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HR 101
For The Local Church
Wendy McCoy, SPHR
Director, HR & Benefits
Florida Conference of
The United Methodist Church
[email protected]
AGENDA
 Employment law & compliance
 Employment lifecycle for lay employees
 Government mandated benefits
 Clergy benefits
 Reference materials
 Conference contacts
www.flumc.org/hr
Employment Law & Compliance
Required – Not Required - Recommended
 FLSA (Wage & Hour Law) - Required
 Minimum Wage – Required
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State of Florida $8.05 effective 1/1/2015
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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
 www.flumc.org - E-Review Classifieds
 Best practices for interviewing & selection
 Candidate evaluation form
 Sample interview questions
 Authorization for pre-employment
screening (Trak 1)
New Hire Processing
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Application for Employment
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Completed applicant authorization for Trak-1 background screening
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Trak-1 background report received and cleared by church
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Employee Conduct and Child & Youth Protection Policies
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Applicant Acknowledgement of Drug free Workplace and Drug, Alcohol,
Tobacco Free Workplace policy
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Hiring authorization
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Immigration Reform and Control Act I-9 Form
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W-4 IRS withholding form
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Receipt of employee handbook (if applicable)
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Copy of voided check if direct deposit required for payroll (if applicable)
(rate of pay, position/title, FLSA status, start date, signature)
Lay Employee
Government Mandated Benefits
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Social Security and Medicare payroll taxes
Social Security 6.20%
Medicare 1.45%
Total 7.65%
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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
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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
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Cost-sharing formula for clergy is set by Annual Conference

Monthly clergy and employer contribution for health insurance
is updated annually and can be found on our website.
Clergy will pay 20% of the cost and the local church will pay
80%
Reference Materials
 www.flumc.org/hr
 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
www.flumc.org/hr
800-282-8011
Lois Durham
Clergy compensation, benefits
and retirements
x-194
Helen Mitchell
Clergy benefits & enrollment
x-135
Wendy McCoy
HR consultant policy and practices
x-129