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First United Methodist Church Church Council Meeting May 20, 2025 REPORT OF THE FINANCE COMMITTEE, Ryan Heller, Chair Cash Balances as of 4/30/25 Operating Account $ 128,188 Reserve Accounts $ 247,400 Total Cash $ 375,588 Building Debt Balances as of 4/30/25 TMF – CMC Building $ 101,646 **Note 1 TMF – Twice Blessed Showroom $ 334,014 Total Debt $ 435,660 Giving through 4/30/25 Total Giving $ 416,288 **Note 2 Total Budgeted Giving $ 355,751 Overage YTD $ 60,537 Expenses through 4/30/25 Total Expenses $ 344,352 Total Budgeted Expenses $ 346,458 Savings YTD $ ( 2,106) Apportionments through 4/30/25 Total Apportionments $ 87,102 Total Paid to Date $ 33,345 Total Still to Pay $ 53,757 Special Giving for 1st quarter 2025 Christ’s Kitchen – $245.96 UMCOR Sunday – $270.00 Kingdom Kamp – $201.00 Gabriel Project – $923.23 Lighthouse 2911 – $366.25 VCAM - $150.00 Notes: 1. Additional TMF Debt payment of $25,250 made on 5/5/25 Current CMC loan balance is $76,396 2. Giving - $50,000 of this total includes gifts pledged and paid ahead of schedule 3. 90 Day - 10% Giving Challenge – began March 1 14 total participants: 3–New Giving 4–Giving More 3–Tithing 4–Tithing+ Results New Giving $ 0 Giving More $ 180 monthly increase Tithing $ 185 monthly increase Tithing+ $ 2,000 monthly increase $ 17,200 TMF Debt $ 300 TMF Debt Refund Given $ 4,120 4. TMF Debt Campaign – September 1 kickoff

Restricted Fund Account Balances As of April 30, 2025 104000 • Money Market Account 10400 l • Restricted Funds l 04005 • Youth Ministries 23,399.09 104006 • Youth Missions 11,783.88 l 04010 • Youth Scholarships 6,900.00 l 04015 • Children's Ministries 27,669.96 104016 • Girls Scouts Troop 6012 3,434.80 104018 • Ignite Worship 2,969.43 104020 • Music Ministries 12,380.78 l 04021 • Music Scholarships 460.00 104022 • School Ministries 5,633.63 l 04024 • Pumpkin Patch 3,174.60 104025 • Outreach Ministries 4,492.44 104028 • Phyllis Fissel Outreach Fund 12,811.62 l 04029 • Healthcare Ministries 21,519.96 Total l 0400 l • Restricted Funds 136,645.36 104040 • Other Funds 104041 • Foundation Funds 953.89 l 04043 - Bequest Funds 20,400.00 104045 • To Be Designated 26661.74 104048 • FUMC "Life of Church" Fund 12,863.96 Total 104040 • Other Funds 60,879.59 I 04060 • Prepaid Pledges 49,875.00 Total 104000 • Money Market Account 247,399.95 SPRC COMMITTEE, Esther Mitchell, Chair • Hired new Administrative Assistant, Joyce Ellis • Employment Guidelines revisions needing Church Council approval {see attached Employment Guidelines)

BOARD OF TRUSTEES, Fred Bowen, Chair Past Quarter • Approved conversion of office next to Heather's to be Staff Meeting/Planning room. Ap- proved monies for new tables, white boards, chairs, etc. for project. • Discussed and recommended that Pastor Amanda be replaced with an associate pastor. • Approved monies for replacement of failed water back-flow preventer at CMC. Installation completed on April 20. • Annual Fire inspections (sprinklers in CMC, fire alarms, fire extinguishers, etc.) completed in April. • Annual review of lock box contents completed. • Work on leasing the Crossing to supplement operating expenses was completed and step by step checklist was passed on to Finance Committee. • Discussed and agreed with recommended Sunday service times to accommodate training of new associate, knowing that it can be changed back if needed. • Annual review of all service providers was updated and completed. • Received bequest from the Herbst Estate. • Approved use of church facilities for UM Army college group to stay May 18 - 24. • Approved some monies from Herbst bequest to be used as matching funds for paying down debt. • Back door camera has been replaced. • Tree in yard has been 'hurricane' trimmed and gutters cleaned. • Approved bid and funds to cover repairing roof above CLC bathrooms and kitchen. • Agreed to have office available for new Methodist Health Care Counselor. Next Quarter • Purchase and install rubberized mats on Ed Bldg porch • Black temporary wooden walls in Ignite are to be replaced with black curtains with help of Methodist Men. • Install missing foundation grate outside Kitchen. • Annual Parsonage Walkthrough to be completed. • Complete move of assoc. pastor's office to downstairs. • Repair roof above CLC bathrooms and kitchen. • Procure and install fire escape maps throughout campus. • Complete new staff meeting/planning room. • Continue to brainstorm about future vision of FUMC.

Congregational Care Update: Linda Kelly, Chair • Congregational Care Committee's focus is on reaching out to congregants in need. To focus on this goal, homebound communion is delivered each weekend. Easter gifts were also presented on Palm Sunday. • Cards were mailed to those on our Care List and those on the churches' prayer list. Some hospital visits and home visits were made when possible. Phone calls were also made. • On May 11th pink carnations were presented to women in our congregation in honor of Mother's Day • May 18th we hosted a Senior Graduation breakfast to honor those seniors in our church who were graduating. Five graduates and their families attended. • For the future, a noon Bingo game on June 13th, is planned. We would like to invite all on church council to attend-free food, free bingo and free prizes. We are sending invites to nursing homes with hopes of reaching more people. • On June 15th, cookies will be provided in honor of Father’s Day. We have also discussed our involvement in welcoming new members-stay tuned. Methodist Day School Update: Jennifer Burriss, Director of MDS • Thank you to the MDS Board members who served this year - Candace Parker, Shannon Lenamon, Ruth Rodriguez, Dane Mikulenka, Jessica Armstrong, Ryan Heller, Kathy Bowen, Janet Nelson, Earlene Angell, Nancy Tamayo, Connie Brown, Liz Parker, and Jennifer Burriss. • Thank you to the FUMC School Ministry Committee for hosting our recent Muffins with Mom on May 7 and Jeff and Janet Nelson for providing sound for our school programs. • MDS has started a brick campaign which runs through July 27, 2025. The money raised will go directly to the debt of the CMC building. • Methodist Day School is currently enrolling for the 2025-2026 school year. We currently have 65 students registered for the upcoming school year. Our first day of school is Wednesday, August 20, 2025. We began an eight-week billboard campaign to boost enrollment. Be sure to look for our billboards around Victoria.

Higher Education and Campus Ministry Update: Kathy Hunt, Chair • Spring semester for United Campus Ministry at Victoria College saw 4 - 6 students each week. While we had a couple of weekly returnees, we were blessed with several guests. Our group represents students of several faiths and one seeker - although no Methodists. Each week we caught up on life and school, prayed, broke bread together over lunch to feed our bodies, and to feed our souls we took part in virtual Bible Studies from Right Now Media. These short studies connected scripture and theology to life's situations. Topics included "Habits", "Faith Tripping - Your Spiritual Journey", and "Reclaiming Our Time". We closed out the semester celebrating two associate degree graduates with a nice lunch from Olive Garden. The students wanted me to pass along thanks to Heather, Amber, Amanda, and Celia. • Those who attended this year are hoping we will continue next school year. I look forward to working with staff especially Pastor Harley (who is far closer in age to students than I am) to continue to build this ministry spiritually and to add external activities such as more involvement in VC-wide events and possibly a service project. I have also been in contact with the Student Life team at UHV to see about UCM there or with VC if the college is open to it. We will be meeting in June to discuss. • UCM meals were funded by a 5 Star Communion Rail Offering, another grant we received, and individual donations. School Ministry Committee Update: Lender Reader, Chair • The School Ministry Committee met last month to evaluate the current state of our ministry efforts. Despite our best intentions and outreach, we haven't been able to maintain the kind of consistent, two-way engagement that a healthy, sustainable ministry really needs. As a result, we've made the difficult decision to conclude the current model of our school ministry. • That said, we continue to believe deeply in supporting students and schools in need- especially as they prepare for a new school year. Rather than ending all outreach, we've chosen to shift our focus. • For the 2025-2026 school year, we've identified four under-resourced schools in our area to support with practical, campus-specific help. Using designated ministry funds, we'll provide school supplies, snacks, teacher encouragement, student incentives, and other requested items to: Hopkins Rowland O'Connor Dudley • Each school has been contacted directly and asked to share specific needs unique to their students and staff. We pray this "jump-start" approach will make a meaningful impact where it's needed most, while honoring the original intent of the funds designated for school ministry. • We appreciate your continued support and prayers as we carry out this revised effort.

Twice Blessed Ministry Update: Kathy Bowen, Board President • We had our 20th year celebrations in April. We were glad to have the opportunity to share our success with others in the church and community. We had info in the church bulletin and a very nice article with picture in the Victoria Advocate. • In May we started collecting personal hygiene products for Perpetual Help Home. We have delivered one load of products and we continue to collect until the end of May. Both customers and volunteers have been very generous. • Cookies were taken to MDS to help celebrate National Teachers week. • At our last meeting we voted to donate $5000.00 to FUMC to help pay down the CMC debt. • We also set aside $5000.00 to help purchase furniture for the update in the parlor. • Lights in our storeroom and office were replaced with LED lights and 2 ceiling fans were installed. • With vacations coming and kids out of school, we will need all the volunteers we can get. If you have some free time, we would love to have you come and help. • Our annual sale will be coming in July and before you know it we will be taking in fall and Christmas items. So prepare for the coming months and get your stuff packed up. Music Ministry Update: Keith Cox, Director • Thanks to the efforts and participation of our voice and bell choir as well as support from the congregation and staff, the FUMCV music ministry had a successful Lent and Easter season, with highlights including our Tenebrae service on Good Friday and special music on Easter Sunday. • Our choirs will continue forward through the end of June with normal rehearsals and musical offerings on Sunday mornings, and will take our regular summer break during the month of July. To finish out the season, both choirs will be leading the congregation in a hymn sing service on Sunday June 29th. Be looking for information on how you can submit your hymn requests for this service in the near future. While rehearsals will be on break during July for both the voice and bell choirs, we will be featuring a number of in-house and guest musicians during the anthem slot on Sunday mornings during this month. • Normal rehearsals will resume for both voice and bell choir starting in August. Our ensembles are looking forward to another worshipful summer of music ministry in partnership with both the congregation and staff. As always thank you all for your support.

Children's Ministry Update: Liz Parker, Children's Ministry Director • Vacation Bible School - June 2-5, 2025: -We are prepared to hold VBS with FULL registration closed at 75! • Basic Training Camp - July 20-23, 2025: -FUMC NB has unfortunately backed out of coming to BTC this year. Their pastor has challenged them with hosting their own summer camp so they will be at El Shaddai for camp the same week as us. Our work is cut out for us as this took a handful of sponsors and about 10 campers. -Nonetheless, we are pressing ON! Send your volunteers this way! Staff applications are OPEN! Camper registration is OPEN! • As a council we need to really shift our focus and begin planning for what the Fall will look like. Especially our Wednesday night and Sunday morning formats, please be thinking about these days and how we can adjust our programs. • Celia would like the church to host some sort of "Back to School Bash" in the early weeks of August so we will discuss that as well. • All are invited to the next children's council meeting on June 8 at 10:00 am, during the Sunday school hour. Pastoral Update: Amanda Banda, Associate Pastor • As I begin preparing for my transition, I've been focused on both finishing strong and setting others up for success. Here are a few highlights of what I've been working on: o I'm actively handing off current projects and processes related to Ignite worship to ensure a smooth leadership transition. o I'm working with Alan Kohutek, who will be preaching in Ignite on Father's Day, to help him prepare and step into that role confidently. o Preaching this Sunday and preparing my final sermon with our congregation, which will be a time of celebration and gratitude, June 1st in Ignite. o I plan to be present for VBS Sunday and am looking forward to celebrating the impact of that week with our families. • In terms of my broader ministry involvement: o I've already begun contract work with the Rio Texas Conference office and will rep- resent our conference at the Texas Annual Conference next week. o I'll also be working at the Rio Texas Annual Conference in June. • Additional updates: o I've really enjoyed the opportunity to collaborate with Pastor Celia on shared sermon series this year, which has allowed me to preach more regularly in both Traditional and Ignite services. o I completed my spring seminary courses-with high A's across the board! o I've continued mentoring and supporting our youth and AV teams, encouraging leadership growth in our younger members. • Thank you for your support and encouragement during this season of transition. It's been a gift to serve alongside you. Please be in prayer for my family and our church in this season.

Pastoral Update: Celia Halfacre, Senior Pastor Grace and peace to you, members of FUMC Victoria • I am excited about what we have been able to do lately and what is before us. I loved getting to be together for our town hall meeting. I am encouraged by our conversations and your excitement as we move forward. • You have read about our new worship times. Some of you are excited; some less so. I want you to know I know there is no perfect plan. I do know that if we continue doing what we have been doing, we will continue to get the same results. We have to make changes to change our results. This particular change may or may not be right. We're going to try it. And we will see how it goes. Let's be patient with each other, please. Any change, regard- less of the size, asks different things from each of us - for some this is no big deal, for others, it is life altering. I ask us to look for opportunities to show grace. • I have had a few people ask about the intern opportunity I brought to the council several months ago. I am pleased we were willing to receive an intern and I am sad to report to you that we have no intern. Apparently there were not enough applicants asking to be placed in churches for us to receive one. Nonetheless, I am hopeful that if we continue to keep our- selves open to receiving an intern, we will get one in the future and we will get to shape the ministry of a future pastor. • I do have a great announcement for you. You have read or soon will read or hear from Liz Parker about her ideas for children's and family ministry beginning next Fall. To provide financially for the family connect events Liz mentioned, I have exciting news. A few months ago, I applied for a grant from the Foundation for Evangelism, an organization dedicated to evangelism for Wesleyan faith communities. And ... we have been awarded a grant for $10,000 to fund our family ministry! These funds will provide support for us to be more experimental with our planning, looking for ways to invite families in our community to join our church. It also provides money to send Liz for some more formal education. • This current season of additional (that is conference) work is to come to an end. I am nearing the end of many of the commitments I made prior to my move there. Additionally, I am reevaluating some of my future commitments.

First United Methodist Church Victoria, Texas EMPLOYMENT GUIDELINES Adopted by Church Council May 20, 2025 Revised by SPRC May 5, 2025 INTRODUCTION A. Employment At-Will Employment with First United Methodist Church-Victoria (FUMCV) is at-will and is with the mutual consent of the employee and FUMCV. Both the employee and FUMCV have the right to terminate the employment relationship at any time, with or without cause. This employment at-will relationship may not be modified by any verbal or implied agreement. These policies are not a contract and do not create contractual or legal rights on behalf of any employee. B. Amendment of Policy The Employment Policies of FUMCV will be reviewed and updated as necessary. When policies do change, you will be notified in writing. Change in the employment policies and in this manual may be recommended by the Senior Pastor or members of the Staff Parish Relations Committee (SPRC) and must be approved by the SPRC. C. Definitions Pastoral Staff: The Rio Texas Annual Conference assigns the pastoral staff and according to The Discipline they are amenable to the Annual Conference in the performance of their duties. Lay Staff: Persons employed by FUMCV are referred to herein as employees, staff, staff persons, and/or staff members; and are those to whom the EMPLOYMENT GUIDELINES apply. Staff-Parish Relations Committee: the committee of FUMCV responsible for the pastoral and lay staff and their overall effectiveness. It has responsibility for administering and implementing the Employment Guidelines, and also in addressing situations not covered by the Guidelines. Any change of policy set forth in the Employment Guidelines or entering into any agreement with any employee must have written authorization by the SPRC Salaried Full-Time: Positions requiring a minimum of 40 hours of work per week during the calendar year. Salaried Part-Time: Positions requiring fewer than 40 hours of work per week during

the calendar year. The United Methodist Personal Investment Plan (UMPIP) is a United Methodist defined contribution pension program for lay employees. It is administered by Wespath Benefits and Investments (previously the General Board of Pensions and Health Benefits of The United Methodist Church.) Healthflex (the Plan) is the name given to the health insurance program of The Rio Texas Annual Conference. EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT FUMCV is firmly committed to the principles of equal employment opportunity. It is the policy of FUMCV that we will recruit, employ, utilize, compensate, and promote our employees without regard to race, color, sex, age, creed, national origin, disability, or handicap. All aspects of the employment relationship, including recruiting, hiring, training, working conditions, compensation, promotion, discipline, and termination, are subject to this policy. If you feel you have been discriminated against, we encourage you to bring this to the attention of the SPRC chairperson or Senior Pastor. Employees may ask questions and raise concerns under this policy without fear of reprisal. EMPLOYMENT PRACTICES A. Employee Communication FUMCV makes every effort to maintain an open atmosphere that will enable all employees to express their ideas, suggestions, and concerns. If you have a question or idea, or if you have any work-related concerns, you should first visit with your supervisor. If this does not satisfy the matter, then the employee should contact the Senior Pastor. It is the responsibility of every employee and supervisor to keep informed of FUMCV's policies and procedures and refer to them should related questions arise. B. Acceptable Behavior Policy It is the policy of FUMCV to create a safe and respectful working environment through adherence to policies designed to prevent sexual harassment in our workplace. FUMCV's policy on sexual harassment is contained in a separate booklet. FUMCV also seeks to have a workplace free from offensive or degrading remarks or conduct of any kind. C. Employment of Family Members In general, it is the policy of FUMCV not to hire any person who is a member of the immediate family of a current employee of FUMCV. (Immediate family is defined as

anyone related through blood, marriage or adoption including, but not limited to spouses, sisters, parents, children, uncles, aunts and cousins.) However, in certain circumstances a family member could be hired if accomplished by unanimous vote of SPRC and the Senior Pastor. D. Hiring Practices All positions will be filled on an equal employment opportunity basis. Formal position descriptions shall be determined by the SPRC before the positions are advertised and filled. Each position description will be approved by the Church Council. FUMCV will typically advertise internally and externally, seeking the most qualified person to fill the responsibilities of the position and the needs of FUMCV. All applicants for lay staff positions at FUMCV will be required to complete a written application for employment. An interview with the appropriate FUMCV officials is required. All applicants for employment at FUMCV are subject to background checks. E. Beginning Employment At the time of employment, new employees will be informed in writing of the terms of employment, including compensation details and benefits. New employees will be required to fill out any forms required by FUMCV, to provide information to FUMCV and acknowledge acceptance of the terms of employment (including obtaining Safe Gatherings training and certification prior to start date) by signature. Employees will be provided with a copy of the terms of employment, a written job description and a copy of the Employment Guidelines. Written terms of employment do not constitute an employment contract, but are merely provided to at-will employees for reference F. Probationary Period All lay staff employees will be considered on probation for the first 90 days of employment. A decision may be made to continue or discontinue employment, or to extend the probation period. Changes in probationary status made at the conclusion of the probationary period require the approval of the Senior Pastor. If at any time during the probationary period it becomes apparent that the employee is not suited for the job, the employee may be released without any prior notice. Although all employment is at will, in the sense that the employment relationship can be terminated by either party, the probationary period is utilized to determine whether continued at-will employment will occur or not. G. Working Hours Actual work hours shall be set to best serve the needs of FUMCV and the employee. For this reason, working hours, schedule, and work week may vary from one position to another.

H. Personnel Records FUMCV maintains a confidential employment and personnel record on each employee. It is important that up-to-date records be maintained for employment and benefits purposes, therefore, employees are required to notify their supervisor immediately if there is a change in employment status or in personal information such as marital status, number of dependents, address, telephone number, beneficiary, or legal name. All information in the personnel file is FUMCV property and is not available for review by anyone other than the employee, supervisor, or the Senior Pastor. Employees may review their personnel file at any time by requesting permission through the Senior Pastor. A personnel file will be kept in the Business manager's secure file on each employee containing documents such as the application, contact address and telephone number, job description, performance reviews, exit interview comments and other documentation as needed. All records will be kept confidential and, except for annual performance reviews, will be retained for at least seven years. Annual performance reviews will be retained for three years and then destroyed. FUMCV will release dates of employment and position title only, with the employee's prior approval, for reference requests. With the employee's written approval, the employee's current or final salary and job chronology will also be released. I. Annual Performance Reviews and Training All employees shall have an annual performance review with the Senior Pastor and/or SPRC. This review will be documented and retained in the employee's personnel folder for three years. Each employee shall complete and maintain Safe Gatherings training as required. Employees shall be encouraged to attend workshops and conferences. FUMCV shall reimburse employees for pre-approved training. Requests may be initiated by the employee or supervisor and must be approved by the senior pastor and/or SPRC. J. Grievances Employees shall attempt to work out difficulties or problems with the Senior Pastor and/or staff members. Failing resolution, the employee may request an interview with the SPRC. K. Confidential Information Employees may be often exposed to a great deal of confidential information about FUMCV and its members. This information includes such things as financial information regarding the FUMCV's operations, as well as personal and financial information about FUMCV members and their families. Confidential information should only be discussed

with other employees as necessary in the proper course of daily business. At no time, neither during nor after your employment, should you disclose any confidential information about FUMCV or its members to any person, corporation, or business entity except when specifically authorized in writing by the. Senior Pastor. L. Church Property Employees who wish to borrow and use FUMCV's property away from the campus must follow the Board of Trustee's policy. COMPENSATION A. Compensation Administration FUMCV shall establish standards for compensation administration for staff to sustain employee morale, motivation and productivity consistent with Christian principles. The purpose of this policy is to reduce turnover, establish fairness, and create a structured system. B. New Employee Compensation FUMCV seeks to compensate employees in a manner comparable to those paid in the area for similar positions considering skills, experience and education requirements, responsibilities, and schedule. Starting compensation will be determined at the time of employment and agreed upon in writing. C. Pay Periods All employees of FUMCV shall be paid twice monthly via electronic deposit: on the 15th and last day of each month (or the business day preceding). Each payment covers the designated pay period less deductions. D. Annual Compensation Review Salary, wage schedules, and benefits adjustments shall be reviewed annually by the SPRC and the Senior Pastor. There are no automatic increases. Professional staff compensation will be reviewed during the annual budget process, and any increase will be set by the Staff-Parish Relations Committee to be effective January 1 of each year. Any compensation increases will always be dependent on the availability of funds within FUMCV's budget. E. Changes in Compensation Employees will be notified of compensation changes in writing, with a copy placed in their personnel file. F. Advances in Pay Normally, paychecks are not given in advance. An employee may request in writing an advance in pay from the Church Business Manager Administrator if payday should fall during an employee's scheduled and approved vacation.

BENEFITS A. Tax and Insurance for Lay Staff 1. Social Security and Medicare Tax: FUMCV participates in the Federal Insurance Compensation Act. Half of the total tax is paid by FUMCV and half is withheld from the cash compensation per current law. 2. Federal and State Income Tax: The appropriate amounts are withheld per the Internal Revenue Service and State schedules. 3. Worker's Compensation Insurance: FUMCV carries Worker's Compensation insurance to compensate employees for time missed as a result of accidents resulting directly from the execution of assigned job duties. Whether an employee accident falls within the scope of Worker's Compensation insurance is governed by the circumstances of each case, and related state insurance laws. All work-related accidents must be immediately reported to the Church Administrator so our insurance agent and the appropriate state agency can be notified. Should an employee witness or discover any accident in which another employee is/was involved, the employee must report the situation to their supervisor or the Church Administrator. 4. Unemployment Insurance: FUMCV does not carry unemployment insurance for any employee. Any employment time with FUMCV would not be used in calculations should a former employee file for this insurance coverage. B. Medical Insurance for Lay Staff Medical insurance is available through the Plan offered by FUMCV for all full-time employees. This includes Health Insurance, Dental and Vision. FUMCV will pay 100% of single coverage for each eligible employee. Family coverage is available with the employee paying 75% of the family coverage and FUMCV paying 25%. FUMCV will pay directly for insurance premiums (if the individual is on the church-provided policy) or provide the option to reimburse full-time, Lay staff for 100% of the premium cost for their medical insurance, with the basis being the premiums available through the church plan. C. Retirement Plan All full-time lay employees are eligible to participate in a 403(b) Personal Investment Plan provided the lay employee: Is at least 21 years of age, and Has completed at least one year of continuous permanent service, and Works at least 1000 hours a year. D. Life Insurance & Accidental Death and Dismemberment (AD&D) All full-time lay employees are eligible for life and AD&D insurance through UNUM Life Insurance Company. FUMCV will pay 100% of premium for $10,000 coverage for employees. Employees have the option to purchase additional coverage and/or family coverage at their own expense.

E. Paid Personal Leave for Vacation/Sickness All employees are eligible for paid personal leave and vacation/sick time after the first six (6) months of employment. Full-time employees earn leave according to the following chart: Years of Service Number of Days Earned Per Year 1 through 5 years 10.0 6 through 10 years 15.0 10 years and over 20.0 For a salaried part-time employee, personal leave is based on his/her average weekly hours for the previous 12 months. Average hours will be calculated based on the number of hours worked divided by 52 weeks. For example, an employee who averaged 30 hours/week the preceding 12 months would earn 0.75 of the days in the chart above, depending on his/her years of service. The SPRC requests its employees provide at least two (2) weeks' notice to Senior Pastor when using personal leave outside of emergency or unforeseen circumstances. No personal leave may be carried over unless approved by the SPRC. Accumulated vacation/sick leave shall not carry over from year to year; any unused balance of accumulated vacation leave will not be credited to the next year. Any earned personal leave that has not been used will be paid in final check upon termination. F. Compensatory Time At the discretion of the senior pastor, compensatory time may be granted to employees at the rate of one hour earned for every hour worked over the normal schedule. Accumulated compensatory time must be taken within two weeks after earning such time and approved in advance by the senior pastor. Additional leave may be granted at any time with good cause at the discretion of the senior pastor. G. Paid Compassionate Leave Paid compassionate leave is given on a case-by-case basis for a maximum of three (3) days in the event of death in the immediate family. Immediate family is defined as parents, parents-in- law, spouse, children, brothers, sisters, grandparents, and grandchildren. H. Service to the Armed Forces Military leave to participate in regular training periods with the U.S. Armed Forces for up to 15 days annually is authorized on a case-by-case basis. FUMCV will pay the difference between the military pay earned and their FUMCV pay. A written request to participate in such training will be processed through the employee's immediate supervisor or the Senior Pastor.

I. Unpaid Personal Leave Personal leave without pay is granted at the discretion of the Senior Pastor. Granting unpaid personal leave is not to be construed as an indefinite arrangement. The Senior Pastor, in accordance with the best interests of the church, will impose a time limit for personal leave. J. Jury Duty Necessary time off will be allowed for jury duty. All employees will receive their regular pay minus jury duty pay when subpoenaed by local authorities to fulfill jury duty responsibilities, and these responsibilities prevent them from working their regularly scheduled hours. If the employee or appointee is not selected for a trial, he or she must return to work as soon as released by the court. While on jury duty, the employee or appointee is expected to make daily contact with his/her supervisor. K. Holidays The church office observes the following holidays: New Year's Day Good Friday Easter Monday Memorial Day Independence Day Labor Day Thanksgiving Day Friday after Thanksgiving Christmas Eve Christmas Day The church office will be closed on these holidays. If a holiday falls on Saturday, the office will close on Friday, and if the holiday falls on Sunday, the office will close on Monday. In addition, the church office will close at noon on the Wednesday before Thanksgiving and at noon on Maundy Thursday. All employees are eligible for Holiday Pay following their first day of employment. L. Family Medical and Parental Leave All regular full-time and part-time employees who wish to take time off from work duties to fulfill family obligations directly related to the birth or adoption of a child or family medical conditions will be allowed to take unpaid leaves of absence for limited periods, in accordance with applicable law. Benefit accruals (such as paid personal leave) will be suspended during the leave and will resume upon the employee's return to active employment. Employer contributions for pensions and other benefits also will be suspended during the leave time. An employee participating in the medical insurance program may continue coverage by paying the full cost of the premium. All requests for family medical or parental leave must be approved by SPRC.

DISCIPLINARY PO LI CI E 5 If an employee engages in inappropriate behavior or violates FUMCV' s policies, FUMCV will take prompt, corrective action. Except in situations that require more summary action, the procedure generally shall consist of verbal discussions and warnings, the goal of which is to correct the problem. A repeated violation may be followed with a written warning. Documentation concerning disciplinary action will be copied to your personnel file. The following procedures may be utilized at the discretion of FUMCV and your supervisor. Employment at FUMCV remains at-will. No employment contract, either expressed or implied, is created by the following discretionary procedures: 1. Verbal Warnings: The first step is a verbal discussion involving the employee and the supervisor. The purpose of this conversation is to make sure the employee fully understands the rule or requirement in question, and the reasons certain standards are being enforced. The supervisor shall explain what future performance will be required. The supervisor shall document the date and nature of the discussion for inclusion in the employee's personnel file. The SPRC and Senior Pastor will be notified of the verbal warning. 2. Written Warnings: In the event of further violation, the employee shall be given a written warning and advised that recurrence will be grounds for termination. The written warning should contain all the facts leading to the warning, what corrective action is expected, and what will happen if there is further violation. The supervisor should have the employee sign the warning and file it in their personnel file. The SPRC and Senior Pastor will be notified and given a copy of the written warning. 3. Termination: In the event of further violation, the Senior Pastor shall discuss the matter with the Staff/Parish Relations Committee and a decision shall be made regarding whether the employee should be terminated. Where the circumstances permit, the above-described disciplinary procedure should be followed prior to discharge. FUMCV reserves the right, however, to take immediate action without prior verbal or written warnings in situations where employee conduct justifies dismissal. For informational purposes only, the following is a list of conduct that would give rise to discipline, including termination. This list is not intended to be exclusive, and employees remain subject to termination at any time and for any reason that, in the sole discretion of FUMCV, warrants termination. a) The use, possession, sale, transfer, purchase or being under the influence of drugs, including alcohol in violation of the substance abuse policy.

b) Producing or publishing false, vicious, or malicious statements concerning any employee, supervisor, pastor, or member of FUMCV, or this congregation a) Fighting or insubordination b) Theft or misappropriation of FUMCV' s or a co-worker's property c) Providing false information on job application materials or falsifying any FUMCV records d) Absence without reasonable cause e) Repeatedly reporting late for work f) Incompetence or unsatisfactory performance g) Leaving during working hours without permission h) Refusal or failure to do job assignments or other acts of insubordination or neglect of duties i) Dishonesty j) Discourteous treatment or abusive language (including racial or sexual slurs) to the public, the congregation, other employees, or supervisors k) Any failure of good behavior either during or outside the working hours that is of such nature that it causes discredit to FUMCV I) Disregard of safety rules or common safety practices m) Failure to report any accident involving a FUMCV employee n) Acts of discrimination because of race, color, sex (including sexual harassment), age, religion, national origin, disability or handicap, or the pursuit of worker's compensation benefits o) Acts of unlawful retaliation. POLICIES APPLICABLE TO PASTORAL STAFF All pastoral staff should take two sabbatical Sundays per year. These sabbatical Sundays should be distributed between two ministers and taken once a quarter. All pastoral staff should take study leave as suggested by the United Methodist Book of Discipline. FUMCV understands the need for pastoral staff to fulfill their connectional responsibilities and will support all pastoral staff as they attempt to arrange their schedules to best meet those obligations and their duties at FUMCV. TERMINATION OF EMPLOYMENT 1. FUMCV shall give, and requests of its employees, at least two weeks' notice in the case of release or resignation, except that an employee may be released for documented just cause at any time. At the time of release or resignation, the employee may stop working as many days ahead of the termination date as he/she has personal leave days accrued.

2. An employee may be released by the Senior Pastor and SPRC chairperson. In the event the Senior Pastor or SPRC Chairperson is gone, the employee will be placed on paid administrative leave. 3. The employee will be allowed an exit interview with the Senior Pastor and SPRC chairperson (or designated SPRC member) at the time of termination. 4. Final closure will include the clearing of personal items from church premises, return of keys and any other church property and payment of final salary with adjustments as required. OFFICE PRACTICES A. Church Hours: Regular church office hours are from 9 am to 4 pm Monday through Thursday. The office is closed from 12:00 to 1:00 Monday through Thursday. B. Security of Personal and FUMCV Property Care should be taken to protect both personal and FUMCV property. Employees should report any damage to or loss of personal or church property to the Senior Pastor as soon as possible. FUMCV cannot be responsible for personal property. Employees are encouraged to lock valuables and purses at all times. C. No Smoking: FUMCV is a non-smoking facility. D. Staff Meetings: Staff meetings will be held regularly as called by the Senior Pastor and attendance is required by all staff members. E. Church Council Meetings: Church Council meetings are held quarterly, and attendance is required by all staff members. F. Special Events: Periodically, special events are held. Staff members are expected to attend special events as required/directed by the Senior Pastor. G. Each employee shall complete a Driver Application form and provide automobile insurance declarations page annually. H. Copyright Compliance: The Business Manager is the only person authorized to purchase and maintain software for the computer systems of FUMCV. Any employee assigned to a computer is responsible for maintaining a secure password for that computer. Every program used at FUMCV will be properly licensed for use as indicated in the software license agreement. Absolutely no personal use of

software is permitted. Any computer issues will be reported to the Business Manager. FUMCV shall maintain its annual membership in the Christian Copyright License, International, to legally reproduce music for the church music program. The copyright of all media purchased by FUMCV for any aspect of its ministry shall be respected. No reproduction of media for other than the producer's stated purpose is permitted. All printed brochures, flyers, or materials produced by FUMCV that incorporate quotations from other printed materials shall be attributed. I. Access to FUMCV Property: It is important that supervisory staff have access at all times to FUMCV's property, as well as other records, documents, and files. As a result, supervisory staff has the right to access employee offices, workstations, computers, filing cabinets, desks, and any other FUMCV asset at the supervisor's discretion, with or without advance notice or consent.

ACKNOWLEDGMENT AND RECEIPT I have received a copy of the First United Methodist Church Employment Guidelines, and I have read and understand its contents. I understand that the Employment Guidelines are intended to provide an overview of personnel policies and do not necessarily represent all such policies in force. I also understand that FUMCV, through the Staff Parish Relations Committee (SPRC), may at any time add, change, or rescind any policy or practice. Since the information, policies and benefits described in these Policies are necessarily subject to change at any time, I acknowledge that revisions to the Policies may occur. I understand FUMCV will communicate to its employees any revisions, modifications or additions to these Policies. These revisions, modifications and changes may be effective immediately upon adoption. I furthermore acknowledge that these Policies are not intended to be a contract of employment nor is any part of it intended to be a promise or representation of any specific term or condition of employment. I understand that my employment and compensation are not for a fixed term and may be terminated by FUMCV at any time with or without cause or notice. Likewise, I may resign at any time. I further understand and agree that only FUMCV, through the SPRC, has the authority to enter into any written agreement different from what is stated in the Personnel Policies. __________________________________ Employee Name (Please Print) __________________________________ Date: ______________ Employee Signature __________________________________ Senior Pastor Name (Please Print) __________________________________ Date: ______________ Senior Pastor Signature __________________________________ SPRC Chairperson Name (Please Print) __________________________________ Date: ______________ SPRC Chairperson Signature