. Rather, each is given different and appropriate measures of grace in our variety of gifts and areas of leadership that are from the Lord (Romans 12:3-8). We honor those who God has called to greater degrees of leadership and greater measure of giftedness. 

To summarize, we practice mutual submission as we humbly allow others to lead us while we simultaneously strive toward faithfulness in humbly serving others by leading in the areas and degrees of our gifts of grace. 

Preserving Dignity with Confidentiality In many of our roles, we handle personal information of those on our team and in our church body, and it is our obligation to take care to pursue unity and dignity. Respect confidentiality by not looking through another person’s workspace. If any team member notices confidential information that is freely available for others to view, he or she should cover it and tell the person to whom it belongs.  

Team members are also urged to consider the following framework for sharing information with another person. First, have you verified what you are sharing is in fact true? Second, is it necessary for the person with whom you are sharing to know? Finally, would it be beneficial to the person or the church for this person to know?   

If you answer no to any of those questions, wisdom dictates that you avoid sharing that information unless otherwise directed. 

Conflict Resolution: Matthew 18 Principle When conflicts arise, we each should go as far as it is up to us (Romans 12:18) in seeking resolution (repentance, forgiveness, and reconciliation) according to the principles and process of Matthew 18:15-20: 

“If your brother sins against you, go and tell him his fault, between you and him alone. If he listens to you, you have gained your brother. But if he does not listen, take one or two others along with you, that every charge may be established by the evidence of two or three witnesses. If he refuses to listen to them, tell it to the church. And if he refuses to listen even to the church, let him be to you as a Gentile and a tax collector. Truly, I say to you, whatever you bind on earth shall be bound in heaven, and whatever you loose on earth shall be loosed in heaven. I say to you, if two of you agree on earth about anything they ask, it will be done for them by my Father 

 

in heaven. For where two or three are gathered in my name, there am I among them.” (Mt. 18:15-20) 

In this teaching Jesus lays out a clear pattern as to how we are to love a wayward brother or sister: 

1. We first lovingly confront an individual alone with evidence of the sin. 

2. If the offending brother or sister is clearly in sin and will not repent, we are instructed to take two or three together to establish the charge of the offense. 

3. If the wayward brother or sister still will not repent, we are to tell it to the church. 

4. Finally, if all the previous steps have been faithfully pursued, we are to remove that person from fellowship with the body. 

This process is also laid out in several other passages, including 1 Corinthians 5:1-13, 2 Corinthians 2:5-11, Galatians 6:1-5, 2 Thessalonians 3:6-15, and 1 Timothy 5:19-21.  

We believe in the authority and goodness of all of God’s Scriptures. Even with an issue as difficult and painstaking as church discipline, we must seek to put Jesus’ commands into practice with all love and wisdom. 

The Scriptures make it clear that, apart from Christ, there is no one who lives up to God’s standard of righteousness. All of us have fallen into sin and struggle every day against the world, our flesh, and Satan. But the mark of receiving the covering of Christ is a life marked by genuine repentance. 

It is important to point out that as believers, we cannot have definitive knowledge of someone’s standing before God. We only have evidence of the Spirit working; we cannot see the true regeneration of someone’s heart. The only guarantee of salvation is perseverance in the faith, and even then we will not truly know the state of a person’s salvation until we are in glory. However, the Scriptures give us evidence of those who are seeking to submit to King Jesus and those who are being hardened. 

How to apply conflict resolution within our team 

Knowing how to navigate conflict resolution in our family context is important to faithfully applying these biblical principles. Click here for how we apply these principles in conflict resolution. 

Conduct Outside Our Team 

Social Media We support social media as a way for you to engage and share your life with family, friends and people around the world. It is a powerful way to share our lives in Christ, to inform and encourage others, and to build up unity. We also recognize that social media presents many risks and therefore requires great responsibility on the part of every member of our team. We encourage wise decisions in line with living above reproach as you communicate or post content of any sort on the internet, including links to websites, blogs, journals, diaries, social media accounts, or chat rooms. 

 

With any online activity, it is important to consider if your conduct will adversely affect your job performance, the job performance of others, or any relationships with our team, church attenders, or those within the reach of our ministry at The Austin Stone.  

Solicitation In procuring goods and services for ministry activities and events, it is good practice to ensure that The Austin Stone is getting the best deal. However, the desire of The Austin Stone is to be a net-giver to the community, not a net-taker. 

Therefore, a great deal of consideration, wisdom, and care should be applied if soliciting financial support from our community is appropriate. If such donations are for the direct and express purpose of providing a tangible benefit to the community, solicitation of community members, organizations and businesses is permissible with the approval of an Executive Pastor. 

 

   

 

Section 2: Work Expectations Office Hours  Regular business hours for the office are from 9:00 am to 5:00 pm, Monday through Thursday, and 9:00 am to 1:00 pm on Fridays.  

Since many of the duties of our church fall outside these regular office hours, normal work schedules will be designated by your supervisor according to team function and/or individual job responsibility. 

Work Week Unless otherwise agreed as a term of employment, full-time employees are expected to work 40 hours per week in fulfilling our job descriptions.  

Appointments Medical and other personal care appointments are permissible during business hours. Use good judgment and stewardship when scheduling appointments during work hours so as to minimize the impact of your time away on your work and others. In order to encourage maintaining good health and wellness, time away for medical appointments is not counted against vacation time or sick leave. Each of us is trusted to use good judgment and good communication with our supervisors in making appointments during work hours. 

Emergencies When emergencies arise with family, friends, or community, we should each use discernment when assisting them during work hours. Communicate up front with your supervisor when a situation of this nature takes away from your work. 

Office Closures Inclement weather closures for The Austin Stone office will follow the AISD school closure decisions. If AISD cancels or delays the start of school due to inclement weather conditions, the office hours will follow accordingly. For example, if AISD institutes a 2 hour delay for the start of school, the church office will open at 11:00 am. 

   

 

Holiday Schedule  The following days are paid holidays for full-time employees of The Austin Stone. These days are also considered to be holidays for every team member. 

New Year’s Day*  Memorial Day  Thanksgiving Day** 

Martin Luther King, Jr. Day   Fourth of July   Christmas Eve* 

Good Friday   Labor Day  Christmas Day* 

* On years when these days fall on a weekend, holidays will be granted on either the preceding Friday or the following Monday as determined by the Leadership Team.  

** Including Friday following and including early release at noon on Wednesday prior to Thanksgiving. 

Working Together in our Office and Facilities Once again, we strive for humility, unity, and the kind of consideration of others that is described of Jesus in Philippians 2:1-22. We desire to maintain safe, hospitable and conducive environments for the work each of us is engaged in. In general, the themes under our conduct expectations apply fully to our interactions and consideration for each other in our workspaces. Here are a few more specifics on how this relates to our facilities. 

Hospitality and Tidiness  Our hope is that our facilities would be a place that would reflect the hospitality of the gospel. There are many users of The Austin Stone facilities, both internal and external, so please clean up after yourself and make every effort to leave the space you use better than you found it. 

We are all responsible for keeping our facilities and work areas in a condition that is hospitable and conducive to productivity. When using a shared space, including open workstations, conference rooms, and lounge areas, you are responsible to leave the space in the correct configuration, returning all furniture to its proper place and cleaning up all trash before you leave regardless of how the space looked upon your arrival.  

If you are hosting an event at the offices or facilities, you are the one responsible for getting the facilities back in order and ready for the next event. 

If you use the break room, please clean up after yourself, including washing dishes (i.e., don’t leave dishes in the sink) and putting them away, wiping off counters, keeping old food out of the refrigerator, etc.  

   

 

Security We are all responsible for ensuring the security of the church property and the safety of those who use it. Always adhere to the current communicated security procedures for guests and access to the offices and facilities. If you see someone in our facilities who is unfamiliar or looks lost, introduce yourself, ask if you can help them, and escort or connect them to the person they are visiting.  

Keys and Doors Appropriate keys and/or prox cards will be issued to each person as needed. Keys and prox cards should not be lent out. If you lose a key or prox card, notify the facilities team as soon as possible.  

Keep exterior doors locked and do not leave them propped open. The only times that doors may be left unlocked is when security is hired or a leader is actively manning the doors. Please make sure that everything is locked when you leave, and check all exterior doors. The simple rule to follow: always lock doors. 

Room Reservation and Facility Use To help us steward our meeting spaces well and to practice consideration and hospitality to one another, use our facility reservation system to plan your meeting or event. Austin Stone team members may book meetings and events up to one year in advance. If you are reserving your space less than a week out and will need support services (i.e., HVAC, security, janitorial, AV) please contact the Facility Manager to confirm your event after booking in the system.  

Remember that you are responsible for leaving the space ready to accommodate the next group and will need to clean up any messes and return all furniture to it’s proper place.  

Printers 

If you find a printer not functioning or out of paper or ink/toner, be a good neighbor for the next person who wants to print or copy materials and attempt to solve the problem. If you have trouble clearing the problem, replenishing the supply, or if you find that new supplies need to be ordered, notify the front desk. Keep small objects such as paper clips and staples and liquids away from copy/printers as these cause problems that keep you or your neighbor from printing.  

Personal Technology Computers, phones, and any other technology devices, including the Internet and other infrastructure, are provided as appropriate for the performance of our job requirements, according to our technology policy They are provided as a privilege to enable our work toward the purposes of the church. 

Computer and Technology Usage The first priority for computer and technology system usage is for business-related work. Personal use should not interfere with work responsibilities or affect the performance of The Austin Stone technology infrastructure and equipment. For any questions regarding computers or computer replacements see our Technology Team. 

 

 

Computers The purchase and replacement schedule of computers and other technology provided by the church are managed by our Technology Team. More information can be found in our current Austin Stone Computer Policy. 

View The Austin Stone Computer and Hardware Procurement Policy  

 

Cell Phones Cell phone plans that are provided by The Austin Stone are for the primary purpose of aiding in the performance of job duties. Of course, with provided mobile service comes the expectation to be available and responsive when contacted. While your provided cell phone plan may be used for a reasonable amount of personal use, it is your responsibility to manage your usage wisely with respect to your plan and the others on our plan with whom you share voice and data capacity. The Austin Stone will regularly re-evaluate our needs for mobile service and reserves the right to modify or cancel plans at any time. 

View The Austin Stone Cell Phone Policy  

   

 

Section 3: Employment Features Compensation, Health Benefits, and Other Employment Features 

This section describes employment features for all full-time employees of The Austin Stone Community Church. For part-time and shared employees, compensation and eligibility for benefits, time off, and other employment features are summarized in your employment proposal letter. Ask our HR Manager for any clarifications. 

Compensation for Full-Time Employees  Compensation in the form of salary plus health and other benefits are provided to all qualified full-time employees.  

Total Compensation The total compensation for employees of The Austin Stone is comprised of salary plus other financial, insurance, tangible, and time-off benefits. In determining these, we follow a principled and prayerful methodology in pursuit of right and gracious compensation for the shepherds of this local flock.  

Salary Salaries are reviewed annually by the Executive Team with oversight from the Elders. Factors involved when considering compensation include current cost of living, internal and external benchmarks for the employee’s role, employee’s scope of ministry (level), performance, team compatibility, leadership performance, education, and relevant experience. These factors are also weighed against the current financial strategies and budget projections of The Austin Stone Community Church. 

Non-exempt employees are eligible for overtime pay when hours worked exceed 40 hours in one work week (Monday-Sunday). Non-exempt employees are to work with their supervisor in order to manage workload and work hours within the guideline of 40 hours per week. Supervisor approval is required prior to working overtime. Payroll is paid twice monthly in “arrears”, meaning that payroll checks are issued on:  

● The 15th of the month (for time worked the last half of the prior month) and  

● The last day of the month (for time worked the first half of the same month).  

Benefits Benefits described below apply only to full-time employees. While the normal workweek expectation is 40 hours per week, full-time employees must work a minimum of 30 hours per week in order to qualify for these benefits. 

Health and Wellness Plan For qualified full-time employees, The Austin Stone pays 100% of the expense for participation in all benefit programs and arrangements associated with The Austin Stone Health and Wellness Plan for each employee and dependents. Coverage begins on the first day of employment. 

 

Enrollment forms must be submitted to the HR Office no later than 14 days after the first day of employment to guarantee coverage or within 30 days after a “Qualifying Life Event.” See HR Office for details. 

Dental Insurance For qualified full-time employees, The Austin Stone pays 100% of the expense for all premiums associated with The Austin Stone-provided Group Dental Insurance for each employee and dependents. Coverage begins on the first day of employment. 

Enrollment forms must be submitted to The Austin Stone office no later than 14 days after the first day of employment to guarantee coverage or within 30 days after a “Qualifying Life Event.” See our current dental program details for more information. 

Orthodontic Supplement For qualified full-time employees, The Austin Stone supplements the orthodontic insurance coverage under our dental insurance plan according to our current dental program. 

Vision Insurance The Austin Stone sponsors a voluntary, employee-paid vision insurance program. See Vision Insurance program summary for enrollment, coverage and network details. 

Qualifying Life Events 

A Qualifying Life Event (QLE) is an event defined by the Internal Revenue Service that allows you to change your Medical and/or Dental coverages. These QLEs include: 

● Change in your legal marital status  

● Change in employment status (for you, your spouse, or dependent) that affects eligibility for health insurance benefits 

● Change in your number of tax dependents 

● Birth or adoption of a child, or placement for adoption of a child 

● Death of your spouse or dependent 

● Change in your dependent's eligibility  

Note: A dependent is anyone you claim on your federal income tax return or someone with whom you jointly file a federal income tax return.  

Worker’s Compensation Worker’s Compensation coverage for injuries incurred in the performance of the job is provided by The Austin Stone. In case of accident, injury, or sudden illness, the matter should be reported to the Supervisor and HR Manager immediately. 

 

If an accident should occur while at work, regardless of how trivial it might seem, it must be reported before the end of the day. An accident report form (available from the HR Office) must be completed if the possibility of needing the services of a physician exists. 

Accidental Death & Dismemberment, Life Insurance, and Disability For qualified full-time employees, The Austin Stone will pay for all premiums associated with the The Austin Stone sponsored Group AD&D Insurance for employees. The Austin Stone will pay for all premiums associated with the The Austin Stone sponsored Group Life Insurance for employees in the amount of 2X annual employee salary. The Austin Stone will pay for all premiums associated with the The Austin Stone sponsored Group Long-term and Short-term Insurance for employees. 

 

Time Off  All time off must be submitted online at paycomonline.com, and approved by the employee’s supervisor. 

Click here for more on entering and requesting time online via Paycom. 

Vacation Three weeks (120 hours) of paid vacation is available each fiscal year. Vacation time is prorated based on date of hire until the fiscal year end (July 31st). This means that:  

● Full-time employees hired in the first four months of the fiscal year (August – November) are granted three weeks (120 hours) of paid vacation for the rest of that fiscal year. 

● Full-time employees hired in the next four months of the fiscal year (December – March) are granted two weeks (80 hours) of paid vacation for the rest of that fiscal year. 

● Full-time employees hired in the last four months of the fiscal year (April - July) are granted one week (40 hours) of paid vacation for the rest of that fiscal year. 

Vacation available for part-time employees is prorated based on the work hour expectations for the employee. 

Vacation time is granted anew each fiscal year. (August 1 – July 31), and may be taken in half-day increments (either 4 or 8 hours per day). In order to promote timely rest, vacation days do not carry over year to year, vacation pay cannot be taken in lieu of days off, and in the case of termination, whether voluntary or involuntary, employees are not compensated for unused vacation. 

All vacation must be submitted online at paycomonline.com and approved by team supervisor at least two weeks in advance. Vacation will be granted on a first-come, first-served basis, including vacation time surrounding holidays.  

 

Sick Leave The first ten days (80 hours) of illness in any fiscal year will be granted off with full pay. Additional days may be granted in cases of extreme illness. Time away for appointments is not counted against sick leave. See “Appointments”. 

Employees are encouraged to stay home when ill to avoid sharing contagious illnesses and to recover as quickly as possible. Employees must be ill to take “sick leave” and must call their Supervisor prior to absence. The church reserves the right to require a doctor's verification of illness if requested. 

Sick leave may be used for illness in the employee’s immediate family if the employee is directly responsible for the care of the sick individual. 

Honeymoon Leave One week (40 hours) of Honeymoon Leave will be granted to an employee following their wedding as additional paid time off.  

Parental Leave Up to two weeks (80 hours) of paid leave is available to parents for care and bonding from the date of birth or date of placement for adoption. Additionally, mothers who give birth to a child will receive 4 additional weeks (160 hours) of paid leave for recovery from childbirth. In order to request this time off in Paycom, employees may select Paternity, Maternity or Adoption as applicable. Other types of time off such as vacation or sabbatical may be used to extend paid leave, as approved by the employee’s Supervisor. The Family and Medical Leave Act (FMLA) provides certain employees may take additional unpaid leave, up to a combined total of 12 weeks. 

Bereavement Up to four days (32 hours) of paid Bereavement Leave will be granted to all employees upon the loss of a family member. More time may be granted as needed by the employee’s Supervisor. 

Supervisor-granted Rest Time Supervisors may occasionally grant additional Rest Time off as necessary and appropriate in circumstances including time to take care of personal or family emergencies, recovery time from extended after-hours work events (e.g. retreats or conferences requiring night and weekend hours), or other time as appropriate after exceptionally high work seasons. 

Supervisor-granted Extended Leave Additionally, with approval and supervision of the appropriate elders, Extended Leave may be granted for the purpose of guided and accountable healing or restoration following a season of significant distress. 

Your supervisor and/or elders will determine if Rest Time or Extended Leave is appropriate in a particular circumstance. For exempt employees, supervisor-granted Rest Time or Extended Leave is not owed, accrued, or otherwise considered to be comp time. 

 

Sabbatical All full-time employees of The Austin Stone are encouraged to take an extended leave of absence for rest and renewal in the form of sabbatical. For all full-time employees, in every fifth fiscal year of full-time employment, employees are granted an additional two weeks (80 hours) of time off for this purpose. 

All full-time employees are encouraged to use the additional two weeks in conjunction with other time off, so that, for example, up to five weeks could be taken consecutively if combined with vacation. As always, sabbatical should be planned and approved ahead of time by the employee’s supervisor. 

The fiscal year that contains the fifth anniversary of full time employment is the first eligible sabbatical year. Thereafter, every multiple of five years will be considered a sabbatical year. Time off for sabbaticals should be coordinated with and approved by your supervisor, in consideration of your team’s function and time off by others on your team. 

Central elders are granted a total of three months of sabbatical every seven fiscal years.   

Sabbatical and its purpose for rest and renewal should not be confused with Extended Leave. 

Unpaid Leave Up to 40 hours of unpaid leave may be granted by supervisors upon request. 

Ministry Leave The Austin Stone encourages each person on our team to live out their calling to ministry work in a holistic way - not just within the bounds of your job description. Collectively we also want to be a blessing to others through encouragement and support for other churches as well as living and declaring the gospel of Christ to others. 

So, we encourage our leaders to serve the Church and the world beyond. At the same time, we do not want to neglect the care and leadership of the body God has entrusted us to shepherd primarily. The purpose of the ministry leave policy is to provide a guideline to help us steward our personal ministry both internally and externally to The Austin Stone.  

Rest is supported by vacation and other time off, while Ministry Leave is specifically for the purpose of non-strategic work. Writing, speaking, consulting, mission trips, learning at a conference, serving in local mission, working in your personal business or even investing intentionally in your family’s well-being can all be considered for approval under our Ministry Leave policy.   

For all full-time staff, up to ten days of Ministry Leave may be granted each fiscal year. Ministry leave is approved on a case-by-case basis by your supervisor and a member of the Central Elder Team. To see the full description and how to request Ministry Leave, follow the link below. 

View The Austin Stone Ministry Leave Policy  

 

Employee Counseling Scholarships A counseling scholarship program for full-time employees is available to help financially support some of the costs of professional counseling through The Austin Stone Counseling Center. The purpose is to make it more accessible to receive counseling as necessary to maintain health and endurance in light of the weight of ministry to our team and church body over time. 

To see the scholarship program description, and access the application, follow the link below: 

View The Austin Stone Counseling Scholarship Program  

 

Separation from Employment Separation The Texas Workforce Commission excludes from their definition of employment any services in the employ of a church organization operated primarily for religious purposes. Therefore, upon termination of employment, former employees of The Austin Stone Community Church will not be entitled to unemployment insurance benefits. 

Voluntary Separation Employees who voluntarily resign must give 2 weeks prior notice of intent before actual separation.   

Termination Before termination of employment, our HR team and/or the employee’s Supervisor will conduct an exit interview with the employee, and the employee will be asked to complete an exit interview report that will be placed in the employee’s permanent file. The HR team and/or supervisor will complete a Separation Agreement to be placed in the employee’s file as well. 

Vacation Pay In the case of separation, whether voluntary or involuntary, employees are not compensated for unused vacation.