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Disability insurance is an extremely important coverage that will replace your income if you become disabled due to sickness or injury and cannot work. Through the Long-term Disability policy with ReliaStar Life Insurance Company (through VOYA), your NCC has made provision for your income replacement should the need arise. Most importantly, because it is an employer-provided benefit, it costs you nothing.

All regular full-time employees of the North American Division as defined by individual employers, are covered under the LTD plan. In the event you become disabled and remain so throughout the 90-day elimination period, LTD will replace your lost income at 66.67% to a maximum of $6,000 per month.

PLAN DOCUMENT

Long Term Disability Plan Document (PDF Attachment)

WORKERS COMPENSATION

FORMS

EMPLOYEE – Become ill and injured on the job?  please click on the Workers-Compensation-What-to-do. (PDF Document)

SUPERVISOR – Do you have an employee who became ill or injured while on the job? please click on the Workers-Compensation-What-to-do. (PDF Document)

Workers’ Compensation Claim Form (DWC 1) and Notice of Potential Eligibility

The DWC1 is a form that is to be completed by the ill/injured worker and the supervisor,  Employee, please complete the “Employee” section of this form and return it to your supervisor. Supervisor, please complete the “Employer” section of the DWC1 form, once you receive it back from the injured worker.  Immediately call Sedgwick at 1-855-572-5966 to open a claim. Then forward to HR by FAX: 888-609-3904 or by Email: hr@nccsda.com.

For complete information about workers’ compensation, please click on the Workers-Compensation-What-to-do. (PDF Document)

NCC Non-Exempt (Hourly) Wage Scale

For a copy of the July 1, 2022, Locally Funded Wage Scale for your respective location, please contact Human Resources @ hr@nccsda.com.

EMPLOYMENT INFORMATION

STEPS TO HIRING AN EMPLOYEE  – PDF

• Every job must have a written job description
• Every wage must be on the wage scale

HOW TO CREATE A JOB DESCRIPTION

• Choose a job description from the samples below that closely matches the job you need filled (if you don’t find an appropriate description, contact the Human Resources Department and we will work with you in developing a description that fits your job)
• Edit the sample to meet the needs and requirements of your ministry
• Submit the job description to the Human Resources Department for review and approval
• Once approved, a copy will be sent back to you

JOB DESCRIPTION SAMPLES

***This section is under construction, thank you for your patience***

Treasurer Accountant Assistant

Treasurer Accountant

Office Manager

Receptionist/Office Assistant

Administrative Assistant I

Administrative Assistant II

Administrative Assistant III

Librarian

Registrar

Music Teacher

Instructional Aide

Before/After School Care Coordinator

Before/After School Care

ECEC Teacher

ECEC Teacher Aide

ECEC Worker

Custodian/Janitor

Maintenance

Groundskeeper

Bus Driver

Food Service

Thrift Store Worker

Bible Worker

Communication/Public Relations

Information Technology

Maintenance

Church Musician

School Grounds Maintenance

School Janitor

School Business Manager/Treasurer

School Extended Care/Before-After Care

ECEC Director

Employment Guidelines Booklet

For information and guidelines on hiring employees please see the Employment Guidelines Booklet.

Employment Guidelines Booklet, Winter 2015-2016 (PDF13 MB)

Contact the Human Resources Department to receive the printed version by mail.

Always check the website for the most recent forms and documents to help in the employment process

STEPS TO HIRING AN EMPLOYEE

1. Assess Your Need and Complete the Intent to Hire Form

• Based upon the need and your entity’s budget, can your entity employ?
• Create a Job Description.
• Complete the Intent to Hire form and send to HR with the Job Description.
• HR will communicate approval, approval with needed of change(s), or deny.
• Once the Intent to Hire has been approved, you are ready to post the position.

2. Post the Position, Accept Applications, and Hold Interviews

• Advertise the position providing an ending date or “until the position is filled.”
• Each applicant must submit the NCC Employment Application.
• Review all applications for any possible red flags prior to scheduling an interview.
• Pre-interview reference checking is encouraged.
• Conduct interviews with qualified applicants.
• HR helps coordinate multi-position employment.
• Select the best candidate and offer the position.

3. Hire PAR, Wait for “Cleared to Work” which includes the Start Date

• Submit the Hire PAR.
• Employment is contingent upon any applicable required background check clearances that apply to the position.
• The Hire Date of employment should be the 1st or the 16th of a month, which coordinates
  with the NCC pay periods. Contact HR for exceptions.
• HR will send the entity a Cleared to Work confirmation which will include the start date.
• Please notify the new employee of his/her start date and required documents for employment.

4. Employment Packet

• Provide the employment packet to the employee on the first day of work and allow time for all forms to be completed.
• See the employee’s original documents provided to complete Section 2 of the I-9.
• Follow the checklist before submitting the employment paperwork to HR. Paperwork must be completed and returned to HR within the first 3-days of the employment start date.
• Have the employee sign his/her job description and submit with employment packet to HR.

5. Accountability & Compliance

• Provide the employee with his/her authorized work schedule.
• Electronic time keeping credentials are provided by Payroll.
• Over-time hours get counted into the annual Look Back Measurement.
• Please verify and approve the employee’s worked hours at the end of each pay period.

Supplemental Life is a voluntary insurance program that allows eligible employees to add to the Basic Life protection provided by the Northern California Conference. Active part-time or more, regular employees (working a minimum of 19 hours per week) may elect to provide coverage for themselves, their spouse, and dependent children. Only dependent unmarried children under age 26 are eligible. New enrollees may elect up to $250,000 without medical evidence. Coverage for spouses is available for new enrollees up to $30,000 without medical evidence. Child coverage may be elected up to $25,000 in $1,000 increments. The premium cost will be deducted from your payroll.

If you would like to request employee or spousal coverage amounts greater than the limits stated above, please call the Human Resources Department to request a personal health statement form.

For employees who change employers or retire, their Supplemental Life Benefits may be transferred to their new employer or converted to a personal insurance policy. For more information, download and read the Term Life Coverage Continuation Request Form(Submit to Human Resources)

Forms

Life and Disability Income Insurance Enrollment

Term Life Coverage Continuation Request

(Submit to Human Resources)