gistfile1.diff

diff --git a/policy-manual.md b/policy-manual.md
index 178f8c3..e414952 100644
--- a/policy-manual.md
+++ b/policy-manual.md
@@ -2,7 +2,19 @@
 
 # Overview
 
-[[include:policy-manual/organization-overview]]
+[[include:policy-manual/overview]]
+
+## IFI MISSION and VISION STATEMENTS ##
+
+[[include:mission-vision-values/mission-vision-slogan]]
+
+[//]: [[include:policy-manual/old-purpose-and-goals]]
+
+## IFI CORE VALUES[^3] ##
+
+[[include:mission-vision-values/core-values]]
+
+[^3]: revised 05/24/2017
 
 # Employment
 
@@ -15,33 +27,32 @@
 [[include:policy-manual/employment/employee-designations]]
 [[include:policy-manual/employment/requirements-for-benefits]]
 
-# General Policies
-
-[[include:policy-manual/operation-general-policies]]
-
-[//]: conflict of interest todo combine?
-
-
-[[include:policy-manual/conflict-of-interest]]
-
-# Employment, continued.
 
 [[include:policy-manual/employment/application-hiring-process]]
 [[include:policy-manual/employment/evaluation-discipline-dismissal]]
 [[include:policy-manual/employment/contributions-honoraria-gifts]]
 [[include:policy-manual/employment/funding-employee-budgets]]
 [[include:policy-manual/employment/ministry-partner-development]]
-[[include:policy-manual/employment/vacation-leave-separation]]
+[[include:policy-manual/employment/benefits-and-leave-options]]
+[[include:policy-manual/employment/separation]]
 [[include:policy-manual/employment/confidential-information]]
 
-# Employment, benefits.
-
 [[include:policy-manual/employment/benefits/health-hsa-education]]
 [[include:policy-manual/employment/benefits/retirement-plan]]
 [[include:policy-manual/ministry-expense-reimbursement]]
 [[include:policy-manual/employment/salary-administration]]
 [[include:policy-manual/how-we-work]]
 
+# General Policies
+
+[[include:policy-manual/operation-general-policies]]
+[[include:policy-manual/funding-statement]]
+
+[//]: conflict of interest todo combine?
+
+
+[[include:policy-manual/conflict-of-interest]]
+
 # Information Technology
 
 [[include:policy-manual/computer-information-security]]
diff --git a/policy-manual/employment/benefits-and-leave-options.md b/policy-manual/employment/benefits-and-leave-options.md
new file mode 100644
index 0000000..d5b7118
--- /dev/null
+++ b/policy-manual/employment/benefits-and-leave-options.md
@@ -0,0 +1,235 @@
+## Benefits & Leave Options ##
+
+### Status Definition – What is my classification? ###
+
+Benefits made available to Employees vary based on the average 
+number of hours per week they work. See each benefit type for details.
+Hourly employees will be reviewed annually and moved to between 
+Full-time and Part-time classifications, if their average hours have 
+changed. Paid time off and other paid leave count neither toward 
+"hours worked" for classification purposes nor for the 
+calculation of overtime.
+
+|  | **Part-Time       <10** | **Part-Time       10-20** | **Part-Time       20-30** | **Full-Time       30+** |
+| --- | --- | --- | --- | --- |
+| Average hours/week | 0 - <10 | 10 - <20 | 20 - <30 | 30 and up |
+| Est. hours/day paid time off and approved leave | 2 | 4 | 6 | 8 |
+
+### Holidays ### 
+
+Full-time  and Part-time employees are eligible for Holiday pay for the following days:
+
+- New Year's Day
+- Good Friday
+- Memorial Day
+- Independence Day
+- Labor Day
+- Thanksgiving Day
+- Day after Thanksgiving
+- Christmas Eve Day
+- Christmas Day
+
+Full-time employees will receive 8 hours of pay on Holidays. Part-time 
+employees will receive the proportional pay based on their current classification.
+
+### Paid Sick & Vacation Time ###
+
+Sick time is offered to Full-time  and Part-time employees and can be used 
+for an illness/injury of the employee or someone in their immediate 
+family, who needs medical attention/assistance. Sick balance will reach 
+a cap at a 30 days, and no additional time will be earned until Sick 
+balance is less than that. Requests for paid sick time will be made in 
+the payroll system. Unused sick time is not paid out when employment ends.
+
+| **Sick Time** | **Part-Time** | **Full-Time** |
+| --- | --- | --- |
+| Annual Earned | (prorated) | 10 days |
+| Max Rollover | (prorated) | 30 days |
+| Max Cap | (prorated) | 30 days |
+
+Vacation time is offered to Full-time  and Part-time employees and is based 
+on years of IFI service. Prior ministry service may also be credited at 
+time of hire. Vacation starts being earned on your date of hire. Advancing 
+to a new accrual tier will happen automatically based on a person's 
+anniversary with IFI and years of service. For example, Susie is new to 
+ministry and is hired Full-time on 6/12. She will accrue 1.67 hours per 
+paycheck for her first year. The following year around 6/12, she'll 
+start accruing 3.33 hours per paycheck, and so on.
+
+| **Vacation Time** | **Part-Time** | **Full-Time** |
+| --- | --- | --- |
+| 1 Year of Service | (prorated) | 5 days |
+| 2-5 Years of Service | (prorated) | 10 days |
+| 6-10 Years of Service | (prorated) | 15 days |
+| 10+ Years of Service | (prorated) | 20 days |
+
+Vacation requests will be made in the payroll system. Requests for 5 days
+or more of vacation should be made at least 30 days in advance, and requests
+for less than 5 consecutive days should be made at least 2 weeks in advance.
+Exceptions can be made with a Supervisor's approval.
+
+Up to 10 days of vacation time can be rolled over from calendar year to
+calendar year. Vacation balance will reach a cap at a person's current
+earning max plus 10 days of rollover, and no additional time will be earned
+until Vacation balance is less than that.
+
+| **Vacation Time** | **Part-Time** | **Full-Time** |
+| --- | --- | --- |
+| Max Rollover | (prorated) | 10 days |
+| Max Cap | (prorated) | Max Rollover + Current Earning Tier |
+
+IFI will allow an employee to go up to 16 hours in the negative on vacation
+time. If the employee leaves IFI prior to earning that vacation, the employee
+will pay back IFI for any vacation they were advanced on their last check.
+Unused vacation will not be paid out if employment ends.
+
+### Leaves of Absence ###
+
+If an employee needs some time off of work for a personal or family reason,
+they should send a request to their Supervisor at least 30 days prior to
+the leave, or as soon as reasonably known, such as for emergency situations
+that suddenly occur. The leave will be unpaid. Failure to obtain pre-approval
+for time off, either paid or unpaid, may result in disciplinary action up
+to, and including, termination.
+
+IFI offers several types of paid leave. Unused leave will not be paid out
+if not used, including if employment ends.
+
+#### Devotion Days ####
+
+IFI is committed to allowing employees time to devote completely to spiritual
+reflection, prayer, and study. Regular Full-time and Part-time employees
+are granted up to a maximum of three days off per calendar year for this
+purpose. Employees should send requests for a Devotion Day to their Supervisor
+at least 2 weeks prior to taking the day off. Requests should include what
+they plan to do on their Devotion Day. Employees are expected to take the
+paid time off to focus on devotional time with God and not use the time
+for things like household chores, errands, doctor visits, and other obligations/wants.
+Paid time off will be prorated for employees who are not Full-time.
+
+#### Bereavement ####
+
+Regular Full-time and Part-time employees are granted up to a maximum of
+five days paid leave in the event of a death of a family member (spouse,
+parent, grandparent, child, mother-in-law, father-in-law, brother, sister
+or member of the household of the employee). Paid time off will be prorated
+for employees who are not Full-time.
+
+#### Jury Duty ####
+
+IFI believes in the civic responsibility of its employees and encourages
+this by allowing employees time off to serve on jury duty when required.
+For time served on jury duty, IFI will pay Full-time employees the difference
+between their salary and any amount paid by the government, unless prohibited
+by law, up to a maximum of ten days. If an employee is required to serve
+more than ten days of jury duty, IFI will allow the employee to maintain
+their employment status but will not provide the employee with pay.  Employees
+must provide IFI a copy of proof of service received by the court in which
+they serve. Paid time off will be prorated for employees who are not Full-time.
+
+#### Medical and Parental Leave ####
+
+Regular Full-time and Part-time employees, who are unable to work for a
+period longer than their current earned sick and vacation balances due to
+injury, physical or mental illness, or pregnancy and childbirth, can be
+moved to disability or medical leave status. This paid leave is limited
+to 3 weeks, requires a physician's recommendation, should include a
+prognosis for recovery and plan for returning to work. Full-time and Part-time
+Campus Ministry employees will receive their full salary, provided their
+account has sufficient funds. Full-time and Part-time administrative employees
+will receive 65% of their normal or average pay or the state minimum pay,
+whichever is more. If their condition permits for intermittent return-to-work,
+the employee will work with their Supervisor and HR Department to create a plan.
+
+#### International Furlough Leave Policy ####
+
+Furlough Leave is a paid leave of absence that allows international staff
+members (both direct and non-direct ministry roles) to go back to their
+home country and reconnect with their family and friends. If overseas family
+is coming to the U.S. to visit instead of staff member going overseas, Furlough
+Leave may be requested for when they come.
+
+Furlough Leave time begins to accrue at time of hire and cannot be used
+until 2 full years of service with IFI. Full-time, international Staff will
+earn 2 weeks (& Part-time, international staff 1 week) of paid leave
+every year. If a staff member wishes to take more than their current balance,
+they can supplement their time away with earned vacation. Unused Furlough
+Leave will roll over from year to year up to a maximum of 12 weeks. No additional
+time will be earned until Furlough Leave balance is less than 12 weeks of leave.
+
+Furlough Leave must be requested and approved by their supervisor at least
+3 months prior to taking leave. Furlough Leave cannot be taken between July
+and September, as this is the peak time to prepare for, welcome, and engage
+with new students on campus.
+
+#### Sabbatical ####
+
+A sabbatical is a paid leave of absence from an MPD Staff Member's normal
+IFI ministry position in order to engage in a specific line of ministry
+training, study, reflection, and relaxation. Direct ministry staff begin
+accruing time off at time of hire. After 7 years of IFI service, MPD Staff
+can request to take a paid sabbatical. Sabbaticals can be requested every
+seven years thereafter and allow for the following amount of paid leave.
+
+| **Sabbatical Earning Rates** | **Part-Time** | **Full-Time** |
+| --- | --- | --- |
+| 0-7 Years of IFI Service | (prorated) | 2.86 days/yr |
+| 8-14 Years of IFI Service | (prorated) | 5.71 days/yr |
+| 15-21 Years of IFI Service | (prorated) | 8.57 days/yr |
+| 22-28 Years of IFI Service | (prorated) | 11.43 days/yr |
+| 29-35 Years of IFI Service | (prorated) | 14.29 days/yr |
+| 35+ Years of IFI Service | (prorated) | 17.14 days/yr |
+
+Guidelines during Sabbatical:
+
+Sabbatical is intended to be a time to embark on a biblical course of study,
+such as taking a college course, attending a conference, or traveling to
+historical sites. While on Sabbatical, and employee should spend their time
+in reflection on their current ministry path, as well as in prayer for where
+God will lead them in the future.
+
+- 50% Ministry training and reflection
+- 30% Reconnect with Family
+- 10% MPD
+- 10% Connect with IFI
+
+Employees interested in taking sabbatical must submit a sabbatical plan
+proposal to their Supervisor, and sabbatical should be taken no more than
+every 7 years. Sabbaticals must be requested and approved by the staff member's
+supervisor at least 3 months prior to taking leave. Sabbaticals cannot be
+taken between July and September, as this is the peak time to prepare for,
+welcome, and engage with new students on campus.
+
+### Military Leave ###
+
+Employees who are inducted into or enlist in the Armed Forces of the United
+States or are called to duty as a member of a reserve unit may take an unpaid
+leave in accordance with applicable law. The employee must provide IFI with
+advance notice of his or her need for a military leave and a copy of the
+employee's orders.
+
+The time an employee spends on military leave will be counted as continuous
+service for the purpose of determining eligibility and accrual for various
+benefit plans and policies. Upon return from military leave, employees will
+be reinstated as required by law, and benefits will again be earned at earning
+rates based on no gaps in seniority.
+
+### Meetings and Conferences ###
+
+Employees may be given up to a maximum 2 weeks per year off by their Supervisor
+with pay to participate in educational opportunities related to the employee's
+position. An employee's position will influence how much time and for
+what topic paid time off is given. An employee serving as an official representative
+of IFI at a conference or meeting is considered on official business and
+not on leave.
+
+### Snow Days ###
+
+If it is a Level 3 Snow Emergency, no one is expected to come into
+work. If it is a Level 2 Snow Emergency, employees are encouraged to
+use their best discretion. If employees think they can make it in
+safely in to the office and it is a day they would normally work, they
+should come. If the employee cannot safely come in but can work from
+home, they should. Non-exempt employees will not be paid if they do
+not work, but are free to make up their hours on another day.
+
diff --git a/policy-manual/employment/separation.md b/policy-manual/employment/separation.md
new file mode 100644
index 0000000..88d14a1
--- /dev/null
+++ b/policy-manual/employment/separation.md
@@ -0,0 +1,129 @@
+## Separation ##
+
+Either IFI or the employee may initiate separation. IFI encourages employees to provide
+at least two weeks (10 days) written notice prior to intended
+separation. After receiving such notice, an exit interview will be
+scheduled by the HR Administrator or his/her designee. The COO has
+authority to employ or separate all other employees. Circumstances
+under which separation may occur include:
+
+1.  Resignation: Employees are encouraged to give at least 10 business
+    days of written notice. Since a longer period is desired, the
+    intention to resign should be made known as far in advance as
+    possible. Employees who resign are entitled to receive or be paid
+    for accrued, unused vacation benefits.
+
+2.  Termination or Lay‐off: Under certain circumstances, the termination
+    or lay‐off of an employee may be necessary. Employees who are
+    terminated or laid off are entitled to receive or be paid for
+    accrued, unused vacation benefits.
+
+The Executive Director or his/her designee has authority to discharge
+an employee from the employ of IFI. As stated above, all employment at
+IFI is “at‐will.” That means that employees may be terminated from
+employment with IFI with or without cause, and employees are free to
+leave the employment of IFI with or without cause. Reasons for
+discharge may include, but are not limited to:
+
+1.  Falsifying or withholding information on your employment application
+    that did or would have affected IFI’s decision to hire you (this
+    conduct will result in your immediate termination);
+
+2.  Falsifying or withholding information in other personnel records
+    including personnel questionnaires, performance evaluations or any
+    other records;
+
+3.  Performance at work below a level acceptable to IFI or the failure
+    to perform assigned duties;
+
+4.  Failure to complete required time records or falsification of such
+    time records;
+
+5.  Insubordination;
+
+6.  Refusing to work reasonable overtime;
+
+7.  Negligence in the performance of duties likely to cause or actually
+    causing personal injury or property damage;
+
+8.  Fighting, arguing or attempting to injure another;
+
+9.  Destroying or willfully damaging the personal property of another,
+    including IFI’s property;
+
+10. Breach of confidentiality;
+
+11. Using or appearing to use for personal gain any information obtained
+    on the job, which is not readily available to the general public or
+    disclosing such information that damages the interests of IFI or its
+    customers or vendors;
+
+12. Placing oneself in a position in which personal interests and those
+    of IFI are or appear to be in conflict or might interfere with the
+    ability of the employee to perform the job as well as possible;
+
+13. Using IFI property or services for personal gain or taking, removing
+    or disposing of IFI material, supplies or equipment without proper
+    authority;
+
+14. Gambling in any form on IFI property;
+
+15. Dishonesty;
+
+16. Theft;
+
+17. The possession, use, sale or being under the influence of drugs or
+    other controlled substances or alcoholic beverages during working
+    hours or on the IFI premises at any time in violation of IFI’s
+    policies.
+
+18. Carrying or possessing firearms or weapons on IFI property;
+
+19. Excessive tardiness or absenteeism whether excused or unexcused;
+
+20. Unauthorized absence from work without proper notice; and
+
+21. Engaging in discriminatory or abusive behavior, including sexual
+    harassment.
+
+At the sole discretion of the Executive Director or his/her designee,
+the employee may be asked to leave immediately or be given a period of
+notice.
+
+### Return of Property: ### 
+Employees are responsible for IFI equipment,
+property and work products that may be issued to them and / or are in
+their possession or control, including but not limited to:
+
+1.  Telephone cards,
+
+2.  Credit cards,
+
+3.  Identification badges,
+
+4.  Office/building keys,
+
+5.  Office/building security passes,
+
+6.  Computers, computerized diskettes, electronic/voice mail codes, and
+
+7.  Intellectual property (e.g., written materials, work products).
+
+In the event of separation from employment, or immediately upon
+request by the Executive
+
+Director or his/her designee, employees must return all IFI property
+that is in their possession or control. Where permitted by applicable
+law(s), IFI may withhold from the employee’s final paycheck the cost
+of any property, including intellectual property, which is not
+returned when required. IFI may also take any action deemed
+appropriate to recover or protect its property.
+
+In addition, employees who have a balance in their personal account of
+funds raised for their ministry forfeit all rights to those funds and
+IFI assumes complete ownership and control. Disbursement of these
+funds to the employee in question will be at the sole discretion of
+the Board of
+Trustees.
+
+
diff --git a/policy-manual/employment/vacation-leave-separation.md b/policy-manual/employment/vacation-leave-separation.md
deleted file mode 100644
index a5ca35d..0000000
--- a/policy-manual/employment/vacation-leave-separation.md
+++ /dev/null
@@ -1,301 +0,0 @@
-## Vacation, Other Types of Leave and Separation ##
-
-### Holidays for Full-Time Employees : ###
-
-All full-time employees may take New Year’s Day, Good Friday, Memorial
-Day, Independence Day, Labor Day, Thanksgiving Day, The Day after
-Thanksgiving (Appreciation Day), Christmas Eve Day (or the equivalent)
-and Christmas Day off with full pay.
-
-### Holidays and Paid Vacation for Part-Time and Temporary Employees : ###
-
-All part-time employees and temporary employees may take the same
-holidays as full-time employees at the fractional equivalent of
-full-time employment. Paid vacation will be paid at the fractional
-equivalent of full-time employment. Temporary employees receive no
-paid vacation days.
-
-### Amount of Paid Vacation for Full-Time/Part-Time Employees: ###
-
-Paid vacation for employees and those who salaries are paid as a
-result of deputized fund raising will be 1 week during the first year
-of service, 2 weeks during the 2<sup>nd</sup> year of service, 3 weeks
-after five completed years of service and four weeks after ten years
-of service, unless otherwise negotiated and approved by the COO at the
-time of employment. Paid vacation for administrative employees (those
-not paid as a result of deputized fund raising) will be 1 week during
-the first year of service, 2 weeks during the 2<sup>nd</sup> year of
-service, 3 weeks after 6 years of service, and 4 weeks after 12 years
-of service, unless otherwise negotiated and approved by the COO at the
-time of employment.
-
-Employees are expected to use vacation benefits in the fiscal year in
-which vacation is earned. Employees may carry over unused vacation
-from one year to the next only with the approval of the COO. Employees
-may not accrue more than the maximum leave they are allowed in a two
-year period. Once an employee reaches this ceiling, the employee
-ceases to accrue any additional vacation benefits. If an employee
-later uses enough vacation benefits to fall below the ceiling, the
-employee starts to accrue leave again from that date forward until he
-or she reaches his or her vacation ceiling. Accordingly, employees are
-encouraged to use all vacation benefits in the fiscal year in which
-they are earned in order to avoid reaching the ceiling limit.
-
-**Request for Vacation :** See Procedures Manual
-
-### Sick Leave : ###
-
-All full-time employees may receive 10 sick leave days per fiscal
-year. Part-time employees may accrue sick leave at the fractional
-equivalent of full-time employment. Temporary employees receive 1 day
-of sick leave after three months.
-
-Unused sick leave can accumulate from year to year up to a maximum of
-30 days (210 hours) for full‐time employees. This limitation on
-accrual of sick leave benefits is prorated accordingly for part‐time
-employees. No sick leave benefits are paid upon separation of
-employment from IFI for any reason. If an employee’s illness or injury
-requires a consecutive absence of three (3) days or more, physician
-documentation will be required. IFI also may recommend that the
-employee apply for state disability insurance (SDI). If the employee
-receives SDI and the compensation does not equal the employee’s sick
-leave accruals, IFI will make up the difference until all sick leave
-benefits are used.
-
-### Snow Days : ###
-
-If it is a Level 3 Snow Emergency, no one is expected to come into
-work. If it is a Level 2 Snow Emergency, employees are encouraged to
-use their best discretion. If employees think they can make it in
-safely in to the office and it is a day they would normally work, they
-should come. If the employee cannot safely come in but can work from
-home, they should. Non-exempt employees will not be paid if they do
-not work, but are free to make up their hours on another day.
-
-### Leave of Absence: ###
-
-A leave of absence is a time away from ministry to attend to personal
-or family business or to recover from illness or injury. With the ED’s
-approval, those on leave (full-time or part-time) may continue to
-receive 100% of their salary and reimbursements for ministry expenses
-if their account has sufficient funds. Administrative employees
-(full-time or part-time) will receive 50% of their salary with the
-ED’s approval. FMLA does not apply as IFI does not employ 50 or more
-employees (see The Family Medical Leave Act of 1993, section \#29CFR
-825.104).
-
-### Disability, Surgical or Maternity / Paternity Leave: ###
-
-Employees (full-time and part-time) who, because of injury or physical
-or mental illness, or pregnancy and childbirth, are unable to work for
-a period longer than their annual vacation allotment can be moved to
-disability or medical leave status. Disability benefits are limited to
-6 weeks and requires a physician’s recommendation and should include a
-prognosis for recovery and return to work. Under disability status,
-all full-time and part-time Campus Ministry employees may receive full
-benefits and salary, providing their account has sufficient funds and
-may work as their condition permits. For full-time and part-time
-administrative employees, the employee can receive up to 65% of their
-full-time or part-time pay (no more than three weeks) and may return
-to work at the approval of a doctor.
-
-### Sabbatical Leave: ###
-
-A sabbatical is a period of time away from normal ministry to allow
-for serious evaluation of life and ministry. Employees who have served
-with IFI for at least 7 years may apply for paid or unpaid sabbatical
-leave. See Procedures Manual.
-
-### Bereavement Leave/Pay: ###
-
-Regular full-time and part-time employees are granted up to a maximum
-of five days paid leave in the event of a death of a family member
-(spouse, parent, grandparent, child, mother-in-law, father-in-law,
-brother, sister or member of the household of the employee). See
-Procedures Manual.
-
-### Personal Leave: ###
-
-IFI provides three (3) days of personal leave per calendar year to all
-Full‐Time and Part‐Time employees who have completed six months of
-employment. These days should be used for prayer and spiritual
-renewal. A plan for use of this time must be submitted in writing to
-the department head. Otherwise, vacation days or sick days should be
-used. Personal leave benefits are prorated accordingly for part‐time
-employees. Temporary employees are not eligible for paid personal
-leave benefits. Personal leave is accrued at the beginning of each
-year and cannot be carried into the next year.. All personal leave is
-subject to prior approval by the supervisor and COO. No personal leave
-benefits are paid upon separation from employment with IFI for any
-reason.
-
-### Civic Responsibility Leave:  ###
-
-IFI believes in the civic responsibility of its employees and
-encourages this by allowing employees time off to serve on jury duty
-when required. For time served on jury duty, IFI will pay employees
-the difference between his or her salary and any amount paid by the
-government, unless prohibited by law, up to a maximum of ten days. If
-an employee is required to serve more than ten days of jury duty, IFI
-will allow the employee to maintain their benefits, but will not
-provide the employee with a salary. Employees must provide IFI a copy
-of proof of service received by the court in which they serve.
-
-### Military Leave: ###
-
-Employees who are inducted into or enlist in the Armed Forces of the United States or
-are called to duty as a member of a reserve unit may take an unpaid
-leave in accordance with applicable law. The employee must provide
-advance notice of his or her need for a military leave and IFI will
-request a copy of the employee’s orders, which will be kept on record
-by IFI.
-
-The time an employee spends on military leave will be counted as
-continuous service for the purpose of determining eligibility and
-accrual for various benefit plans and policies. For military leaves
-extending 30 days or less, the employee is responsible to continue his
-/ her health insurance. For military leaves extending beyond 30 days,
-the employee has the option to continue his / her insurance at the
-employee’s cost.
-
-Upon return from military leave, employees will be reinstated as
-required by law and benefits will be reinstated with no waiting
-periods. In addition, employees who chose not to continue their health
-insurance during this type of leave will be required to reacquire
-health insurance within the first 30 days of his / her return.
-
-### Meetings and Conferences: ###
-Employees may be given limited time off by the COO with pay to participate in
-educational opportunities related to the employee’s current or
-anticipated work with IFI. An employee serving as an official
-representative of IFI at a conference or meeting is considered on
-official business and not on leave.
-
-### Separation: ###
-Either IFI or the employee may initiate separation. IFI encourages employees to provide
-at least two weeks (10 days) written notice prior to intended
-separation. After receiving such notice, an exit interview will be
-scheduled by the HR Administrator or his/her designee. The COO has
-authority to employ or separate all other employees. Circumstances
-under which separation may occur include:
-
-1.  Resignation: Employees are encouraged to give at least 10 business
-    days of written notice. Since a longer period is desired, the
-    intention to resign should be made known as far in advance as
-    possible. Employees who resign are entitled to receive or be paid
-    for accrued, unused vacation benefits.
-
-2.  Termination or Lay‐off: Under certain circumstances, the termination
-    or lay‐off of an employee may be necessary. Employees who are
-    terminated or laid off are entitled to receive or be paid for
-    accrued, unused vacation benefits.
-
-The Executive Director or his/her designee has authority to discharge
-an employee from the employ of IFI. As stated above, all employment at
-IFI is “at‐will.” That means that employees may be terminated from
-employment with IFI with or without cause, and employees are free to
-leave the employment of IFI with or without cause. Reasons for
-discharge may include, but are not limited to:
-
-1.  Falsifying or withholding information on your employment application
-    that did or would have affected IFI’s decision to hire you (this
-    conduct will result in your immediate termination);
-
-2.  Falsifying or withholding information in other personnel records
-    including personnel questionnaires, performance evaluations or any
-    other records;
-
-3.  Performance at work below a level acceptable to IFI or the failure
-    to perform assigned duties;
-
-4.  Failure to complete required time records or falsification of such
-    time records;
-
-5.  Insubordination;
-
-6.  Refusing to work reasonable overtime;
-
-7.  Negligence in the performance of duties likely to cause or actually
-    causing personal injury or property damage;
-
-8.  Fighting, arguing or attempting to injure another;
-
-9.  Destroying or willfully damaging the personal property of another,
-    including IFI’s property;
-
-10. Breach of confidentiality;
-
-11. Using or appearing to use for personal gain any information obtained
-    on the job, which is not readily available to the general public or
-    disclosing such information that damages the interests of IFI or its
-    customers or vendors;
-
-12. Placing oneself in a position in which personal interests and those
-    of IFI are or appear to be in conflict or might interfere with the
-    ability of the employee to perform the job as well as possible;
-
-13. Using IFI property or services for personal gain or taking, removing
-    or disposing of IFI material, supplies or equipment without proper
-    authority;
-
-14. Gambling in any form on IFI property;
-
-15. Dishonesty;
-
-16. Theft;
-
-17. The possession, use, sale or being under the influence of drugs or
-    other controlled substances or alcoholic beverages during working
-    hours or on the IFI premises at any time in violation of IFI’s
-    policies.
-
-18. Carrying or possessing firearms or weapons on IFI property;
-
-19. Excessive tardiness or absenteeism whether excused or unexcused;
-
-20. Unauthorized absence from work without proper notice; and
-
-21. Engaging in discriminatory or abusive behavior, including sexual
-    harassment.
-
-At the sole discretion of the Executive Director or his/her designee,
-the employee may be asked to leave immediately or be given a period of
-notice.
-
-### Return of Property: ### 
-Employees are responsible for IFI equipment,
-property and work products that may be issued to them and / or are in
-their possession or control, including but not limited to:
-
-1.  Telephone cards,
-
-2.  Credit cards,
-
-3.  Identification badges,
-
-4.  Office/building keys,
-
-5.  Office/building security passes,
-
-6.  Computers, computerized diskettes, electronic/voice mail codes, and
-
-7.  Intellectual property (e.g., written materials, work products).
-
-In the event of separation from employment, or immediately upon
-request by the Executive
-
-Director or his/her designee, employees must return all IFI property
-that is in their possession or control. Where permitted by applicable
-law(s), IFI may withhold from the employee’s final paycheck the cost
-of any property, including intellectual property, which is not
-returned when required. IFI may also take any action deemed
-appropriate to recover or protect its property.
-
-In addition, employees who have a balance in their personal account of
-funds raised for their ministry forfeit all rights to those funds and
-IFI assumes complete ownership and control. Disbursement of these
-funds to the employee in question will be at the sole discretion of
-the Board of
-Trustees.
-
-
diff --git a/policy-manual/funding-statement.md b/policy-manual/funding-statement.md
new file mode 100644
index 0000000..afe05e0
--- /dev/null
+++ b/policy-manual/funding-statement.md
@@ -0,0 +1,24 @@
+## Funding Statement ##
+
+IFI is a 501 (c)(3) non-profit organization that is supported by contributed 
+income.  IFI depends on the Lord providing funding through financial ministry 
+partners who give to support the work of individual staff who are called to 
+direct ministry to internationals, **_and_** who give to provide the means to 
+support and enlarge such outreaches.
+
+Funding for IFI’s ministry occurs in two ways:
+
+ - All campus ministry staff and the majority of our National team are funded 
+   through deputized fundraising.  Each staff person develops a team of prayer 
+   and financial partners to fund their ministry through IFI.
+ - Mission-support functions such as Financial, Development, Volunteer, and 
+   Administration services are funded from general support funds.  These funds 
+   are provided by those who want to ensure IFI as an organization can support 
+   all of the ministry taking place.
+
+Both of these funding means are essential for IFI, so we may together, see the 
+fulfillment of our God-given vision:  “God’s love extended globally in 
+partnership with spiritually vibrant international students.”
+
+
+
diff --git a/policy-manual/organization-overview.md b/policy-manual/old-purpose-and-goals.md
similarity index 94%
rename from policy-manual/organization-overview.md
rename to policy-manual/old-purpose-and-goals.md
index e1294b7..7193601 100644
--- a/policy-manual/organization-overview.md
+++ b/policy-manual/old-purpose-and-goals.md
@@ -1,9 +1,3 @@
-## IFI MISSION and VISION STATEMENTS ##
-
-[[include:../../mission-vision-values/mission-vision-slogan]]
-
-[[include:overview]]
-
 [//]: Review these two sections and modify for current use
 
 ### Old section entitled Vision - may conflict ###
@@ -119,9 +113,3 @@ Columbus area to reach the internationals on their door step
 5.  To see Christians who have been involved with us go into other
     cross-cultural ministries both here and abroad
 
-
-## IFI CORE VALUES[^3] ##
-
-[[include:../mission-vision-values/core-values]]
-
-[^3]: revised 05/24/2017
diff --git a/policy-manual/overview.md b/policy-manual/overview.md
index 03a8a27..76e28da 100644
--- a/policy-manual/overview.md
+++ b/policy-manual/overview.md
@@ -1,5 +1,3 @@
-## Overview ##
-
 The IFI Employee Handbook (the “Handbook”) has been developed to
 provide general guidelines about IFI policies and procedures for
 employees. It is a guide to assist you in becoming familiar with some
@@ -18,7 +16,7 @@ Board of Trustees. The Executive Director may, in turn, delegate
 authority for administering specific policies. Employees are
 encouraged to consult the Director of Administration for additional
 information regarding the policies, procedures, and privileges
-described in this Handbook**.**Questions about personnel matters also
+described in this Handbook.  Questions about personnel matters also
 may be reviewed with the Director of Administration. IFI will provide
 each individual a copy of this Handbook upon employment. All employees
 are expected to abide by it. The highest standards of personal and