YOUR CHURCH staff members are eligible for certain benefits, primarily dependent upon classification, category, and in some cases staff designation.
All YOUR CHURCH staff members are entitled to benefits required by law including workers’ compensation. Staff members in all categories and in the Preschool, Administrative, and Support Staff designations are also entitled to Social Security (FICA) insurance, half of which is paid by the church. Ordained ministers (Ministry, Senior, and Executive Staff designations) are entitled to Social Security insurance, but since they are able to opt out, YOUR CHURCH does not pay half of the tax. Since some ordained ministers choose to opt out of Social Security and some do not, it is the policy of YOUR CHURCH not to pay any portion of an ordained minister’s Social Security taxes. This prevents inequity as it relates to compensation for ordained ministers.
Ordained ministers are eligible for a housing allowance as defined in the federal tax code. Housing allowances are estimated by the minister and declared via the Minister’s Compensation Worksheet, reviewed and approved by the Executive Pastor, on behalf of the Leadership Team, in December (effective January 1st) each year. These worksheets are kept on file electronically. The Minister’s Compensation Worksheet may be reviewed and/or changed by the minister at any time with the approval of the Executive Pastor. If the minister desires to make a change to their Minister’s Compensation Worksheet, they should contact the Executive Pastor to make an appointment, ensuring both are available to make, review, and approve the change(s). The housing allowance designation may only be declared once each year, effective on January 1st and may not be changed once it is approved for that year.
All regular full-time staff members are eligible for medical/dental benefits for themselves and their immediate families. These benefits are provided at the expense of the church. However, if the staff member is married or otherwise has access to medical/dental benefits other than those provided by YOUR CHURCH, they may be asked to take advantage of the other program with any out-of-pocket expense paid by the church. A comparison of cost to determine which medical/dental benefit plan is most cost effective for the church takes place at a staff member’s initial enrollment in the program and, if necessary, during open enrollment at the beginning of each calendar year.
Children of staff members may be covered by YOUR CHURCH’s medical/dental benefit program for the duration allowed by state law or until age 26, whichever is shorter. Other conditions required by law, such as the child having to live in the state of Pennsylvania, must also be met in order to continue coverage for children of YOUR CHURCH staff.