There is a blockbuster religious freedom case that is currently pending before the United States Supreme Court. Courts have generally believed that federal employment discrimination statutes do not apply to church employees performing religious functions.
Thanks to the “Employment At Will Doctrine,” employers have historically been granted broad latitude in the area of hiring and firing employees.
“A good name is more desirable than great riches,” says Proverbs 22:1 but it takes an effort to keep it that way.
Most pastors are probably familiar with the provision in the Tax Code that allows pastors and ministers to exempt a parsonage, or housing allowance from their taxable income.
Churches spend considerable amounts of time and effort to put in place policies and procedures designed to prevent occurrences of child abuse within their ministries.
Though current year tax planning often occurs at year-end, this is an even better time for “Next Year” tax planning.
The United States Supreme Court on June 28, 2010, decided the case of Christian Legal Society, Hastings College of the Law v. Martinez.
The congregation doesn’t have to know everything about church operations.
As employers, churches are significantly affected by the new health care reform legislation.
President Obama signed into law the Patient Protection and Affordable Care Act On March 23, 2010, with a follow-up signing of the Health Care and Education Affordability Act of 2010 a week later.
© 2012 Church Executive. All Rights Reserved. Log in -
