WELCOME TO THE
INSERT NAME OF CHURCH
Salary basis test. Generally, an employee is paid on a salary basis if s/he has a "guaranteed minimum" amount of money s/he can count on receiving for any work week in which s/he performs "any" work.
The duties tests. An employee who meets the salary level tests and also the salary basis tests is exempt only if s/he also performs exempt job duties. These FLSA exemptions are limited to employees who perform relatively high-level work. Whether the duties of a particular job qualify as exempt depends on what they are. Job titles or position descriptions are of limited usefulness in this determination. (A secretary is still a secretary even if called an "administrative assistant," and the chief executive officer is still the CEO even if called a janitor.)
There are three typical categories of exempt job duties, called "executive," "professional," and "administrative."
Exempt executive job duties. Job duties are exempt executive job duties if the employee
- regularly supervises two or more other employees, and also
- has management as the primary duty of the position, and also,
- has some genuine input into the job status of other employees (such as hiring, firing, promotions, or assignments).
Exempt Administrative job duties. The most elusive and imprecise of the definitions of exempt job duties is for exempt "administrative" job duties. The Regulatory definition provides that exempt administrative job duties are
COMPENSATION AND BENEFITS
- Two (2) weeks of vacation shall be due the regular full time employee after one (1) year employment.
- Three (3) weeks of vacation shall be due the regular full time employee after five (5) years’ employment.
- Four (4) weeks of vacation shall be due the regular full time employee after ten (10) years’ employment.
- One (1) week of vacation shall be due to the Program or Support regular part time employee after one (1) year of employment.
- Two (2) weeks of vacation shall be due the Program or Support regular part time employee after five (5) years of employment.
- Three (3) weeks of vacation shall be due the Program or Support regular part time employee after ten (10) years of employment.
- New Year's Day
- The Monday and Tuesday following Easter Sunday
- Memorial Day
- July 4
- Labor Day
- Thanksgiving Day and the day following
- December 26-31, not including Sunday within that period.
Choice A: Full-time employees are eligible to participate, on a 50/50 co-pay basis, in health insurance coverage provided by the Affiliated Benefits Program of the Presbyterian Church (U.S.A.).
- Professional travel and other expenses (e.g., mileage per the rate specified by the IRS; tolls; coach-class air fares, bus fares, and train fares; lodging; up to $7 per meal; parking; taxi fares; and telephone costs)
- Education expenses, with session approval (e.g., travel, lodging, fees for courses, and books and other required materials)
- Professional entertainment expenses, limited to business expenses for Church groups or councils and for related community activities (e.g., meals, hospitality, and materials)
- Annual dues for membership in one community service club.
- Go directly to the person. Go alone. Speak openly, calmly and clearly.
- If this does not resolve the conflict, take one or two with you. These must be the Pastor/Head of Staff, the Chair of the Personnel Committee, the Clerk of Session, or your immediate supervisor, or a member of the Personnel Committee. For the peace, unity and purity of the church, at this point no one else need be involved. To avoid unhealthy triangulation, do not send these one or two to speak on your behalf, but follow the words of Christ and go with them to speak directly and openly with the person with whom you have the conflict.
- If this does not resolve the issue, and if the conflict is serious enough to warrant it, “tell it to the church.” This does not mean the whole congregation, as this would lead to more conflict. For us it means a two-step process. First it is to go to the whole Personnel Committee, who will meet with both parties together. If that does not resolve the issue, then both parties will go to the Session together. The Personnel Committee and or the Session are engaged if only one of the two parties desire it.
- The Session is the governing body of the church. At their discretion they may make a decision or they may call in an outside mediator. Their decision should be considered final.