ChurchSafety

Ministries don't function like factories, but they must follow many of the same laws. With some exceptions, churches are held to the same standard as businesses for paying overtime, providing family medical leave, avoiding discrimination, and making reasonable accommodations for people with disabilities. Here are a few simple tips that can help you better understand labor laws.

Become a Legal Eagle: Determine which federal employment laws apply to your ministry, based on the number of employees you have. Realize that state or local laws may apply with even fewer employees.

Watch the Clock: When certain employees work more than 40 hours in a week, they qualify for overtime pay. Know who they are, and pay them accordingly.

Use Fair Scales: Apply the same pay scale to men and women who perform similar duties.

Turn a Blind Eye to Discrimination. Look at job candidates' qualifications, not their age, race, gender, disability, or national origin.

Focus on Function: Be willing to hire people with disabilities who are qualified to perform the essential functions of a job with reasonable accommodations.

Take Good Notes: Maintain a confidential employee file on each worker that contains such information as wages, hours worked, job description, performance reviews, promotions, and attendance records.

Mum's the Word: Store confidential information, such as medical records, separately from other personnel files. Share sensitive information only with those who legitimately "need to know."

Lock'em up: Protect personnel files from prying eyes-whether they're in manila folders or a database.

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