Human Resources The Business of the Church: Best Practices for Human Resource Management

Human Resources A. Catholic Mutual Group “Best Practices” DVD

Human Resources B. FLSA – Fair Labor Standards Act  Law since 1930’s  Pay overtime for hours worked in excess of 40 hrs/week  Determine “hourly” vs. “salaried”  No such thing as a “church exemption”!!  No such thing as a “salaried” secretary, custodian or hot lunch cook!!!

Human Resources B. FLSA: Fair Labor Standards Act  Up to now, “salaried” employee had to earn at minimum $455/week ($23,660/yr)  Dept of Labor proposal to raise minimum to $970/week or $50,440/year

Human Resources B. FLSA – Compliance? In order to remain salaried, must be paid weekly minimum and perform job duties of an exempt employee. Our Choices?  Raise salaried staff to meet new minimums  Reclassify salaried as “non- exempt” (hourly)

Human Resources B. FLSA  We will notify you when the regs have been finalized  Will give you the effective date for compliance (60 days notice)

Human Resources C. Hiring – New employee paperwork needed: 1. Application form/resume 2. Job description 3. I-9, W-4, etc. Use your checklist!!

Applications

Job Descriptions

Checklist for New Employees

C. “Time Off” Recordkeeping

“Time Off” Recordkeeping Continue to see locations that do not record time off!! Not good Stewardship!!

Terminations  Performance issues – Document, document, document – can’t have too much!!  Warning(s) should give the employee a timeframe in which to improve  Be very clear regarding consequences if correction is not made!  Remember: prior to any termination, you must call me or Royce (or an attorney); your liability coverage will not be in force if you don’t!

Thank you for coming!! Have a Safe Trip Home!!