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CHANCERY PERSONNEL POLICIES

DIOCESE OF GALVESTON-HOUSTON

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July 1, 1996 Dear Co-worker: This booklet details the policies that govern the work expectations of the employees and their remuneration and benefits. I urge you to be familiar with these policies. The Chancery staff is extremely important to an effective administration of the diocesan Church. Each of you shares in my responsibility to serve the people of the diocese in the particular area in which you minister. I am deeply grateful for your willingness to serve the diocesan Church, and I depend on your faithful, zealous and effective ministry. Employees must keep in mind that they are hired to offer a supportive service to the parishes and people of the diocese. While this can often be very demanding, I ask that you perform your ministry with patience and cheerfulness. The experience people have with you as a representative of the diocese is very important. The secretariat system is helping all of us to a more efficient and effective diocesan administration. It is important that each employee give full attention to working with the department head and the director of the secretariat. I thank each of you for working for the diocese and I assure you of my prayers. Sincerely in Christ, Most Reverend Joseph A. Fiorenza Bishop of Galveston-Houston

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THESE PERSONNEL POLICIES ARE FOR INFORMATION ONLY AND ARE IN NO WAY TO BE INTERPRETED OR CONSTRUED AS A CONTRACT OF EMPLOYMENT. THE CHANCERY HAS THE RIGHT UNILATERALLY TO AMEND OR WITHDRAW ANY POLICY OR MATTER SET FORTH HEREIN AT ANY TIME

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CONTENTS

p. i LETTER FROM DIOCESAN BISHOP

p. ii TABLE OF CONTENTS

ORGANIZATION CHARTS

Page

1.00 EMPLOYMENT AND PROCEDURES FOR HIRING ..................................5

1.01 Equal Employment Opportunity Statement ..............................5

1.02 Position Openings........................................................................5

1.03 Application Process .....................................................................5

1.04 Employment Interview ..............................................................5,6

1.05 Letter of Appointment ..................................................................6

1.06 Orientation of New Employee .....................................................6

1.07 Probationary Period ..................................................................6,7

2.00 JOB DESCRIPTIONS AND WAGES ...........................................................7

2.01 Job Description.............................................................................7

2.02 Wage and Salary Schedules........................................................7

2.03 Wage and Salary Changes ..........................................................7

2.04 Definitions...................................................................................7,8

2.05 Wage and Salary Deductions......................................................8

2.06 Wage and Salary Payments.........................................................8

2.07 Overtime......................................................................................8,9

2.08 Salary Confidentiality ...................................................................9

2.09 Stipends for Special Assignments or Outside Projects.... 9,10

3.00 PAID BENEFITS..........................................................................................10

3.01 Medical and Dental Coverage ...................................................10

3.02 Social Security ............................................................................10

3.03 Life/Accidental Death & Dismemberment Insurance.............10

3.04 Pension Plan ...............................................................................11

3.05 Worker's Compensation ............................................................11

4.00 WORKING CONDITIONS AND FRINGE BENEFITS................................11

4.01 Chancery's Expectations of Employees..................................11

4.02 Employees' Expectations of Chancery....................................11

4.03 Hours of Work ....................................................................... 11,12

4.04 Holidays and Holy Days.............................................................12

4.05 Paid Time Off (PTO).............................................................. 12-14

4.06 Absences – Paid……………………………………………………14

4.061

4.0621 Sick Leave - Long Term Illness........................................... 14,15

4.0622 Maternity Leave...........................................................................15

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4.0623 Paternity/Adoption Leave.......................................................... 15

4.063 Bereavement - Death In Family ...........................................15,16

4.064 Jury Duty ..................................................................................... 16

4.065

4.07 Absences - Without Pay............................................................ 16

4.071 Medical Leave of Absence ....................................................... 16

4.072 Other Leave of Absence............................................................ 17

4.08 Parking......................................................................................... 17

4.09 Professional Development...................................................17,18

4.10 Longevity Bonus ........................................................................ 18

5.00 PROMOTIONS AND TRANSFERS ........................................................... 19

5.01 Promotions and Transfers ........................................................ 19

6.00 GENERAL EXPECTATIONS ..................................................................... 19

6.01 Attitudes ...................................................................................... 19

6.02 Inclement Weather ..................................................................... 19

6.03 Safety ........................................................................................... 19

6.04 Telephone Manners ................................................................... 20

6.05 Personal Appearance ................................................................ 20

6.06 4th Floor - Chancery Building .................................................. 20

6.07 Smoking..................................................................................20,21

6.08 Office Appearance ..................................................................... 21

6.09 Professional Organizations and Activities ............................. 21

6.10 Telephone/Fax Machine-Personal Use .................................. 21

6.11 Contracts..................................................................................... 21

6.12 Electronic Mail (E-Mail) Use...................................................... 22

6.13 Children In The Workplace........................................................ 22

6.14 Weapons Policy.......................................................................... 22

7.00 JOB PERFORMANCE AND REVIEW....................................................... 22

7.01 Review Procedure...................................................................... 22

8.00 RESIGNATION, DISMISSAL AND GRIEVANCE PROCEDURES.......... 22

8.01 Resignation............................................................................22,23

8.02 Exit Interview .............................................................................. 23

8.03 Severance Pay ............................................................................ 23

8.04 Dismissal..................................................................................... 23

8.05 Layoff ........................................................................................... 24

8.06 Grievance Procedure................................................................. 24

8.07 Reference Requests .................................................................. 24

9.00 ADMINISTRATION AND REVIEW OF PERSONNEL POLICIES............ 24

INDEX .................................................................................................25-30

Appendix A ETHICAL & PERSONAL CONDUCT POLICIES

DIOCESE OFGALVESTON-HOUSTON

External Structure

Most Reverend Joseph Fiorenza

AUXILIARIES

Bishop Vincent Rizzottoand

Bishop Joseph Vasquez

WESTERN VICARIATE

BLUEBONNET DEANERY

WESTERN DEANERY

SOUTHWEST DEANERY

NORTHWEST DEANERY

SOUTHERN VICARIATE

GALVESTON/ MAINLAND DEANERY

BAY AREA DEANERY

SOUTHERN DEANERY

CENTRAL VICARIATE

CENTRAL DEANERY

NORTHEAST DEANERY

SOUTHEAST DEANERY

NORTHERN VICARIATE

NORTHERN DEANERY

EASTERN DEANERY

SAN JACINTO DEANERY

VICARS GENERAL

VICAR FOR RELIGIOUS Sr. Adeline O'Donoghue,C.C.V.I.

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Most Reverend Joseph Fiorenza

ETHNIC VICARS JUDICIAL VICAR Rev. Lawrence

Jozwiak

CHANCELLOR and

MODERATOR OF THECURIA

Msgr. Frank Rossi

SECRETARIAT FORFINANCE

Mr. Tom O'Toole

Accounting - PAS

Development OfficeInvestment Management

SECRETARIAT FORCLERGY FORMATION &CHAPLAINCY SERVICES Bishop Vincent Rizzotto

Deaf Ministry Permanent Diaconate Diaconal Formation Seminarian Support

Vocations Office Catholic Chaplain Corps Apostleship of the Sea

Correctional Ministries (Jail) Missions Office

Catholic Relief Services St. Mary's Seminary

EcumenismMinistry to Priests

SECRETARIAT FORCOMMUNICATION

Ms. AnnetteGonzales Taylor

Copy CenterMail Room

Radio Texas Catholic Herald

SECRETARIAT FORPASTORAL/

EDUCATIONAL MINISTRIESBro. Jim Barrette

Aging Ministry Camp Kappe/Circle Lake Catholic School Office

Continuing Christian Education Family Life MinistryOffice of Worship

Respect LifeResource Center

Special Youth Services Young Adult & Campus Ministry

Youth Ministry

SECRETARIAT FORSOCIAL CONCERNS Ms. Susan Stromatt

Office for Justice & PeaceCatholic Campaign

for Human Development St. Vincent de Paul Society

St. Dominic Village San Jose Clinic

Catholic Charities

DIOCESE OF GALVESTON-HOUSTONInternal Structure

SECRETARIAT FORADMINISTRATION

Archives/Current RecordsConstruction/Preventive Maintenance

Information ServicesInternal Auditing

Human ResourcesLegal/Risk Management

Real Estate/Property Management- Bishops Palace

- Cemeteries

VICE-CHANCELLORRev. Troy GatelyEthnic

Offices

Secretariat Structure provides (1) Communication, (2) Collaboration, and (3) Accountability

Tribunal Office

AFRICAN-AMERICAN CATHOLICSBishop Vincent Rizzotto

HISPANIC CATHOLICSBishop Joseph Vasquez

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1.00 EMPLOYMENT AND PROCEDURES FOR HIRING

NOTE: Questions or concerns about the following procedures should be addressed to the Director of Personnel for clarification.

1.01 Equal Employment Opportunity Statement

It is the policy of the Diocese of Galveston-Houston to promote equal opportunity in the areas of recruitment, employment, transfer and promotion. Employment in Chancery offices and subsequent transfer or promotion will go to those individuals whose training and experience most nearly qualify them for the positions offered without regard to race, color, sex, age, disability or national origin. It is recognized that there are positions within the Chancery which require ordination or active participation in the Catholic Church and a lifestyle consistent with Church teaching.

1.02 Position Openings

When a vacancy occurs or a new position is created, the Department Head or Unit Supervisor reviews the position with the Director of the Secretariat. Issues to be considered include the job classification and the possibility of recruiting from within the Chancery staff. The Department Head or Unit Supervisor coordinates the recruitment procedure with the Director of Personnel. The Bishop, in consultation with the Secretariat Directors, retains the option to determine that a given position will be filled by a priest, religious man or woman, or deacon.

In all recruitment efforts, it is to be remembered that the Diocese is an Equal Employment Opportunity employer. Although relatives of Chancery employees may be employed by the Chancery, in no case shall a Department Head or Unit Supervisor hire his/her own relative. A. A relative is defined as a person who is related to one closer than a second cousin by blood or marriage. Open positions will be made public when appropriate.

1.03 Application Process

All applicants, including those already employed in Chancery offices, follow a standard application process:

1. completion of an application form 2. interview, if otherwise qualified 3. assessment of applicant's experience (A transcript of grades may be required

when appropriate.) 4. reference checks

1.04 Employment Interview

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Applicants are interviewed by the Department Head or Unit Supervisor in order to ascertain suitability for appointment. At an appropriate time in the interview process, the prospective employee is provided information about Chancery personnel policies. All hiring must be done in consultation with the Director of the Secretariat. There may also be a brief meeting with the Bishop or Chancellor.

1.05 Letter of Appointment

When an offer is verbally extended by the Department Head or Unit Supervisor and that offer is accepted, the Director of Personnel notifies that person in writing confirming the position title, salary, name of department and starting date. This letter requests an acknowledgment of acceptance from the individual. The notification shall also include: a schedule of employee benefits a copy of the Ethical and Personal Conduct Policies of the Diocese with its related

Acknowledgment Form, Release of Information, and Informational Questionnaire.

Other necessary forms for Personnel and Payroll records procedure for obtaining the post-offer/pre-placement screening physical if required for

the Diocesan Group Benefits plan and which would be paid for by the Diocese. This physical includes drug/alcohol and blood testing. For any position where the job description indicates the need for the applicant to be in good physical condition, the physical will also include a back-strength test. Some examples of such positions would be maintenance or janitorial staff, grounds keepers, nursing home and residence hall attendants, cafeteria help and employees in printing operations.

Members of religious orders may, if required by their order, execute a standard contract in lieu of the letter of appointment. If the person accepts employment, the Department Head or Unit Supervisor forwards any application, résumé, and other interview datails to the Director of Personnel for establishment of a personnel folder. The Director of Personnel will coordinate payroll-related information with the Accounting Dept.

1.06 Orientation of New Employee

Upon reporting to work, the new employee is introduced within the department, familiarized with major department services, and provided an insight into how those services fit into the overall Chancery organizational design. The new employee visits the Personnel Office to sign any other necessary forms, and receive information about employee benefits.

1.07 Probationary Period1

All new employees are hired on a probationary basis. The period of probationary employment is up to three (3) months for non-exempt employees, up to six (6) months for exempt employees other than directors, and up to one year for directors. During the probationary period, the supervisor or the employee may terminate employment without cause by providing written notice. The supervisor may elect to continue the probation up

1 Effective 2/18/99

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to an additional three (3) months. The employee will receive a written notice which will either be an invitation to continue on staff or a notification of release from employment. A probationary employee is not eligible to use the Grievance Process to contest termination.

2.00 JOB DESCRIPTIONS AND WAGES 2.01 Job Description

Each employee will be furnished with a copy of his or her job description by the Department Head or Unit Supervisor.

2.02 Wage and Salary Schedules

The Chancery has established a wage and salary administration program which places each position in its proper category and assigns a wage scale for each job.

2.03 Wage and Salary Changes Salaries are reviewed annually at departmental budget review time. 2.04 Definitions:

Department head: one who is in charge of a diocesan Department or Office (such as the Accounting Department, Family Life Office, etc.).

Unit supervisor: one who is in charge of a part or division of a diocesan Department or Office under a department head.

Regular Full-time: one who is hired to work 40 hours per week and who is expected to

continue employment indefinitely. Such an employee is entitled to the full range of benefits provided by the Chancery.

Regular Part-time: one who is hired to work fewer than 40 hours per week. Those

working a minimum of 30 hours per week are entitled to the full range of benefits provided by the Chancery. (See NOTE under sections 3.01 and 3.03 regarding those hired prior to 4/1/92) Those working a minimum of 20 hours but less than 30 hours per week are entitled to social security and pension benefits. Those working fewer than 20 hours per week are entitled to the social security benefit. All regular part-time employees are entitled to sick leave and vacation on a pro-rated basis. Holidays are paid if such coincide with workday of part-time employee.

Temporary Full-time or one who is hired to work on a special project or for a specific period of Part-time time, generally of short duration.

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Exempt: one who is exempt from the payment of overtime and minimum wage provisions of the Fair Labor Standards Act (FLSA). Exempt employees would typically include executive, administrative and professional employees, such as an office manager or supervisor.

Non-exempt: one who is entitled to overtime pay under FLSA. This category includes, but is not limited to, secretaries, bookkeepers, and others who perform clerical duties.

Clergy and religious: Clergy and religious are not employees in the strictest sense as

defined herein. Continuing education time, retreats, social security, pension, etc., are based on separate policies.

2.05 Wage and Salary Deductions

Federal law requires the Chancery to deduct social security and income taxes from each employee other than priests or religious. The Chancery pays its share of the social security benefit as specified by law.

2.06 Wage and Salary Payments

All employees, including clergy and religious, are paid on a biweekly basis. If the payday coincides with a holiday, checks will be issued the last workday before the holiday. Direct deposit is available to all employees. Contact the Payroll Department for details.

Each employee is required to submit a biweekly time sheet (Record of Hours To Be Paid) on the Monday morning prior to each payday. Non-exempt employees will complete the time sheet form indicating the number of hours worked through the Saturday prior to payday. The form must be signed by the employee and his/her supervisor prior to forwarding to Payroll. One employee may never record time for another.

Exempt employees must also complete a time sheet as indicated above to reflect vacation, illness, and other absences. It is not necessary for an exempt employee to list daily hours worked unless otherwise required by his or her supervisor.

See Section 2.04 for definition of exempt and non-exempt employees. 2.07 Overtime1

Overtime is paid non-exempt employees at the rate of time and one-half for hours worked over 40 hours in a week. Overtime work is to be performed only with the permission of the Department Head or Unit Supervisor, and only when absolutely necessary.

Overtime for exempt employees is sometimes necessary for the fulfillment of their duties and responsibilities. Exempt employees are not eligible to receive overtime pay. However, full-time exempt employees may receive compensatory time for hours worked in excess of the standard work week (approximately 45 hours) under the following guidelines:

1 Revised effective 3/10/97

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a. For overtime work which is approved in advance by the employee's supervisor, such exempt persons may receive a comparable amount of compensatory time off. If approval in advance is not possible, approval must be sought within 24 hours after completion of the work involving potential compensatory time.

b. Compensatory time must be taken within 30 calendar days of the time in

which it is earned.

c. No compensatory time can be taken after resignation has been rendered or if termination is in progress.

In no case should an employee receive a stipend and overtime/compensatory time for the same event. (See Policy 2.09 regarding stipends).

2.08 Salary Confidentiality

Although it may seem obvious to any Department Head or Unit Supervisor that information about salaries is privileged, nevertheless, salary information tends to filter through the offices (often inaccurately). Department Heads or Unit Supervisors should be cautious, when discussing salaries with their employees, not to allude to other salaries about which they may have knowledge. Misuse of this information creates many problems for all concerned.

2.09 Stipends for Special Assignments or Outside Projects1

From time to time employees will be offered stipends for services they provide to other departments, to parishes, or to outside organizations. The employee may retain the stipend except in the following situations: When employees provide services to other departments or at department-sponsored events where such service is within the scope of their department’s responsibility to the diocese, they will not receive a stipend. In this case, it is understood that employees make use of their regular weekly work schedule for the preparation and presentation involved. When employees use work time to prepare and give programs, workshops, or consultations for any group other than Diocesan-level departments or offices, any stipend given for this work is to be turned over to the department. Any questions regarding this policy should be clarified with your supervisor. In no case should an employee receive a stipend and overtime/compensatory time for the same event. (See Policy 2.07 regarding compensation for overtime).

3.00 PAID BENEFITS

1 Effective 3/10/97

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The Chancery provides the following benefits. Additional information about the details of these programs is available through the Personnel Office.

3.01 Medical and Dental Coverage

All regular employees working a minimum of thirty (30) hours a week are eligible for the Diocesan Group Health Plan benefits. These benefits will become effective the 1st of the month following the completion of 3 months of service. The cost of the Group Health Plan is paid by the employer. An employee may waive this benefit if he/she has other coverage. Group Health Plan benefits for dependents of employees may be added at the employee's expense.

NOTE: Regular employees on the payroll as of 12:00 Midnight 3/31/92 were grandfathered under the policy in effect at that time which provided this benefit for regular employees working a minimum of twenty (20) hours per week.

A booklet is provided explaining the plan in detail. The terms of the plan itself govern the application of the plan in all cases.

Medical and dental coverage is also provided for diocesan clergy. Medical and dental coverage for religious staff members who do not participate in the diocesan lay employee plan is paid by the Chancery at the same level of funding as that paid for lay employees.

3.02 Social Security

The Social Security Administration requires all lay employees to be covered under this plan. The amount of payroll deduction is determined by the Federal Government. The Chancery pays its share of the social security benefit as specified by law.

3.03 Life Insurance/Accidental Death & Dismemberment Insurance (AD&D)

All regular employees working a minimum of 30 hours a week are enrolled in the Diocesan Group Life, Long-Term Disability, and Accidental Death & Dismemberment Insurance Plans. The Chancery pays the total premium for this insurance. This insurance may not be waived by the employee.

NOTE: Regular employees on the payroll as of 12:00 Midnight 3/31/92 were grandfathered under the policy in effect at that time which provided this benefit for regular employees working a minimum of twenty (20) hours per week.

3.04 Pension Plan

All regular employees working a minimum of twenty (20) hours a week for at least five (5) months a year are eligible for pension benefits. An amount equal to 5.5% of an employee's annual salary is paid by the employer toward the diocesan pension fund. An employee may not waive this benefit.

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3.05 Worker's Compensation

Worker's Compensation coverage for Diocesan employees is paid by the Chancery.

4.00 WORKING CONDITIONS AND FRINGE BENEFITS FOR REGULAR EMPLOYEES 4.01 Chancery's Expectations of Employees

In accepting employment with the Chancery, each staff member assumes definite responsibilities which are integral to fulfilling the duties of the specific position. It is important, therefore, that each staff member accept the following norms and objectives:

l. to work conscientiously toward achieving the goals of the particular department or

office; 2. to perform assigned duties at a high level of quality, accuracy and effectiveness; 3. to work cooperatively and generously with other staff members and agencies; 4. to safeguard the confidential nature of particular aspects of Chancery service; 5. to exhibit high personal standards of integrity, moral character and social conduct;

6. to be professional in communication skills; 7. to be punctual, both in the morning and returning from lunch, and to give advance

notice in cases of inability to report; 8. to attend to personal business, except for family emergencies, outside of working

hours. 4.02 Employees' Expectations of the Chancery

Consistent with goals established by the Church, the Chancery shall endeavor to achieve: 1. Fair treatment at all times; 2. A just and fair wage; 3. Working conditions conducive to physical and psychological well-being.

4. Opportunity to participate, either directly or through representatives, in the formulation of policies affecting employees.

4.03 Hours of Work

Normal Chancery office hours are 8:30 a.m. to 4:30 p.m., Monday through Friday, with one-half hour for lunch. Social functions, e.g. showers, birthdays, etc. are to be held during the lunch period; any exceptions are to be approved by the Moderator of the Curia. By its very nature the Church encourages attendance and participation in the Eucharistic celebration. Mass. Mass is scheduled on or around the noon hour in some Diocesan office locations and employees are invited to attend. Those who do so will still be allowed one-half hour for lunch. There is no additional time allowed for those who do not wish to take advantage of this opportunity to attend Mass.

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4.04 Holidays and Holy Days1

The Chancery normally observes the following legal and religious holidays. A specific schedule is published each year.

New Year's Day Independence Day (July 4) Feast of the Immaculate M.L.King Day Feast of the Assumption Conception Good Friday Labor Day Christmas Eve Afternoon Easter Monday Thanksgiving Thursday Christmas Day Memorial Day and Friday December 26th

When one of the above legal holidays falls on Saturday, the preceding Friday is observed as the holiday. When one falls on Sunday, the following Monday is observed as the holiday. This practice does not apply to the Feasts of the Assumption or the Immaculate Conception or to December 26th when they fall on a Saturday or Sunday.

4.05 Paid Time Off (PTO)

Policy Statement The Archdiocese of Galveston-Houston recognizes that employees need to have time away from work for a variety of purposes including rest, relaxation, illness, and personal business. The Archdiocese has established this Paid Time Off policy in order to allow employees the flexibility of scheduling time away from work yet still meet the needs of the constituents of the Archdiocese. Accrued PTO All regular full-time employees and regular part-time employees who are regularly scheduled to work 20 or more hours per week are eligible to accrue Paid Time Off (PTO). Employees may use PTO for vacation, personal business, and/or when illness prevents an employee from attending work. PTO will be accrued each pay period at the rates below, and employees may use PTO as accrued subject to supervisory approval. Accrued PTO is not vested, and there will be no payout of Accrued PTO upon the employee’s termination. Scheduled PTO Usage: when PTO is to be used for a vacation, personal business or medical appointments, the employee should make a request to the supervisor for PTO with at least one week’s advance notice. The supervisor will make every effort to grant PTO usage, however the supervisor may deny the PTO if the business needs of the department so dictate.

Unscheduled PTO Usage: in the event of the employee’s own illness or the illness of the employee’s parent, spouse, or child for whom the employee must provide care, or for other verifiable emergencies, the employee may take Unscheduled PTO. The employee should notify the supervisor within one-half hour of the start of the work time to be missed that the employee will not be able to attend work. In the event that illness prevents an employee from attending work for more than three consecutive workdays, use of PTO will be contingent on the supervisor’s receipt of a written excuse from the attending physician.

1 Revised 11/1/97

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PTO will accrue each pay period at the following rates for regular full-time employees: Up to 5 Years of Service 6.2 hours of PTO/pay period 5 to 10 Years of Service 7.7 hours of PTO/pay period 10 or more Years of Service 9.3 hours of PTO/pay period Regular part-time employees will accrue PTO at a prorated rate. Accrued PTO is intended to be used in the fiscal year in which it was accrued, however employees will be allowed to carryover and “bank” up to 80 hours of Accrued PTO from one fiscal year to the next, subject to the Banked PTO maximum of 80 hours. An employee who has an Accrued PTO balance that is over the maximum carryover of 80 hours at the end of the fiscal year will forfeit the Accrued PTO that is over the maximum carryover.

Banked PTO Employees may carryover and bank up to 80 hours of PTO from one fiscal year to the next subject to a Banked PTO maximum of 80 hours total at any given time. Employees may not bank any Accrued PTO that would put the Banked PTO amount over 80 hours. For example, an employee who has 45 hours of Banked PTO at the end of the fiscal year would only be allowed to Bank an additional 35 hours of Accrued PTO for a total of 80 hours of Banked PTO.

PTO Vesting Accrued PTO is not vested, and will not be paid out to the employee upon separation from the Archdiocese. Banked PTO is vested, and will be paid out to the employee upon separation from the Archdiocese. PTO and Timekeeping Non-exempt Employees: When using PTO, the PTO will be utilized from Accrued PTO balance first. When the Accrued PTO balance is zero, the PTO will be utilized from the Banked PTO balance. If an employee has any PTO balances, then the employee is required to submit PTO usage on his/her time record when working less than his/her standard workday or workweek unless another type of paid leave applies, in which case the employee is required to record the appropriate leave on his/her time record. If the employee has no PTO balances, and other types of paid leaves don’t apply, the employee is required to record the time missed as “Leave Without Pay.”

Exempt Employees: When using PTO, the PTO will be utilized from Accrued PTO balance first. When the Accrued PTO balance is zero, the PTO will be utilized from the Banked PTO balance. If an employee has any PTO balances, then the employee is required to submit PTO usage on his/her time record when working less than his/her standard workday or workweek unless another type of paid leave applies, in which case the employee is required to record the appropriate leave on his/her time record. If the employee has no PTO balances, other types of paid leaves don’t apply, and the absence is for one or more full days, the employee is required to record the time missed as “Leave Without Pay.” If the employee

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has no PTO balances, other types of leave don’t apply, and the absence is for a partial day, the employee is required to record the time missed as “Other Time Not Worked.” Leave Without Pay Leave Without Pay may be utilized in extraordinary circumstances in which an employee has exhausted all paid leave but must be kept in an active status in order to comply with state or federal law. Any other use of Leave Without Pay is contrary to Archdiocesan policy and will be granted only with approval from the Human Resources Director.

**This new PTO Policy covers Chancery employees ONLY**

4.06 Absences-Paid1

All absences are requested through the immediate supervisor, and are subject to such additional approval as herein indicated. For an unscheduled absence, such as illness, employees are required to notify their supervisor of the absence within 1/2 hour of the start of the workday, as is possible. All regular full-time employees who have completed 3 months of service are eligible for those paid benefits listed under Section 4.06. All regular part-time employees are also eligible under the same conditions, but on a pro-rated basis. All exceptions to the policies under Section 4.06 must be requested of the supervisor who will then consult with the Director of Human Resources.

4.061

4.0621 Sick Leave - Long Term Illness1

In cases of illness involving hospitalization, or other illness-related circumstances resulting in absence anticipated to be in excess of 5 days, a letter from the doctor is required stating the probable length of absence. In such cases, with notification to the Moderator of the Curia, pay will be continued for a period not to exceed 1 day for each full month of employment.

The maximum sick leave accumulation for full-time employees for long term illness is 50 days. Any days used under this provision will be deducted from the accumulated number available at the beginning of the leave. No days will accrue during the leave. Upon return to work, the employee will continue to accrue 1 day for each month of service to a maximum accumulation of 50 days. An employee who has the maximum accumulation at the beginning of a leave will, upon returning from the leave, be required to reestablish his/her maximum at the rate of 1 day for each month of service following their return. The maximum accumulation for long term illness leave does not automatically renew under any circumstances.

1 Revised 4/1/02

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The maximum paid sick leave available to any employee, including leave for short term illness, cannot exceed 60 days in any fiscal year. An employee returning from a medical leave of absence granted under this section must, prior to or upon reporting for work, provide his or her supervisor with a Return to Work Certificate from the primary physician stating the date the employee may return to work as well as any restrictions or limitations that may apply.

4.0622 Maternity Leave1

Regarding maternity leave for a regular employee, a letter from the pregnant employee’s doctor is required stating the expected date of delivery. The employee will be allowed to continue on the job as long as her personal physician deems fit. Once maternity leave begins, the employee will be entitled to 50 consecutive workdays of paid leave time. All paid leave under this policy will run concurrent with leave granted under the Family Medical Leave Act.

4.0623 Paternity/Adoption Leave2

Upon or within 50 days following the birth of a child or the placement of a child being adopted, fathers (biological or adoptive) and adoptive mothers who are regular employees may take a leave of up to 30 consecutive workdays, during which time the employee will be paid to the extent of their available long-term sick leave. All paid leave under this policy will run concurrent with leave granted under the Family Medical Leave Act.

4.063 Bereavement-Death in Family

In the event of a death in the immediate family, eligible employees will be entitled to up to three (3) days of paid leave. Immediate family means: parent; spouse; child; spouse's parent. In addition, immediate family would be understood to include any other person living in the same household as the employee.

If death occurs to relatives outside of the immediate family as defined above, such as a grandparent, a grandchild, brother, or sister, an eligible employee will be entitled to one (1) day of paid leave.

Additional paid time off for the above may be granted by the supervisor for out-of-area travel, or other necessary reasons. In the event of the death of other relatives not listed above, such as an aunt or uncle, or a spouse's brother or sister, one (1) day of paid leave will be allowed.

4.064 Jury Duty

Employees are encouraged to fulfill their civic responsibilities. Eligible employees who are summoned to jury duty will receive paid leave during their jury service. The employee must provide the employer with a copy of the official notice of the Court. Employees are to

1 Effective 7/1/98; Revised 7/1/00 2 Effective 7/1/00; Revised 4/1/02

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notify their Director or Supervisor at least one (1) week in advance of required attendance dates. An employee excused from jury duty for a whole day is expected to report to work. The policy of jury duty does not apply if one appears in court on his/her own behalf. The policy does apply if one is called upon to be a witness in a Court of Law. In this situation, a copy of the official notice of the Court is to be given to the employer.

4.065 4.07 Absences - Without Pay

Note: In coordination with the following policies under Section 4.07, the Diocese will comply with all applicable requirements of the Family and Medical Leave Act of 1993 (“FMLA”) which provides employees with unpaid leave under certain circumstances. For more information about your rights under this act, please contact the Director of Personnel.

4.071 Medical Leave of Absence

A medical leave of absence without pay may be granted for a physician-certified health condition that will cause the employee to be absent (after use of accrued vacation and other paid leave) for more than 30 days but not more than three months. The employee must make a request for such leave from the Department Head or Unit Supervisor. When reasonably possible, the request should be in writing and provide a statement from the physician certifying the need. The request, once received, will require written approval of the Department Head or Unit Supervisor in consultation with the Director of the Secretariat. An employee returning from a medical leave of absence granted under this section must, prior to or upon reporting for work, provide his or her supervisor with a Return to Work Certificate from the primary physician stating the date the employee may return to work as well as any restrictions or limitations that may apply.

4.072 Other Leave of Absence

A leave of absence without pay for reasons other than a physician-certified health condition may be granted for a period not to exceed ten (10) consecutive workdays in any fiscal year. The employee must make the request in writing, and such request will require the written approval of the Department Head or Unit Supervisor. Before approval can be given, the Department Head or Unit Supervisor will take into consideration the staffing and budgeting needs of the department or unit. Requests may be denied on this basis and for other reasonable considerations.

4.08 Parking1

1 Revised 1/23/2001

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The Diocese is not responsible for any damage to or loss of any vehicles parked on Diocesan premises.

Chancery at St. Dominic's - parking is available in the lot adjacent to the Chancery offices at St. Dominic Center.

Chancery-Downtown – limited gated parking space is provided in the parking area immediately behind the building as well as in the Fannin Street lot. Additional parking is available at Sacred Heart Co-Cathedral. Downtown Chancery employees are not to park in either of the two areas designated for Diocesan visitors parking on Pease Street.

4.09 Professional Development 1

The Diocese of Galveston-Houston, through both supervisors and staff, provides a learning environment which cares for and develops human and temporal resources in service of proclaiming the Gospel. The provision of such a work place of learning is intended to give evidence that responsibility for the life and mission of the Church is inseparable from the personal growth of its employees To provide for this growth, the Diocese encourages opportunities that are formational and educational for the employee. Each regular employee with at least 6 months of service may be allowed funding for one work-related activity per year for the purpose of professional development. Examples of such activities would be retreats, workshops, seminars, etc. The level of financial support will normally be limited to the equivalent of registration fees and will be pro-rated for regular part-time employees. Travel or room and board expenses will not be funded for attendance at activities within the Diocese. For meetings outside the Diocese, funding for room and board and travel may be provided. Directors, Associate Directors, and Unit Supervisors may attend such meetings outside the Diocese. An employee should consult with his or her immediate supervisor to discuss possible funding. For regular employees with at least 6 months of service, funding is also available for college level classes on a limited basis. Any college level courses taken must be work-related. They must also apply toward a degree program, within which steady progress toward completion is expected. One-half the cost of tuition and fees, pro-rated for regular part-time employees, will be provided for approved courses upon completion of the courses with grades of C or better; nothing will be paid toward the cost of books, equipment, or travel. The employee must be prepared to pay all necessary tuition and fees. College-level class work will normally be done at times other than standard working hours. Prior to enrolling for classes, an employee should: (a) consult with his or her immediate supervisor to discuss possible funding and to assure that funds are available through the budget process; and (b) complete the Tuition Assistance Application which can be obtained by the employee from the Personnel Office. This form will require the signature approval of the supervisor and Secretariat Director before the employee enrolls for classes.

4.10 Longevity Bonus1

1 Effective 7/1/1993; Revised 1/23/2001

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It is a policy of the Diocese of Galveston-Houston to recognize the continuing dedication of regular long-term Chancery employees, both lay as well as religious brothers and sisters, by providing a longevity bonus on the occasion of significant anniversary dates, as follows:

Anniversary of employment Percent of Current Actual with the Chancery Annual Salary as Bonus* 15th 3% 20th 6% 25th 9% 30th 12% 35th 15%

In determining length of service, credit will be given for prior service with our Diocesan departments, parishes, and schools when: a) the prior service counted toward diocesan pension benefits for the

employee, and

b) the break in service between the prior position and present employment was three (3) years or less.

The bonus will be processed as a separate payment during the pay period following the employee’s significant anniversary date. The effective date of this policy is July 1, 1996.

*Annual salary used for calculation cannot exceed maximum of employee’s grade.

5.00 PROMOTIONS AND TRANSFERS 5.01 Promotions and Transfers

When a vacancy or new position occurs, it will be made known when appropriate. A staff member who is interested in a transfer within the Chancery should apply for the position to the Director of Personnel, or to the Department Head or Unit Supervisor, as appropriate, and will be given consideration. It is recognized that the transfer of staff is an important matter and the process will always include sufficient time so that those involved will have adequate factual data for making decisions and judgments.

6.00 GENERAL EXPECTATIONS

1 Effective 7/1/96

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6.01 Attitudes

Attitude is perhaps the most important attribute an employee can bring to the job. An employee's responsibility to the Church and to oneself is to do his/her best and to do it cheerfully. Attitude is revealed in the manner in which an employee responds to a request and the way the telephone is answered. If an employee's attitude is positive, everyone will benefit. Employees of the Diocese should feel a special loyalty and sense of pride because of the importance of the work of the Church and its mission of salvation and service to people.

6.02 Inclement Weather1

In inclement weather, employees are expected to make the extra effort to report for work on time. Employees are to contact their supervisor when weather conditions prevent their coming to work. During extremely severe weather conditions the Chancery will follow the emergency plan of the Houston Independent School District. Our offices will be closed when HISD has indicated that they are closed and Plan A is in effect. (Plan A excuses students and most employees.) It may be necessary for some building maintenance personnel or other employees to report to work. These employees would be notified by their supervisor.

6.03 Safety

The safety of personnel is of major importance to the Diocese. It is a great concern when unsafe conditions appear. Employees should notify their Department Head or Unit Supervisor as soon as these hazards are noticed.

6.04 Telephone Manners

Telephone contact may be the only contact some people may have with the Diocese. It is therefore very important to answer quickly and cordially. A phone line that is blinking to indicate that someone is holding should not be allowed to blink for more than a minute. All calls should be returned the same day. If that is not possible, the secretary can call and determine if the person would like to make contact at a later date. Personal calls should only be made or received in emergencies.

6.05 Personal Appearance 2

A professional appearance is an asset to the employee, his or her associates, and the Diocese. Employees are expected to be dressed modestly and to be neat and well-groomed

1 Revised 7/1/98 2 Revised effective 4/5/95

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at all times. Professional standards of attire should be observed. This is part of the courtesy and respect we owe as representatives of the Diocese and to those whom we serve. FOR MEN: Professional suits, slacks, dress shirts, ties, socks, and shoes/boots

are appropriate business attire.

FOR WOMEN: Professional suits, dresses, slacks, blouses, stockings/socks, and shoes/boots are considered appropriate business attire.

Bluejeans, sweats, athletic shoes, or other casual attire are not considered appropriate office attire except when authorized for special events (ex. Go Western Day or clean up activities). In some work areas, exceptions from the above guidelines may be authorized due to the nature of the work (ex. Print Shop or Maintenance or Grounds personnel).

All exceptions must be authorized by the respective supervisor. 6.06 4th Floor - Chancery Building

The 4th floor of the downtown Chancery, except for the chapel and south porch meeting room, are the private living quarters of the residents and are not open to employees. Exceptions (including use of the kitchen) can be made only with the expressed permission of the residents.

6.07 Smoking 1

In keeping with the intent of the Diocese to provide a safe and healthy work environment, smoking is prohibited throughout the Chancery buildings and any other designated Diocesan facilities or offices.

This policy applies equally to all employees and visitors. 6.08 Office Appearance 1

Diocesan office buildings should have a business-like appearance. Workspace should normally be kept uncluttered. Boxes and files should be properly stored except while in use. While in use, they should not be placed in traffic areas. Wall, ceiling, and floor areas should also be uncluttered. Pictures and posters should be properly framed or mounted and hung using appropriate hardware. Secular decorations should be minimal, tasteful, and displayed for no longer than one (1) week. Religious decorations may be displayed throughout the proper liturgical season. Adhesive materials should never be used for fastening items to walls or doors.

6.09 Professional Organizations and Activities 2

1 Effective 4/5/95 2 Effective 7/1/93

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Each employee is encouraged to participate in professional activities at which attendance is necessary or invited because of the employee's position. However, attendance is always to be balanced with the employee's local job responsibilities. The responsibility for maintaining this balance rests not only with the employee, but also with the employee's supervisor. Acceptance of an invitation to elective office, committee appointment, consultant activity, or group presentation requires prior approval from the employee's supervisor.

6.10 Telephone/Fax Machine-Personal Use 1

Chancery telephones, fax machines, and cellular phones are for business use. Any personal use should be brief and any costs incurred are to be reimbursed to the Diocese. Contact your supervisor for details.

6.11 Contracts 2

Any contract for a loan, construction, leasing of facilities or hotel space, or for a value of $5,000 or more must be submitted to the Business Manager of the Diocese for review and initialing before it can be signed by the department head involved. Department heads may directly sign contracts within their budgetary authority for items not covered above, such as for speakers or with vendors when the value is under $5,000. If in doubt, contact the Business Manager of the Diocese by telephone or E-Mail for clarification.

There are no exceptions to this policy.

6.12 Electronic Mail (E-Mail) Use 2

The E-Mail system which is installed on the Chancery computer network system is intended to be used for job-related purposes to facilitate employee communication.

6.13 Children In The Work Place 2

Except for unexpected emergencies, employees should not bring children to the work site because of the possible impact on co-workers as well as the potential legal liability. All exceptions must have prior approval by the employee’s supervisor. On those occasions when approval is given, children must be closely supervised by the employee and remain in the appropriate work area. At no time should children be allowed access to office equipment or supplies.

6.14 Weapons Policy2

All persons are prohibited from bringing, storing, concealing or possessing any dangerous weapon, including but not limited to firearms, handguns, knives (except small pocket knives not used as or intended for use as a weapon or to inflict bodily injury), and

1 Effective 7/1/96 2 Effective 3/10/97

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explosive devices, on the premises of the Chancery or St. Dominic Center. This policy applies to all personnel of the Diocese, including employees and visitors to the Diocese’s premises. This prohibition against weapons applies even if an individual has a license to carry a concealed handgun under the Texas Concealed Handgun Act. The Diocese reserves the right to conduct searches or inspections under this policy of all property, including personal property, located on the Diocese’s premises. This prohibition does not apply to duly authorized peace officers or security personnel.

7.00 JOB PERFORMANCE AND REVIEW 7.01 Review Procedure

Job performance will be reviewed once annually normally between November and January. The purpose of the job performance review is to identify strengths as well as areas of concern, and to agree upon an improvement program where required. Department Heads or Unit Supervisors will be reviewed by the Director of the Secretariat. Other employees will be reviewed by the Department Head or Unit Supervisor. A job performance form will be completed and reviewed with the employee. The form will be kept on file by the Department Head or Unit Supervisor to eventually become part of the permanent personnel file.

8.00 RESIGNATION, DISMISSAL, AND GRIEVANCE PROCEDURES 8.01 Resignation

Employees with contracts, e.g. religious, who intend to resign should do so according to the terms of the contract. Diocesan Clergy should deal directly with the Bishop and/or Priests Personnel Board. An employee, other than clergy or religious, intending to resign from the Chancery is expected to give at least a two-week written notice to his/her immediate supervisor. While employment is based on mutual consent, either the employee or the employer may initiate termination of employment at anytime. An employee who is considering resignation should discuss the situation with his/her immediate supervisor before making a final decision. This discussion may reveal some factors which might have been overlooked and could change the decision to resign. Prior to the last day of work, the employee will be asked to

1) Participate in an exit interview. 2) Turn in any keys or other Diocesan property.

8.02 Exit Interview

An employee who resigns will usually be asked to participate in an exit interview. The purpose of the interview is to:

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a) Make sure the resignation is not based on a misunderstanding that could be

remedied. b) Inform the employee of the termination benefits. c) Gather information that could be helpful in improving working conditions.

8.03 Severance Pay Upon termination of employment, the employee will receive: 1) pay for all time worked; 2) pay for any earned vacation time not taken as vacation.

8.04 Dismissal

Dismissal refers to the discharge of an employee from Chancery employ. In the event of unsatisfactory performance, the immediate supervisor should discuss the matter with the employee on at least two separate occasions, documenting these discussions prior to dismissal. (Refer to Diocesan Progressive Discipline Procedures.) Should a supervisor find it necessary to dismiss an employee, two weeks written notice should be given if possible. However, if in the judgment of the supervisor the dismissal should be effective immediately, a separation payment equal to two weeks pay will be given in lieu of notice, along with pay for time worked and earned vacation. Please note that if dismissal is due to issues arising out of gross negligence or misconduct, termination will be immediate and without entitlement to any separation benefit.

If an employee fails to report to work for three consecutive days and does not contact his immediate supervisor, the Diocese will assume that the employee has voluntarily resigned his/her position.

8.05 Layoff

Layoff refers to the removal of a position due to reorganization or decrease in demand for the specific service. Two weeks' written notice will be given, along with pay for time worked and earned vacation.

8.06 Grievance Procedure

Employees may grieve any dispute pertaining to the application or interpretation of policies relating to their employment by following the procedures outlined in the Uniform Diocesan Grievance Policy. A copy of this policy may be obtained from the Personnel Office.

8.07 Reference Requests

Requests for reference information must be sent to the Personnel Director directly from prospective employers. The Personnel Director will release only employment dates,

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location, and position title to prospective employers unless a release of information authorized and signed by the employee is provided.

9.00 ADMINISTRATION AND REVIEW OF PERSONNEL POLICIES

Should there be need for new policy or or revision of existing policy, the matter should be brought before a Secretariat Director for study and consultation with the Personnel Director and other Secretariat Directors before recommendation is made to the Diocesan Bishop. A copy shall be circulated to all Department Heads and/or Unit Supervisors for input.

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INDEX

4

4th Floor - Chancery Building chapel.................................................................................................................................................. 21 kitchen................................................................................................................................................. 21 living quarters of residents ................................................................................................................... 21 south porch meeting room.................................................................................................................... 21

A

absence without pay medical leave....................................................................................................................................... 16 other .................................................................................................................................................... 17 statement from the physician................................................................................................................ 16

absences approval............................................................................................................................................... 14 illness .................................................................................................................................................. 14 notifying supervisor ............................................................................................................................. 14 unscheduled......................................................................................................................................... 14

Accidental Death & Dismemberment.................................................................................................... 1, 10 Acknowledgment Form .............................................................................................................................. 6 AD&D ..................................................................................................................................................... 10 adoption leave .......................................................................................................................................... 15 alcohol ....................................................................................................................................................... 6 anniversary date............................................................................................................................ 13, 14, 18 application form ......................................................................................................................................... 5 application process ................................................................................................................................. 1, 5 assigned duties.......................................................................................................................................... 12 attitudes................................................................................................................................................ 2, 20

B

back-strength test........................................................................................................................................ 6 benefits............................................................................................................... 6, 7, 10, 11, 13, 14, 18, 25 benefits for dependents ............................................................................................................................. 10 bereavement ......................................................................................................................................... 2, 15 birthdays .................................................................................................................................................. 12 biweekly time sheet .................................................................................................................................... 8 bonus, longevity ...................................................................................................................................... 18 break in service................................................................................................................................... 13, 18

C

cafeteria help .............................................................................................................................................. 6 Chancery.................................................................... 1, 2, 5, 6, 7, 8, 10, 11, 12, 13, 17, 18, 19, 21, 22, 25 chapel....................................................................................................................................................... 21 children in the workplace ........................................................................................................................ 22 Church teaching.......................................................................................................................................... 5 Clergy .................................................................................................................................................. 8, 25 committee appointment............................................................................................................................. 22 compensatory time...................................................................................................................................... 9 consultant activity..................................................................................................................................... 22 contracts, authority to sign ...................................................................................................................... 22

D

deacon........................................................................................................................................................ 5 death in family.......................................................................................................................................... 15 dental ................................................................................................................................................. 10, 16

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Department Head ..........................................................................................5, 6, 7, 8, 9, 16, 17, 19, 20, 24 dependents ................................................................................................................................................10 Diocesan property .....................................................................................................................................25 direct deposit of payroll check ....................................................................................................................8 disability .....................................................................................................................................................5 discharge...................................................................................................................................................25 dismissal ...................................................................................................................................................26 dress code.................................................................................................................................................21 drug ............................................................................................................................................................6

E

education ..................................................................................................................................................17 electronic mail (E-Mail) use ....................................................................................................................22 employee benefits .......................................................................................................................................6 employee, definition

Clergy ....................................................................................................................................................8 Department head ....................................................................................................................................7 Exempt...................................................................................................................................................8 Non-exempt ...........................................................................................................................................8 regular full-time......................................................................................................................................7 regular part-time.....................................................................................................................................7 Religious................................................................................................................................................8 temporary full-time.................................................................................................................................7 temporary part-time................................................................................................................................7 Unit supervisor.......................................................................................................................................7

employment ..............................................................................................5, 6, 7, 12, 13, 14, 16, 18, 25, 26 Equal Employment Opportunity ..............................................................................................................1, 5 Ethical and Personal Conduct Policies .........................................................................................................6 Exempt .......................................................................................................................................................8 exit interview ............................................................................................................................................25 expectations of employer and employee..................................................................................................12 explosive devices .....................................................................................................................................23

F

failure to report to work.............................................................................................................................26 Family and Medical Leave Act of 1993 (“FMLA”) ...................................................................................16 fax machine, personal use........................................................................................................................22 firearms ....................................................................................................................................................23 fiscal year................................................................................................................................13, 14, 16, 17 formulation of policies ..............................................................................................................................12 fringe benefits .......................................................................................................................................1, 12 full-time..........................................................................................................................................9, 13, 14

G

grievance procedure ..............................................................................................................................2, 26 gross negligence........................................................................................................................................26 group benefits plan......................................................................................................................................6 Group Life ................................................................................................................................................10

H

handguns..................................................................................................................................................23 hiring ..........................................................................................................................................................6 holidays & holydays..................................................................................................................................13 hospitalization...........................................................................................................................................14 hours of work........................................................................................................................................1, 12

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I

illness ................................................................................................................................................... 8, 14 immediate family, illness .......................................................................................................................... 14 inclement weather..................................................................................................................................... 20 income taxes............................................................................................................................................... 8 Informational Questionnaire (Ethical Policies) ............................................................................................ 6 injury........................................................................................................................................................ 14 insurance.............................................................................................................................................. 1, 10 interview .............................................................................................................................................. 5, 25

J

janitorial ..................................................................................................................................................... 6 job classification......................................................................................................................................... 5 job description........................................................................................................................................ 6, 7 job performance

review procedure ................................................................................................................................. 24 jury duty

subpoenaed as a witness....................................................................................................................... 16

K

kitchen, Downtown Chancery - 4th floor .................................................................................................. 21 knives ...................................................................................................................................................... 23

L

layoff.................................................................................................................................................... 2, 26 leave of absence ........................................................................................................................... 15, 16, 17 leave of absence without pay

medical................................................................................................................................................ 16 other .................................................................................................................................................... 17 statement from the physician................................................................................................................ 16

legal and religious holidays....................................................................................................................... 13 length of service ................................................................................................................................. 13, 18 letter of appointment................................................................................................................................... 6 Life Insurance........................................................................................................................................... 10 living quarters of residents ....................................................................................................................... 21 long term illness ....................................................................................................................................... 14 longevity bonus ....................................................................................................................................... 18 Long-Term Disability ............................................................................................................................... 10 lunch period ............................................................................................................................................. 12

M

maintenance ............................................................................................................................................... 6 Mass, lunchtime ....................................................................................................................................... 12 maternity leave ......................................................................................................................................... 15 maximum sick leave ................................................................................................................................. 14 medical............................................................................................................................................... 15, 16 misconduct ............................................................................................................................................... 26 mutual consent, employment..................................................................................................................... 25

N

new employee ........................................................................................................................................ 1, 6 new position ......................................................................................................................................... 5, 19 Non-exempt ............................................................................................................................................... 8 nursing home and residence hall attendants ................................................................................................. 6

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O

office appearance ......................................................................................................................................21 open positions .............................................................................................................................................5 organizational chart

overall diocese .......................................................................................................................................3 vicariates and departments .....................................................................................................................3

orientation...............................................................................................................................................1, 6 other leave of absence - without pay ......................................................................................................2, 17 outside projects ........................................................................................................................................9 overtime..................................................................................................................................................1, 8

P

paid benefits .........................................................................................................................................1, 10 parking

damage or loss......................................................................................................................................17 part-time .....................................................................................................................................................7 paternity leave...........................................................................................................................................15 payroll deduction ......................................................................................................................................10 Pension Plan .........................................................................................................................................1, 11 performance review .................................................................................................................................24 personal appearance ..............................................................................................................................2, 21 personal calls ............................................................................................................................................20 personal days ........................................................................................................................................2, 16 policies .................................................................................................................................................2, 26 position openings ....................................................................................................................................1, 5 position title ..........................................................................................................................................6, 26 post-offer/pre-placement screening physical ................................................................................................6 priest...........................................................................................................................................................5 Priests Personnel Board.............................................................................................................................25 printing operations ......................................................................................................................................6 prior service, longevity bonus..................................................................................................................18 prior service, vacation ...............................................................................................................................13 probation ....................................................................................................................................................6 professional development..........................................................................................................................17 professional organizations and activities ....................................................................................................22 promotion ...................................................................................................................................................5 promotions............................................................................................................................................2, 19

R

recommendation for new policy ..............................................................................................................26 recruitment..................................................................................................................................................5 reference requests ....................................................................................................................................26 regular full-time ..................................................................................................................................13, 14 regular part-time..................................................................................................................7, 13, 14, 17, 18 relative, death of........................................................................................................................................15 release of information................................................................................................................................26 religious......................................................................................................................5, 6, 8, 10, 13, 18, 25 religious holidays, holydays ....................................................................................................................13 removal of a position.................................................................................................................................26 reorganization ...........................................................................................................................................26 residence hall attendants..............................................................................................................................6 resignation ............................................................................................................................................9, 25 resignation - voluntary...............................................................................................................................26 retreats ..................................................................................................................................................8, 17 review of personnel policies ..................................................................................................................2, 26

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review procedure - job performance.......................................................................................................... 24 revision of existing policy......................................................................................................................... 26

S

safety ................................................................................................................................................... 2, 20 salary administration................................................................................................................................... 7 salary changes........................................................................................................................................ 1, 7 salary confidentiality .............................................................................................................................. 1, 9 salary deductions.................................................................................................................................... 1, 8 salary payments...................................................................................................................................... 1, 8 screening physical ...................................................................................................................................... 6 seminars ................................................................................................................................................... 17 separation payment................................................................................................................................... 26 service...................................................................................................... 10, 12, 13, 14, 15, 17, 18, 20, 26 severance pay....................................................................................................................................... 2, 25 short term illness .................................................................................................................................. 1, 14 showers, birthdays .................................................................................................................................... 12 sick leave

accumulated......................................................................................................................................... 14 hospitalization...................................................................................................................................... 14 illness .................................................................................................................................................. 14 illness in family.................................................................................................................................... 14 injury................................................................................................................................................... 14 maximum accumulation....................................................................................................................... 14

sick leave - long term illness ............................................................................................................... 14, 15 sick leave - maternity leave....................................................................................................................... 15 smoking ................................................................................................................................................... 21 social functions......................................................................................................................................... 12 Social Security ..................................................................................................................................... 1, 10 social security and income taxes.................................................................................................................. 8 South porch meeting room, Downtown Chancery - 4th floor..................................................................... 21 special assignments ................................................................................................................................... 9 standard application process........................................................................................................................ 5 statement from the physician, leave of absence ................................................................................ 15, 16 Stipends ................................................................................................................................................. 8, 9 subpoenaed as a witness ........................................................................................................................... 16 suggestion for new policy ....................................................................................................................... 26

T

telephone manners................................................................................................................................ 2, 20 telephone, personal use ........................................................................................................................... 22 termination ..................................................................................................................................... 9, 25, 26 Texas Concealed Handgun Act ............................................................................................................... 23 transcript of grades ..................................................................................................................................... 5 transfer ................................................................................................................................................. 5, 19 tuition assistance....................................................................................................................................... 18

U

Uniform Diocesan Grievance Policy....................................................................................................... 26 unit supervisor........................................................................................ 5, 6, 7, 8, 9, 15, 16, 17, 19, 20, 24 unsafe conditions...................................................................................................................................... 20 unsatisfactory performance ....................................................................................................................... 25

V

vacancy ................................................................................................................................................ 5, 19 vacation

anniversary date................................................................................................................................... 13

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break in service ....................................................................................................................................13 carry-over prohibition...........................................................................................................................13 fiscal year basis ....................................................................................................................................14 length of service ...................................................................................................................................13 limitation on first year...........................................................................................................................13 prior service .........................................................................................................................................13 schedule of benefits ..............................................................................................................................13

vehicles, parking .......................................................................................................................................17 voluntary resignation.................................................................................................................................26

W

wage and salary administration....................................................................................................................7 wage and salary changes.........................................................................................................................1, 7 wage scale...................................................................................................................................................7 weapons ...................................................................................................................................................23 witness in a Court of Law, called as...........................................................................................................16 worker's compensation..........................................................................................................................1, 11 working conditions ...............................................................................................................................1, 12 workplace, presence of children ..............................................................................................................22 workshops.................................................................................................................................................17 written notice - resignation, dismissal, layoff .......................................................................................25, 26