Benefit & Personnel
Policies for Pastoral and Administrative Staff
Chinese Bible Church of
Greater Boston
05/25/00
1. Workdays
Four regular weekdays and Sunday.
2. Vacation
For a staff with less than three years of full-time service, accrue 1 1/4 days per month (a total of 15 workdays per year). For a staff with more than three years of full-time service, accrue at 1 2/3 days per month (a total of 20 workdays per year). Only one-half of any year’s vacation days may be carried over into the following year.
Vacation days are prorated as follows if workdays are not five days per week.
Vacation days per year = (N x workdays per week )/5.
For full-time service less than 3 years, N = 15. For full-time service more than 3 years, N = 20.
No more than four Sundays can be taken as vacation days in a year (pastoral staff only).
3. Holidays
A total of nine holidays in a year, including (i) New Year Day, (ii) Chinese New Year Day, (iii) Washington’s Birthday, (iv) Memorial Day, (v) Independence Day, (vi) Labor Day, (vii) Thanksgiving, (viii) Christmas, and (ix) a floating holiday. An alternate day may be chosen when the holiday falls on a non-scheduled workday.
4. Sick Days
A total of ten days of paid sick leave per year. Unused sick days cannot be carried over into the following year. Sick days are not personal days. Sick days are applicable to illness of the spouse, child, parent or a person living in the immediate household.
5. Maternity/paternity Leave
Six (calendar) weeks of paid maternity leave or one (calendar) week of paid paternity leave for new birth.
6. Funeral Leave
Four work days of paid leave for the death of the spouse, child, brother, sister, parent, or spouse’s parent. Two work days of paid leave for the death of the spouse’s brother, sister, grandparent, great grandparent, or grandchild.
7. Long-term Disability
To be arranged with the Board of Deacons. CBCGB will pay the insurance premium, which is counted as a staff’s annual income.
8. Short-term Disability
When a staff is not able to work because of illness or injury and have exhausted all sick days, he/she will receive 70% of his/her salary up to a maximum of ninety days or until he/she is eligible to receive long term disability benefits, whichever is earlier.
9. Group Life Insurance
CBCGB will pay the premium for a basic term life insurance for the amount equal to a staff’s annual salary or $50,000, whichever is smaller.
10. Health Insurance
To be arranged with the Board of Deacons. CBCGB will pay the insurance premium for a health maintenance organization (HMO) plan or equivalent.
If a staff is covered under his/her spouse’s insurance plan, CBCGB will reimburse the premium that the spouse contributes. The reimbursement cannot exceed CBCGB’s contribution for a staff under CBCGB’s plan.
11. Dental Insurance
To be included with health insurance. If dental coverage is not included (by choice), dental benefits will be paid as follows: after $50/year deductible per person or $100/year deductible per family. Maximum benefit is capped at $750/year per family. Children are covered up to age 19, or up to age 25 for full-time students.
12. Retirement
Beginning the third year of service, CBCGB will contribute an amount equal to 5% of a staff’s annual salary to his/her retirement account (403b or IRA).
Items (13)-(17) are for pastoral staff
only.
13. Outside Ministry and Conferences
A total of ten working days per year and a maximum of four Sundays. Additional days consistent with the church’s mission can be arranged with approval of the Board of Deacons.
14. Professional Expense Reimbursement
(a) Hospitality charges related to church functions or conferences will be reimbursed up to $1,000 per year. CBCGB will also reimburse the spouse up to $700 of conference-related expenses per year for spiritual growth.
(b) Christian books, magazine subscriptions, and/or tuition will be reimbursed up to $600 per year.
(c) Gasoline expenditure for visitation will be reimbursed at a rate of $0.30/mile. This expenditure should be reported monthly.
(d) Expenses for church retreats related to job responsibilities will be fully reimbursed.
Additional reimbursements may be arranged with prior approval by the Board of Deacons.
15. Housing allowance
(a) The church keeps “actual use with documentation” as the housing allowance designation.
(b) The pastoral staff should present his/her personal housing budget at the end of the year (December).
(c) The Board of Deacons should vote on the individual staff’s housing allowance based on the budgeted amount the staff plans to actually use for the year, and to amend future housing allowance designation as need arises.
16. FICA
If a pastoral staff elects not to participate in federal FICA, the church should agree to place the “would be amount” of the employer’s contribution to the FICA system into an IRA/SEP account of the staff’s choice.
17. Sabbatical Leave
A pastoral staff member is eligible for a sabbatical leave of absence after six years of continuous full time service at CBCGB. The maximum length of sabbatical leave is six months. The criteria are limited to (a) missions, (b) study, (c) teaching, (d) writing, and (e) specific plans for spiritual enhancement. A pastoral staff member who wishes to be considered for sabbatical leave shall make a written application (with objective(s), nature of the activity, place(s) the activity expected to take place, period of leave, etc.) to the Board of Deacons at least one-year before the proposed date of leave. The application shall be reviewed by the Board of Deacons. The elders will provide inputs to the Board of Deacons for human resource and financial considerations. If a leave is granted, the staff member is expected to commit a full year of service at CBCGB following the completion of the leave. A report should also be made to the Board of Deacons at the completion of the leave.
With the approval of the Board of Deacons, a sabbatical leave may be distributed over two terms. The length for each term should be at least two months. The separation between the two terms cannot exceed one year. The one-year service commitment will begin after the completion of the second term.
18. Annual Objective and Evaluation
Senior Pastor
(a) Self-evaluation
(b) Evaluation by an elder and the moderator of the Board of Deacons
(c) Objective setting for next year and beyond
Associate Pastor
(a) Self-evaluation
(b) Evaluation by the Senior Pastor, an elder and the moderator of the Board of Deacons
(c) Objective setting for next year and beyond
Assistant Pastors and Ministers
(a) Self-evaluation
(b) Evaluation by the Senior Pastor
(c) Evaluation by at least one committee over which the person has a direct responsibility
(d) Objective setting for next year and beyond