I take my job as a steward of God's resources seriously. For our ministry, that includes our buildings, property, and vehicles. In my experience, church-specific insurers better understand the needs of churches and ministries. I have had personal experience with three different church- or ministry-specific insurers. Of that group, there is no question in my mind that Brotherhood Mutual is at the head of the pack. Thinking about evaluating your church or ministry's coverage? If so, call Jacob Jump.
Pastor Rich Ratts, Crossroads Church - Monticello, IL
Whether you are shopping for insurance or need help with your existing policy, we're here to help. We welcome the opportunity to get to know you and your ministry better!
Thoughts, advice & information.
Good news! Your ministry might be eligible for up to $19,000 per employee in tax relief through the coronavirus aid bill Congress passed in December. Our agency is excited to let you know about this free webinar so you can learn more about the Employee Retention Credit.
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Small businesses—including churches and related ministries—can once again pay premiums for their employees’ health insurance. Previously known as an Employer Payment Plan (EPP) or Health Reimbursement Account (HRA), these arrangements violated the Affordable Care Act (ACA). However, due to a recently passed law, ministries that are not part of a group health plan now have another option to help employees with health care costs.
Ministries beware: An email scheme, designed to coincide with tax season, asks payroll and human resource professionals to disclose employees’ personal information. Think you wouldn’t fall for such a scam? You might, if the email looks as if it came from someone in your ministry.
Last May, the United States Department of Labor announced a new standard for determining who qualifies as an exempt employee under the Fair Labor Standards Act. The new ruling says that if an employee earns less than $47,476 per year ($913 per week), then in most cases the employee needs to be classified as non-exempt. This change will take effect December 1, 2016.
If you compensate your full-time church staff on a salary or hourly basis, you should be aware of how those positions are defined by the Fair Labor Standards Act.
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