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A HANDBOOK FOR LEADERS Central Michigan YFC • Edition 2019
AHANDBOOKFORLEADERSCentral Michigan YFC • Edition 2019
YOU.
Leaders’ Name Here
You are a member of the Youth For Christ team and we’re really
delighted that you are. This is more than a job. It’s a calling. A calling to
steward a 75-year-old Movement that seeks to participate in the work of
God in making lifelong followers of Jesus Christ. We commit all that we
are to that cause, to that end alone.
In the mission of YFC, we talk about lost kids. We talk unapologetically
about reaching out to lost 11-19 year olds. Some incarcerated, some
walking the halls of middle schools or high schools, some with deployed
parents, others who are pregnant, or living with a hearing disability. The
fact of the matter is, whether they are an urban kid or a rural kid, they
are lost and they need a shepherd, someone who will pursue them. In
our mission, we have established a goal of reaching one million of those
lost kids through authentic Christ sharing relationships with YFC leaders
each year. The sobering reality is that there are 25 million lost kids in this
country. It’s what makes us passionate about partnership and
urgent about doing what we do well, with courage and humility.
You, a member of the YFC Family, are diligent in pursuit. I want to thank
you as you sit across the table from a kid and really open your heart and
watch as the Holy Spirit unlocks some of what goes on in the heart and
mind of a kid. Focusing on doing what we do with the kind of excellence
that our Father would expect from those that understand the urgency of
reaching lost kids.
Thanks to each of you for following the call of God to extend the loving
message of Christ. Our Savior. Our King. Our Redeemer.
PREFACE
Dan Wolgemuth
President/CEO Youth For Christ USA
You are a member of the Youth for Christ/USA team and we’re really delighted that you are. This is more than a job. It’s a calling. A calling to participate in a movement that seeks to make lifelong followers of Jesus Christ. We commit all that we are to that cause and believe that the only way to accomplish this purpose is to work together as an effective, efficient and focused team.
As part of the team, it’s important for you to be informed about the support and services that we make available to you. We also want you to understand your benefits and be able to appropriately access resources that will make your employment at Youth for Christ a more effective experience. That’s why this employee Policy Manual has been put together. It’s been done for you and we’re happy to support you in this way.
Again, please know that we value you and the contribution that you make to our organization. You make a difference.
WELCOME TO CENTRAL MICHIGAN
Wes WickesExecutive Director Central Michigan Youth For Christ
TABLE OF CONTENTS
How to Use This Handbook .................................. 1
Welcome to YFC USA .......................................... 2
Who We Are ........................................................ 5
Life @ YFC ......................................................... 12
Hiring ............................................................... 18
Employment ..................................................... 20
Time Off ........................................................... 24
Benefits ............................................................ 28
Communications ............................................... 29
Workplace Professionalism ............................... 32
Retaliation ........................................................ 34
Complaint Procedure ......................................... 35
Security ............................................................ 37
1
HOW TO USE THIS HANDBOOK
Read it!
This is an Introduction. For more information, there’s an official YFC
Knowledge Base in development. When it’s completed, you will
receive your login.
Look for stuff there like how to part the waters of the Red Sea (hint,
carry a staff and God will do the rest) or specific information on FMLA.
Here’s a look at what our Lawyers make us include:
This handbook is designed to acquaint you with Youth For Christ and
provide you with information about current working conditions, benefits
for our employees and some of the current policies affecting your
employment. You should read, understand and follow the provisions of
this handbook. It describes many of your responsibilities as an employee
of Youth For Christ. The handbook is not all inclusive, but is intended to
provide you with an overview of the organization’s current programs and
policies. This edition replaces all previously issued editions.
Employment with Youth For Christ is AT-WILL. Every employee has the
right to end their work relationship with the organization, with or without
advance notice for any reason. Youth For Christ has the same right. The
language used in this handbook and any verbal statements made by
management are not intended to constitute a contract of employment,
either express or implied, nor are they a guarantee of employment for a
specific duration.
No employee handbook can anticipate every circumstance or question.
Youth For Christ therefore reserves the right to interpret, revise,
supplement or rescind any policies or portions of the handbook from
time to time, as it deems appropriate, with or without prior notice.
“Integrity is doing the right thing
even when no one is
watching.”
Charles Marshall
WELCOME TO YFC
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History
Billy Graham was the first full-time Youth For Christ staff member when
Torrey Johnson started this non-profit organization in 1944. Saturday
night rallies sprang up in hundreds of cities and small towns all over the
country. YFC Clubs evolved into Campus Life Clubs for relational ministry
to Junior High and High School students, including Student Leadership.
More recently, YFC developed ministry models to reach the least and the
lost, such as Juvenile Justice Ministry, Parent Life and City Life.
“YFC’s best days are yet to come.”Torrey Johnson
Our Organization of Leaders
Dan Wolgemuth, President & CEO
YFC USA Board of Trustees has 15 members
1,543 Paid Leaders
7,000+ Volunteer Leaders
119 Chapter Locations
53 Affiliate Locations
10,769,442Total Possible Kids:
The total number of kids age 11-19 within a chapter or affiliate chartered area according to US census data.
147,860Kids Who Share Their Name With a YFC Leader:
A concrete measure of the total number of kids connected to YFC Ministry.
104,673Kids in Conversation With a Leader:
Leaders and kids initiate conversations with each other throughout the year. Conversations help leaders identify lost kids and create opportunities to share Christ.
64,157Lost Kids in Authentic Christ-Sharing Relationships:
Your leaders initiate and sustain new relationships through the year. Our most important measurement: leaders with lost kids.
16,870Kids Who Come to Christ:
We believe that if we’re faithful to our leaders in authentic, Christ-sharing relationships with lost kids, the Holy Spirit will do His thing. We’ll give Him the glory.
11,366Kids Engaged in Discipleship:
When kids come to Christ we engage them in an ongoing discipleship relationship to help them learn how to follow Jesus faithfully.
8,360Kids Who Are Plugged-Into a Fellowship:
Fellowship most often means a local church. Because the body of Christ spans multiple generations, a fellowship will sustain them through life - in a special way YFC can’t.
4,055Kids in an Authentic, Christ-Sharing Relationship With a Lost Friend:
We love when kids who come to Christ ultimately begin to catch a vision for their lost friends.
2016 – 2017 • 21,103 Adult Leaders + 9,080 Young Leaders = 30,183 Leaders
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The YFC USA National Service Center (NSC) serves as the
operating hub for the movement, composed of the following
offices and divisions:
• Office of the President
• Cities Leadership(Office)
• Development &Marketing
• Finance
• Human Resources
• Field/ExpansionMinistryLeadershipInformationManagement
Each division is tasked with delivering interdependent solutions
that support ministry focus for the chartered organizations.
Our ministry and administrative leaders are located in both Chapter
and Affiliate locations. Each ministry location may have one or multiple
ministry sites, such as a Campus Life middle or high school, a youth
center or within a juvenile detention facility.
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Chapters are registered as 501(c)(3) Religious public charities that are
chartered in a covenant relationship with YFC USA. Each Chapter is part of
the Association of Youth For Christ Churches (the “Association”). Chapter
leadership includes an Executive Director and governing Board of Trustees.
Chapters may lead one or multiple YFC ministries within their locale and are
responsible for managing the daily business operations of their non-profit.
Affiliate entities are ministry locations located across the country, on U.S.
military bases (both domestic and overseas) and in major cities, identified
as part of our strategic plans’ “pursuit” communities. Ministry leaders are
employed by YFC USA and may lead one or multiple YFC ministries within
their locale. Daily business operations are managed by the NSC.
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WHO WE ARE
Youth For Christ USA is one of over 100 chartered nations of Youth For Christ International, (YFCI) and thus we share a common vision and mission with the YFC global community. We are excited to be a part of the family of Youth For Christ which includes tens of thousands of Leaders who pursue young people in their unique contexts and cultures so that they may hear the life changing message of Jesus.
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VISION
As part of the body of Christ, the vision of Youth For Christ is to see every young person in every people group in every nation have the opportunity to make an informed decision to become a follower of Jesus Christ and become a part of a local church.
MISSION
Youth For Christ reaches young people everywhere, working together with the local church and other like-minded partners to raise up lifelong followers of Jesus, who lead by their godliness in lifestyle, devotion to the word of God and prayer, passion for sharing the love of Christ and commitment to social involvement.
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Our Statement of Faith
• We believe the Bible to be the inspired, the only infallible and
authoritative word of God.
• We believe that there is one God, eternally existent in three persons:
Father, Son and Holy Spirit.
• We believe in the deity of our Lord Jesus Christ, in His virgin birth, in His
sinless life, in His miracles, in His vicarious and atoning death through
His shed blood, in His bodily resurrection, in His ascension to the right
hand of the Father, and in His personal return in power and glory.
• We believe that for the salvation of lost and sinful people regeneration
by the Holy Spirit is absolutely essential.
• We believe in the present ministry of the Holy Spirit by whose indwelling
the Christian is enabled to live a godly life.
• We believe in the resurrection of both the saved and the lost; they that
are saved unto the resurrection of life and they that are lost unto the
resurrection of damnation.
• We believe in the spiritual unity of believers in Christ.
Standards of Conduct: Living the Life of a LeaderWe consider everyone who is called into the YFC USA ministry to be
charged to live by standards of Christian leadership. The Bible instructs
us that grace is freely given and will ultimately be demonstrated in the
life of every Christian, but the Scriptures also take those expectations
to higher levels when it describes the life of a Christian leader. The
YFC Standards of Conduct: Living the Life of a Leader address these
expectations. Please refer to the full Standards of Conduct: Living the
Life of a Leader document housed in Impact.
Our ou( )r,är/
1. belonging to or associated with the speaker and one or more
other people previously mentioned or easily identifi ed. Reference:
“You” in the beginning of this Leader handbook. “Our Statement of
Faith is my statement of Faith.”
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YFC Ministries
Across the country, our ministry sites are leading kids to Christ
under the banner of the following ministry programs:
Campus Life Middle School & High School
Campus Life Middle School and High School ministry combines healthy
relationships with creative programs to help young people make good
choices, establish a solid foundation for life, and positively impact their
schools. Like every ministry of YFC, Campus Life seeks to engage these
young people wherever they are found as lifelong followers of
Jesus Christ.
Deaf Teen Quest
Deaf Teen Quest is designed specifically for building Christ-centered,
life-changing relationships with deaf and hard of hearing students.
Teams of caring Christian adults enter the world of Deaf teenagers with
“fun, friendship, fellowship and faith.” YFC Deaf Teen Quest provides a
healthy peer group environment with Christian role models to help
Deaf teens develop a mature faith that makes a positive difference in
the world.
Campus Life Military
Campus Life Military supports military-connected youth and their
families through unconditional, authentic Christ-sharing relationships.
These relationships increase resiliency, empower good decision-making,
strengthen the bonds between teens and their families, and provide the
opportunity for military-connected youth to become life-long followers
of Jesus Christ.
City Life
City Life is a relational, holistic, community-based ministry that desires
to see deep change in an urban neighborhood through the raising of
indigenous leaders from the young people in that community.
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Juvenile Justice Ministry (JJM)
JJM strives to respond to the needs of incarcerated youth with relational
programs that encourage conversation and build capacity for success in
kids. Since every kid is unique and their situations are all different, JJM
reaches teens in a variety of youth-serving institutions (i.e. detention
centers, probation, correctional facilities, group homes, residential
treatment centers, emergency shelters, etc.) Their strategy is to help
young people develop a way of living taught by Jesus Christ; balancing
the physical, emotional, mental, and spiritual aspects of life. They build
valued relationships that are sustained through ongoing involvement as
they re-enter their communities.
Parent Life
Parent Life connects pregnant and parenting teens with equipped,
supportive, and encouraging adults. Our strategy is to help teen parents
develop a way of living taught by Jesus Christ. We do this by drawing
teen parents together with mentor leaders who engage young moms
and dads in activities and lessons focused on the physical, emotional,
mental, and spiritual aspects of life.
YFC Core
YFC Core is teams of Christian teenagers with coaches who together,
follow Jesus in a way that naturally invites friends to discover Jesus
with them.
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Widespread Prayer
We deliberately engage lots of Christians to intercede
on behalf of the ministry site.
Loving Relationships
We consistently pursue lost kids and engage them in
lifelong relationships with Jesus.
Faithful Bible Teaching
We accurately handle biblical truth, regularly coaching
kids to apply it in their lives.
Collaborative Community Strategy
We intentionally work together with local churches,
agencies and other partners to provide sustainable
youth and family ministry.
Adults Who Empower
We strategically develop leaders to reach young
people from every people group.
Five Essentials
YFC’s 5 Essentials for fruitful and sustainable ministry sites:
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Our Heart
Three Story is a way of life that guides followers of Jesus to be good news while telling stories of the good news.
• My Story is connected to God’s Story and as I thrive in a growing
abiding relationship with Him, I learn to live more and more in God’s
Story as I live out the Gospel. If I want lost people around me to
come to know Jesus, my first best step is always to move closer to
him myself.
• Their Story is connected to My Story through authentic Christ-
sharing relationship. I love well by listening as I discover my friend’s
story and courageously disclose my own need for Jesus.
• Their Story is already connected to God’s Story as he has pursued
them. When I invite them to respond to God’s grace, I help them
become aware of the connection and I join in the work that God is
already doing in their life.
• The YFC logo represents these three stories.
GOD’S STORY
MY STORY
THEIR STORY
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LIFE AT CENTRAL MICHIGAN
Staff Meetings normally occur every Wednesday. The staff gathers in the Gratiot or Isabella County facility, alternating locations each week.
Credit Card Reports/Receipts Credit Card Reports/Receipts track individual program expenses. This helps each program director understand and know what funds are available on a regular basis. Any funds needed that exceeds $200 needs to be approved by Executive Director. Credit Card Reports/Receipts need to be turned in the First Tuesday of the month before 12PM
YFC ImpactYFC Impact tracks, records, and reports on ministry activity. It is a chapter requirement that all staff use YFC Impact. Staff will receive appropriate training needed to use YFC Impact. Please seek assistance as needed. YFC Impact needs to be completed in an efficient and timely manner.
Building/Facility UseAll YFC employees will work to ensure the quality of all facilities. Employee office space is to be kept in a manner that is professional. When any part of the facility is used for programs or events, it is required that the program director ensures that the facility is returned to its original state. This means that the next program will not have to pick up and rearrange the facility. Failure to take care of facilities is subject to evaluation and may impact performance reviews.
Building use that involves small groups, volunteer meetings, etc. is not exempt from the above policy. Though at times students using the building during a small group setting feel more “at home” and may “bend” the general building use policies, program directors must ensure and communicate the privilege the particular students have in using the facility. Those groups of students must understand that the privilege does not extend into regular program times.
All building use rentals require an application and approval. Interested parties must pick up an application from the office. Applications will be reviewed weekly. Approval is subject to YFC’s calendar of events. No parties may book earlier than six months from desired building use date. Staff members need to refer all rentals to the Facility Director for proper rental procedures.
Student building use is vast but also comes with limitations. Students are permitted in areas of the building that are meant for programming. Off limit areas include kitchens, staff offices (alone), rafters, property not belonging to YFC, unless permitted and any area that is not supervised by YFC staff or volunteers. When the building is in use staff must provide the supervision needed to handle the number of students in attendance.
Our History Locally...In 1987, like-minded, concerned community leaders sought to bring YFC to the Central Michigan area.MiThey saw a need for the vision and mission of YFC. Twenty years later through hundreds of volunteer hours, cookies made, and miles traveled, hundreds of students in Central Michigan have discovered the hope of Jesus. Today we see more than 800 kids a year, are connected with many local churches, and serve as a positive resource to the community and schools.
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Language & Acronyms
Field The collective group of Chapters, Affiliates and Ministry Sites.
The Movement All of us! YFC USA, NSC, Chapter and Affiliate Programs,
Volunteer Leaders, Boards, Foundations.
COD Council of Delegates
COI Circle of Influence
CRM Constituent Relationship Management
ExD Executive Director
GLTYS Give Life to Your Story
KRM Key Relationship Manager
NAD National Affiliate Director
NFD National Field Director
NLC National Leadership Conferences
NSC National Service Center (YFC USA’s Denver Hub)
PSBP Processes, Standards & Best Practices
RLC Regional Leadership Conferences
SF Salesforce
XLT Executive Leadership Team
YFC Youth For Christ
YFCI Youth For Christ International
YFCKB YFC Knowledge Base - this is our organizational Intranet. Leaders
will have access to login with personal credentials.
Tools We Use
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Our expectation is that you work
a righteous workday.
Flexible Work Arrangements
One third of our lives are spent working, so we should really enjoy and find meaning in our work.
Office Hours
Executive and Administrative Leaders:The lights are on at the Gratiot and Isabella County facilities in Alma Monday through Friday from 9AM to 5PM. Your commitment
to the mission of YFC may keep you in the building for some or all
of these hours. Our expectation is that you work a righteous
workday. Regular full-time work hours are 30 or 40 hours paid per
week, with one hour allotted each day for a lunch break.
Ministry Leaders:We understand ministry often occurs outside a regular 9–5
workday. Our expectation is that you work a righteous workday.
All full-time ministry leaders are expected to work 30 or 40 hours
per week. Part time ministry leaders are expected to work their
assigned hours as directed by their supervisor. All ministryry
leaders are accountable to their supervisor.
Supervisors are afforded flexibility to manage team hours in a way
that best serves the needs of the movement and of the team.
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Work From Home
Flexible hours and flexible work arrangements are a benefit we offer
when feasible for designated positions.
Each supervisor will determine if the position is compatible with the
request. Second, we will consider your performance. It has to be stellar.
Flexible work arrangements may not be appropriate for all leaders
or positions and are not a universal leader benefit. The following
conditions must be met for flexible work arrangements to be
approved:
• The leader must have a satisfactory attendance record, meet all
performance expectations in their current role, and consistently
demonstrate the ability to complete tasks and assignments on a
timely basis.
• The nature of the leader’s work and responsibilities must be
conducive to a flexible work arrangement without causing
significant disruption to performance and/or service delivery.
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Dress Code Rule: Dress for the Day
Our dress code matches our brand personality. Most of our leaders are
working directly with kids or serving behind the scenes. For these roles,
YFC branded Tees and Polo shirts with nice jeans (not faded, ripped or
bling’ d) are perfect everyday work attire. Contrary to popular belief,
casual does not encompass literally coming as you are. Avoid sweats
or your gym clothes and opt for a nice pair of jeans and a daytime top.
Our Dress for the Day rule means that your attire fits the activities of the
Day – meeting with a donor, a tie may be appropriate, at club – tee shirt
and jeans. You are always welcome to dress in business attire and for our
leaders that are representing the company in a more formal business
setting, we expect you to dress more sharply. That said, feel free to give
everyone at the table a YFC-tee.
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HIRING
YFC is classified as an Association of Churches and as such our hiring
practices reflect that designation. As a religious nonprofit organization,
Youth For Christ incorporates within each leader role, the requirement
to model, teach, share and live the faith. The relationship between
YFC’s mission and each of its leaders is its lifeblood and as such does
at all times and in all instances reserve the right to make employment
decisions based upon a person’s religious beliefs, personal character
and lifestyle consistent with our understanding of the Bible or with our
overall goals and requirements for Christian ministry.
Americans with Disabilities Act (ADA) and Reasonable Accommodation
We will make reasonable accommodation for qualified individuals
with known disabilities unless doing so would result in an undue
hardship to the organization. Leaders who may require a reasonable
accommodation should contact their Executive Director.
Employment Applications
YFC relies upon the accuracy of information contained in the
employment application, as well as the accuracy of other data presented
throughout the hiring process and employment. Any misrepresentations,
falsifications, or material omissions in any of this information or data may
result in YFC’s exclusion of the individual from further consideration for
employment. If the leader has been hired, termination of employment
may occur.
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Employment Background Investigations
Any offer of employment is contingent upon the successful completion
of a satisfactory background investigation. This applies to all leaders,
persons rehired or reinstated, temporary leaders, interns and volunteers.
The background investigation process respects the privacy and
dignity of the prospective leaders. Information obtained from the
background investigation is shared only with individuals involved in the
hiring process. Any additional consultation is done on a case-by-case
basis and only involves individuals who have a need to know. Need to
know is determined by the Legal Department, Risk Management and
Human Resources.
Employment Reference Checks
With regard to inquiries received by YFC from outside companies,
dates of employment, length of employment and most recent position
held will be confirmed. Wage information may be provided, pending
leaders’ permission.
If a reference check of a person may affect the safety of minors or the
workplace environment, do not share information with the inquiring
company, but defer to Human Resources for additional guidelines.
Immigration Law Compliance
YFC is committed to employing only United States citizens and aliens
who are authorized to work in the United States and does not unlawfully
discriminate on the basis of citizenship or national origin.
In order to comply with the Immigration Reform and Control Act of
1986, each employee, as a condition of employment, must complete the
Employment Eligibility Verification Form I-9 and present documentation
establishing identity and employment eligibility within three (3) business
days of being hired.
Former leaders who are rehired must also complete the form if they have
not completed an I-9 with YFC within the year, or if their previous I-9 is no
longer retained or valid.
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EMPLOYMENT
Employment Classifications
As an Association of Churches, all leaders are responsible for
participating in religious and spiritual activities as a part of their
job function.
Exempt. Exempt leaders are paid on a salaried basis and are not eligible
to receive overtime pay. Direct ministry positions that do not meet the
Fair Labor Standards Act (FLSA) minimum salary threshold for exempt
status may still be classified as exempt under the Ministerial Exemption
provision.
Nonexempt. Nonexempt leaders are paid on an hourly basis and
are eligible to receive overtime pay for overtime hours worked.
Regular, Full-Time. Leaders who are not in a temporary status,
work a minimum of 30 hours weekly and maintain continuous
employment status. Full Time leaders are eligible for the benefits
package and are subject to the terms, conditions, and limitations of
each benefits program.
Regular, Part-Time. Leaders who are not in a temporary status, who are
regularly scheduled to work fewer than 30 hours weekly and maintain
continuous employment status. Part-time employees working 20 hours
weekly are eligible for some of the benefits package and are subject to
the terms, conditions, and limitations of each benefits program.
Temporary Full-Time/Part-Time. Leaders who are hired as interim
replacements to temporarily supplement the workforce or to assist in
the completion of a specific project and who are temporarily scheduled
to work YFC’s full-time schedule or part-time schedule for a limited
duration. Employment beyond any initially stated period does not in any
way imply a change in employment status.
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Access to Personnel Files
Leader files are maintained by the Human Resources department and
are considered confidential. Managers and supervisors may only have
access to personnel file information on a need-to-know basis. Personnel
file access by current leaders and former leaders, upon request, will
generally be permitted within 3 days of the request unless otherwise
required under state law. Representatives of government or law
enforcement agencies, in the course of their duties, may be allowed
access to file information.
Timekeeping Requirements
All nonexempt leaders are required to complete accurate weekly time
reports showing all time worked. These records are used to calculate
regular and overtime pay.
It is the nonexempt leaders’ responsibility to submit your time card at the
end of each week. Your time card should reflect your actual hours
worked, excluding meal periods. Time off benefits are submitted through PurelyHR and approved by your supervisor. This action will result in the
time card being updated with approved time off requests.
Failure to submit your time cards on a weekly basis may result in delayed
payment. Supervisors are responsible for approving the nonexempt leaders’ time card on Monday for the previous week.
All exempt leaders are required to enter requested paid time off into PurelyHR before the time is actually taken.
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Breaks and Meal Periods
Leaders may take a 30 to 60-minute meal period each day. If a
nonexempt employee is required to work through a meal period, they will
be paid for the duration of that time.
Overtime (Nonexempt Leaders Only)
From time to time, you may be required to work overtime. In these
instances, you are given as much advance notice as practical. Nonexempt
employees are paid at the rate of one and one-half time their regular
hourly rate for hours worked in excess of 40 hours during the standard
workweek. The standard workweek is from Sunday 12:00am until
Saturday 11:59pm. Paid leave, such as vacation, holiday, PTO, sick time,
bereavement and jury duty does not apply toward work time. All overtime
must be approved in advance by the supervisor.
Compensatory Time Off (Exempt Leaders Only)Exempt employees are expected to accomplish their assigned tasks within their normal workweek. We recognize that at times activities may require a significant extra workload. Compensatory days can be earned from trips, late evenings, and extra program events. A supervisor may choose to grant compensatory time off in these situations. Compensatory time must be used within two weeks of the earning date and do not roll over.
Deductions from Pay
We are committed to complying with the salary basis requirements
of the Fair Labor Standards Act for exempt employees regarding
permitted deductions.
If you believe an improper deduction has been made to your salary, you
should immediately report this information to Human Resources.
If it is determined that an improper deduction has been made, you will
promptly be reimbursed.
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Pay ProcessesLeaders are paid every other week on Friday. Nonexempt leaders are paid
one pay period in arrears. Paychecks are directly deposited into your
checking and/or savings account.
Fundraising
All leaders will be expected to participate in YFC’s fundraising activities, to
a degree that is commensurate with their roles. These activities typically
include participation in fundraising events and the Circle of Influence
strategy. Team leaders will work with employees to set an appropriate funding strategy. Fundraising will be a team effort and will have a mission-minded focus.
Housing Allowances for Ordained Staff
A leader who is ordained, licensed or commissioned may be eligible for
housing allowance benefits.
The full policy and related documents reside in Impact.
Honorarium Payments and Gifts
We have specific policies regarding honorarium payments and the receipt
of gifts from a vendor, supplier, customer or business partner.
The full policy and related documents reside in Impact.
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TIME OFF
Holidays
YFC observes the following holidays:
• New Years’ Day
• Good Friday
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day After Thanksgiving
• Christmas Eve
• Christmas Day
• New Years’ Eve
If a holiday falls on a Saturday, it will be observed the Friday before. If
a holiday falls on a Sunday, it will be observed the following Monday.
The office will be closed during the Christmas holiday.Subject to the allotment of the regular holidays of Christmas Eve, Christmas
Day, New Years’ Eve and New Years’ Day, the closure of the office will
be considered paid vacation time and will be in addition to the leaders’
normal vacation entitlement. If your role requires you to work during this
time period, your supervisor will work out your specific schedule.
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Vacation
Time away from work is important. We encourage it. We value it. We know
that ministry can be taxing. We prioritize it.
We provide paid vacation benefits to regular full-time leaders.
Regular full-time leaders who work 40 hours per week will accrue paid
vacation in accordance with the following schedule.
YEARS OF SERVICE ACCRUED HOURS
0-2 YEARS 80 HOURS
3-6 YEARS 120 HOURS
• Time off with pay is offered to regular,full-time (40 hours per week)employees. Regular full-time employeesare currently eligible to begin accruingvacation hours starting on day one ofemployment. .
• Newly hired regular full-timeemployees will receive an automatic 80hours of vacation.
• Vacation requests are due at least oneweek in advance of time off requested,and is subject to the approval of thesupervisor
• Vacation time not used at the end of afiscal year may not be carried over.
• Upon termination of employment,employees will be paid for any unusedvacation accrued through their last dayof employment.
• All staff are allowed 2 paid 36-hour solosin a year. Please request date and times.
• Vacation must be requested, tracked,and recorded through the PurelyHRsystem.
• Vacation requests that exceed aconsecutive 80 hours will not beapproved
7+ YEARS 160 HOURS
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Sick LeaveWe provide paid sick benefits to regular full-time leaders. Leaders are eligible to use their accrued, unused paid sick leave without a waiting period. The leader’s paid sick leave benefit is front-loaded at the beginning of the year based on the following schedules:
Regular full-time leaders will receive:
• 7 sick days per year, which do not roll over each year.
You are required to notify your immediate supervisor as soon as possible if you will not be able to work because of illness or injury. Failure to call in when absent will be considered as absent time without pay and may result in disciplinary action.
Sick leave may be used for doctor appointments.
Sick leave may be used for the illness of a family member living with the employee (i.e. spouse, child).
Upon termination of employment, any unused sick leave will not be paid.
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Jury Duty
We recognize jury duty as all of our civic responsibility. When summoned
for jury duty, you are granted leave to perform your duty as a juror. If you
are excused from jury duty during regular work hours, you are expected to
report to work promptly. Leaders will be paid their regular wages while on
jury duty. Leaders must turn in all jury pay which will be credited to their
department’s payroll expense. Jury duty leave beyond ten days is without
pay from Youth For Christ. Jury duty must be requested, recorded and
tracked through the appropriate assigned system or process.
Bereavement
Bereavement with pay may be granted up to 3 days to full-time leaders
by their supervisor in the case of a death in the family of the leader
(parent, spouse, sibling, child, and grandparent). Vacation time or leave
without pay can be used by the employee for any days beyond the above
stated limit. Vacation time or time off without pay may also be arranged
to attend the funeral of extended family or a close friend. Absences due
to bereavement must be requested, recorded and tracked through the
appropriate assigned system or process.
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EMPLOYEE BENEFITS
Leave of Absence (Medical, FMLA)
If a leader needs time off from work that extends past 3 days, the leader
may request a leave of absence. A Leave of Absence (LOA) is an officially
excused period of time away from work. YFC has a number of different
leave options including Medical, FMLA and Military.
Youth For Christ USA Leaves
The following leaves are available:
• Maternity & Bonding Leaves
• Ministry Leave
• Personal Leave
• Sabbatical Leave
Unpaid approved leave will not be eligible for holiday pay. Leave policies
above are located in Impact under HR Resources.
The full policy and related documents reside in Impact.
Simple IRA Retirement PlanAll regular full-time leaders are eligible to contribute to our Simple IRA retirement plan, immediately upon hire.
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COMMUNICATIONS
Communication Systems
The communication systems are property of Youth For Christ and
intended for business use. Therefore, Youth For Christ maintains the
ability to access any computer files, use of software, Internet usage,
e-mail, and voicemail. Although leaders may select individual passwords,
leaders should not assume that such files are confidential. However,
other than management, leaders acting on behalf of Youth For Christ
should not attempt to gain access to another leaders’ computer, Internet
files, e-mail, or voicemail without the latter’s permission. Leaders should
have no expectation of privacy with regard to their use of any of the
property or equipment of Youth For Christ, whether for business or
personal reasons.
All information regarding access to Youth For Christ’s computer
resources, such as user identifications, modem phone numbers, access
codes, and passwords are Youth For Christ’s confidential information and
may not be disclosed to non-company personnel.
The full policy and related documents reside in Impact. Please also
reference the Communications Policy and Electronic Communications,
Social Media and Ministry Guidelines document.
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Personal Use of the YFC Internet
Use of the Internet must not disrupt the operation of the company
network or the networks of other users. It must not interfere with leaders’
productivity.
Software and Copyright
Use of Youth For Christ owned software must be in accordance with
the applicable Software Agreements or as directed by the Information
Technology department.
Leaders must not use Youth For Christ’s technology resources to copy,
retrieve, forward or send copyrighted materials unless the leader has the
author’s permission. No leader may load additional software on their
YFC owned computer without IT approval.
Unauthorized Use
Leaders are not permitted to visit websites or send electronic mail that
contains ethnic slurs, racial epithets, or anything that may be construed
as harassment or disparagement of others based on their sex, race,
national origin, age, disability, or religion. Youth For Christ reserves
the right to determine when a leader is sending excessive or improper
electronic mail or is spending excessive personal time on the Internet.
Because Youth For Christ provides the email system to leaders to help
them with the performance of their job, it should be used for official
Youth For Christ business. Incidental and occasional personal use
of email is permitted. However, leaders should be aware that these
messages will be treated the same as business messages, and subject to
review at any time without notice. Leaders should have no expectation
of privacy in regard to the use of email. Leaders should use discretion
when sending emails. Do not write anything in an email message that is
inappropriate to say to others face-to-face.
Voicemail
Leaders are responsible to make certain their voicemail messages are
reviewed in a timely fashion.
Cell Phones
While driving on Youth For Christ business, leaders must drive safely and
use discretion if using a cell phone. Leaders are responsible for following
state laws regarding cell phone usage while driving.
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Confidentiality
As a Youth For Christ leader, you must agree to maintain the confidentiality
of all documents and information that Youth For Christ considers to be
confidential, secret, and/or proprietary (“confidential information”) that
are received or arise during the duration of your employment.
Leaders shall use the confidential information of Youth For Christ only in
connection with services rendered for employment with Youth For Christ.
The confidential information does not include information that:
• is in or becomes in the public domain;
• is already in your possession, as evidenced by written documents,
prior to employment with Youth For Christ; or
• is rightfully received from a third entity having no obligation to
Youth For Christ and without violation of your employment with
Youth For Christ.
Upon termination of employment for any reason, leaders shall immediately
return to Youth For Christ all confidential information, including but not
limited to all copies in any form, including electronically stored documents
and data, and to make no further use of such confidential information. Your
confidentiality obligations under this paragraph shall survive termination
of employment as well.
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WORKPLACE PROFESSIONALISM
Alcohol and Drug Free Workplace
Alert and rational behavior is required for the safety and adequate
performance of job duties. Therefore, working after the apparent
abuse of alcohol, the abuse of a controlled substance or abuse of any
other substance is prohibited.
The possession, purchase, or consumption (use) or sale of a controlled
substance on a YFC premises or while conducting YFC business
is prohibited.
Please refer to the Standards of Conduct: Living the Life of the Leader for
further guidelines on substance use, abuse and addictions.
Travel
When Youth For Christ authorizes leaders to travel for business on behalf
of the organization, reasonable expenses are reimbursed. The Business
Travel Policy is intended to establish equitable standard and achieve
consistent and fair treatment of all leaders that incur expenses payable by
YFC.
Conflict of Interest
Youth For Christ requires that you protect Youth For Christ information
and avoid outside activities or relationships which do or could adversely
influence your decisions or actions on the job. Conflict of interest
situations, which could arise while moonlighting for a competitor, should
also be avoided.
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Other examples of conflict of interest could include, but are not limited
to: serving as a board member or director of a competing organization,
holding financial interest in a competing organization or being self-
employed in an occupation which competes with Youth For Christ, or
ownership, partnership or personal involvement in supplier companies
or distribution outlets related to Youth For Christ business.
If you have any question whether a situation is a conflict of interest,
discuss the matter with your supervisor. If it remains unresolved, refer
the matter to Executive Director.
All leaders are required to sign the conflict of interest policy annually or
upon onset of a conflict of interest.
The full policy and related documents reside in Impact.
Equal Employment Opportunity
We prohibit unlawful discrimination against applicants or leaders on the
basis of race, color, ancestry, national origin, gender, marital status, age
(40 or older), disability, results of genetic testing, service in the military,
or other status protected by any federal, state or local law applicable to
Youth For Christ.
Any leaders with questions or concerns about equal employment
opportunities in the workplace are encouraged to bring these issues
to the attention of Human Resources or their Executive Director. The
organization will not allow any form of retaliation against individuals who
raise issues of equal employment opportunity. If a leader feels he or she
has been subjected to any such retaliation, he or she should bring it to
the attention of Executive Director.
The full policy and related documents reside in Impact.
Harassment
Sexual and other unlawful harassment is a violation of Title VII of the Civil
Rights Act of 1964 (Title VII), as amended, as well as many state laws.
Harassment based on a characteristic protected by law, such as race,
color, ancestry, national origin, gender, sex, sexual orientation, gender
identity, marital status, religion, age, disability, veteran status, or other
characteristic protected by state or federal law, is prohibited.
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It is Youth For Christ’s policy to provide a work environment free of
sexual and other harassment. To that end, harassment of YFC’s leaders
by management, supervisors, coworkers, or nonemployees who are in
the workplace is absolutely prohibited. YFC will take all steps necessary
to prevent and eliminate unlawful harassment.
Whistleblower Protection
We are committed to the highest possible standards of ethical,
moral, and legal conduct. Consistent with this commitment, the goal
of this policy is to provide an avenue for leaders to raise concerns
about suspected misconduct, dishonesty, and fraud, and to provide
reassurance that they will be protected from retaliation or victimization
for reporting or “whistle blowing” in good faith.
If you are or become aware of unethical or illegal conduct taking place at
Youth For Christ, including sexual impropriety, financial fraud, property
theft or any other misconduct warranting an investigation, follow the
process outlined under Complaint Procedures.
The full policy and related documents is housed in Impact.
Retaliation
We prohibit retaliation against any employee for filing a complaint
under this policy or for assisting in a complaint investigation. If you
believe there has been a violation of the retaliation standard for making
a complaint or for your participation in an investigation regarding sexual
harassment, the Employment Opportunity policy and/or any other
policies at YFC USA, please follow the complaint procedure outlined
below.
If Youth For Christ determines that an employee’s behavior is in violation
of this policy, appropriate disciplinary action will be taken against the
offending employee, up to and including termination of employment.
Further definition of retaliation can be found on the Discrimination and
Harassment policy in Impact.
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Complaint Procedure
If you believe there has been one instance or more of harassment,
violation of the EEO policy, and/or the retaliation standard, report the
incident to your supervisor immediately and/or your Human Resources
representative. We expect leaders to make a timely complaint to enable
the organization to promptly investigate and correct any behavior that
may be in violation of this policy.
Your complaint will be as confidential as practicable. If you feel you
cannot go to your supervisor with your complaint, you should report the
incident to a Human Resources representative.
If you cannot approach either your supervisor or HR representative
with your concern, or otherwise desire to make an anonymous report
regarding sexual misconduct, harassment, fraud or other violations, you
can do so through the professional reporting service, Praesidium. To
file an anonymous report through Praesidium, call 1-866-607-SAFE or
email [email protected]. You will be taken through a step by
step process identifying the nature of your concern, and a report will
be forwarded to the appropriate person at YFC USA, whereupon an
investigation into the concern or incident will be initiated.
Please check with your states and local governments for additional
reporting requirements and resources available.
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Problem Solving
Leaders who disagree or are dissatisfied with a company practice
should promptly discuss the matter with their immediate supervisor,
where appropriate. Leaders who develop an interpersonal conflict with
a co-worker should promptly discuss the matter with the other party.
In these situations, this discussion should be held within 3-5 days from
the incident, or in a timely manner. Discussions held in a timely manner
will enhance our ability to resolve concerns while it’s fresh in everyone’s
mind. The majority of misunderstandings can be resolved at this level.
If the solution offered is not satisfactory, or cannot be resolved, leaders
may submit a written complaint to Executive Director for investigation.
Discipline/Discharge
Occasionally performance or other behavior falls short of our standards
and/or expectations. When this occurs, management takes action which,
in its opinion, seems appropriate.
Disciplinary actions can range from a formal discussion with the
leader about the matter to immediate discharge. Action taken by
management in an individual case does not establish a precedent in
other circumstances.
The full policy and related documents reside in Impact.
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SECURITY
Workplace Inspections
We expressly reserve the right to control the presence of all items on
the Company’s premises. This includes the right to enter and/or inspect
any work area including, but not limited to, desks, packages, containers,
backpacks, handbags, purses, computer systems, telephone messaging
systems, etc., with or without notice. Any information discovered during
such inspections that would indicate violation of any policies outlined in
this handbook, or in the Policies & Standards, may be used as a basis for
disciplinary actions, up to and including termination.
Workplace Violence
Providing a safe work environment for our leaders and visitors is a key
responsibility of YFC. The Company has a policy of zero tolerance for
violence. Violence includes, but is not limited to, physically harming
or threatening to harm another person, shoving, pushing, assaulting,
brandishing or threatening the use of weapons, or any related conduct,
even when conducted in a joking manner. This definition includes threats
that are delivered via telephone, fax, electronic or conventional mail
or any other communications medium. Employees who engage in or
threaten to engage in any form of violence in the workplace may be
terminated immediately.
All leaders have a responsibility to report any alleged threats of violence
that they either hear personally or come to know of through other means.
A report of the situation should be made to their supervisor or Executive
Director for immediate investigation.
• Employees are instructed not to attempt to physically restrain or
remove a threatening or violent individual. Remove yourself from
the situation as soon as possible and contact management.
Weather Emergency
Our weather emergency policy is simple: Use Good
Judgement. Most often, leaders have the ability to
work remotely in the event of a weather emergency
and we encourage you to do so.
An extreme weather emergency exists when severe
weather such as heavy snowfall, road surface icing,
flooding, fires or other acts of nature create
potential life threatening weather conditions.
Office Closures. In almost all cases, YFC will be
open for business. However, in the event of closure,
regular, full-time leaders will be paid for the day.
In the event of an office closure or delay, a text from
the Executive Director will be sent to the YFC Staff group. We will do our best to communicate prior to
7am.
Traveling During Extreme Weather. We have
concern for our leaders traveling when there is an
extreme weather emergency. We encourage
leaders to assess for themselves if the risk is too
great to come to work.
It is recognized that within each geographic area,
communities may experience different weather
conditions. In no situation should a leader put
themselves in danger of physical harm. Leaders
who choose not to travel should contact their
supervisor immediately. The leader is expected to use vacation time off or request to work remotely.
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• Never touch another leader in any manner that could be
interpreted as intending violence or invasion of personal space.
Situations/Reactions
If a leader or visitor has concern that a situation in the workplace
presents a danger in any form, law enforcement should be contacted.
Workplace Security Measures
To promote a safe work environment for leaders and visitors, access
to Company premises is limited to those individuals with a legitimate
business interest. The following rules will be applied:
• All visitors must register with either a receptionist or the manager
responsible for the facility and display identification while on the
premises.
• Visitors must initially be escorted beyond the lobby area, and then
will be the responsibility of the leader from that point forward.
• Visitors must be signed out at the end of the visit by the escort or
responsible manager.
Reporting of Injury
Youth For Christ is committed to providing a safe work environment for
leaders, and every individual leader can help contribute to this effort.
Always be alert to safety hazards or situations or circumstances which
could potentially cause an accident or injury. Report any unsafe practices
or conditions to your supervisor immediately, so that preventative
action can be taken. Your responsible attention to the conditions of
your personal workspace, as well as common areas such as hallways and
meeting rooms, may prevent an unnecessary injury and contribute
to the safety of all leaders and guests.
If you are injured on the job, you must report the incident immediately
to your supervisor. Your supervisor will complete and send an incident
report to the Risk Management Department ([email protected]).
If an injured employee needs immediate emergency medical treatment,
he or she should be taken to the nearest hospital emergency room.
After the emergency is over, the employee and supervisor should follow-
up with the Risk Management Department for the next steps on filing
a claim.
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STATE ADDENDA TO THIS HANDBOOKIntroduction
Some states have additional requirements that alter the terms of this
handbook. Please reference the state addenda regarding the state
applicable to you. These addenda are applicable only to employees
working in the identified states and only amend those provisions that
are specifically addressed in each addendum. Regarding the amended
provisions, in the event of any conflict between the Company’s Leader
Handbook and the applicable Addendum, the applicable Addendum
shall control. Except as set forth herein, the Company’s Leader
Handbook is not modified by these Addenda.
The state Addendum applicable to you is to be read in connection with
YFC’s Leader Handbook. Together, YFC’s Leader Handbook and the
applicable state Addendum will provide you with important information
about your employment with YFC and serve as a guide to YFC’s current
policies, practices, and procedures. If you have questions as you review
the Leader Handbook or the applicable state Addendum, please do not
hesitate to discuss your questions with management.
Reference Guides for States reside in Impact under HR Resources.
402550 W. Cheesman Rd., Alma, MI 48801 • 1200 W. High St., Mt. Pleasant, MI 48858 • 989.463.4274 • www.cmyfc.net
