10 Essentials for Managing Congregational Human Resources Rob Molla Director of Human Resources, UUA
- Fair Compensation and Benefits
- Communicating around a Termination
1. The Personnel File
- Application and hire letter
Locked and secured! Who has access?
- Job description and updates
2. Job Descriptions
- Title, hours per week, schedule, salary range, exemption
- Essential functions and time spent (%)
- Reporting relationships and supervisory responsibilities
- Minimum requirements including education, experience, skills, certifications, etc.
- Working conditions and physical/mental requirements
- “ Performs additional duties as assigned.”
3. Form I-9
- Required by US Homeland Security
- Proves identity and work eligibility
4. Title VII and Employee Selection
Can we specify that we want to hire a UU?
- National origin or citizenship
5. Policy Manual
- Can we hire from within the congregation?
- Do we allow outside employment?
- What happens if I need a leave of absence?
- What happens to my vacation/sick time if I quit?
- How do we handle allegations of harassment?
- Can that be sent through e-mail?
UUA.org/hr > §Policy > “Personnel Policy Manual for Religious Organizations”
- When do we conduct performance evaluations?
6. Employee or Consultant?
- Misclassification suits on the rise
- The game of 20 questions (IRS)
- Who determines hours, workplace?
- Can the work be outsourced?
- Can the person quit or is there legal obligation to complete project?
- Steady pay or “upon delivery”?
Employee or Contractor?
7. Fair Compensation Model
- Uniform benefits for all eligibles
- Health (80% EE and 50% dependents)
- Disability (with imputed income)
- Retirement (10% contribution)
- Professional expenses (10%)
- Written personnel policies
Sample Annual Budget
- Congregational administrator
- UUA’s Office of Church Staff Finances
- UUA Health Plan = 750 hours/year
- UUA Retirement Plan = 1000 hours
- Life, AD&D, Disability = 750 hours
- Require election/rejection forms
- 60 day signup from date of hire
UUA Compensation Survey
- What congregations are paying
- Based on congregation size
8. Salaried or Hourly?
- Hourly = pay rate per hour worked
- Salary = pay rate per week worked
- Just because you pay an employee a salary does not mean that they are exempt from overtime pay!
Exempt or Non-exempt?
- Under the FLSA, all employees are “non-exempt” unless they meet certain requirements and you “exempt” them from overtime pay.
- Non-exempt = must be paid 1.5 times hourly rate for time worked beyond 40 hours per week*
- Exempt = no overtime required
FLSA “White Collar” Exemptions
- Salary test of $455 per week and
9. Communication of a Termination
- Particularly problematic in congregational settings
- “ We have a right to know.”
- “ It’s part of our democratic process.”
- “ For the sake of transparency.”
- “ It’s OK because the former employee is talking about it.”
- Keep it on a need-to-know basis
- Protect the employee’s confidentiality to avoid defamation lawsuits
- “ Employee is no longer with us.”
- A good employment attorney!
- Office of Church Staff Finances (firstname.lastname@example.org) for compensation and benefits
- Berry, The Alban Personnel Handbook for Congregations
- Bloss, Church Guide to Employment Law
- Hammer, Church & Clergy Tax Guide
- Rendle and Beaumont, When Moses Meets Aaron
- Westing, Church Staff Handbook