21. Spiritual Disciplines for Spiritual Growth

23. FASTING

24. DAYS APART JOURNALING

29. My Journey

30. Blessed!

37. EPA Youth Rally – April 22, 2017 Hopewell UMC, all day

39. Continue to support the Pre-82 clergy pensions capital campaign

40. What outreach do your apportionments support? “Lifetree Cafés” & New Faith communities “Mission InSite”: Community demographics resource for churches Church revitalization efforts? Disaster Preparedness and Response Volunteers in Mission preparation Youth and Young Adult events for leadership development and call to ministry

41. Prison Ministry – Christmas cards for inmates and training events Congo and Tanzania Conference Partnerships Committee on Native American Ministries – events at Camp Innabah two times a year Latino Ministries – Latino Camp, FOHS (Full of the Holy Spirit) for youth & young adults. House churches Urban Ministries – Partners for Sacred Places, telling the stories of Urban ministries

42. Communications – weekly NEWSpirit Digest, website resources, NEWSpirit newspaper, local church news, social justice information

43. 4,600 summer campers and 12,000 year-round guests!!! Innabah Pocono Plateau Gretna Glen Carson-Simpson Farm

44. Possible Non-Profit Enterprise Coverage Exception To meet the enterprise coverage test, meaning that all employees working for that enterprise are covered by the FLSA’s protections unless an individual exemption applies, an entity must have annual revenues, that is, volume of sales made or business done, of at least $500,000. Most of our local churches do not meet this enterprise coverage test and thus, they are not bound by the FLSA regulations.

45. Possible Non-Profit Enterprise Coverage Exception If your church has annual revenues, that is, volume of sales made or business done, of at least $500,000, your employees are covered under FLSA protection and you must follow the regulations for exempt and non- exempt employees outlined in the next few slides.

46. New Regulations are Effective December 1, 2016 While the Department of Labor does not specifically provide a “ministerial exemption,” courts have upheld these standards: if your duties are PRIMARILY ministerial, you will be considered not covered by FLSA regulations. All other employees are considered non-exempt unless the employer can prove otherwise. If the employee makes less than $47, 476, annually ($913 weekly), they are automatically non-exempt. Churches with over $500,00 in revenues

47. Non Exempt Employee? You have a salary level of less than $913 weekly. You must track your hours WEEKLY and keep a record of hours at your church. You must be paid a straight hourly rate for each hour worked in a given week, up to 40. You must be paid time and a half for each hour worked in a given week over 40 hours. Pay is based on hours WORKED. If you have vacation, sick leave, holiday leave, etc. - this does not count toward hours worked.

48. Exempt Employee? You must have a salary level of at least $913 weekly. ($47,476 annually) Your primary duty must meet either the executive, administrative, or professional standards of the Department of Labor AND manage at least 2 full time employees. (Or your primary duties are ministerial.)

49. Exempt Employee? Professional – e.g: an organist could be exempt, if they have years of advanced training and their primary duty requires invention, imagination, originality and talent; and they supervise the choir director and a soloist. Administrative – e.g: an office manager could be exempt if their primary duty includes the exercise of discretion and independent judgment with respect to matters of significance for the church. Personnel Management, Finance, IT & Database Management, Regulatory and Legal Compliance, etc.; and they supervise a data entry staff member and an administrative assistant.

50. Exempt Employee? Executive - eg: a Director of Education could be exempt, if their primary duty is ministerial and/or includes the authority to manage the enterprise, or manage a customarily recognized department or subdivision of the enterprise; They customarily and regularly direct the work of at least two or more other full-time employees or their equivalent; and They must have the authority to hire or fire other employees, or have their suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees be given particular weight.

51. As of now, 21 states are appealing this ruling and pushing for an injunction. This may never become a reality. We will keep you posted on any new developments as we hear them.

52. QUESTIONS COMMENTS