HR 101 For The Local Church Wendy McCoy, SPHR Director, HR & Benefits Florida Conference of The United Methodist Church

AGENDA  Employment law & compliance  Employment lifecycle for lay employees  Government mandated benefits  Clergy benefits  Reference materials  Conference contacts

Employment Law & Compliance Required – Not Required - Recommended  FLSA (Wage & Hour Law) - Required  Minimum Wage – Required State of Florida $8.05 effective 1/1/2015 Federal $7.25  I-9 Immigration Reform & Control Act Form - Required  ADA – Not required, but recommended  FMLA – Not required (if under 50 employees)  EEO – Not required, but recommended

Recruitment & Selection of Lay Employees  - E-Review Classifieds  Best practices for interviewing & selection  Candidate evaluation form  Sample interview questions  Authorization for pre-employment screening (Trak 1)

New Hire Processing  Application for Employment  Completed applicant authorization for Trak-1 background screening  Trak-1 background report received and cleared by church  Employee Conduct and Child & Youth Protection Policies  Applicant Acknowledgement of Drug free Workplace and Drug, Alcohol, Tobacco Free Workplace policy  Hiring authorization (rate of pay, position/title, FLSA status, start date, signature)  Immigration Reform and Control Act I-9 Form  W-4 IRS withholding form  Receipt of employee handbook (if applicable)  Copy of voided check if direct deposit required for payroll (if applicable)

Lay Employee Government Mandated Benefits  Social Security and Medicare payroll taxes Social Security 6.20% Medicare 1.45% Total 7.65%  Worker’s Compensation - required  Unemployment Insurance – exempt Note: Clergy must pay their own SS and Medicare taxes and should be issued a W-2 not 1099

Termination of Lay Employees DO NOT have employment contracts with employees Review personnel file and familiarize yourself with work history Do your homework and document performance problems Develop a corrective action plan and follow it up Be consistent Have a witness at the termination meeting Be honest and straightforward about the decision Use a termination checklist to make sure all property is returned Be prepared for what you will say when called for an employment reference Be the Church. Treat the employee with care, compassion and dignity.

Clergy Benefits Eligibility & Administration  Church is required to provide health insurance and pension for clergy who are full-time and meet minimum salary guidelines  Cost-sharing formula for clergy is set by Annual Conference  Clergy will pay 20% of the cost and the local church will pay 80%  Monthly clergy and employer contribution for health insurance is updated annually and can be found on our website.

Reference Materials   Required local church policies  Fair labor guidelines for church employers  Employee handbook  GCFA personnel manual (Section 1 & 2)  Christianity Today International Publishes Church Compensation Handbook

Conference HR & Benefits Staff Lois Durham Clergy compensation, benefits x-194 and retirements Helen Mitchell Clergy benefits & enrollmentx-135 Wendy McCoy HR consultant policy and practices x-129