Unemployment insurance for churches due to COVID-19

The COVID Phase III Stimulus Package provides specific provisions that will allow pastors or ministry staff who have lost their jobs to apply for unemployment benefits. The law creates a temporary program through December 31, 2020, to provide payment to those not traditionally eligible for unemployment benefits (self-employed, independent contractors, those with limited work history…

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What is the Fair Labor Standards Act?

The Fair Labor Standards Act (FLSA) is a federal law that mandates minimum wage and overtime pay for many employees. This law was designed to protect employees by assuring that employers pay eligible employees at least minimum wage for all hours worked and overtime for any hours worked over 40 per week. Although few congregations…

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Employee Managment – Time Tracking

Question: Our employees often don’t turn their timesheets in on time. If an employee doesn’t submit his/her sheet on time, can we delay processing his paycheck until the next pay period? Answer: Getting employees to turn timesheets in on time can be challenging. It is the obligation of the church to pay employees on the…

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Handbook Purpose

This Employee Handbook is intended to inform employees about the philosophy of the church, employment practices, policies, and benefits, as well as the conduct expected from employees. While this handbook is not intended to be a contract, it does include important guidelines that employees are expected to understand and follow.  Except for the at-will employment…

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FLSA Changes: Updating Your Policies and Practices

Have you reviewed your policies and practices in light of the upcoming overtime changes? Reclassified employees may have to follow procedures and policies that didn’t apply to them before—or that you didn’t have. Changing habits can be a challenge, but changing those of your formerly exempt employees with respect to hours worked and tracked is…

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Church Responsibilities – I-9 Audit

In accordance with federal law, all individuals hired by the church are required to establish and certify their identity and right to work in the United States. Individuals employed in the United States are required to complete Section 1 of the Form I-9 no later than their first day of employment. This may be completed…

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A New Benefit: Student Loan Repayment

Churches looking for new ways to compensate their clergy or attract new clergy must distinguish themselves from other churches. Creative benefit packages often do the trick, particularly if they address specific needs. With more and more seminary graduates entering the workforce and more and more of them graduating with substantial debt, some churches have created…

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Can we classify our musicians as a contractor?

Most churches often struggle with “employee classification” usually with their musicians, nursery workers, secretaries, custodians, etc.  Generally, the IRS looks at three areas: Behavioral Control, Financial Control, and Type of Relationship. In most cases, church musicians do not pass the test of being an independent contractor because of the control that the employer exercises over…

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When does the I-9 need to be completed?

All new employees must complete Section 1 of Form I-9 on or before their first day of employment. Then, within three business days of their start date, they should submit acceptable proof of their identity and eligibility to work in the United States.  As the church, you should complete Section 2 within those same three…

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Outside Employment Policy – Employee Handbook

Employees may engage in outside employment during non-working hours, provided doing so does not interfere with their job performance or constitute a conflict of interest. Prior to accepting outside employment, employees should notify their manager in writing. The notice must include the name of the Company, the title and nature of the position, the number…

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