Staff Resignation Policies

Resignation Procedure

Initiation of Resignation

• Employees must submit a formal resignation letter to their direct supervisor, including the intended last working day. Verbal resignations are not accepted for any position. Unless the Senior Pastor is your direct supervisor, the Senior Pastor cannot accept a letter of resignation.

Immediate Notification

• The direct supervisor immediately notifies the Senior Pastor and the director of operations upon receipt of the resignation.

Review and Support

• Senior Pastor reviews the resignation for compliance and supports the supervisor in the acknowledgment process.

Acknowledgment

• Acknowledgment of the resignation letter is formally made, confirming the employee's last working day.

Schedule Analysis

• The direct supervisor assesses the impact on the schedule and discusses potential internal succession or the need for external recruitment.

Removal of Access from Social Media

• Immediate revocation of the employee's ability to post on the organization’s social media accounts.

Exit Interview

• The director of operations schedules and conducts an exit interview, including discussions on confidentiality and non-disclosure obligations.
• Link to exit interview questions
• Offer departing employees a structured way to provide feedback about the organization.

Return of Company Property

• A procedure for the return of all company property by the employee is clearly outlined.
• Company Property is returned on the employees last days.
• Employee will return all pending projects and paperwork and explains its current status.
• Return of Credit Card

Corporate Access Accounts

• Closed dates are set for the employees last day:
  • Google Suite
  • Unifi Door Access
  • Subscriptions
  • Slack Accounts tied to Google Suite emails

Final Pay and Benefits

• Details the calculation of final pay, benefits conclusion, and the timeline for these processes.
• AFLAC will be contacted for any continuation of care.
• Employee is marked Terminated in Trinet
• Principal Retirement is alerted
• Open Bible National is alerted, if applicable
• Confirmation that Education reimbursement requirements have been met.

Special Policies for Pastors

Staff pastors hold positions that are subject to additional policies as outlined in the bylaws, Open Bible Covenant of Ethics, and general pastoral ethics. It is crucial that staff pastors acknowledge and adhere to these guidelines to ensure a responsible and ethical transition:

• Awareness of Higher-Level Policies: Staff pastors must understand that Open Bible has established policies and controls that supersede local rules and must be adhered to.

• Avoiding Influence Post-Resignation: Upon resignation, it is inappropriate for staff pastors to maintain any level of spiritual or emotional influence in relationships they had within the church. This helps prevent conflicts of interest and promotes a healthy transition for congregation members.

• Transition of Care Responsibilities: Staff pastors agree to cease influencing church members immediately upon resignation. They are expected to actively facilitate the transition of their responsibilities to other staff members to ensure continuous pastoral care.

• Non-Intervention Agreement: After leaving their post, staff pastors must not intervene in the spirituality of any individuals connected to the church, regardless of the individual’s willingness. This policy is designed to protect the integrity of pastoral relationships and the spiritual wellbeing of the community.

These policies are put in place to uphold the ethical standards expected of pastoral roles and to protect the interests of the church community.