Employment Policies and Notices (U.S.)
Please carefully review the employment policies before beginning work. Contact FSY Hiring with any questions.
FSY employees understand employment with FSY is at-will and failure to comply with any FSY policies and procedures or contract terms and conditions may immediately and negatively affect their current and future employment with FSY.
Staff Human Resources Policy
This policy applies to FSY Staff employed by FSY, LLC in its purpose to offer For the Strength of Youth religious youth conferences ("FSY"), which are part of the For the Strength of Youth program of The Church of Jesus Christ of Latter-day Saints (the “Church”). FSY Staff are summer seasonal employees of FSY, LLC and include Session Coordinators, Assistant Coordinators, Wellness Coordinators, and Counselors. FSY staff are religious ministers who are expected to be disciples of Jesus Christ that believe in, live, support, and exemplify Church doctrine and teachings. They are expected to teach Church doctrine, coordinate religious worship and otherwise assist FSY participants to come unto Jesus Christ.
Immediate action up to and including termination, without notice, may result from any failure or likelihood of failure, determined in the sole discretion of FSY, LLC, to fulfill the spiritual purposes of FSY with singleness of purpose or required job responsibilities. This discipline policy offers information FSY Staff should use to prepare for employment as FSY Staff.
Violation of the contract terms of employment, conduct standards, or other FSY policies, in particular any failure to strictly honor any FSY youth protection policy, occurring on or off the job, could result in immediate termination of employment without notice.
Some reasons that may lead to termination of employment or other employee discipline include, but are not limited to, the following:
- Misconduct—Violation of the terms of employment or Church FSY policies.
- Insubordination—Refusal or failure to follow a reasonable directive of a superior.
- Unsatisfactory Performance—Unacceptable work, absenteeism, incompetence, or carelessness.
- Unacceptable Behavior—Unexcused absences, excessive tardiness, poor work ethic, unauthorized eating or sleeping on the job, leaving without permission, or excessive breaks.
- Ecclesiastical Action—Withdrawal of membership from The Church of Jesus Christ of Latter-day Saints, formal membership restrictions in the Church, resignation of membership in the Church, or the loss of an ecclesiastical clearance as determined by the Church Ecclesiastical Clearance Office.
- Misconduct in Investigation—Refusal to cooperate in an investigation, including the misrepresentation of any facts or the withholding of pertinent information.
This list is illustrative only and non-exhaustive. FSY, LLC reserves the right to impose discipline in its sole discretion.
FSY, LLC values FSY Staff and desires that each one succeed in his or her respective job responsibilities. Therefore, verbal coaching is appropriate to help guide FSY Staff in accomplishing their job duties. When an employee is not yet performing as desired by the Church to accomplish the purposes of FSY, or when FSY leadership is responding to circumstances that, in the sole judgement of the Church, warrant removal of the employee from the presence of youth and/or investigation of the circumstances, then immediate termination without notice could result, or the Church may authorize the employee’s supervisor and other FSY leaders to engage with the employee in more formal verbal and/or written coaching, investigation, or other action, such as, but not limited to, the following:
- Formal Coaching with email follow-up
- Written Professional Improvement Plan
- Unpaid leave
- Termination
An employee who is terminated mid-session is not eligible to continue to work or be paid for the remainder of the session. The employer will also withdraw any future assignments. In the event an employee is terminated before receiving any assignments, that employee will receive no pay, even though hired under the General Agreement.
Employees who believe they have been unfairly dealt with are encouraged to resolve their concerns directly with their supervisory line. If necessary, they may bring concerns to the FSY Assistant Director over summer staff. Employees may also request an opportunity to appeal a disciplinary action or investigative finding.
“At-Will” Employment. All FSY employees are employees “at will” whose employment may be terminated at any time and for any reason or for no reason, with or without cause, provided the grounds for termination are not illegal or in violation of university policy.
- Informal: The Church urges each employee with a complaint regarding disciplinary action to discuss the matter first with his or her direct supervisor to attempt to reach an acceptable resolution.
- Formal: An employee with a complaint may file a written grievance no later than five calendar days after the disciplinary action occurs with his or her direct supervisor and FSY session administrator who supervised the FSY session at which the action is alleged to have occurred. The written grievance must be signed by the employee and contain the following information:
- the employee's name, position, and FSY session(s) worked;
- a detailed outline of the specific circumstances and issues leading to the alleged action; and
- the requested resolution of the complaint.
The session administrator should discuss the complaint with the affected employee and with the FSY Assistant Director over summer staff, who will discuss the complaint with Church FSY leadership.
- Written Request for Review. The decision to terminate employment is final unless the employee timely files, and the FSY Manager in the Church Priesthood and Family Department timely receives, a written application for an administrative review by Church FSY Leadership. To invoke an administrative review, the employee must submit a signed, written memorandum to the FSY Manager within thirty calendar days of being informed of the termination decision. This memorandum must describe the grievance, the efforts made to resolve the complaint, and the resolution sought by the employee, and must include supporting materials. A written response will be provided to the employee within a reasonable period of time. The decision of the FSY Leadership is final in all cases.
Paid Leaves
FSY Staff are seasonal employees and religious ministers. There is no paid leave benefit. For example:
- Vacation. There is no paid vacation leave benefit for FSY summer staff.
- Sick Leave. There is no paid sick leave benefit for FSY summer staff.
- Medical Maternity Leave. There is no paid maternity leave benefit for FSY summer staff.
- Funeral Leave. There is no paid funeral leave benefit for FSY summer staff.
- Jury Duty Leave. There is no paid jury duty leave benefit for FSY summer staff.
- Disability Leave. There is no paid disability leave benefit for FSY summer staff.
Unpaid Recess
- Work Recess. The employer may place FSY summer staff on unpaid work recess status.
- Conduct During Work Recess. An employee on work recess must act in accordance with all FSY standards of conduct, standards of communication, youth protection policies, and other FSY policies.
FSY positions are organized and designed to achieve the ecclesiastical purposes of FSY.
It is a condition of FSY employment that all employees act in accordance with the Church's policies, and refrain from behavior or expression that seriously and adversely affects the ecclesiastical purposes of FSY or The Church of Jesus Christ of Latter-day Saints. FSY employees also accept as a condition of employment Church standards of conduct, including the holding of, and being worthy to hold, a temple recommend. This includes authorizing all questions to, discussions with, and disclosures by, the prospective employee's ecclesiastical leaders that pertain to the Church Ecclesiastical Clearance Office clearance process for new hires, as the process is updated from time to time.
All FSY employees hired must complete all employment eligibility documentation required by national and provincial law in a timely manner and have their employment eligibility confirmed in accordance with law.
Under Utah law, employment with FSY does not qualify an employee for unemployment benefits.
Youth Protection Policy
- Each employee must learn and honor the FSY Youth Protection Policy of The Church of Jesus Christ of Latter-day Saints.
- Each employee must complete online FSY Youth Protection Training before interacting with youth at FSY in any program year.
Communication
At all times, whether communicating in person or virtually, with youth or with fellow FSY summer staff or other FSY personnel, employees are expected to honor and model the conduct standards in Conduct at Church Activities – FSY Conferences.
FSY staff must use good judgment in communication with youth participants, parents, and otherFSY personnel. Employees must use clean language that encourages, uplifts, and compliments others. Employees must not use profane language or participate in discussions that are vulgar or crude, or that involve jokes or stories about immoral actions. Employees are expected to be role models in accordance with For the Strength of Youth: A Guide for Making Choices.
All communications by FSY Staff should be with singleness of purpose to help all youth, and all present at FSY, to strengthen faith in Jesus Christ and His restored gospel, feel joy and belonging in living His gospel, and be empowered to continue having spiritual experiences at home.
With regard to youth at any employee's FSY sessions, the following policies apply during and after any session, and following termination of employment:
- Always communicate in a prudent and appropriate way.
- Keep all communication with youth open to the public, such as a Facebook wall or Instagram post. Do not private message or chat with youth on Facebook, Twitter, Instagram, or any other platform. Do not use Snapchat or similar apps to contact the youth.
- Do not give your personal phone number or email address to youth.
- Do not save or keep any youth’s personal information, including personal phone numbers, email addresses, or other contact information.
- Do not share any youth’s personal information.
- Do not look at what is on a youth’s phone and do not show any youth anything on your phone.
- Do not meet one-on-one with youth or even talk one-on-one out of the view of other adults.
- Do not offer counsel about, express personal opinions about, or otherwise discuss Sensitive Topics.
Some topics are better left to parents, Church leaders, or licensed professionals to discuss with youth program participants. These are referred to as Sensitive Topics.
Sensitive Topics include but are not limited to: mental health issues (for example, depression, anxiety, and suicidal ideation), past or current serious transgressions, gender identity, and same-sex attraction or sexual preferences. If an employee is approached by a participant seeking personal counsel about a Sensitive Topic, the employee should politely inform the participant that FSY staff are not professionally trained or hired to address these issues. Your counselor role is to model and teach how to turn to the Lord.
Do not represent yourself to youth in light of Sensitive Topics. As you get to know the youth you work with, and they get to know you, model the joy of prioritizing your primary identities as a child of God, a child of the covenant, and a disciple of Christ.
Do not invite youth to disclose struggles or life challenges that involve Sensitive Topics.
Instead, focus on our primary identities and how to turn to the Lord. Rather than counsel about or discuss Sensitive Topics, you might ask questions and give invitations like:
- What are your goals and challenges related to your relationship with the Lord?
- What would you most like to strengthen in your spirituality this week?
- In what ways would you like to draw closer to the Savior this week?
- What would you like to learn this week about personal revelation?
- Prayerfully consider how you can turn to the Lord this week for answers to your questions.
- This week, prayerfully seek spiritual strength and guidance from the Lord in your challenges.
FSY employees are not permitted to counsel the youth participants at any of their assigned FSY sessions about Sensitive Topics. This restriction applies in person and virtually, during and after FSY, and even after termination of employment as FSY staff.
To clarify, FSY employees should not dismiss or minimize participants’ individual life experiences and questions about Sensitive Topics.
FSY employees should not leave alone a participant who has expressed an inclination toward suicide or other self-harm. Get appropriate help, counseling with the Assistant Coordinator, Session Coordinator, and Session Administrator. Getting appropriate help may include calling 911 and the FSY Helpline. Always call 911 in an emergency.
Similarly, any suspected or reported abuse must be reported. FSY employees are mandatory reporters. Session Administrators (and Session Coordinators when appropriate) can call the FSY Helpline for help ensuring that abuse reporting is completed properly and timely.
Even though FSY employees are not permitted to counsel about or discuss Sensitive Topics, the activities of the FSY program are effective in the life of someone who is dealing with or has brought up an experience or question related to a Sensitive Topic. FSY employees’ job responsibilities provide many appropriate opportunities to incorporate principles that youth may use to guide and strengthen them through any personal challenge or struggle. As with all the participants in an FSY employee’s assigned group, the employee should prayerfully consider how to encourage participants who bring up Sensitive Topics to engage in the spiritually strengthening activities that FSY offers. In addition, FSY employees should encourage participants to talk with parents and/or Church leaders to receive counsel and assistance.
When a Sensitive Topic is brought up, appropriate responses likely include:
- kindly expressing appreciation for letting the employee know that topic is something the participant is encountering (for example, “Thank you for letting me know”).
- respectfully acknowledging the participant’s concerns (for example, “I can see this is really important”).
- gently informing those present that FSY staff are not trained nor hired to address that topic.
- encouraging youth to try spiritually strengthening activities and turn to the Lord while they are at FSY.
- testifying of the Savior’s Atonement.
- referring the participant to parents, ecclesiastical leaders, or other trusted adults for additional love and support.
These standards apply to all forms of communication, including verbal conversations in person, on the phone, or by video conference, email, letters, texting, social media, or any other method.
Employees should remember that they are employed as religious ministers in a program of The Church of Jesus Christ of Latter-day Saints. An employee who disregards these standards of communication may be subject to immediate termination of employment and adverse impact on future employment opportunities.
Abuse and Sexual Misconduct
The employer has a zero-tolerance policy for abuse and sexual misconduct of every kind.
FSY is an opportunity for youth and staff to feel the love of the Savior and the influence of the Holy Ghost. The employer is committed to promoting and maintaining a safe and respectful environment and will not tolerate any form of abuse or sexual misconduct, including sexual assault, sexual harassment, sexual violence, domestic violence, dating violence, or stalking. (For explanations of what these terms mean, see the definitions below.) Sexual misconduct, whether committed in person, electronically, or in any other manner, is strictly prohibited at FSY.
Any employee who fails to comply with this policy may be subject to discipline, including termination of employment and adverse impact on future employment opportunities, and may expose the employee to legal inquiry.
Employees shall report any incident, report, or allegation of abuse or sexual misconduct (see detailed instructions below under "Reporting Abuse and Sexual Misconduct").
FSY employees are expected at all times to serve as role models for participants, honoring the Conduct at Church Activities – FSY Conferences conduct standards, and the following additional employee standards:
- Do not be in one-on-one contact with conference participants, in person or online.
- Do not physically hurt any conference participants or other employees by any means, including by striking, hitting, kicking, administering corporal punishment, or touching in any unwanted, abusive, rude, offensive, violent, or illegal manner.
- Do not assist conference participants in accessing pornography or make any form of pornography available to them, by any means whatsoever.
- Do not enter areas where you would be alone with a conference participant who is unclothed or partially clothed, unless there is an emergency that requires your immediate presence.
- Do not transport conference participants in a personal vehicle. Transportation of conference participants in FSY vehicles during the FSY conferences may be permitted in certain circumstances, but only in accord with FSY policy, with supervisor approval, and with at least three people present in the vehicle at all times.
Always report abuse. FSY employees are mandatory reporters. When an FSY employee has reason to believe that a youth (even if the youth participant is18) has been subjected to abuse or learns that a youth is being subjected to conditions or circumstances which would reasonably result in abuse, the FSY employee shall immediately report the situation to a Session Coordinator and to local police or state child welfare services pursuant to applicable state and local law. Note that even consensual sexual activity by youth under certain ages can constitute abuse, so FSY employees must immediately report all sexual activity by youth to a Session Coordinator, even if they are not sure it is abuse. The Session Coordinator calls the FSY Helpline and consults with an attorney to comply with reporting obligations.
Always report sexual misconduct, even if it is not clearly abuse against a minor.
- When an employee has reason to believe that any FSY employee has engaged in any abuse or any sexual misconduct, the employee shall immediately email FSYHR@byu.edu. If any youth participant is or may be involved, the employee shall first report the situation to a Sesion Coordinator or the Session Administrator and also to local authorities, if the situation is or could be abuse against a youth, as detailed in the first paragraph above.
- When an employee has reason to believe that any FSY employee has been subjected to any abuse or any sexual misconduct, or is being subjected to conditions or circumstances which would reasonably result in any abuse or any sexual misconduct, the employee shall immediately email FSYHR@byu.edu. If any youth participant is or may be involved, the employee shall first report the situation to a Session Coordinator or the Session Administrator and also to local authorities, if the situation is or could be abuse against a youth, as detailed in the first paragraph above.
- When an employee has reason to believe that any youth participant has engaged in or been subjected to any abuse or any sexual misconduct, or is being subjected to conditions or circumstances which would reasonably result in any abuse or any sexual misconduct, the employee shall first report the situation to a Session Coordinator (and also to local authorities, if the situation is or could be abuse against a youth, as detailed in the first paragraph above). For purposes of this policy, youth participants include FSY participants (not employees) of any age, even 18.
Sexual misconduct that does not involve any youth participants must be reported to FSYHR@byu.edu. It does not need to be reported to anyone else, and should be treated as confidential, unless it appears likely that someone could be subjected to abuse or sexual misconduct before the FSY HR team would have opportunity to respond, in which case the Session Administrator should also be notified immediately.
For the purposes of this policy, each of the following terms has the meaning assigned to it.
Abuse includes but is not limited to the neglect or mistreatment of a person in a way that causes (or could cause) physical, psychological, or emotional harm. Abuse includes hazing and bullying.
Complainant means an individual who is alleged to have been subjected to abuse or sexual misconduct.
Dating Violence is violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the complainant.
Domestic Violence is a violent act committed by a current or former spouse or intimate partner of the complainant, by a person with whom the complainant shares a child in common, by a person similarly situated to a spouse of the complainant, or by any other person against a victim who is protected from that person’s acts under state domestic or family violence laws.
Harassment includes a single or repeated incident of objectionable or unwelcome conduct, comment, bullying, abuse, or other action intended to intimidate, offend, degrade, or humiliate a particular person or group.
Sexual Assault is any sexual act directed against a complainant without the complainant’s consent.
Sexual Harassment is unwelcome and unwanted conduct of a sexual nature, whether verbal, nonverbal, or physical, and can include unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature. Conduct is unwelcome and unwanted if the individual toward whom it is directed did not request or invite it and reasonably regarded the conduct as undesirable or offensive.
Sexual Misconduct is any form of sexual abuse, sexual assault, sexual harassment, domestic violence, sexual violence, domestic violence, dating violence, or stalking.
Sexual Violence includes sexual assault, dating violence, sexual violence, and stalking.
Stalking is engaging in a course of conduct (two or more acts) directed at a specific person that would cause a reasonable person to fear for his or her safety or the safety of others or to suffer substantial emotional distress. Both in-person and electronic stalking are prohibited.
Employee Expectations
- FSY employees understand that they must be available for the entire session, work all days of the assigned session, be on time to all meetings and activities, fulfill specific duties and responsibilities as assigned, and meet all expectations as found in FSY job descriptions, policies, and other training materials.
- Continued summer employment with FSY is contingent on satisfactory performance, evaluations, and meeting all expectations, in the discretion of the employer. Failure to meet expectations may result in early termination of a current assignment and any future assignments that may have already been accepted. An employee who is terminated mid-session is not eligible to continue to work or be paid for the remainder of the session. The employer will also withdraw any future assignments. In the event an employee is terminated before receiving any assignments, that employee will receive no pay, even though hired under the General Agreement.
- Failure to work an entire session due to health or other circumstances may result in an adjustment to employee pay.
- Employees experiencing any of the following symptoms should not report to work. Contact your Session Administrator, Session Coordinator, or FSY Hiring as soon as possible so that a replacement can be found.
- Fever (high temperature)
- Congestion, cough
- Diarrhea
- Fatigue, headache, muscle or body aches
- Nausea and vomiting
- New loss of taste or smell
- Sore throat
- Rash (undiagnosed)
Session Commitment Policy
The employer goes to great expense to schedule session assignments and make travel and housing arrangements for FSY staff. Failure by an FSY employee to work assigned sessions without giving adequate notice results in significant expense in time and money for the employer. As a result, each session assignment offered to an FSY employee must be accepted or declined within 14 days. Also, absent extenuating circumstances, an employee must provide notice at least fourteen days before the session start date if he or she is unable to work an assigned session.
- FSY employees understand that if they are unable to fulfill their assignment(s), it is their responsibility to notify FSY. Notification must be made no fewer than 14 days before the session start date, and no fewer than 45 days before out-of-state sessions.
- Employees who do not accept or who decline assignments risk losing all other assignments. Any costs associated with flights booked could become the responsibility of the employee. FSY employees understand that FSY reserves the right to cancel assignments and reschedule or cancel sessions at its discretion. The employee's work availability should be kept current if he or she wishes to be considered for a rescheduled or alternate session.
- FSY employees understand that a session assignment must be accepted and authorized before work may begin. By accepting a session assignment an employee is agreeing to work.
Availability and Assignments
When submitting an application, applicants indicate weeks in which they are available to work and commit to maintain that availability once hired. Employees are assigned to specific sessions based on availability and the needs of the FSY programs. FSY personnel are unable to consider location preferences nor requests when assigning sessions.
- Employees are not guaranteed to be assigned to work every week they have indicated they are available. Once employees accept assigned sessions, they do so with the intention of working all accepted sessions so that FSY can plan to adequately staff all sessions.
- Once hired, employees must communicate with the FSY office if there are any changes in their availability. This is so arrangements can be made to adequately staff all sessions.
- It is possible that employees who decline or drop assignments or otherwise reduce their availability may not receive any assignments, and therefore not receive any pay, even though hired.
Preparation and Training
FSY employees agree to prepare personally and complete all required pre-session training. Preparation and training includes, but may not be limited to, the following:
- Prepare spiritually in personal devotional habits such as prayer, scripture study, service, Sabbath Day worship, family history work, and worship and service in the temple.
- Seek to develop and practice spiritual gifts and Christlike capacities.
- Read, study, and understand the FSY Leadership Handbook.
- Read, study, and understand the Conduct at Church Activities – FSY Conferences conduct standards.
- Complete FSY online training.
- Attend and successfully complete mandatory pre-session training before beginning work.
Employee Special Needs and Assistance
At least 45 days prior to a training or session assignment, employees must inform FSY in detail of specific medical, dietary, behavior, and other potential accommodation needs. It is important for the employer and host campuses where the employee may be assigned to understand potential needs for accommodation in order for the employee to perform job responsibilities. This will allow time for FSY personnel to interact with the employee to determine the employer’s ability to reasonably provide accommodations – which may vary depending on location. Employees are required to completely and accurately describe potential accommodation needs in My FSY Info, and to keep this information up to date. Please email questions to fsystaffaccommodations@byu.edu.
Failure to allow FSY sufficient time to determine and arrange for reasonable accommodations may result in the employer’s inability to do so.
After the interactive process, if it is determined, in the sole discretion of the employer, that an employee is unable to perform essential job responsibilities even with a reasonable accommodation, that employee is not eligible to receive FSY session assignments. If during an assigned session, an employee becomes unable to perform essential job responsibilities even with a reasonable accommodation, that employee is not eligible to continue to work or be paid for the remainder of the session. The employer may also withdraw any future assignments. As with low availability, it is possible that employees who are not able to perform job responsibilities may not receive any assignments, and therefore not receive any pay, even though hired.
Employee Dress and Appearance Standards
FSY employees agree to maintain the following FSY dress and appearance standards. A clean and well-kept appearance should be maintained:
- Clothing should exhibit professionalism. Clothing should not be frayed, sheer, low-cut, have holes, or be formfitting (no leggings, exercise pants, sweatpants, or spandex).
- Sunday best should be worn on Day Zero and Day Four. Men should wear dress slacks, dress shoes, and a white shirt and tie. Suit coats are optional. Women should wear a modest knee-length or longer dress, or skirt or dress slacks and blouse.
- Professional attire for Day One is solid-colored black, khaki, navy, or gray business casual pants that come to the ankle; jeans; or knee-length or longer skirts.
- Ankle-length pants and joggers are appropriate on Day Two, Day Three, and Day Five.
- Hairstyles must be clean and neat. Avoid extreme styles or unnatural colors.
- Men's hairstyles should be trimmed above the collar and the ears. Eyes need to be visible.
- Men should be clean-shaven; beards are not acceptable. If worn, mustaches should be neatly trimmed and may not extend beyond or below the corners of the mouth.
- Shoes must be worn at all times. Comfortable open-toed shoes with a strap around the ankle are appropriate for most of the week. Closed-toed shoes are required for Games Night. Comfortable dress shoes are appropriate for Day Zero and Day Four.
- Earrings are not acceptable for men. Body piercings are not acceptable for men or women.
Travel
The employee is responsible to pay for all expenses associated with personal travel arrangements to attend mandatory in-person training in Utah. FSY will provide an allowance to assist with expenses such as airfare, gas, luggage, shuttles, and meals. The employer will not reimburse the employee for expenses incurred beyond the travel allowance amount.
The employer may provide a one-time, zone-based travel allowance to offset the costs of travel to training. The travel allowance will be issued after the employee attends in-person training (initial costs for travel to training will be the employee’s responsibility).
- The allowance must be repaid to the employer if the employee fails to honor this policy and timely arrive at the employee’s assigned in-person training prior to the first assigned FSY sessions.
- FSY Travel recommends booking your flight to in-person training as a one-way flight. This is because final contracted assignments are subject to change.
- The travel-to-training allowance and policy do not apply if/when an employee chooses to travel during an unassigned weekFSY does not cover travel costs during unassigned weeks.
- If there is excess allowance remaining, the employee may use it to offset the cost of traveling home after their last contracted session.
Travel-to-Training Allowance Amounts tentatively planned for 2026:
- Zone 1 - $50
- Zone 2 - $150
- Zone 3 - $300
- Zone 4 - $500
- Zone 5 - $600
- Zone 6 - $900
If you have questions about the Travel to Training policy, please contact fsytravel@byu.edu
As all employees will return to BYU after session travel, employees must book any personal air travel from either the Provo or SLC Airport (regardless of final session location).
The employee will avoid booking personal flights on a Saturday to prevent interfering with FSY group flight arrangements.
The employee will book travel to check into in-person training at the time and on the dates specified by the employer. These days and times can be found under Important Dates on the home page.
The employer will provide housing during in-person training (from check-in until 9:00 a.m. on the last day of training). Meals will not be provided until training begins.
By accepting a travel-to-training allowance, the employee agrees to strictly honor the FSY Travel-to-Training Policy and timely attend all assigned in-person training(s) in Utah.
If an employee fails to honor this policy and timely arrive at an assigned in-person training, the employee is responsible to promptly repay the full amount of the travel-to-training allowance to the employer. If, for the purposes of collecting the repayment, the employer retains an attorney or collection agency, the employee must pay all costs of collection including reasonable interest, reasonable attorney's fees, and reasonable collection agency fees, which may be based on a percentage at a maximum of 40% of the full stipend amount.
The employer or its agent may contact the employee by email or cell phone in an effort to collect the repayment. The employer or its agent may use automated telephone dialing equipment and use artificial or pre-recorded voice messages in their efforts to contact the employee. The employee may withdraw consent for the employer or its agent to use automated telephone dialing equipment or artificial or prerecorded voice messages by submitting such request to the FSY Assistant Director in writing or verbally at HCEB 419A, Provo, UT 84602; 801-422-4902 or verbally or in writing to the applicable agent acting on behalf of the employer.
The employer may report delinquent repayment to one or more of the national credit reporting agencies.
It is a qualification of employment that the employee would be willing to travel to various FSY locations as needed. Travel to sessions is assigned, arranged, and paid for by FSY and will originate from and return to Brigham Young University.
FSY will arrange and provide air and ground transportation to all FSY sessions for employees. All travel will take place on Saturdays before and after the assigned session(s).
Flights are mandatory and cannot be declined or missed for any reason. Due to the large volume of staff, FSY Travel is not able to customize or individualize any of our group flight plans.
Air travel will be booked round trip to and from the Salt Lake City International Airport for any FSY session not listed below under Ground Transportation.
Public Transportation—a flat rate travel allowance of $5 for transportation to and from Salt Lake City International Airport will be processed after travel has been completed.
Luggage—FSY employees will receive a flat rate allowance of $30 (for one checked bag) for the flights to and from the sessions unless the checked bag is included in the airfare. This allowance will be processed after travel has been completed.
Ground Transportation (bus or shuttle) for the FSY locations listed below will be round trip from BYU campus and are optional.
Optional bus transportation session locations for 2025 include:
- Flagstaff, AZ
- Grand Junction, CO
- Boise, ID
- Caldwell, ID
- Pocatello, ID
- Rexburg, ID
- Billings, MT
- Bozeman, MT
- Dillon, MT
- Missoula, MT
- Las Vegas, NV
- La Grande, OR
- Cedar City, UT
- Ephraim, UT
- Logan, UT
- St. George, UT
FrontRunner/TRAX sessions—no bus provided; please use public transportation to get to/from session. A $2.50 travel allowance will be provided per trip.
- Ogden, UT
- Orem, UT
- SLC, UT
- Temple Square, UT
If an employee chooses to provide his or her own ground transportation rather than take the bus to another session at the locations listed below, it will be at the employee’s own liability and expense—neither gas nor mileage will be reimbursed
- The employee will also need to arrange parking at the campus location at the employee’s liability and expense.
A temporary FSY parking pass will be given to employees who need to leave their vehicle at BYU while they are traveling to other FSY session locations on travel arrangements made by the FSY team.
FSY employees will be given a per diem for meals missed while traveling to and from campus locations is as follows: breakfast $10, lunch $15, and dinner $18. This per diem will be processed after travel has been completed. If no meals are missed during travel provided by FSY, there will be no per diem.
Housing is provided for the week (Saturday evening through Saturday morning) during assigned sessions and on the weekend (Saturday and Sunday) between consecutive assigned sessions
FSY will not provide housing during non-contracted weeks or after an employee’s final assigned session.
Transportation, food, and housing will not be provided for employees during weeks they are not assigned to work (“unassigned weeks”).
- For example: an employee spending their off week outside of BYU is responsible to return to BYU/SLC for session travel arrangements.
- FSY does not cover travel costs during unassigned weeks.
Transportation to and from the Salt Lake City International Airport will not be provided, unless the employee is otherwise notified for a specific travel session.
Employees will not be reimbursed for airport or campus parking.
If an FSY employee drops a session assignment, he or she must reimburse FSY for the cost of flights that have already been ticketed by the time the employee drops the assignment.
FSY employees must reimburse FSY for the cost of the flight if they are unable to work a session due to a missed flight.
FSY employees will be responsible for any fees incurred because of a missed flight(s) (intentional or unintentional), including costs of the missed flight(s), cost for a new flight, hotel, meals, and rental cars.
The FSY employee will be billed and given an opportunity to make payment before further action is taken such as involving a collection agency or a financial hold on a BYU account.
Flight changes that become necessary due to extenuating circumstances such as a medical emergency or death of an immediate family member, will be reviewed and, if approved (in the sole discretion of the employer, whose decision is final), will not be charged to the employee.
When FSY is providing travel, employees are required to wear the current FSY staff or participant T-shirt with long pants and honor the FSY Employee Dress and Appearance Standards.
For additional expectations, please review FSY Dress and Appearance Standards.
Notices
The Church and BYU may collect and process personal information through your application/registration and Church membership records to facilitate participation in FSY Conferences and to respond to questions or issues that may arise. You understand the Church and BYU will handle any personal information according to the Church’s Privacy Notice and/or the BYU Privacy Notice.
Research studies and surveys: If you are asked to participate in a research study or survey, you understand that your participation is entirely voluntary, and that you may withdraw at any point. Any contact information provided as part of a research study or survey (for example, email address or mobile phone number) will only be used to contact you about participating in future studies or surveys.
Youth protection is of utmost importance to FSY, LLC and the FSY program. When job duties of a conditional hire or employee include interaction with minors, FSY, LLC may collect, use, process, and store biometric data or other biometric information (collectively, “Biometric Data”) of conditional hires and employees for purposes of background checks, after the consent of the conditional hire or employee has been obtained. For example, FSY, LLC may collect, use, process, and store fingerprints for purposes of obtaining background checks. The retention schedule for Biometric Data is as follows: Biometric Data shall be retained until background check results are received by FSY, LLC, deleted promptly thereafter, and in no event retained for more than two years.
FSY is a program of The Church of Jesus Christ of Latter-day Saints (the “Church”). Employment at FSY sessions will be through FSY, LLC. The Church has contracted with BYU to provide some of the operational support for FSY, including hosting this website and other technical support.
The Church believes in obeying, honoring and sustaining the law. As part of your employment, you are expected to obey the law. Illegal conduct may be grounds for termination. If you have a reasonable belief that others at FSY are violating the law, please alert the FSY session director and/or the authorities as appropriate. No retaliatory action will be taken based on a good-faith report of unlawful conduct.
Here is an example from one state statute of the rights FSY employees have to expect no retaliation for reporting violations of the law:
Oregon Revised Statutes (“ORS”) 659A.203 Prohibited conduct by public or nonprofit employer; prohibited conduct by school services employer during public health emergency; remedies. (1) Subject to ORS 659A.206, except as provided in ORS 659A.200 to 659A.224, it is an unlawful employment practice for any public or nonprofit employer to….
- Prohibit any employee from disclosing, or take or threaten to take disciplinary action against an employee for the disclosure of any information that the employee reasonably believes is evidence of:
- A violation of any federal, state or local law, rule or regulation by the public or nonprofit employer;
- Mismanagement, gross waste of funds or abuse of authority or substantial and specific danger to public health and safety resulting from action of the public or nonprofit employer; or
- Subject to ORS 659A.212 (2), the fact that a person receiving services, benefits or assistance from the state or agency or subdivision, is subject to a felony or misdemeanor warrant for arrest issued by this state, any other state, the federal government, or any territory, commonwealth or governmental instrumentality of the United States.
Require any employee to give notice prior to making any disclosure or engaging in discussion described in this section, except as allowed in ORS 659A.206 (1).
The remedies provided by this section are in addition to any remedy provided to an employee under ORS 659A.199 or other remedy that may be available to an employee for the conduct alleged as a violation of this section.
FSY employment is Utah employment, but employees are encouraged to take notice of employee rights in any state where an FSY session is taking place to which they may be assigned. Below please find and visit links to important information about your rights as an FSY employee.
Many states and the federal government have requirements for minimum wage and overtime pay. As a Utah-based employer, FSY complies with all Utah state laws. Currently, the minimum hourly wage in Utah is $7.25. Minimum wage and overtime laws can apply differently to different employees in different industries. More information regarding the federal government and some other states’ requirements is linked below.
California (Spanish) (Wage Order 5)
Georgia
Kansas
Louisiana
Nevada (Overtime) (Spanish) (Extra Diario)
Texas
Utah
Virginia
Generally and with few exceptions, all employees working at least 30 days for the same employer in California within a year are entitled to paid sick leave (. This includes part-time, full-time, contract, exempt, and nonexempt employees. Employees may begin using leave time on their 90th day of employment (California Labor Code § 246).
Many states have requirements for workplace safety. As a Utah-based employer, FSY follows applicable Utah state laws dealing with health and safety. The Utah Occupational Safety and Health Act of 1973 requires Utah employers to provide a safe and healthful workplace, free from recognized hazards that are likely to cause death or serious physical harm to employees. More information regarding some other states’ requirements is linked below.
Florida
Georgia
Kansas
Louisiana
Massachusetts
Missouri
Montana
Nebraska
Nevada Injury and Occupational Disease Rights
North Dakota
Texas
The federal government as well as many states have requirements for paid or unpaid family and medical leave. FSY is based in Utah which does not have leave requirements beyond those of the federal government that apply to FSY, but here is a list of some states which have such requirements. More information regarding those requirements is linked below.
Alaska
Florida
Georgia
Hawaii
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Minnesota
Montana
Nebraska
North Dakota
Ohio
Oklahoma
Tennessee
Texas
Utah
Virginia
Many states have requirements about how frequently and on what days employees must be compensated. As a Utah-based employer, FSY pays its employees according to Utah laws. More information regarding some other states’ requirements is linked below.
Federal
Alaska
Arizona
California (needs customized- don't need state’s format)
Colorado (needs customized- don't need state’s format)
Florida
Georgia
Hawaii
Idaho
Indiana
Iowa
Kansas
Kentucky
Maine
Maryland
Massachusetts
Michigan
Minnesota
Missouri
Montana
Nebraska
Nevada
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Tennessee (needs customized)
Texas (needs customized)
Utah
Virginia
Washington
Wisconsin
The federal government as well as many states require employers to participate in various unemployment insurance programs. As a Utah-based employer, FSY complies with all applicable Unemployment insurance laws. More information regarding some other states’ requirements is linked below.
Federal
Arizona
Montana (may need to post proof of compliance)
Nevada
New Mexico (must post poster issued at time of registration for UI tax)
Ohio
Oklahoma
Oregon
Texas (needs customized)
Washington
The federal government as well as many states have requirements that employers maintain worker’s compensation coverage. As a Utah-based employer, FSY complies with all applicable Utah worker’s compensation laws. More information regarding some other states’ requirements is linked below. Information about workplace injuries can also be found below for some states.
Federal
Alaska (Proof of insurance or statement of self-insurance)
Arizona, Bodily Fluids Notice, Exposure to Various Diseases
California (Proof of insurance or statement of self-insurance) Workplace Injuries
Florida
Idaho
Iowa
Kansas
Kentucky (needs customized)
Louisiana (needs customized)
Massachusetts (needs customized)
Michigan
Missouri (needs customized)
Montana (may need to post proof of our coverage)
Nebraska
Nevada
New Mexico (needs customized)
New York (needs to post proof of coverage)
North Carolina (needs customized)
North Dakota (may need to post proof of coverage)
Ohio (need to obtain and post proof of insurance from BWC)
Oregon
Tennessee (needs customized)
- Workers Comp Assistance
- Workers Comp for Certain Work-Related Communicable Diseases (Notice 9)
- for self-insurance group
- for self-insured,
- from insurance company, (needs customized)
Washington
Wisconsin
The federal government as well as many states have requirements protecting whistleblowers. As a Utah-based employer, FSY follows all applicable laws protecting whistleblowers. Information regarding some other states’ requirements is linked below.
Federal
Alaska
Arizona
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maryland
Massachusetts
Michigan
Minnesota
Missouri
Montana
Nebraska
Nevada
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Tennessee
Texas
Utah
Virginia
Washington
Wisconsin
The federal government as well as many states have requirements protecting employees from discrimination based on a person's national origin, race, color, religion, disability, sex, and familial status with protections for religious employers. As a Utah-based employer, FSY does not unlawfully discriminate. Information regarding some other states’ requirements is linked below.
Alaska
Arizona
Illinois
Montana
Nevada
North Carolina
North Dakota
Oklahoma
Oregon
Texas
Virginia
Washington
The federal government as well as many states have requirements protecting minors in the workforce. As a Utah-based employer, FSY complies with all federal and Utah state child labor laws. Information regarding some other states’ requirements is linked below.
Federal
Arizona
California
Colorado
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Massachusetts
Michigan
Minnesota
Missouri (would need customized if we employed anyone under 16)
Montana
Nebraska
Nevada
New Mexico
New York (must post a schedule for working hours of any minors we hire)
North Carolina
North Dakota
Ohio (must post a schedule for working hours of any minors we hire; poster might be unnecessary if we hire minors)
Oklahoma
Oregon
Texas
Utah
Virginia
Washington
Wisconsin (optional)
The federal government as well as many states require employers provide equal pay for equal work. As a Utah-based employer, FSY follows all applicable wage laws. Information regarding some other states’ requirements is linked below.
Alaska
Arizona
California
Colorado
Florida
Hawaii
Iowa
Kansas
Kentucky
Louisiana
Maine
Massachusetts
Michigan
Minnesota
Missouri
Montana
Nebraska
Nevada
New Mexico
North Carolina
North Dakota
Ohio
Oklahoma
Tennessee
Texas
Utah
Virginia
Washington
Wisconsin
The federal government as well as many states have requirements protecting employees from being subject to polygraph (lie-detector) tests as a requirement for employment. FSY does not subject its employees to polygraph testing. Information about some states’ laws regarding polygraph tests is linked below.
Alaska
Arizona
California
Colorado
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Maryland
Massachusetts
Michigan
Minnesota
Missouri
Montana
Nebraska
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Tennessee
Texas
Utah
Virginia
Washington
Wisconsin (optional)
The federal government as well as many states have requirements protecting pregnant employees. As a Utah-based employer, FSY follows all applicable laws regarding pregnant employees. Information regarding some other states’ requirements is linked below.
Federal
Alaska
Arizona
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Maine
Maryland
Massachusetts
Michigan
Minnesota
Missouri
Montana
Nebraska
Nevada
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Tennessee
Texas
Utah
Virginia
Washington
Wisconsin
Many states have various other employment requirements. While FSY is a Utah-based employer, examples of various employment requirements in other states are linked below.
Federal
Alaska
Arizona
California
Colorado
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Maryland
Massachusetts
Michigan
Minnesota
Missouri
Montana
Nebraska
Nevada
New Mexico
New York
Must post our sexual harassment prevention policy
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Tennessee
Texas
Utah
Virginia
Washington
Wisconsin