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.

Involuntary terminations are never easy. Ensure the best possible outcomes for the congregation while offering kindness and respect to the employee. This is a chance for the congregation leadership to practice UU values.

On top of managing the “logistics” of a staff member’s departure, you will need to manage the emotional component. Congregants may have a whole range of feelings and reactions. It’s important to acknowledge all feelings.

Personnel Committees don't hire, manage or supervise staff. Instead they advise the board and the senior minister on best practices.

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.

When your congregation has staff but no staff member is in a supervisory role, you will need to find a volunteer lay leader to fill that role. 

Problems can arise when staff fail to recognize the unique responsibilities and relationships inherent to congregational employment. 

11/04/2022 - When a congregation has no clear head-of-staff, the board needs to ensure that good staffing and supervision practices are in place.

Resources to help you make sound decisions and ensure that you are treating your employees fairly and legally.

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....