A 120 member congregation sets and meets a goal of a 20% pledge increase to bring their staff up to UUA compensation guidelines.

Worker classification is an important legal matter. Learn to determine which of your workers must be treated as employees versus who might be an independent contractor. Know the requirements of the Fair Labor Standards Act and whether each of your employees is nonexempt or exempt.

Sabbaticals provide a much-needed time for renewal and reconnection with yourself and your reasons for doing the work you do. All of us deserve to have a chance to return to our whole selves from time to time.

For congregations that own a parsonage, consider the possibilities as well as implications for structuring a ministerial agreement.

The UUA offers a Congregational Salary Program as a service to congregational leaders. Our approach emphasizes process and values, with recommended salary ranges provided for six job levels in four congregational size profiles.

We're undertaking the first significant revisiting of the methodology behind our Salary Recommendations since the UUA Compensation Program was introduced in 1995.

How can your congregation be a good employer during the COVID-19 outbreak? Caring for staff is an opportunity to model your values and spirit for the congregation, to demonstrate the kindness, creativity, and interdependence that these days ask of us....

The Benefits Tune-up Workbook is designed to help congregational leaders understand our benefit plan rules - necessary documents, eligibility criteria, enrollment windows, and more. We'll help ensure that you remain compliant by having good protocol in place for benefits administration.

This page outlines various tax implications of insurance benefits (Health, Dental, Life, and Long-Term Disability). While references are made to UUA insurance plans, the information applies to insurance offered by other providers, as well.

The UUA wants to help our congregations live into their values by offering benefit plans that protect their employees, including health plans that reflect UU values

In February 2020, the UUA shifted from Compensation Guidelines (salary and benefit recommendations) to Compensation Standards. While we continue to provide recommendations for salaries and benefits, the new UUA Compensation Standards also include legal requirements related to pay and benefits...

Can you provide guidance and resources for completing W-2 forms for both ministers and other congregational staff? Deadline by January 31 after the tax year (February 1 in 2021), W-2 forms must be given to employees and sent to the Social Security Administration.

The UUA Compensation Program is evolving! We launched Phase I of of our program revisions in early 2020 with the introduction of new Compensation Standards. Please sign up for Compensation and Staffing News and stay informed about upcoming changes....

These recommendations and reminders are provided in order to support you in having meaningful, fruitful conversations with any congregation you might consider serving. We want to help you maximize your chances of negotiating an offer that you feel good about, with terms that serve you well...

Last revised: July 2019 Highlights Nearly all congregational ministers are employees, not independent contractors. There are 3 important tax provisions for ministers – dual tax status, housing allowance, and optional tax withholding. Benefits recommended for all staff, including ministers, are...

Last revised: July 2019 Highlights The Ministerial Housing Allowance enables ministers to exclude a portion of their salary from certain taxes. For most active and retired ministers, it is their most important tax benefit....

We know that learning about staff compensation can be confusing. UUA Compensation Consultants are here to help! Compensation Consultants are trained volunteers who work under the direction of the Office of Church Staff Finances.

US tax law provides that staff may consider certain items as usual business expenses that are reimbursed beyond the compensation paid to individuals as a necessary expense that is not reported for income tax purposes.

When an employee's wages change, it affects Life and Long-Term Disability insurance premiums (and benefit payouts) as well as Retirement Plan contributions. Do any of your staff have new hours or salaries (salary + housing for ministers)? If they are on our Life or LTD Plans, use the form on our...

A brief overview of how to budget for ministry. For more detailed information visit the UUA Office of Church Staff Finances or download Ministerial Compensation 101: A Basic Primer (PDF).