Maintaining and motivating staff is a challenge for most organizations, including churches. Having proper employment policies, staff training/development and retention plans are critical areas for churches.
The following are examples of employment policies that should be considered and implemented by non-profit organizations:
·Comply with all federal, state and local employment laws when hiring and employing personnel, including withholding and payment of payroll taxes. See IRS Publications 505 and 517 relating to payroll issues for employees and ministers.
·Employ skilled individuals who are suitable for the positions they occupy and are committed to the goals, values and objectives of the organization.
·Have people on staff that compliment and support the mission of the organization.
·Continually work to provide a safe and healthy work environment.
·Adopt a set of specific policies and procedures for managing employees and volunteers.
·Establish a clear conflict of interest policy for employees that includes disclosure of relationships, nepotism and interested party transactions.
·Have specific grievance procedures for personnel with protections for reports of violations of organizational policy or applicable laws.
·Have a succession plans, to handle transitions in leadership and other key positions.
·Conduct background checks on employees and volunteers, particularly if their positions involve working with children or vulnerable adults, performing financial duties or serving in other sensitive areas.
See our next post on training, development and retention.
