Open to ministers, congregations, staff, and those interested in transitions.

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.

Using a process observer is a beautiful way to lean into team reflection, another is a practice of pausing between speakers.

A practical list of search committee mistakes we’ve seen “over and over” and learned from the vantage point of the Transitions Office.

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.

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. 

Ensure that staff 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....

The departure of a staff team member provides a fruitful time for reflection, visioning, and change. Some UU professionals are equipped to work with congregations during transitions, providing specialized skills and tools that help a congregation prepare for robust new leadership....

In the months ahead, many congregations plan to offer a combination of online and in-person programming options. Will there be new budget items? How might staff hours or responsibilities be changing? Here are some considerations.

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.

Resources to help congregations be ethical and supportive employers, and connections to professional associations and identity groups for congregational staff

With the onset of virtual operations and the ability to work from anywhere, we're seeing an increase in both employee- and congregation-initiated arrangements that result in one individual working for more than one UU congregation. As more shared staffing situations unfold, we have identified key...

As congregations move into extended virtual operations, we are providing answers to common human resources questions related to remote work....

Moving from full-time to part-time ministry asks the minister and congregation to consider renegotiating things that don’t neatly divide. Here is a suggested process based on mutuality and consent.

There are times when a congregation needs to adjust their commitment to professional ministry in reducing hours. Here are some considerations from one of our small congregation program consultants.