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Employment Policies |
CONDITIONS OF EMPLOYMENT
Employment Opportunities
The Adventist Media Center of Seventh-day Adventists is a non-profit religious corporation which includes radio, television, and internet media ministries and a full production crew and their support services. The employment practices of the Adventist Church reflect religious preferences in harmony with the United States Constitution and controlling laws. The AMC does not discriminate with regard to race, color, gender, national origin, ancestry, age, height, weight, marital status, prior military service, or physical handicap or disability that does not prohibit performance of essential job functions. This is reflected in the AMC practices and policies regarding hiring, layoff, discharge, training, promotions, rates of pay, and other forms of compensation.
In harmony with the above statement, the Adventist Media Center complies with the American with Disabilities Act and the California Fair Employment and Housing Act. These acts give civil rights protection and equal opportunity to qualified individuals with disabilities in all employment practices, including job application procedures, hiring, advancement, compensation, training, termination, and other terms, conditions, and privileges of employment. An individual is considered to have a disability if the individual has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment.
Right to work – All persons wishing to be hired by the Adventist Media Center must demonstrate that they are eligible to work in the United States through the I-9 identification process. If the person is not eligible to work in the United States and/or cannot provide documentation of his or her ability to do so, that person cannot become an employee of the Adventist Media Center and cannot be put on the payroll. Federal law prohibits any individual from engaging in fraud in completing the I-9 form by using false statements or documents. Furthermore, the Adventist Media Center must warn an individual that he or she must attest under penalty of perjury as to his or her status as a citizen on the I-9 form. Violations of federal law can mean imprisonment or fines.
Right to work – All persons wishing to be hired by the Adventist Media Center must demonstrate that they are eligible to work in the United States through the I-9 identification process. If the person is not eligible to work in the United States and/or cannot provide documentation of his or her ability to do so, that person cannot become an employee of the Adventist Media Center and cannot be put on the payroll. Federal law prohibits any individual from engaging in fraud in completing the I-9 form by using false statements or documents. Furthermore, the Adventist Media Center must warn an individual that he or she must attest under penalty of perjury as to his or her status as a citizen on the I-9 form. Violations of federal law can mean imprisonment or fines.
Conditions of Employment
The Adventist Media Center strives to maintain a highly qualified staff. Personnel selection is based on the following qualifications: character, church status, aptitude, education, training, experience, ability, integrity, adaptability and ability to perform job functions (with or without accommodation). Minimal qualifications are:
1. Church Membership – Membership in the Seventh-day Adventist Church, through baptism or by profession of faith, unreserved commitment to its objectives, and a personal relationship with Christ.
2. Church Teachings – Careful adherence to Bible based teachings and standards of the church by exemplifying standards of personal conduct, which would preclude:
a. Chemical/substance abuse such as:
* Use of alcoholic beverages and tobacco
* Illegal possession and/or misuse of drugs
b. Use of profanity
c. Immoral conduct including but not limited to adultery, fornication and homosexuality
3. Lifestyle – Personal conduct demonstrated in a lifestyle, which is expected of Seventh-day Adventists and by thoughtful attention to personal example and influence in grooming, dress and the avoidance of extremes.
4. Work Performance – Ability to successfully perform the work and tasks to which one is assigned.
5. Professional Standards – Careful adherence to the highest professional and ethical standards in integrity and confidentiality.
6. Loyalty – Willing and consistent loyalty and cooperation.
7. Stewardship – Exemplary witness in faithful stewardship, as Biblically defined, in personal finance, tithe, time and talents.
8. Commitment – Unreserved commitment and fidelity to Christian service for all employees and to ordination vows for ministers.
9. Personal Finances – Management of personal finances enabling one to live within one’s regular income and assure the payment of all just obligations on a timely basis.
10. Conflicting Interests – Avoidance of conflicting interests and enterprises.
11. Prescribed Procedures – Compliance with prescribed procedures for resolving conflicts, disputes, complaints, and grievances.
12. Employee Handbook – At the time of initial employment an employee shall sign a statement indicating acceptance of the conditions of employment as outlined in the Adventist Media Center Employee Handbook, the North American Division Working Policy, and policies of the Seventh-day Adventist Church.