When you make an offer to a contract minister, it is contingent on a successful background check as well as coming to agreement on the specific compensation (salary+housing) for the offer being made.

Any announcements about the new minister should wait until

• the background check is complete
• the contract is signed by both minister and the congregational authority

Background Checks

Completing a successful background check of the minister is one of the first priorities after extending an offer.

While you can use any company you wish to complete a background check, the UUA has partnerships with:

• Oxford Document Management Company
• Church Mutual Insurance Company

Negotiating the Final Contract

The congregation appoints a negotiating team, usually comprised of a search team member (selected by the search team), a board member, and one other person selected by the board. The negotiating team must hold the same confidentiality as the search team.

Starting with the Draft Unified Ministerial Agreement posted in MinistrySearch, any major sticking points should be resolved. Then the negotiating team and candidate can go through the agreement in granular detail, so that all parties are in agreement. This can take anywhere from an hour or two, to a couple of weeks.

• relocation costs should be discussed (as of 2018 this is now taxable income, and congregations are advised to account for the extra tax in their offer) as well as all pieces of compensation
• give plenty of time for discussion for any areas needing negotiation. Listen well to one another, and move forward toward a mutual resolution of the agreement and compensation.
• The Church Staff Finances team csf@uua.org can be a valuable resource for specific questions.

Benefits

For guidance and support about all of the benefits to include in your ministerial agreement, see:

UUA Benefit Recommendations

By Jan Gartner

From LeaderLab

This page provides benefits process guidance as well as recommended benefit levels. When providing benefits for your employees, both “how” (process) and “how much” (levels) are key to putting Unitarian Universalist values into action. Includes important reminders specific to UUA benefits.

UUA Benefit Recommendations

Relocation

• The recommended reimbursement for relocation expenses is 10% of salary+housing, up to $10,000.
• Relocation expenses are considered taxable income by the US government, so the congregation is encouraged to consider ways offset the additional tax burden.
• A congregation located in the United States that considers hiring or calling a minister who is not a U.S. citizen should make sure their congregation has its own 501c3 status. Please contact the UUA Transitions Team for more information.
• (For ministers who are U.S. citizens and are considering moving to and serving in a Canadian congregation, a document with considerations for religious professionals moving to Canada exists. Please ask the UUA Transitions Team for more information.)

When the Minister Commutes from a Long Distance

Some part-time contract ministries are filled by ministers who commute from some distance. In these cases, the minister and congregation should work together to create a reasonable schedule for when the minister is in the area and considerations for lodging as needed. (Lodging with a congregant is not an option.)