Shoes, Blenders, Toasters and More— Deducting Donated Household Items

Deducting donated household items is not as simple as it seems and may actually be more trouble than it’s worth.

Last Reviewed: November 1, 2023

Shoes and pants. Toasters and blenders and recliners—people often ask about deducting these donated household items.

What do you do?

First, you cannot tell them what the items are worth. According to tax law, that’s something donors must determine.

So do you encourage them to claim a tax deduction?

Attorney and CPA Frank Sommerville suggests kindly encouraging donors to forego trying to substantiate a donation in household goods and clothing.

That’s because it’s a time-consuming process that rarely approaches a donor’s break-even point. And that assuming the items are properly itemized.

“Each and every item has to be assigned a fair market value, which a donor could spend quite a long time figuring,” Sommerville says “They should think for a second of doing that for each pair of pants in that bag. For every pair of shoes they’re giving.”

To issue—or not issue—a receipt

Additionally, the state of the item must be accounted for, with photographs recommended to prove the item is in good condition or better. Individual items are to be acknowledged by a charity representative, line by line, not as part of a unit.

Moreover, if your church is like most charitable organizations, you aren’t equipped to issue the required receipts, nor are those volunteers or staff receiving the donations authorized, in most cases, to open bags and assess items.

But let’s say your church thrift store is equipped to issue those receipts and is willing to walk with the donor through the process?


Click here to go deeper on noncash property donations—especially those gifts with considerable market value.


“Even then, it’s not worth it in a lot of ways,” Sommerville says. “The cost of compliance is just simply more than the tax benefit a donor is going to receive for noncash gifts of household items. If a donor is going to itemize, for that $1,000 he or she spends that time on substantiating, the donor might be able to deduct $200. To get that qualifying receipt, that’s probably the donor’s return.”

Under tax law, over 94 percent of taxpayers will not itemize, giving more reason for donors to avoid the compliance issues.

While only taxpayers truly can say what the deduction is worth to them, Sommerville is certain the profitability isn’t present for your church—hence the few that provide documentation to donors.

“You’re just not generating that much money out of it,” he says.

The Masterpiece Cakeshop Ruling and Religious Freedom

This case and two others reflect the complexities of issues related to public accommodation.

Background

Masterpiece Cakeshop is a bakery in Lakewood, Colorado, offering a range of baked goods, including custom-designed cakes for weddings and other events.

Key facts:

  • Owner: Jack Phillips, an expert baker and devout Christian.
  • Beliefs: Phillips seeks to honor God through his work. He believes marriage should only be between a man and a woman.
  • Conflict: Creating a cake for a same-sex wedding would violate Phillips’ religious beliefs.

In 2012, Charlie Craig and Dave Mullins visited Masterpiece Cakeshop to order a wedding cake for their upcoming celebration.
At that time, Colorado did not recognize same-sex marriages.

Phillips declined to make a wedding cake for them, citing:

  • His religious opposition to same-sex marriage.
  • The fact that Colorado law did not recognize such marriages.

He offered to sell them other baked goods, such as birthday cakes and cookies.


Colorado’s Anti-Discrimination Act (CADA)

The Colorado Anti-Discrimination Act (CADA) prohibits discrimination by places of public accommodation based on:

  • Disability
  • Race
  • Creed
  • Color
  • Sex
  • Sexual orientation
  • Marital status
  • National origin
  • Ancestry

Key points:

  • Public accommodation definition: Broadly includes businesses open to the public but excludes churches and religious venues.
  • Enforcement: Complaints are first investigated by the Colorado Civil Rights Division. If probable cause is found, cases proceed to the Colorado Civil Rights Commission and possibly an Administrative Law Judge (ALJ).

Shortly after their visit, Craig and Mullins filed a complaint against Phillips.


Investigation and State Rulings

Findings:

  • Phillips had previously declined services to other same-sex couples.
  • His refusal was based on religious beliefs and the then-illegal status of same-sex marriage in Colorado.

Administrative Law Judge (ALJ) ruling:

  • Phillips’ shop was a place of public accommodation.
  • His refusal constituted discrimination based on sexual orientation.

Free Exercise Argument:

  • Phillips argued that CADA violated his First Amendment religious freedom rights.
  • The ALJ disagreed, citing Employment Division v. Smith (1990), which upheld neutral laws of general applicability even when they incidentally burden religion.

Result:

  • The Commission affirmed the ALJ’s decision.
  • Phillips was ordered to cease discrimination, undergo compliance training, and submit quarterly compliance reports for two years.

Phillips appealed to the Colorado Court of Appeals, which upheld the Commission’s ruling. He then appealed to the U.S. Supreme Court.


Supreme Court’s Decision: Masterpiece Cakeshop, Ltd. v. Colorado Civil Rights Commission

The U.S. Supreme Court ruled in 2018 in favor of Phillips, but on narrow grounds:

Key points:

  • The Court emphasized the need for neutral and respectful treatment of religious objections.
  • The Colorado Civil Rights Commission showed impermissible hostility toward Phillips’ religious beliefs.

Evidence of hostility:

  • A commissioner compared religious defenses to those used for slavery and the Holocaust.
  • No objection to these comments was raised by other commissioners or by state courts during appeals.

Disparate treatment:

  • Other bakers who refused to create cakes with anti-gay messages were not sanctioned.
  • The Court found inconsistency in how religious conscience claims were handled.

Conclusion:

“The Commission’s treatment of Phillips’ case violated the state’s duty under the First Amendment not to show hostility toward religion.”

Thus, the Court set aside the Commission’s order.


Application of the Ruling for Churches and Business Owners

1. Relevance to Clergy

The Court noted:

Clergy cannot be compelled to officiate same-sex marriages if doing so would violate their religious beliefs.

This reinforces protections for religious leaders under the Free Exercise Clause.

2. Relevance to Churches

The Court did not directly address whether churches that rent their facilities for weddings qualify as public accommodations.
However, churches that rent to the general public may risk exposure to nondiscrimination laws unless clear religious exemptions apply.

3. Relevance to Business Owners with Religious Beliefs

The decision shows:

  • Civil rights agencies must treat religious objections neutrally.
  • Evidence of hostility (e.g., disparaging religious views) can invalidate enforcement actions.

Important:
Even with neutrality, religious objections will not always succeed.
The Court reaffirmed:

“Religious objections do not allow business owners to deny protected persons equal access to goods and services under neutral, generally applicable public accommodations laws.”


Related Cases

Florist Case: Arlene’s Flowers

In Washington State, florist Barronelle Stutzman declined to create floral arrangements for a same-sex wedding.
The Washington Supreme Court ruled against her, rejecting her religious liberty defense.

However, after the Masterpiece Cakeshop ruling, the U.S. Supreme Court:

  • Vacated the state ruling.
  • Ordered reconsideration in light of Masterpiece Cakeshop’s emphasis on religious neutrality.

Wedding Design Business: Brush & Nib Studio v. City of Phoenix

An Arizona appeals court upheld a city ordinance prohibiting discrimination by businesses based on sexual orientation.
The court found:

  • Requiring businesses to serve same-sex couples did not substantially burden religious exercise.
  • The government had a compelling interest in eradicating discrimination.

Court’s conclusion:

Religious beliefs do not excuse business owners from complying with nondiscrimination laws, unless enforcement shows bias against religion.


Final Takeaways for Churches and Faith-Based Organizations

  • Hostility matters: Neutral, respectful treatment of religious claims is mandatory.
  • Title matters less: Courts focus on how laws are applied, not just the language of the law itself.
  • Public accommodation risk: Churches that open facilities to the public must navigate nondiscrimination laws carefully.

Resource:
For more guidance, see the downloadable resource Church Issues: Same-Sex Marriage and Gender Identity available on CLTStore.com.

Protecting Your Church from Cyber Threats

Three experts discuss the tactics targeting churches—and why leaders must remain vigilant.

Cybersecurity breaches continue to mount, and the church is far from immune. In fact, sloppy and unmonitored systems, lack of policies and protocols, and failures to follow specific rules and government regulations can leave churches vulnerable and easy targets for cybercrime. These risks not only jeopardize sensitive data and threaten business continuity for churches, but they also can create financial and legal liabilities.

To help churches better understand the issues involved in cybersecurity and cyberliability, Church Law & Tax Report hosted a forum with three experts: Nathan Adams, attorney and advisor at large for Church Law & Tax; Nick Nicholaou, president of MBS Inc., a team of IT strategists serving ministries, author of Church IT: Using Information Technology for the Mission of the Church, and an advisor at large for Church Law & Tax; and Lisa Traina, partner at Traina & Associates, a CapinCrouse company that focuses on data security and risk management.

How would you define cybersecurity and cyberliability?

Traina: In the short version, cybersecurity is the steps taken or measures and controls implemented to reduce the risk and impact of cyber issues—primarily things happening over the internet. And cyberliability would be the potential financial and legal impact of having poor cybersecurity practices in place.

Nicholaou: The only thing I would add is that liability is not only tied to not having good practices in place, but also to not following good practices.

When it comes to the issue of cybersecurity, what are you seeing in companies and churches?

Traina: One trend I’ve seen is that more and more organizations are starting to realize that cybersecurity is a big problem, and it’s not just the concern of the IT department. It’s something that management and boards and the highest levels in an organization need to concern themselves with.

It’s a good trend, but I believe that churches specifically are not keeping up with this trend. They don’t yet have that understanding, and it may be for a variety of reasons. Some of the smaller churches may not have the staff needed to even consider these issues or they just don’t have access to the information they need. I think a lot of churches rely on a third-party IT provider. This might give a level of comfort that may not be warranted.

Nicholaou: More often than not, churches prefer to not have written policies. Even in large churches, where they might already have many policies, there is often a corporate culture related to IT policies, where people even brag about ways they’ve gotten around IT’s policies. It is unfortunate because it puts a church at risk.

Along with that, many people who oversee a church’s IT are overly restrictive in what they allow users to do. Rather than seeing the users of the network as their customers and trying to make sure they can do everything they might need to in as appropriate a manner as possible, they put up roadblocks that don’t necessarily need to be there. There are many roadblocks that do need to be there, but if there are too many restrictions, the staff of the church doesn’t understand why “no really does mean no” on a small number of issues.

What is an example?

Nicholaou: Consider the ability for you to install software—which means you have local admin rights. Whereas if you didn’t have local admin rights, and you tried to install software on your computer, you would have to contact your network administrator. Here’s another example: If somebody brings in a document on a flash drive, they will probably have to submit a ticket or work order if they don’t have local admin rights that would allow the user to install the driver necessary to access the flash drive.

Local admin rights not the same as network admin rights

Keep in mind that local admin rights is different from network admin rights. You can give employees administrative rights over their local machines, but not administrative rights over the network.

Whenever you open up a vulnerability like that—giving users the right to install software on their computers—you always have to weigh the risks. Consider the pluses and minuses. If you’re going to increase a vulnerability, you need a strategy that brings the risk back down.

I am an advocate for giving users local admin authority. Now, if somebody is just bent on proving that they should not have that authority, they can be denied local admin rights. Given the thousands of client computers I’m responsible for, we probably have, at most, two incidents a year where somebody has abused their local admin authority.

Traina: I couldn’t disagree more about giving local admin authority to users. Doing so simply increases the church’s vulnerability to malware. I think limiting who has admin rights is a critical control, because anything you can do to limit the risk of getting ransomware or malware installed on a computer is something you should do. I think limiting admin rights is a key control for churches.

Nicholaou: I have a different perspective. I’ve got an unusual role because of the clients we serve—all within the church and Christian ministry community. And we do what we can to try and keep users happy and undistracted, keep them at their tasks so they’re as efficient as possible, while protecting them and their organizations as much as possible. And the additional risks can be mitigated.

What are some of the biggest cybersecurity issues and challenges churches are facing?

Nicholaou: The biggest risk that we’re seeing now is impersonation scams. Because churches and ministries are very open and welcoming communities, they’ve published on their websites everything somebody needs to build an impersonation scam. They give pictures, emails, bios, staff responsibilities—all sorts of stuff.

Churches give all the information somebody needs to try to impersonate—let’s say the pastor—and send an email to accounting saying, “Hey, I need you to wire $20,000 to an account right away. It’s urgent.”

The only way I know to defend that is to set and enforce a policy that says, “We never respond to any of those emails or voicemails.” It’s got to be a face-to-face communication or a live telephone communication where you recognize the voice.

The thing that’s closely related to this scam is where somebody will post a transaction through online giving for $400,000 and contact the church before it has a chance to bounce from whatever account they were using, and they will say, “You know, I meant to hit the decimal, but I didn’t do it. Will you please issue a refund for all but $4,000 of that?”

What is a key indication of an unsafe cybersecurity culture in a church?

Traina: An indication the culture may not be where it needs to be is when you ask church leaders a question about cybersecurity and you get directed straight to the IT person, whether it’s the support vendor or an internal person. It’s a problem if the leaders can’t at least have a basic conversation about security.

And the reverse of that is true. When you ask the senior or executive pastor about cybersecurity and they can talk, at least generally, about how the church is handling risks, that’s an indication that they might be further down the road than others.

What are other cybersecurity challenges or vulnerabilities found in churches?

Traina: Lack of vulnerability scanning. By this I mean the automated process by which the systems are scanned to see which updates are missing and where there are vulnerabilities that the hackers could exploit. It’s generally nonexistent in many organizations. Other vulnerabilities are using a remote access that’s not secure; lack of, or out-of-date, antivirus software; and a failure to update or patch systems. At some point, we also need to address multifactor authentication, where there’s an extra means of identifying someone other than just through username and password.

So that’s sort of a quick hit list I have.

Adams: My law firm handles some of the country’s largest data breaches. Typically, the ones that affect corporations today are fairly sophisticated. The ones that affect religious institutions are not ordinarily those, but some of the most avoidable types of data incidents or breaches. The most common involve losing a laptop, smartphone, or tablet that has confidential information on it about donors. Such breaches are easily preventable. Phishing attacks are also a common cause of breaches in the religious community.

Data breaches often self-inflicted

Often times, data breaches are not so much the result of a hacker breaking code, as someone failing to change a factory passcode or some other obvious way that a person could gain access to the system.

According to statistics, the median number of days it takes to discover a breach from compromise to discovery is 146 days. The way these cyberattacks typically occur is that hackers establish a foothold, then root around in the system, elevate privileges, and eventually get to the data that they are really pursuing. This “mining” process typically is long term. I have not seen it too much in the religious world, but that’s certainly the next frontier where churches are going to have to be concerned.

Nicholaou: I think Nate’s accurate there. Churches have extremely valuable data. If you search for various types of data on the dark web, you’ll find the kind of information that’s readily and easily available in a church management database.

Think about it. You’ve got not only demographic information, you’ve got children’s information, often including their schools, their birth dates, and information about their families—that’s a pedophile’s dream.

You also have contribution information. You probably have some Social Security numbers in there for your employees and for your vendors. There’s a lot of valuable information that’s ripe for attack. And we’re thankful and lucky that it usually goes unnoticed.

Traina: For many of the risks that have been mentioned, I would again stress the importance of multifactor authentication.

You did mention this earlier. What is multifactor authentication?

Traina: It’s a security “tool” that helps to verify the user’s identity. Let’s say I’m attempting to log in to a certain system—whether it’s email, my donor management system, or whatever—and it doesn’t recognize the device I’m logging in from. It will keep me from logging in until I have validated that I am the right user. I will possibly be asked for a code—sometimes called a “virtual token” or a “soft token.”

Or sometimes a user will be asked a question, right? Like, “Who was your best friend in elementary school?” or “What was your mother’s maiden name?”

Traina: Yes, that’s the idea. But security systems are moving away from questions. Users now need to respond to a more sophisticated version of those secret questions. If you do banking online, the first time you log in, a code will be sent to your smart phone. Such authentication can also include the use of a fingerprint swipe or responding to a prompt in an installed security app.

Multifactor authentication is also known as two-factor authentication

Nicholaou: Lisa, I’d like to push back a bit—and do so cautiously—on multifactor authentication. It’s also referred to as two-factor authentication. In my 30 years of working with churches, I know the computer users we support at churches pretty well, and I would say that a very high percentage of them would not have the patience for this kind of authentication. So, what I do is talk to church IT people about the value of multifactor authentication, and that it needs to be considered, but I also believe we need to ask, “What are your users willing to do? What will they tolerate?”

Churches often push back on IT policies and procedures

Go back to what I said earlier. Some churches—even megachurches and multisite churches—have a corporate culture of sharing how they figured out how to get around IT policies and procedures. They just don’t like them. We can educate users and try to move them forward, but there are many who, especially in the younger age group, just don’t agree that we need to be protective of our data. They’re wrong, but they have influence among each other, and that’s why trying to implement a multifactor authentication is problematic.

Having but not following written standards can be considered negligence

There is no effort to ensure that it meets the needs of the organization and nobody is trained on it. So it sits on the shelf. That’s the worst kind of policy because it sets the negligence standard when it is not followed and a lawsuit ensues.

Adams: The reality is, there are many policies that churches have that they don’t follow. The tendency is to find a policy that somebody else has or that somebody recommends and to adopt it in its entirety. There is no tailoring or internalization of the policy.

For IT policies to work, someone needs to ensure that they address the particular risks of that organization, oversee their implementation, and train staff. This needs to be someone with authority who understands the church’s culture and can be realistic about what staff will and will not do.

Church leaders must lead the way

Nicholaou: You’re right. The challenge is to grab the attention of a church’s top leaders and get them to say, “We know we need this IT policy. We will give it full buy-in and support.” Often times, however, those top leaders are among the people not following policies.

Traina: I agree the worst policy is one that’s not followed, and I think we’re all on the same page there. I also think that the churches need to have their own system of controls that work for them. I think we would all agree on that, too.

But I must insist on the idea of multifactor authentication. I believe it is one of the single best things that could and should be done by every organization. It’s not that difficult. With the rise of email being hijacked—and the example about the “pastor” saying you’ve got to send out the $20,000 today—you just eliminate the risk of a criminal using a compromised password.

A case for multifactor authentication

Multifactor authentication is critical for securing your computers. There’s a menu of things needed for cybersecurity. You’ve got to have every system updated. You’ve got to have good antivirus software on every system. And you also need multifactor authentication—it’s just one of the items needed on a cybersecurity menu. Even if computer users push back, it’s our responsibility as the professionals in the industry to educate them on why it’s so important. Because we had that same pushback, say, 10 years ago in the banking community. And now they realize, “Oh, this is just part of doing business.” And that’s why you’ve got to bring the churches along.

Nick, you’re still not convinced of the effectiveness of multifactor authentication?

Nicholaou: I am convinced that it’s very effective and appropriate. The problem is going to be that some users in our church communities don’t have the patience to make use of it. I still run into users who resist putting a password on their system, and I always tell them, “Well, we’re going to make it so that you don’t have a choice.” Now, if I try to get them to do two things they disagree with, they’re probably going to simply walk away.

Traina: Well, you need to just let them walk away then.

Nicholaou: I’m not saying it’s not good. I’m just saying that depending on the people who are in an organization, it might be tough to implement. But if we’re wanting to put forth best practices, then multifactor authentication is a best practice. Absolutely.

What are the potential short-term and long-term consequences of a major breach due to the vulnerabilities we just discussed?

Adams: In the event of a data incident or breach, a church should consult state and federal law to determine what is required. There’s not much applicable to churches under federal law, but all states now have data notification and data privacy laws. For example, a church may have an obligation to notify the attorney general in all of the states where those impacted reside, as well as an obligation to notify those who are impacted. The notification requirement often depends on whether or not a threshold number of individuals are impacted. In Florida, for example, notification is required with breaches of 500 or more.

Notification standards are a heavy lift

Many churches would not meet the threshold, but for those that do or for those that believe they have a moral obligation to notify victims, it can be a major task. Typically, name and address databases are outdated and only partially accurate. A church will probably need to bring in outside professionals to help identify the current addresses of all those persons affected by the breach.

For breaches that meet the threshold, a standard requirement under most state laws is that the organization impacted provide some sort of remediation to affected individuals. Affected organizations do not just send an apology to those individuals, but a letter that includes an identification code that will enable them to access free-of-charge credit monitoring and other services.

Retain an attorney

The attorney general notification usually has to be handled by counsel. So a church will typically need to retain an attorney in the event of a data breach. A church will also need digital forensic services to help identify the source of the problem so that the church can resolve it and assure the government regulators that it has done so.

Large churches should consider PR and marketing help

To minimize reputational harm, large organizations such as megachurches typically will also want to retain a marketing or public relations team that interacts with the legal team and the forensic consultants. Altogether, the response can be costly. And, of course, cost varies with the number of individuals and records impacted. The per-record average cost of a data breach in the United States was $141 in 2017. That’s an average across a number of industries. I suspect that the number would be less for churches. Even so, there’s a lot of cost.

Threat of lawsuits is real

Even if your church doesn’t meet the threshold reporting requirement, some will wrestle with moral or theological reasons whether to take notification steps. Churches that experience a data breach will also need to consider the threat of lawsuits, including class actions from the individuals negatively impacted by the data breach.

Traina: Another consequence is that people could lose their jobs. So, it’s critical that the executive pastors and everybody get on board with the need for strong cybersecurity measures. If there is a breach, and it’s determined that certain leaders weren’t doing what they should to protect the church’s data, they could be held responsible. You certainly don’t want that occurring in your church.

Adams: And you can never underestimate the harm to the reputation of an organization. Consider the number of companies that have gone through this, then experienced significant economic downturns because of the impact of a data breach. And it’s going to be true for a church as well.

Nicholaou: One of the biggest costs is the loss of trust. Think about how long it would take to rebuild that trust and how that affects the church going forward. But just looking at the monetary costs alone, it’s wise for a church to have cyber insurance included in their insurance policy. It’s not very expensive, and hopefully a church would never need it. But it makes good sense.

Would that be a part of a normal liability policy? Or would that be a special policy?

Nicholaou: It would probably depend on the underwriter, but I think it’s something they could add to their liability.

Adams: Until now, cyber insurance has been relatively inexpensive and readily available. But as claims have multiplied, the policies have become more nuanced and the cost for meaningful coverage has increased. So churches have to be very careful when purchasing a policy.

There are some excellent cyber insurance policies, but they vary widely in scope. For example, vendors such as CPA firms, law firms, and network security providers are not always covered. If your church retains such a vendor, and that vendor is responsible for a data breach that proves costly, does your church have coverage?

Breaches caused by employees or insiders are sometimes excluded. Fines and penalties imposed by public agencies are sometimes excluded. The policies that are worth the most are a little more expensive, and they typically require a minimum compliance regime. The insurer will want to be confident that the insured is responsible with data.

Traina: When it comes to coverage, that’s what I’m starting to see as well. In the past, you just paid your money and got a policy. Now, the questions the insurer asks are more in-depth, so I’m glad you made that point.

For additional insights on cyber insurance, read “The Growing Need for Cyberliability Insurance.

Is the threat of cyber breaches most often from insiders or outsiders?

Nicholaou: I don’t know if you can say most often. It’s just both.

Traina: I would say the scales tip toward external breaches, which people inside might be contributing to because of ignorance or poor decisions. But I think nowadays, in general, the breaches we are seeing are far more from the outside than a number of years ago.

Adams: Phishing is a material threat to churches from outsiders. As for internal threats, we have to mention disgruntled employees who download information to use against other employees or the entire church. That is a pretty common internal problem.

Nicholaou: Internal problems are compounded by the fact that most churches don’t have good security policies or practices. But to add to Nate’s example about disgruntled employees, too many employees know the passwords of fellow employees. If I work for a church and I’m terminated, I could be sitting at home thinking about what my next steps are for getting even. I might log in through the remote desktop or remote access appliance and use other people’s passwords to gain access to anything I want.

What mistakes do church employees make repeatedly that create security risk?

Nicholaou: Again, sharing passwords.

Traina: I agree with Nick. And another mistake is to simply trust vendors. You’ve got to ask your support vendor a lot of questions related to the issues we’ve been discussing. Unless it’s Nick!

Nicholaou: You should even ask me and my firm a lot of questions! Here is an example of an issue related to a vendor. My firm got hired by a large church after it fired its previous IT firm. The previous firm had copied the data from the church’s management software database and sold it to interested parties for marketing purposes. This is just one example of a vendor misusing a church’s data. You need to be able to trust your IT vendors because they have access to a lot of sensitive data. They need to be vetted.

Again, as you said earlier, people can be very trusting, right?

Nicholaou: Here’s a good example of this: To test other church’s security, someone I’m aware of would just show up, walk past the receptionist, go to the unlocked server room, shut off the server, and carry it out. Then on those occasions when he was challenged, he would say, “It’s going in for service,” and keep on walking. Churches are pretty vulnerable. Most people don’t understand a lot beyond their own role, and just assume that everybody is doing the right stuff.

I’d like to circle back to the issue of phishing. Last year it seemed there was an increase in churches being targeted by the phishing scams. From what you’ve observed, are churches taking good, effective action or is it still a major problem?

Phishing remains a big problem

Traina: I think it’s still a major problem.

Nicholaou: I think so too. I’d also tie that with the impersonation scam that I talked about earlier. A cybersecurity company called KnowBe4 offers email user testing and training. A church can set up a bogus email campaign to their users with KnowBe4’s tools, and they look like they’re legitimate emails. Everyone on staff receives various emails with links they can click on. KnowBe4 generates reports to show how often staff members clicked on the links, often showing a click rate of 80 percent or more! Those who click the links are enrolled in short video training, and that lowers the click rate dramatically.

Editor’s note: The FBI agrees with Traina and Nicholau. Phishing remains a real problem based on the bureau’s 2024 Internet Crime Report.

Traina: My organization does this kind of testing as well, where we send out the phishing campaigns on a quarterly basis or whatever the client wants. The click rate is alarmingly high. So when we talk about prevention measures, two things are really important. Training and then testing, because it’s with those phishing tests that you identify just how at risk your church is. The testing is not terribly expensive, and it can be rolled into training or reemphasize the need for training. Churches and other organizations that do testing and training lower their click rate. I know that from our work.

Target-train church employees

Nicholaou: Lisa, I’m guessing your reports would identify the employees who are clicking so you could even do target training for them?

Traina: Yes. And we’ve even had employers who would get creative and have a pizza party for you or let you wear blue jeans to work if you didn’t click—just all kinds of things to reward those who didn’t click and make the point to those who did.

As mentioned in Nick’s Church IT, regular backups is a way to protect the system. Can you explain what that means?

Nicholaou: Backup is a fallback protection. It’s not preventive. It’s a recovery protection. In my mind, it comes under the category of disaster recovery. And so you’ve got a copy of all of your data and you can restore any of what you need. You’ve got a backup of all your servers and you can replace them within moments based on the backup. We recommend churches and ministries keep at least a month’s worth of full backups.

Are churches careful when it comes to backing up?

Nicholaou: Not always. A few years ago, I took a call from a client. She said, “We got hit by ransomware and we need your help.” I told her I was surprised that happened because I knew they had three layers of protection. They had a firewall, anti-malware on the servers, and anti-malware at their desktops and notebooks. She said they had decided not to renew their subscription to these services a couple of years ago. What that meant was the anti-malware and the firewall no longer had the ability to recognize new threats.

I said, “Okay that’s easily resolved. As far as the ransomware goes, all we have to do is restore the backup from before the night you guys got hit.” And there was silence again. I said, “You’ve got a backup right?” And apparently the backup had not been working properly for years. So, they had no backup. The result was they lost a lot of data.

For additional insights on malware, read “New Malware Attacks Routers: What Churches Should Do.”

What about password strategies?

Traina: People have too many passwords these days, and they can’t remember them, and that leads to people writing them down, which I used to think was a terrible idea. But now when I see people typing them into a little note in their phone that’s not secure, I’d rather have them go back to writing them on paper. There’s probably a better chance of them losing their phone than losing the piece of paper they wrote them down on.

Really, I think it comes down to something Nick mentioned earlier: layers of control. And, as I said early on, I think an essential layer of control would be multifactor authentication. Yes, have a strong password, but back it up with authentication.

Nicholaou: We’ve been seeing for years that forcing folks to periodically change their passwords actually lowers security. I do want to point out that security is greatly increased when passwords can only be set by the IT department and are maintained in an encrypted file for reference.

With this security approach in place, if someone accidentally shares a password, they must go through IT to get a new one. If they don’t share their passwords, I would let them keep that password as long as they want—if it’s a good, strong one. And that is contrary to IT experts who say, “You’ve got to change your password every 90 days.”

The Federal Trade Commission published on its blog a couple of years ago that it had, based on studies, come to the conclusion that it was time to rethink mandatory password changes. Like my organization’s current thinking, the commission now takes the position that forcing people to change their passwords periodically actually lowers security.

What about OnePassword and other services that basically set a unique password for a user across all of the user’s password-protected activities?

Nicholaou: I shy away from those who maintain your passwords on their server. Doing so makes them a bigger target to hackers. I prefer digital wallets that synchronize across a user’s various devices, such as computer, tablet, smartphone. That keeps the encrypted data local on those devices. It’s another layer of protection I call security by obscurity.

What recommendations would you have for firewall protection?

Nicholaou: You’ve got to have a firewall. The firewall sits between the internet and everything else on your system. So nothing can get to the internet, and nothing can come in from the internet unless it goes through your firewall. That’s one of your first lines of defense. There are a lot of good firewalls out there, but I recommend SonicWALL as the best solution for most churches and ministries. You can buy better and more-expensive firewalls, but we don’t see churches taking advantage of the extra features that come in the better firewalls. And SonicWALL is adequate for doing what is needed for most churches and ministries.

Traina: I tend to agree with Nick about SonicWALL. A church needs a firewall, and it certainly needs to be robust enough, and SonicWALL has good products at a reasonable price.

Before we close, what other cautions, concerns, or recommendations would you like to cover?

Traina: Church leaders haven’t done much planning for what they would do if they have an issue. They should have conversations about how they would respond and who they would need to contact if there ever was a breach or another problem. They should do their homework ahead of time, so that they’re not under the gun if something does happen.

Adams: Don’t gather what you don’t need. A lot of churches are still gathering sensitive information such as Social Security numbers and dates of birth. Churches that don’t have this information don’t have to worry about it.

Nicholaou: I recommend churches do a cybersecurity risk assessment to identify the weaknesses that exist and that can be reasonably improved. “Knowing” lets a church do adequate risk management in an area that is very vulnerable.

Traina: Again, have ongoing conversations. Make sure you raise the level of awareness and understand that there are big risks when it comes to cybersecurity and cyberliability—and not just something to be delegated to IT. I think that’s probably one of the best things to do. Keep having conversations and keep learning more.

For additional insights on protecting your church, read “Best Practices for Avoiding Cyberliability Problems.”

Tax Rules for Gifts of Personal Property

Understand tax rules for gifts of public property and how churches can assist donors with compliance.

Last Reviewed: January 23, 2025

This article is the second of a two-part series on substantiating noncash gifts. Part one is on noncash real property.

Q: What are the tax rules for gifts of public property, and how can churches ensure compliance while assisting donors with proper documentation?


The tax rules for noncash donations, including gifts of public property, can be more complex than those for cash contributions. Noncash property encompasses a wide range of items, from clothing and furniture to vehicles, artwork, and publicly traded stock. Understanding these rules is essential for churches to guide donors and comply with IRS regulations.

What Is Public Property for Donation Purposes?

Public property donations often refer to items of tangible value, such as vehicles, boats, airplanes, artwork, or other assets that may require special tax reporting. For instance, donating a vehicle requires filing Form 1098-C, while large gifts of property exceeding $5,000 require appraisals and additional IRS forms.

Tax Rules by Value Tier for Noncash Donations

Noncash Gifts of Less than $250

For gifts below $250, there is no specific requirement for a receipt from the church or charity. However, providing a written acknowledgment is encouraged, as it strengthens donor relationships. This acknowledgment should include a description of the donated item but not its value, as the donor is responsible for determining the fair market value.

Noncash Gifts Valued from $250 to $500

Gifts in this tier require a written acknowledgment from the charity. The acknowledgment must include:

  • The organization’s name;
  • The date and location of the contribution;
  • A description of the property donated.

If a donor makes multiple contributions of $250 or more, they must receive either individual acknowledgments for each gift or a summary acknowledgment listing all contributions.

Noncash Gifts Valued Over $500 but Not More Than $5,000

Donors whose gifts exceed $500 but fall under $5,000 must file Section A of Form 8283 with their tax returns. Along with the form, donors must maintain written records that include:

  • How the donor acquired the property (purchase, gift, inheritance, etc.);
  • The date the property was acquired;
  • The cost or other basis of the property.

Churches should assist donors by providing clear instructions and ensuring receipts meet IRS requirements.

Noncash Gifts Valued Over $5,000

For noncash gifts exceeding $5,000, donors must complete Section B of Form 8283 and obtain a qualified appraisal. The appraisal must meet IRS standards and be performed by a certified appraiser. The church’s representative must also sign Form 8283 to acknowledge receipt of the gift but is not responsible for agreeing to the valuation.

Noncash Donations Exceeding $500,000

Rare gifts valued over $500,000 require Form 8283 and the full appraisal to be attached to the donor’s tax return. This also applies to art valued at $20,000 or more and other specialized property types. Churches should encourage donors to work with tax professionals to ensure compliance with these complex rules.

When Churches Must File Form 8282

If a church sells, exchanges, or disposes of donated property valued at more than $500 within three years of receipt, it must file Form 8282 with the IRS. This form must be submitted within 125 days of the disposal. Note that vehicles, boats, and airplanes have unique reporting requirements.

Best Practices for Churches

  • Provide accurate and timely receipts for all noncash donations.
  • Train employees to understand IRS requirements and guide donors appropriately.
  • Maintain copies of tax forms and know where to access them online.
  • Encourage donors to seek professional tax advice for high-value or complex donations.

Frequently Asked Questions

What qualifies as public property for donation purposes?

Public property donations often include vehicles, boats, airplanes, artwork, and other tangible assets with significant value.

What forms are required for donations exceeding $5,000?

Donors must complete Section B of Form 8283 and obtain a qualified appraisal for donations over $5,000.

When does a church need to file Form 8282?

If the church disposes of donated property valued over $500 within three years, it must file Form 8282 within 125 days of the disposal.

Can churches assist donors with tax compliance?

Yes, churches can guide donors by providing clear instructions, signing required forms, and encouraging them to seek professional advice.

For more detailed guidance, refer to IRS Publication 526 and IRS Publication 561.

Know Your Audience: Tips for Church Financial Reporting

Church financial reporting is a crucial part of church governance. That’s why it’s wise to remember your audience.

General membership

First, there is the general membership. Members use financial statements to help them reach certain conclusions on the status of the church. For example, if the church is doing well financially, members will generally place more confidence in the abilities of the church’s leadership. They are more apt to attend church activities, handle jobs for the church, and give for special needs. Further, knowing that the church is financially strong takes pressure off indi­vidual members for financial support.

When the opposite financial condition exists, membership confidence and support may be lacking. You might hear a lot of grumbling. Members might be torn between giving money to help the church survive and with­holding their money from the group who has mismanaged it. Uncertainty causes confusion; confusion causes anger. As in sports, people like to be asso­ciated with a winner. Thus, knowing how the church is doing and whether the church can pay its bills is pivotal to the membership.

Finance committee

A second audience is composed of the finance committee, administrative board, program leaders, pastors, and, in large churches, full-time business administrators. These groups need detailed information both to manage cur­rent operations and to plan for the future. As a consequence, the financial state­ments provided to these groups should be much more extensive than those provided to the general membership. And if the church retains a certified public accountant to conduct a full-fledged yearly audit, the financial statements will be prepared according to generally accepted accounting principles.

Institutions

The third audience for church financial statements is composed of banks that have loaned the church funds, trustees who are responsible for the repayment of capital to bondholders (those who hold church bonds issued to finance church expansion or modernization), the IRS, and the church’s higher denominational authority. Each of these users will specify the form and content of the financial statements that satisfy its particular needs.

For a thorough look at the key financial issues all churches face, check out Church Finance.

Can Churches Fund a Food Bank Before 501(c)(3) Status Is Approved?

Yes, but make sure you have documentation showing it’s a not-for-profit corporation.

Last Reviewed: January 21, 2025

Q: We have a long relationship with a local food bank that was formerly run by another congregation and was under that church’s 501(c)(3). The food bank is now operating on its own—without the church—and its 501(c)(3) letter is pending. Our church agreed to fund the food bank’s refrigeration equipment at its new location, but do we need to wait on the 501(c)(3) letter? This is the largest food bank in our county and has long-standing, good leadership, so it is not a question of viability. We are simply concerned that we might be violating our trust of funds by giving before the paperwork is finalized.


This is a very common—and good—question.

Yes, your church can proceed with funding the food bank before its 501(c)(3) status is officially approved. The key is ensuring the funds are used for charitable purposes that align with your church’s exempt mission. To ensure compliance, follow these steps:

1. Verify nonprofit status

Before releasing any funds, obtain documentation confirming that the food bank is organized as a not-for-profit corporation. For example, request a copy of their articles of incorporation filed with the state. If the food bank has already submitted its Form 1023 application to the IRS for recognition of exempt status, ask for a copy of the submission for your records.

2. Use a grant agreement

Your church should execute a grant agreement with the food bank. This agreement should:

  • Detail how the grant funds must be used (e.g., refrigeration equipment).
  • Require periodic accountability reports from the food bank to confirm the funds were used as intended.
  • Specify that the funds are to support exempt purposes aligned with the church’s mission.

3. Adjust requirements after IRS approval

Once the food bank receives its 501(c)(3) exemption determination letter, your church may choose to relax its documentation and accountability requirements. However, maintaining some level of oversight is always a best practice.

Can churches make grants to non-501(c)(3) organizations?

Yes, churches are permitted to make grants to non-501(c)(3) organizations. However, the church must document that the grants are being used to further its own exempt purposes. Proper documentation helps protect the church from potential liability and ensures transparency with donors.

Additional Resources for Understanding 501(c)(3) Requirements

For further insights into 501(c)(3) compliance and grant-making, consider these resources:

FAQs

1. What is a 501(c)(3) organization?

A 501(c)(3) organization is a nonprofit entity recognized by the IRS as tax-exempt due to its charitable, religious, educational, or similar purposes.

2. Can churches donate to organizations without 501(c)(3) status?

Yes, but churches must document that the donations are being used for exempt purposes aligned with their mission.

3. What happens if a church donates without documentation?

Failure to document the use of funds could lead to questions about the church’s compliance with its tax-exempt status and trust of funds.

4. How long does it take for a food bank to receive 501(c)(3) approval?

The IRS typically takes several months to review and approve 501(c)(3) applications, but processing times can vary depending on the complexity of the application.

By following these guidelines, your church can confidently support charitable efforts while maintaining compliance with IRS regulations and donor expectations.

Michael (Mike) E. Batts is a CPA and the managing partner of Batts Morrison Wales & Lee, P.A., an accounting firm dedicated exclusively to serving nonprofit organizations across the United States.
Related Topics: |

Gifts of Public Property: Understanding Tax Rules

Understand tax rules for gifts of public property and how churches can guide donors through IRS compliance.

Last Reviewed: January 23, 2025

This article is the first of a two-part series on substantiating noncash gifts. Part two focuses on the special rules related to donations of noncash “personal property”—such as clothing, cars, boats, household items, and stock.

Q: What are the tax rules for gifts of public property, and how can churches guide donors to ensure compliance and proper documentation?


The tax rules for gifts of public property can be complex, but compliance is critical for both donors and charitable organizations. A notable case highlights the importance of following these rules. A U.S. Tax Court judge disallowed an $18.5 million deduction for donated real estate because the donors failed to obtain required appraisals and documentation. This case underscores that good intentions do not override tax law.

Understanding the Tax Rules for Gifts of Public Property

For donors and churches alike, ensuring compliance with IRS regulations involves understanding substantiation requirements. IRS rules dictate the documentation and forms needed for different types and values of noncash donations, including real estate, vehicles, and other property.

Key Compliance Requirements

  • Donations above $500: Require IRS Form 8283, signed by the charitable organization, and submitted by the donor.
  • Donations above $5,000: Require Form 8283 and a qualified appraisal, which must be paid for by the donor.
  • Publicly traded securities: Do not require an appraisal if valued at $10,000 or less.

How Churches Can Support Donors

Churches play an essential role in helping donors navigate these rules. According to Frank Sommerville, CPA and senior editorial advisor for Church Law & Tax, it is crucial to get documentation right the first time. Churches can assist by:

  • Providing clear, accurate acknowledgment letters;
  • Educating donors about IRS requirements;
  • Encouraging donors to consult tax professionals for complex gifts.

Examples of Compliance Scenarios

Example 1: Land Donation Under $5,000

A parishioner donates an acre of farmland worth $3,000. The donor must complete Form 8283, and the church must provide a written acknowledgment. An appraisal is not required.

Example 2: Residential Property Donation

A donor gives a residential property valued at $25,000. This requires a qualified appraisal and Form 8283. The donor should consult a tax professional to ensure compliance.

Example 3: Underestimated Value to Avoid Appraisal

A donor gives property with a fair market value of $6,000 but claims a deduction of only $4,000 to avoid the appraisal requirement. This is allowed, as the deduction amount dictates IRS requirements.

When Churches Must File Form 8282

Churches must file Form 8282 if they sell, exchange, or dispose of donated property within three years of receipt, unless the property is used for charitable purposes or valued at less than $500. The form must be submitted within 125 days of disposal.

Best Practices for Churches

  • Train staff to understand IRS requirements and assist donors effectively.
  • Provide acknowledgment letters promptly and accurately.
  • Encourage donors to seek guidance from qualified tax professionals.
  • Maintain clear records of donations and associated forms.

Frequently Asked Questions

What qualifies as public property for donations?

Public property includes real estate, vehicles, securities, and other valuable assets that can be donated to a charitable organization.

What documentation is required for gifts exceeding $5,000?

Donors must obtain a qualified appraisal and complete Section B of Form 8283 for gifts over $5,000.

When must a church file Form 8282?

If a church disposes of donated property worth more than $500 within three years, it must file Form 8282 with the IRS.

What is the donor’s responsibility for compliance?

Donors are responsible for obtaining appraisals, completing required forms, and maintaining documentation for all deductions.

For more details, refer to IRS Publication 526 and IRS Publication 561.

6 Common Problems with Church Bylaws

Bad bylaws can hurt your church. We’ve identified six common problems with church bylaws.

Church bylaws are a necessity, both from a legal and an organizational perspective. They provide the framework from which the organization exists and operates.

So, hear me well. I not advocating the elimination, eradication, or minimization of church bylaws.

But I am suggesting church bylaws are often used in ways that hurt churches. Indeed, some churches use bylaws well beyond their original intent. Let me briefly touch on six common problems with them.

  1. Some bylaw provisions are reactions to issues that should have been addressed outside of the bylaws. Let me give you a real-life example, one that I heard from a member of our Church Answers community. The students in the church were meeting in the worship center on Wednesday evenings. One student brought a soda into the worship center and spilled it. Within one month, the church had a new bylaw provision: Thou shalt not bring drinks in the worship center (okay, I made up that verbiage). Wouldn’t it have been better for someone simply to ask the students not to bring the drinks to the worship center? Sometimes bylaws are used to attempt to idiot-proof anything that can go wrong.
  2. Bylaws are sometimes used as a weapon. Here is another true example. The treasurer did not like the executive pastor. He constantly tried to derail his leadership and ministry. The treasurer’s most-used weapon was a provision in the bylaws that required a two-thirds congregational vote for “major administrative decisions.” The problem is that no one knew the definition of “major,” but the treasurer used the wording to hinder the work of the executive pastor.
  3. Bylaws can become obstacles instead of order. When bylaws are used properly, they bring legal and organizational order to churches. For that reason, they are vital and helpful. Too often, though, bylaws become obstacles for churches to move forward. In more than one church, the bylaws are used more than the Bible to make decisions. They become the metaphorical “tail wagging the dog.”
  4. Bylaws can become means for control and consolidation of power. As I have consulted churches over the past three decades, I have been fascinated with the history of specific church bylaw provisions. It is not uncommon to learn that bylaws were used by certain power groups in the church to gain or consolidate control. In one church, the bylaws required every undefined major decision to go through a church council. That provision was added 15 years earlier, when the chairman of the church council tried to usurp authority from the church staff. Today, that former chairman is no longer at the church, and the church council is not a functioning group. But the bylaw provision remains.
  5. Bylaws can be a distraction from the main thing. Here is another consultation example from my past. The pastor of the church asked me to attend the monthly business meeting. He also asked me to listen for the word “bylaws” in the meeting. There were no further instructions. Within five minutes, two church members referred to the bylaws as reasons for inaction. By the time the 70-minute meeting was over, the bylaws had been referenced 12 times. There was no mention of evangelism, discipleship, the Great Commission, the Great Commandment, or any other biblical mandates.
  6. Bylaws can be sources of division. This last point is obvious in light of the previous points. In many churches, you can read the bylaws to learn stories of church fights, church splits, factions, and power plays. We were asked in a church consultation to interview departing church members to learn why so many were leaving the church. While the overall issue was infighting and division, one woman specifically referenced the bylaws: “I had to leave the church; it was not good for my spiritual health. There is so much division in the church, and every division becomes a bylaw battle. I think the church should change its name to The Church of the Bylaws.”
  7. Good church bylaws provide structure, organization, and legal protection.
  8. Bad and overused church bylaws can be divisive, distracting, and even disastrous.
  9. This post was adapted from an article that first appeared at ThomRainer.com on May 14, 2018. Thom S. Rainer serves as president and CEO of LifeWay Christian Resources. Dr. Rainer can be found on Twitter @ThomRainer and at facebook.com/Thom.S.Rainer .

How to Create an Inventory for Your Church

Tips and tricks for effectively keeping track of what your church owns.

Last Reviewed: February 10, 2025

Sunset Covenant Church had a pair of headaches last summer.

A burglar broke in and robbed the church, but the church had no inventory of its assets. So no one knew exactly what was missing.

Jelani Greenidge—co-pastor of the Portland, Oregon, congregation—had to sit down and make a list for their insurance company. Thankfully, it was short, he says. “I just know what’s in our storage closet and who uses what,” he says.

A laptop, a bass guitar, and some petty cash were missing, and the door had been busted in.

Many churches—especially smaller congregations—are in the same boat, says Brian Gleason, senior risk manager for GuideOne Insurance. They don’t have any kind of inventory of their assets, and if there’s a break-in or other loss at church, they’d be scrambling.

“If the church burned to the ground, all we have is a smoking pile of ash,” he says. “There is no way to identify exactly what all was in there. So the insurance company is going to ask for some kind of documentation.”

Still, churches are in luck these days, says Gleason. Modern technology—especially cellphones and video cameras—makes it easy for even the smallest congregations to keep track of their inventory.

Start with the big picture

Even a small congregation has a lot of stuff. And much of it is valuable, says Tom Lichtenberger, assistant vice president at the church insurance company Brotherhood Mutual.

He encourages churches to keep some kind of inventory—in part because they don’t always know how much they own.

“In today’s world, things are so expensive that you can go out and buy three things—and increase your inventory by $10,000,” he says.

Churches often have audio-visual equipment, computers, artwork, books, robes, and musical instruments: all of which add up.

In the past, churches have relied on spreadsheets and other lists to keep track of their inventory. Using a video camera or cellphone camera can speed up the process.

Rather than try to make a comprehensive list, start with a few photos, Gleason suggests. Take a walk through the church and snap photos with a cellphone of the church’s most valuable possessions, and try and show the condition of the items.

Capturing details like a make or model number is crucial. That can help adjusters place a value on items that might be stolen or destroyed. For instance, “there’s probably a plate on the organ with manufacturer’s name and other details,” Gleason says.

Taking photos can give a church—and an insurance adjuster—a good idea of what was in the room. An insurance company can work with that in case of a loss.This method can help a church keep track of its assets without having to document every item. It’s a method that Gleason learned in a previous job at a Christian university that had traveling musical teams. When the teams were back from the road, staff from the school would go into the storage closet and photograph all the equipment, which was much easier than making a list of each item. College staffers did the same in their maintenance workshop and other storage areas.

“Most insurance companies are reasonable,” says Gleason. “If the picture shows 12 music stands—and you make a claim for 14—we can work with that. What we don’t want is you claiming that there were 30 stands and the photo only shows 3.”

Take a walk around the building

Lichtenberger says most churches don’t really know how much property they own.

“If you don’t know what you had, it’s hard for us to replace it,” he says.

One quick way for churches to get a handle on their inventory is to do a video walk-through. Have a staff member or volunteer walk through the church with a video camera (or with the video function of their cellphone turned on).

Point the camera at everything in the room, zooming in on the make and model number of each piece of equipment, says Lichtenberger. If possible, get the serial number, as well. If a piece of equipment is stolen, having the serial number can help the police identify the item if it’s recovered.

Don’t worry about artistic quality. All you need is a clear photo or video that shows both the overall condition of items and a few details. The person shooting video can narrate as they go along, describing what they see.

This kind of walk-through can be completed in an hour or two, says Lichtenberger—and it’s a task that can easily be done by a team. He recommends splitting the task up between church staff and lay leaders.

Let the youth pastor document the youth room, since he or she knows best what is in there and what they use. Have Sunday school teachers document their rooms since they use those rooms week in and week out. Ask volunteers who run the soundboard to document the equipment they use. Have church musicians take a photo or video of the instruments they use (if those instruments belong to the church).

Make a copy

Once the video or photo walk-through is complete, download all the files and sort them, putting all the photos from each room into a folder for that room.

“With cloud storage and thumb drives, it’s easy to compile those photos and then keep a copy at the church and another copy offsite,” says Gleason.

Having photos, video, or other documentation can be a big help in case of a loss.

“If that information is readily available and easily retrievable, it can help accelerate the claims process,” says Jeff Szalacinski, vice president of claims for insurance company Church Mutual. “That can help get the church back on their feet as quickly as possible.”

And don’t overlook apps, he says. There are a number of smartphone apps that can be used to keep track of inventory; some of them use photos to keep track of items. Photos or digital copies of receipts can also be uploaded to the apps.

Among items that can be documented using video or photos:

  • Communion ware
  • Crystal or glass items
  • Choir or clergy robes
  • Musical instruments
  • Audio-visual equipment
  • Computers
  • Artwork
  • Statues
  • Bells
  • Chalices
  • Pew Bibles and hymnals

Be thorough

Don’t forget to document every room in the church. Go to the fellowship hall when it is set up for a wedding or a banquet and snap some photos or shoot a few minutes of video. That can give a church an overview of how many tables and chairs they have—and the type and quality of those chairs.

Then peek in the kitchen and get a photo or video record of all the equipment there.

“Does your church have a 30-year-old Westinghouse oven—or a brand new Viking commercial range?” Gleason says. “We have churches in both categories—but the kitchen is an area where churches don’t have any kind of inventory.”

Some churches have even used drones to help them keep track of their property.

According to Gleason, GuideOne works with several contractors who use drones to get a closer look at a church’s roof—especially if it’s a steep roof. Drones can also be used to get a look at a church bell tower or other high elements, where it might be dangerous to send someone up to take a look.

“You don’t want to send anybody up on the roof if you don’t have to,” Gleason says.

Another area that churches overlook: the books in a pastor’s study.

“You’d be surprised how much some of these books cost,” Gleason says. “A pastor may [own] $10,000 to $15,000 worth of books.”

To document them, turn on a cellphone video camera and slowly work your way down the shelves. That way the pastor will have an inventory of what books he or she owns—without having to list each item.

When possible, also keep paper copies—and digital copies—of essential documents, like receipts, invoices, and owner’s manuals for equipment. An owner’s manual, for example, can have details like a make and model number. Put them all in one place, where they can be accessed if needed.

At Green Hills Church in Nashville, church staff rely on spreadsheets to keep track of all their equipment, furniture, and other assets. They also keep paper copies of documents.

Still, they’re hoping to add a video walk-through this summer, says administrative pastor Ricky Baxley.

The church has had to make several claims with their insurance company in the past. A construction worker caused a short in their electrical system several years ago, which caused about $100,000 in damage. They also experienced a break-in, in which some of their equipment was stolen.

In each case, having the right documentation and an inventory was a big help, Baxley says.

Don’t rely on memory

Lichtenberger says it’s hard—even for professionals—to give proper value to items in a room without some kind of documentation. He has an exercise he likes to do when training agents for Church Mutual. He will have them think about a room in their home—and then describe all the items in that room.

“Then I say, ‘Give me a make and model number,’” he says. That’s when the agents struggle. It’s hard enough to do that with one room in your home.

Now imagine trying to do that with a church. “It’s much easier to do if you have something documented before the loss—rather than trying to jog [your] memories,” he says. “You don’t know—don’t need to know—how many rolls of toilet paper you have. But having documentation of larger-ticket items would be helpful.”

Bob Smietana is a freelancer religion reporter based in Nashville.

When Should a Church Hire a Compensation Consultant?

Discover when and why churches should hire a compensation consultant to ensure fair and IRS-compliant staff salaries.

Last Reviewed: January 31, 2025

Determining the Need for a Compensation Consultant

There is no definitive test to determine when a church should hire a compensation consultant. However, churches paying compensation packages exceeding $100,000 should consider engaging a consultant to establish appropriate pay for senior leadership and highly compensated employees.

Why Use a Compensation Consultant?

  • Beyond Salary Surveys: Compensation surveys may be insufficient for higher compensation levels.
  • IRS Protection: A consultant helps churches establish a “Rebuttable Presumption of Reasonableness” for salaries.
  • Regular Updates: Reports should be updated every 3-5 years or when major changes occur.

Choosing the Right Compensation Consultant

No governmental agency regulates who can call themselves a compensation consultant. Therefore, churches must choose consultants carefully.

Key Qualifications:

  • Formal education in compensation theory, business, and human resources.
  • Certifications such as:
    • Senior Certified Professional (SCP) – Society of Human Resource Management (SHRM)
    • Senior Professional in Human Resources (SPHR) – HR Certification Institute (HRCI)
    • Certified Compensation Professional (CCP) – WorldatWork
  • 10-15 years of experience in high-level human resource management.
  • 5+ years of consulting experience.

Finding a Qualified Consultant

  • Seek referrals from other churches, nonprofits, attorneys, and CPAs.
  • Check references from past clients.
  • Focus on experience and qualifications over cost.

Reviewing a Consultant’s Sample Report

Before hiring, request sample reports and ensure they include:

  • Employer history
  • Compensation philosophy
  • Salary history for the position
  • Employee qualifications
  • All cash and noncash compensation elements
  • Comparison with at least three compensation databases
  • Application of databases to the evaluated position
  • Relevant court decisions and applicable legal authorities

Final Thoughts

Hiring a compensation consultant is a strategic decision. Churches should prioritize expertise and experience to ensure fair, legally sound compensation practices.

Frank Sommerville is both a CPA and attorney, and a longtime Editorial Advisor for Church Law & Tax.
Related Topics:

Best Practices for Church Compensation: Insights from David Fletcher

David Fletcher shares practical advice on church compensation, including fair salaries, benefits, and avoiding costly mistakes.

Last Reviewed: January 28, 2025

David Fletcher has two rules when it comes to paying pastors and other church staff: Be as generous as you can, and avoid the “stupid tax.”

That means paying as fair a wage a possible, says Fletcher, a veteran executive pastor and founder of XPastor.org. It also means not attempting to save a few bucks, only to drive great pastors or church staff away—and then deal with the resulting costs (or “stupid taxes”) needed to search, hire, and train their replacements.

Many churches struggle to know how much to pay their pastors and church staffers—and they don’t have the expertise to put together a comprehensive plan to treat pastors and church staff well, Fletcher says.

In response, Fletcher hosted a series of “Smart Money for Church Salaries” workshops across the country. Based on his book by the same title, the workshop gave churches of every size the tools they need to treat their staff and pastors well.

Fletcher talked with us about some of the key issues the workshops covered.

What are some of the issues that churches struggle with when it comes to compensation?

The first issue is “how do we get accurate or helpful numbers to compare our salaries to?” The average person in the pews is a little leery of simply comparing salaries to other churches. In the book, I lay out a way to find comparable salaries through nonprofits and local organizations that people can relate to. And those are some very fair numbers.

A second one is the ministerial housing allowance and answering the question of “who is a pastor?” A church might have pastors, but they also may have ministry directors. Do they qualify for a housing allowance?

A third issue is the ministerial housing form. A bad ministerial housing allowance form can really cheat a pastor out of substantial tax savings. I give an example in the book, based on several case studies, of a fictional pastor named Liz Jackson, who is the family pastor at a church. She turns in a form that claims a housing allowance of $22,000. In the book, we show that she could have had a housing allowance of $35,000—which would meant her taxable income was $70,000. But her taxable allowance should have been $57,000. That was free money, right on the table.

You talk about something called the “Big Burrito” salary spreadsheet. What is that?

It’s the total compensation we’re going to pay to a pastor or staff member. Most people think if we’re going pay a staff member $40,000, then that’s all we have to worry about when hiring them. But if the church pays health insurance and other benefits, the actual cost of the position is $56,000. So when a church talks about adding staff, they have to look at the big-picture number.

What are some benefits that churches overlook for staff members?

Here’s one: the tax-free cell phone reimbursement. It’s tax-free money and a great benefit to almost anyone in your church who’s using their personal cell phone for church work. And don’t forget to give this benefit to everyone—including the church’s facility workers. They’re using their personal cell phones to conduct church business.

Another area would be life insurance. Churches can give $50,000 of tax-free life insurance to staff members. But for another $100 a year of taxable income, a church could double or triple that amount. It’s taxable income, but a great benefit for not much money.

You talk about having a salary range for every job at the church. Talk a bit more about that.

A church should have a salary range for each job and split it into quads. A new seminary graduate, for example, should start in quad one. But a staff member with 10 years of experience is probably going to start in quad three.

The book shows how to create a compensation grid for every position in the church—from senior pastor all the way down to facility worker—so that you can ask yourselves, “What are we going to start a senior pastor at? What are we going to start an admin assistant at? A ministry coordinator? Pre-school teacher?” There should be a salary range for every job.

How can a church set those salary ranges?

A couple of sources. You can find out what local churches pay and what churches around the country pay. Then ask, “What’s our cost of living?” If you live in Orlando, for example, the cost of living is about 6 percent below the national average. But if you go to southern California, your housing cost alone is much higher than in other parts of the country.

Other questions to ask are: “What is the maximum we want to pay for this job? How do salaries at our church compare to the salaries paid at local nonprofits?”

Churches don’t want to pay too much. But they don’t want to pay so little that the pastor is moonlighting at Starbucks.

Should churches be generous when they can be generous?

I say be generous across the board: “Let’s pay as much as we think is fair and reasonable, and give good benefits. Give pastors and staff vacation time and sick time and jury duty time. What we are looking for is emotional and spiritual health as a result.” Fair benefits could be vision insurance, could be dental insurance, a retirement plan—so that the pastor or staff person realizes, “I’m going to work here for 20 years, and I’ll have a fair retirement when I leave.”

One side of fair compensation is paying people well, and the other side seems to be making sure we have the right people doing the right kinds of things.

That’s right. If you take a pastor who’s really good at counseling and put them in an administrative role, they’re going to be working with their non-dominant hand all week long.

Put that person in a spot where they’re maximizing their gifts. That’s what I tried to do as an executive pastor. For years I had a great, loyal staff who loved to do their jobs. That doesn’t mean we didn’t have problems, but the staff had their sense of fulfillment. That’s where we want to see people.

I think it really gets down to this: Are we living out kingdom ethics in our churches and in compensation? Are we really seeking to consistently apply the principles of Scripture? So many churches hold the Bible up as inerrant and authoritative, but they’re not living it out in how they treat staff.

David Fletcher has more than 35 years of experience as a pastoral leader in churches. In 2003, he founded XPastor, a resource website for executive pastors, and XP-Seminar, an annual church leadership conference.

Willow Creek’s Hybels Retires Amid Allegations

Elders of the megachurch promise to examine reports of unwanted sexual comments and advances.

Megachurch to Investigate Allegations Against Founding Pastor

“[On April 10, Bill] Hybels retired six months early after 40 years as leader of Willow Creek [Community Church], calling recent allegations [of unwanted sexual comments and advances] against him a distraction for the megachurch and its ministries. Hybels denied any wrongdoing. He did admit regretting that he first responded to the allegations with anger. [Then on April 20,] the elders similarly expressed regret in the way the church handled the allegations. ‘We have at times communicated without a posture of deep listening and understanding,’ they wrote [in a letter to the congregation]. ‘We are sorry that at times our process appeared to diminish the deep compassion we have for all those involved in these matters … . Bill acknowledged that he placed himself in situations that would have been far wiser to avoid … . We agree, and now recognize that we didn’t hold him accountable to specific boundaries.’ The elders also said they wished they had worked harder ‘to collaborate with all parties,’ and promised to ‘methodically examine our church culture, enhancing policies and informal practices that support healthy and valuable working relationships between men and women.’ … [T]he elders will be examining reports that Hybels made unwanted sexual comments and advances to several women, including ‘allegations that have not been previously investigated by the Elder Board'” (“Willow Creek Promises Investigation Amid New Allegations Against Bill Hybels,” ChristianityToday.com).

Texas Appeals Court Rules Against Break-Away Anglican Group

“In The Episcopal Church v. Salazar … a Texas state appeals court issued another ruling in a long-running dispute over ownership of property of the Episcopal Diocese of Fort Worth. In 2008, the Diocese voted to disaffiliate from The Episcopal Church and to become part of the Anglican Province of the Southern Cone. In 2009, The Episcopal Church sued, claiming ownership of the Diocese’s property. The litigation has moved up and down the Texas court system, including to the Texas Supreme Court, ever since. In [a recent] opinion, the state Court of Appeals reversed in part a trial court decision and held that control of the property resides in the group that remained with The Episcopal Church under the leadership of Bishop Scott Mayer, rather than with the break-away group led by Bishop Jack Iker” (“Break-Away Texas Anglican Group Loses in Latest Round of Long-Running Case,” Religion Clause).

Wyoming Governor Signs Conceal Carry Bill for Houses of Worship

“Gov. Matt Mead has signed into law a measure allowing people to carry concealed weapons into churches and other houses of worship in Wyoming. The legislation Mead signed [on March 12] was approved earlier by the Wyoming Legislature… . Supporters say church-goers need the ability to defend themselves against attackers such as a man who killed 26 people in a Texas church shooting in November” (“Wyoming guns in church bill signed by governor,” Casper Star-Tribune).

Louisiana Church Wins Lawsuit over Confession, Sexual Abuse Reporting

“A long legal battle between the Catholic Church and a woman who argued she tried to use a confession as a way to report sexual abuse against a church parishioner has ended. In a news release announcing its pleasure with the outcome, the Diocese of Baton Rouge said it and Father Jeff Bayhi had been dismissed from the lawsuit. The lawsuit argued a priest should have to report being told about child abuse while hearing a confession… . In most cases, state law requires people with knowledge of child sex abuse to report such crimes to authorities. [A] September 2017 ruling by a district court judge in Baton Rouge found priests were not bound under the law… . Judge Mike Caldwell agreed when he ruled last year [that] part of the law that would require priests to be mandatory reporters of abuse learned during ‘privileged conversations’ was unconstitutional” (“Catholic Church wins lawsuit over confession,” WBRZ 2).

DAF Account Holders Prioritize Education

“Account holders of donor-advised funds (DAFs) … tend to be wealthier, savvier in terms of taking advantage of the tax implications of their gifts, and—according to new research—prioritize their gifts differently than the general donating public. DAF account holders and general donors shared three of the same top four subsectors to which they gave between 2010 and 2015, but the priorities skewed differently. Education (28 percent of average yearly contribution) was the top subsector for DAF grants followed by public-society benefit (15 percent), religion (14 percent), and human services (11 percent). General donations, by yearly contribution, favored religion (32 percent), education (15 percent), human services (12 percent), and foundations (12 percent) during that same time” (“Donor-Advised Funds Grantors Prefer Education over Religion,” The NonProfit Times).

Can a Church Reject a Minister’s Housing Allowance Request?

Can churches reject a minister’s housing allowance request? Learn the rules and best practices to handle these situations.

Last Reviewed: January 18, 2025

Q: I submitted what I thought was an appropriate amount to meet my housing needs this year, ensuring the request fell within the fair market value of my home, but my church’s board rejected it. Is that legal?


Is a Church Legally Obligated to Approve a Housing Allowance?

No, a church is not legally required to approve a housing allowance for its minister. There is no authority or regulation that grants ministers a legal right to a housing allowance or mandates that a church approve a specific amount requested by the minister.


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While a minister may submit a worksheet showing projected housing expenses, the church and its leadership have the discretion to set compensation levels, including the housing allowance, in a manner they deem appropriate.

Can a Church Deny a Housing Allowance Request Entirely?

It would be unusual for a church to deny a housing allowance outright, assuming the minister qualifies for one under the tax code. More commonly, church leadership might adjust the requested amount based on factors such as:

  • Alignment with the minister’s anticipated actual expenses
  • The fair rental value of the minister’s home (furnished, including utilities)

To avoid disagreements, clear communication and documentation are essential when requesting a housing allowance.

Best Practices for Requesting a Housing Allowance

To ensure smooth approval of a housing allowance, consider the following steps:

  • Provide thorough documentation, including projected housing expenses and supporting evidence.
  • Communicate with the church board beforehand to clarify the mechanics and expectations for the housing allowance.
  • Seek input from a local real estate agent to verify the fair rental value of your home if necessary.

Can a Housing Allowance Be Adjusted Mid-Year?

While a housing allowance cannot be amended retroactively, it can be prospectively authorized or adjusted for the remainder of the year. If circumstances change or a new amount is desired, the church’s governing board can approve a new housing allowance to apply going forward.

FAQs About Rejecting a Minister’s Housing Allowance Request

No, there is no legal requirement for a church to provide a housing allowance or approve a specific amount requested by a minister.

Why might a church reject a housing allowance request?

A church may reject or adjust the requested amount if it believes the amount is not supported by documentation or is not aligned with housing expenses and fair rental value.

What documentation should a minister provide when requesting a housing allowance?

A minister should provide a worksheet detailing anticipated housing expenses, including rent, utilities, furnishings, and other related costs.

Can a church retroactively approve a housing allowance?

No, housing allowances cannot be applied retroactively. However, a church can authorize or amend a housing allowance to apply prospectively for the remainder of the tax year.

Conclusion

Churches are not legally required to approve a minister’s housing allowance request, but clear communication, proper documentation, and understanding of housing allowance rules can help avoid disputes. When adjustments are needed, churches can amend the housing allowance prospectively.

Ted R. Batson Jr. is a CPA and tax attorney, and serves as a partner and Professional Practice Leader – Tax for CapinCrouse LLP, a national CPA and consulting firm. He speaks and teaches frequently for national conferences and organizations on exempt organization and charitable giving matters.

Setting Reasonable Compensation for Clergy

Four steps to avoid triggering costly penalties when setting reasonable compensation.

Many people may feel like the only type of unreasonable compensation in churches is unreasonably low compensation. The reason is that many churches feel they cannot afford to pay market rates for the talent needed to lead and maintain their operations, and the idea that churches may set compensation too high seems like a foreign concept.

However, the megachurch, multisite church, and international church require advanced skills, which usually requires higher compensation. Other churches may face challenges in filling skilled positions. Small and midsize congregations are more involved in technology and other operations requiring specializations than in the past.

Today, senior pastors, regardless of church size, face decision-making and management responsibilities that are more akin to the duties of a chief executive officer, rather than those handled by the senior pastors of yesteryear. The expectations that come with these expanded responsibilities, and the skills necessary to meet these expectations, are changing the church employment and financial landscape.

Competition further complicates matters. Churches not only compete for talent, but also increasingly compete with other nonprofit and for-profit employers to attract and retain that talent.

Many churches increasingly feel obliged to pay more, contemplating arrangements that move pastors and staff toward the upper end of the pay scale. However, as “reasonable compensation” now encompasses legal connotations as well as social and market connotations, even churches with small or modest budgets can still violate IRS rules related to compensation. Special bonuses, tuition assistance, and other seemingly low-cost ways of financially blessing leaders can trigger penalties.

In short, regardless of size and setting, if leaders are not cautious with how they handle payments and transactions for pastors and staff, problems can arise.

High stakes and costly penalties

Setting reasonable compensation for tax-compliance purposes is required for both for-profit businesses and churches alike. But a significant difference between businesses and churches is the potential tax consequences.

Businesses usually can keep operating, even when they run afoul of the tax rules. Churches, however, face tax penalties and the loss of tax exemption, both of which can threaten their very being. And if an IRS examination occurs, the IRS’s determination is presumed correct and the burden of proving the reasonableness of compensation is on the church (refer to Hendriks Furniture. Inc., TC Memo 1988-133).

Given the high stakes, the task of determining reasonable compensation in churches becomes critical. And it includes both objective and subjective analyses, shaped by the specific circumstances of each church.

There are a number of tools—such as compensation comparison surveys—available to help church leaders set reasonable compensation packages. These tools are a crucial starting point because, once reasonable compensation for a position is determined, it becomes foundational for developing a compensation plan. This determination creates the overall cap on what may be offered to a worker. This cap serves as the umbrella under which all payments and benefits must fit in order to meet IRS requirements.

While not specifically establishing a maximum compensation amount for nonprofit organizations, Congress enacted a new excise tax on compensation packages exceeding $1 million.

According to Internal Revenue Code Section 4960, nonprofit organizations are now required to pay an excise tax on remuneration paid in excess of $1 million to a covered employee. (Remuneration is compensation paid which is subject to federal income tax withholding.) A covered employee is one of the five highest compensated employees of the organization for the current taxable year. While the law excludes payments for certain medical professionals, it does not provide any other specific exclusions. Therefore, current law applies to churches. However, compensation paid to a minister is not compensation subject to federal income tax withholding. Due to this special definition in the tax code, compensation paid to a minister is not subject to the new excise tax, even if it in excess of $1 million.

Four steps for building reasonable compensation

A church can pay any amount up to a reasonable point for any position. By law, a church must formally analyze compensation paid to its pastor and any other senior leadership, due to the “executive” nature of their roles. But as a best practice, a church really should perform this analysis on all compensated positions. Here are four steps for doing so:

1. Establish the umbrella

As mentioned earlier, view reasonable compensation as an umbrella. Once the reasonable amount is determined for a position, it becomes the umbrella used to evaluate all compensation that will fall under it, including benefits provided by the church in exchange for performing services—both cash and noncash benefits, taxable and nontaxable—as dictated by Reg. Sec. 53.4958-4(b)(ii)(B). A church may choose not to pay this full amount it identified, but it must not exceed that amount.

2. Identify benefits

A regular paycheck does not show the complete picture of all the benefits an employee receives, and reasonable compensation does not stop at the analysis of cash.

Everything benefiting the employee is key and must be reviewed. This includes all forms of salaries, fees, bonuses, deferred compensation, contributions to qualified retirement plans, medical plans, dental plans, life insurance, severance pay, disability benefits, housing allowance, other allowances, expense reimbursements (except for accountable expense reimbursement plans), automobiles, tuition, and any other benefits. Anything benefiting an employee, whether from the church or an indirect arrangement with another organization related to the church, must be included.

In determining reasonable compensation, it doesn’t matter if a benefit is taxable or nontaxable.

3. Establish a value for benefits

Whether a benefit is a cash benefit or a noncash benefit, it has a value. Even if a benefit is difficult to value, it needs to be valued at fair market value and not simply based on some arbitrary amount the church thinks it should be valued.

When a church determines the fair market value of all noncash benefits and adds them to the rest of the individual’s compensation, the total needs to fit under the umbrella of reasonable compensation. If not, then something in the package must be eliminated in order to meet IRS requirements.

4. Document the compensation package

After determining pay plus benefits, document the compensation package appropriately. Churches have different ways to document compensation packages, but the documentation should at least state the decision was made by a properly authorized group or person, and it should contain written documents demonstrating what was used in the process to reach that decision—such as reputable survey data.

For pastors and senior-level leaders—those considered to be at the executive level of the church’s leadership—documentation is most commonly recorded in the meeting minutes of the governing body that approves the compensation.

For nonexecutive level employees, the governing body frequently delegates the compensation authorization to an executive within a compensation policy and budget. Written minutes or other documentation help show that each benefit provided is consideration for the performance of services.

All documentation should be kept in the church’s custody and securely stored. Individual personnel files should contain summaries of each person’s documented compensation package.

Sample of compensation documentation

First Church’s personnel committee is reviewing compensation for the upcoming year. After consulting several salary surveys, the committee determines that reasonable compensation for the senior pastor is $150,000.

The committee then compiles the details of the senior pastor’s compensation, as demonstrated in Table 1.

TABLE 1
SAMPLE OF COMPENSATION DOCUMENTATION

Cash Salary$80,000
Housing Allowance$35,000
Medical Insurance$12,000
403(b) Contribution$5,000
Youth Camp for 2 Children$500
Life Insurance Policy$2,000
Disability Policy$800
Tuition Assistance Plan$3,000
Auto Allowance$2,000
Discount at the Church-Related School$4,000
Travel Expenses for Spouse(to attend a conference together)$1,500
Total Value of Compensation Package$145,800
Umbrella of Reasonable Compensation$150,000

The sample compensation package in Table 1 fits under the umbrella of reasonable compensation. There is only $4,200 left in the overall value available for any other benefits and/or bonuses that may occur during the year.

The committee will document the package in the minutes of its meeting. The tax treatment of each component will be determined by the church’s accounting department (or the church’s outside accountant) to assure proper reporting on the pastor’s Form W-2.

Tip. The most commonly overlooked items in a compensation package are the benefits provided through tax-favored plans. Examples include the value of health insurance or a benefit received through a special group plan, such as tuition assistance. The key is to review every item that benefits an employee, despite the item’s tax treatment or whether or not it is part of a group plan provided to other employees.

Elaine Sommerville is a CPA and editorial advisor for Church Law & Tax. This article is adapted from her book Church Compensation, Second Edition.

Elaine L. Sommerville is licensed as a certified public accountant by the State of Texas. She has worked in public accounting since 1985.

Key Considerations for Clergy Compensation and Tax Planning

Discover essential tax and compensation considerations for clergy, including salary structuring, housing allowances, and equity planning for retirement.

Last Reviewed: May 20, 2025

Compensating clergy and church staff involves unique tax considerations that many church leaders—and even some advisors—don’t fully understand. This article reviews three key components of a church compensation plan:

  1. Salary
  2. Housing Allowance
  3. Equity Allowance

Let’s break down the essential points church leaders need to know when building fair, compliant compensation packages.


1. Salary: Basic but Complex

Two Key Issues:

  • How much to pay
  • How to use salary reduction agreements

A. Determining Reasonable Salary

Salaries are typically set by a church’s governing body. Legally, churches may pay any amount—unless the IRS deems it unreasonably high. If that happens, churches risk:

  • Losing tax-exempt status
  • Facing IRS penalties known as intermediate sanctions

Example: A court found that a $115,680 annual salary for a religious leader and spouse was not excessive.
Another court determined reasonable salaries ranged from $133,100 to $177,156 across four years, based on comparable nonprofit roles.

B. Intermediate Sanctions: What Church Boards Need to Know

When the IRS determines a “disqualified person” (e.g., a minister or other key decision-maker in the church, or one of their relatives) received excessive compensation, the IRS may impose intermediate sanctions:

  • 25-percent tax on the excess benefit (assessed directly to the recipient)
  • 200-percent additional tax if the benefit isn’t corrected
  • 10-percent penalty (up to $20,000) on board members who knowingly approved the excess benefit

C. How to Avoid Penalties: Use the IRS “Presumption of Reasonableness”

Churches can rely on this presumption if:

  1. The compensation was approved by a board or committee independent of the recipient.
  2. The board relied on objective comparability data, such as:
    • Similar roles at other nonprofits
    • Third-party salary surveys (e.g., ChurchSalary.com)
    • Competing written job offers
  3. The decision was properly documented, including:
    • Meeting date and attendees
    • Data used to justify compensation
    • Disclosure of conflicts of interest
    • Board actions and vote results

Key Point: If the IRS finds compensation unreasonable, but the above steps were followed, the church may be protected.

D. Caution: Automatic Excess Benefits

The IRS has ruled that unreported taxable benefits—such as personal use of church property, undocumented reimbursements, or personal expenses—are automatic excess benefits.

Examples include:

  • Using church credit cards or vehicles for personal purposes
  • Reimbursing personal expenses without documentation
  • Reporting less income on W-2 or 1099 forms than actually received

Tip: Always issue corrected forms (W-2c or 1099) if a reporting error occurs.


Salary Reduction Agreements: What’s Allowed?

Salary reductions are only valid if specifically permitted by law. Common legal uses include:

  1. Tax-sheltered annuities (403(b) plans)
  2. Cafeteria plans (flexible spending arrangements)
  3. Housing allowances (for ministers)

Important: Salary reductions cannot be used to fund accountable reimbursement plans. The IRS prohibits this common—but incorrect—practice.

➡️ See Chapter 4 of the Church & Clergy Tax Guide for more.


2. Housing Allowances: A Critical Tax Benefit for Ministers

A housing allowance allows a minister to exclude part of their compensation from federal income taxes—if it:

  • Is designated in advance by the church
  • Is used for actual housing expenses
  • Does not exceed the home’s fair rental value (plus utilities and furnishings)

Common Housing Expenses:

  • Mortgage or rent
  • Utilities
  • Repairs and maintenance
  • Insurance
  • Furnishings
  • Property taxes

Key Point: This benefit costs the church nothing—but many churches fail to designate it, costing ministers thousands in unnecessary taxes.

For Ministers in Church-Owned Parsonages:

Ministers don’t report the rental value as income. They may also exclude a parsonage allowance for out-of-pocket costs like utilities or furnishings.

Tip: Ask the board to designate a parsonage allowance if you incur any expenses while living in a church-owned home.

Note: These allowances reduce federal income tax, but not self-employment tax (Social Security).


Best Practices for Housing Allowance Designations:

  • Include housing allowances in board meeting minutes or employment contracts.
  • Designate amounts before the new year begins—or before the minister starts.
  • Base the amount on a reasonable estimate of annual housing expenses.
  • Consider padding the allowance slightly to cover unexpected costs.

Recommendation: Conduct a midyear review and amend the allowance if needed. Amendments only apply going forward.

➡️ See Chapter 6 of the Church & Clergy Tax Guide for more.


Background:

  • In 2013, a federal court struck down the housing allowance as unconstitutional.
  • In 2014, a federal appeals court overturned the ruling—on procedural grounds (plaintiffs lacked standing).
  • The Freedom From Religion Foundation (FFRF) then refiled, correcting the standing issue, but the US Court of Appeals for the Seventh Circuit ultimately ruled the clergy housing allowance is constitutional.
  • No further challenges have been brought.

If the Housing Allowance Were Ever Invalidated:

  1. Ministers will owe more income tax.
    • Estimated quarterly payments may need to increase to avoid penalties.
  2. Churches may need to increase salaries.
    • Increases could be phased in to manage budget impact.

Key Point: Ministers should know the housing allowance remains constitutional and available.


3. Equity Allowances: Building Retirement Security

Ministers living in parsonages don’t build home equity. This can leave them at a disadvantage during retirement.

A Good Solution:

Some churches offer an equity allowance—extra compensation placed in a tax-sheltered retirement account.

Benefits:

  • Helps ministers retire with housing security
  • Avoids tax penalties when structured properly

What Not to Do:

Giving the parsonage to the minister upon retirement creates problems:

  • The home’s value becomes taxable income.
  • The IRS may view it as unreasonable compensation, triggering intermediate sanctions.

Recommendation: Consider equity allowances for ministers who rent, not just those in parsonages.

➡️ See Chapter 6 of the Church & Clergy Tax Guide for more.


Final Thoughts

Church compensation planning is more than just numbers. It’s about legal compliance, good stewardship, and protecting your ministry team’s future.

Action Steps for Churches:

  • Regularly review salary and benefits for compliance.
  • Designate housing allowances properly and ahead of time.
  • Use comparability data for compensation packages to protect against IRS penalties.
  • Consider long-term financial needs, including equity allowances.

📌 For the full legal and tax details, consult the Church & Clergy Tax Guide—especially Chapters 4 and 6. For more help with salary data, consult ChurchSalary.com.

We’ve used a combination of AI and human review to make this content easier to read and understand.

Richard R. Hammar is an attorney, CPA and author specializing in legal and tax issues for churches and clergy.

Are You Prepared to Accept Bitcoin Donations?

Virtual currency can be given to your church without donors paying taxes on gains realized.

Last Reviewed: May 8, 2025

Virtual currency (also known as cryptocurrency) is gaining popularity—and that makes it increasingly relevant for churches and nonprofit organizations.

What Is Virtual Currency?

The term “cryptocurrency” refers to a digital asset used as a medium of exchange. These currencies:

  • Exist in digital form only.
  • Use strong cryptography to secure transactions.
  • Operate on decentralized ledgers (blockchains).
  • Allow users to verify ownership and transfer assets securely.

Bitcoin, created in 2009, was the first major virtual currency. Other well-known options include:

  • Bitcoin Cash
  • Ethereum
  • Litecoin

Why It Matters to Churches and Nonprofits

Many people have invested in virtual currencies—and some have made significant gains. Some donors now want to contribute a portion of their holdings directly to churches or nonprofits.

Here’s why that matters:

  • Donors can give appreciated virtual currency without selling it first.
  • This helps them avoid capital gains tax.
  • The church receives the full value of the donation—tax-free.

The IRS treats virtual currency as noncash property, which means the same tax rules apply as with gifts of stock or real estate.

Example: Bitcoin’s Value Swings

Cryptocurrency values can be volatile. For example:

  • In January 2015, Bitcoin traded at $266 per unit.
  • By January 2021, it reached nearly $42,000.
  • In fall 2021, it climbed to over $50,000.
  • By May 2022, it dropped to around $25,000.
  • In May 2025, it soared to $102,654.

This volatility means churches should be cautious when handling large gifts of virtual currency.

Tax Benefits for Donors

If a donor holds virtual currency for more than a year and donates it:

  • They may deduct the full fair market value of the donation.
  • They won’t pay tax on the appreciated value.
  • The church, as a 501(c)(3) public charity, won’t pay tax either.

How to Acknowledge Cryptocurrency Gifts

Treat virtual currency like any other noncash donation. Your acknowledgment should include:

  • A description of the gift (e.g., “3 Bitcoin units”).
  • The date of the gift.
  • A statement that no goods or services were provided other than intangible religious benefits (if applicable).

⚠️ Do not include the dollar value of the gift in your acknowledgment.

If goods or services were provided in exchange, you must follow quid pro quo reporting rules.

IRS Compliance Steps for Donors and Churches

Because cryptocurrency is noncash property, donors and churches must follow IRS rules, which may include:

For donors:

  • Filing Form 8283 with their tax return.
  • Obtaining a qualified appraisal (for gifts over $5,000).
  • Asking the church to sign Form 8283.

For churches:

  • Signing Form 8283 only to confirm receipt.
  • Issuing a separate acknowledgment letter to the donor.
  • Filing Form 8282 within 125 days if the currency is converted to cash within 3 years.

Most churches will convert virtual currency to dollars soon after receiving it.

How to Accept Virtual Currency Donations

To accept these gifts, your church needs to:

  1. Open a digital wallet (a secure account for receiving cryptocurrency).
  2. Involve staff or consultants with both tech and finance expertise.
  3. Follow necessary security protocols and test the system before going live.

Choosing the Right Platform

Research platforms carefully. Consider:

  • Security features.
  • Supported cryptocurrencies.
  • Ease of use.

Example:
Coinbase (not an endorsement) allows churches to receive Bitcoin, Ethereum, Litecoin, and more.

Alternatively, you can partner with:

  • A community foundation;
  • A donor-advised fund sponsor;
  • Another third party that converts crypto to cash and transfers it to your church.

Let Donors Know You’re Ready

Once your system is set up:

  • Publicize your ability to accept virtual currency.
  • Share instructions with interested donors.
  • Make the process as easy and secure as possible.

This article is adapted from the article “Granny Is Still Investing in Bitcoin,” which originally appeared in BMWL’s Nonprofit Special Alert. Used with permission. We’ve used a combination of AI and human review to make this content easier to read and understand.

Michael (Mike) E. Batts is a CPA and the managing partner of Batts Morrison Wales & Lee, P.A., an accounting firm dedicated exclusively to serving nonprofit organizations across the United States.

The Right Way to Handle Wage Classifications

Properly applying the Fair Labor Standards Act to church employees.

Last Reviewed: November 18, 2024

Many church leaders propose that the Fair Labor Standards Act (FLSA) does not apply to churches. That may have once been true, but the church of today is not the church of yesterday. Advanced activities easily make the law applicable to most churches, either on an organizational level (meaning the FLSA applies to the church operations as a whole) or on an individual level (based on an employee’s duties).

Furthermore, every state maintains its own version of the FLSA, either layering additional rules on top of federal rules or applying similar rules where the federal rules don’t apply. The law most favorable to an employee, whether at the state or federal level, always applies.

Key point. The FLSA establishes a minimum wage of $7.25 an hour, maintains a 40-hour work week, and it also sets a minimum salary test for exempt positions to become eligible for overtime at $684 per week (or $35,568 per year). The Wage and Hour Division of the US Department of Labor (DOL) is responsible for enforcing this law.

Under the FLSA and DOL rules, there are three primary classifications for church employees:

  • Employees meeting the “ministerial exception”
  • Exempt employees
  • Nonexempt employees

Vital information about each classification is offered in this article.

The ministerial exception

Established more through judicial application than through any statute, employment law embraces a concept known as the “ministerial exception.” The concept revolves around the idea that the government does not have authority to intervene in the relationship between a church and its ministers. As ruled in McClure v. Salvation Army, 460 F.2d 553 (5th Cir. 1972), matters between a church and its ministers, including salary, are of ecclesiastical concern only, and any governmental intervention violates the First Amendment protections guaranteeing separation of church and state.

Who qualifies as a “minister” for this exception is different from who qualifies as a “minister” for other payroll tax rules enforced by the Internal Revenue Service. According to employment law, a minister is an employee who performs essential religious duties as a required element of the employee’s job.

Unlike the concept of “minister” for the Internal Revenue Code, the employee is not required to have ministerial credentials. Without this requirement, the group of employees eligible for the ministerial exception is wider for FLSA/DOL classification purposes.

Key point. Job descriptions for all employees are important, but especially for those whose work qualifies for the ministerial exception. Employee classifications, and the wage implications related to them, may be won or lost based on job descriptions.

A position qualifying an employee for the ministerial exception may include:

  • a requirement of previous religious training or ongoing religious training, such as continuing education requirements;
  • a title reflecting spiritual or religious duties or a spiritual position;
  • duties supporting and/or conveying the core beliefs of the church;
  • duties of conveying the message and teachings of the church;
  • selecting or creating the religious content for a program; and/or
  • leading others to grow or mature in their faith.

EXAMPLE Suzy is the director of children’s ministry at First Church. She selects the curriculum and leads all the children’s ministry workers in learning the curriculum and preparing for their teaching duties. She also leads children’s church each Sunday morning and Wednesday evening. Suzy is not a licensed or ordained minister and does not qualify to be treated as a minister for federal tax purposes. A review of Suzy’s duties and position indicates she performs essential religious duties and qualifies for the ministerial exception. Suzy is not subject to the FLSA wage and hour rules.

Exempt employees

After reviewing the duties of employees and identifying those who qualify for the ministerial exception, the next step is to categorize the remaining employees either as exempt or nonexempt. Start by determining which employees are exempt before evaluating which ones are nonexempt. There are two tests that help you decide:

1. Salary test. An exempt employee’s compensation must be at least $684 per week (or $35,568 per year) and paid on a salaried basis. This is a minimum salary amount. It is not prorated for employees working part time. An employee who does not receive the minimum salary amount cannot be an exempt employee. A “salaried basis” means the salary is the same rate if paid every week, regardless of the number of hours worked. The employer may not dock the employee’s pay in less than one-day increments for disciplinary reasons. The employer may track paid time off in any time increment, but in most instances, an employee’s wages may not be docked in less than one-day increments.

WORK WEEK DEFINED

A work week is defined by the FLSA as any 7-day period selected by the employer. For federal purposes, a nonexempt employee who actually works more than 40 hours during this 7-day period must be paid overtime for all hours worked beyond 40 hours at the rate of time and one-half the employee’s regular pay rate. Stated another way, hours paid for nonwork time, such as paid vacation time, do not count toward the 40 hours worked to determine overtime hours.

CAUTION Overtime is paid in increments of 6 minutes per federal statute. Overtime is also due to an employee whether or not the overtime has been authorized by the appropriate supervisor. Churches should be aware of potential overtime causes in order to appropriately budget for the additional payroll costs.

—Elaine Sommerville

EXAMPLE George is a church business administrator. His duties include extensive authority over the business administration of the church, and he directly supervises 10 employees. George’s compensation is $600 per week. At his compensation rate, George cannot be classified as an exempt employee. George is a nonexempt employee and is subject to the FLSA wage and hour rules. Even though George’s duties may meet one of the duties’ tests for exempt employees (see below), his duties are never evaluated because he receives less than the $684 per week minimum to qualify as an exempt employee.

Key point. “Exempt employee” and “salaried employee” are not synonymous terms. The existence of an equalized and consistent pay arrangement does not determine if an employee is an exempt employee or a nonexempt employee. A salaried employee is paid a consistent amount each pay period, but the employee still may be classified as a nonexempt employee if the weekly pay is under $684 per week.

TIP The salary test is more complicated than can be covered in this article. For more details, go see this PDF on the DOL website.

2. Duties test. If an employee passes the salary test, then the employee is evaluated based on his or her duties. To be considered exempt, an employee’s duties must be described in one of four major classifications set by the DOL. Employees become classified as exempt when at least 80 percent of their time is spent on one of these classification’s duties and responsibilities. The four classifications are:

  • Executive exemption. Manages the organization, or a distinct department, supervising at least two full-time employees (these individuals cannot be volunteers) and possessing the authority to hire and fire employees.
  • Administrative exemption. Office work or nonmanual labor relating to the management of the organization, exercising significant discretion and independent judgement on matters of significance. These employees may have significant leadership roles, but do not have staff reporting to them to meet the executive exemption. Leadership roles also may be fulfilled by administering an area where volunteer labor is a significant factor in carrying out the programs. Employees should have significant abilities to operate in a manner of authority over an area or a program.
  • Professional exemption. Employees with a high level of training and a special skill set. Examples include attorneys, teachers (but not daycare workers), engineers, and accountants/CPAs.
  • Computer professional. Includes systems analysts, programmers, and software engineers. This group does not include network administrators or other general IT employees.

Key point. Administrative assistants rarely have the discretion and the authority in the church to meet this exemption qualification. As such, most administrative assistants do not qualify as exempt employees. This also includes the senior pastor’s assistant.

Nonexempt employees

With both the “ministerial exception” and exempt classifications addressed, the final step is to classify all remaining church employees as nonexempt employees. Nonexempt employees usually constitute the majority of a church’s workforce. This group is subject to minimum wage requirements and overtime pay for all hours worked exceeding 40 hours in the work week.

CAUTION Some states reduce the required number of hours an employee needs to work before receiving overtime pay. Some states may even apply overtime based on the number of hours an employee works per day. These examples underscore why churches must become familiar with state laws. Remember, the law most favorable to an employee applies.

TIP For a detailed explanation of what constitutes exempt and nonexempt employees, go to flsa.com/coverage.html.

Elaine Sommerville is a CPA and editorial advisor for Church Law & Tax. This article is adapted from her book Church Compensation, Second Edition: From Strategic Plan to Compliance.

Elaine L. Sommerville is licensed as a certified public accountant by the State of Texas. She has worked in public accounting since 1985.

When Churches Get Hate Mail, How Should They Respond?

What steps can be taken when a church receives various kinds of threats.

Churches sometimes receive a communication that can be deemed “hate mail.” Hate mail is a letter delivered to the church, a note placed there, an email, a voicemail left on the church’s phone. It could even be sent through a social media platform.

We spoke with attorney Frank Sommerville about his experience with these situations and how churches should respond when they occur.

What’s a useful, working approach for churches in terms of understanding these messages? How can churches determine when messages need to be taken to local authorities (and when they can be dismissed)?

There is no one response. It depends on who sent it, whether it’s anonymous, whether or not it’s specific, what the threat is: It depends on lots of variables.

If taken to local authorities, would the police do anything with the threat?

Not necessarily. It depends, again, on what kind of threat: how specific it is, whether it’s from somebody who’s known or unknown. For the most part, anonymous ones that are just left at the church, or even through the mail, are a lot less credible. The more specific—the more concrete the threat is—the more you need to take it seriously. That’s about the only pattern you can ascertain from that.

The more specific and concrete the threat is, the more you need to take it seriously.

Sometimes it’s a pastoral stalker—sometimes we’ll get those. The general consensus on stalkers is you want to keep them engaged, because they’ll tell you what they’re going to do if you just keep them engaged. Exchange emails or texts with them, so you know where they’re at and what they’re doing. You want them communicating—they’re not going to communicate with the target because somebody else (probably a police officer) is intervening and playing the target for that person. Usually they’re associated with someone in the church. They may not be a member, but they may be a family member of a family that’s in the church. Or they may be a member, but they may be inactive.

You need to take the threat seriously, every time.

If you get an anonymous message and discard it, and then something happens, is that treated as a foreseeable event? Could the church be held liable?

Again, it’s specifics. If I sent you an anonymous email that said, “On Thursday morning, when you’re having a staff meeting here, I’m going to kill you,” that’s specific enough. And if your organization did not take any precautions to make sure that did not happen on Thursday morning, it could be liable for not taking those. But if you got an email that simply said, “I’m going to kill you,” there’s nothing your organization could be responsible for because it’s not foreseeable when or if that’s going to happen.

But even so, you said to take these threats seriously every time. Does that mean contacting law enforcement immediately?

If it’s a threat of violence, you contact law enforcement immediately.

What about messages that may not explicitly state violence, but that contain the implied possibility—e.g., “I’m going to take care of you”?

Those are harder to take seriously. Law enforcement is going to ask, “Who do you think sent it, and what do you think they mean by that?” You’re going to get two hours of grilling if you send that to law enforcement to help identify who, potentially, that threat came from. If it was via email, they’ll want to get access to your computer so they can trace your IP address back to the address where it was sent from. There are lots of tools out there, but I think if it comes out of the blue with not a clue, there’s not a whole lot law enforcement can do, either. Frequently, you just trash something like that.

In “Responding to Anonymous Allegations,” attorney Richard Hammar provides insight as to how church leaders should respond to anonymous allegations.

Frank Sommerville is both a CPA and attorney, and a longtime Editorial Advisor for Church Law & Tax.

Creating a Crisis Communication Plan for Your Church

Five questions every church needs to ask when preparing a crisis communication plan

Last Reviewed: September 10, 2024

Several years ago, I saw firsthand how important it is for church leaders to be ready to communicate in a crisis.

I was visiting a church when a bad storm with strong winds knocked out the power during the service. At first, the pastor tried to awkwardly keep preaching as the generator struggled to start.

After a few minutes, he quickly ended his message and walked off the stage. Another pastor, obviously caught off guard, walked up and abruptly ended the service.

No one addressed the blackout, and no one provided instructions on what to do next. Some people were scared and started to panic. Others hopped into their cars and drove off, only to return moments later because of the dangerous weather outside. Those who did manage to keep driving eventually returned as well, because of a downed tree in the road.

It’s a small miracle no one got hurt.

No matter how much time you spend planning and perfecting your church’s disaster response plan, that plan won’t do you much good if you can’t communicate it to your church during the crisis.

Crisis communication is essential

Crisis communication is an essential element of disaster ministry, one that requires planning and training so you’re ready to go when crisis hits.

To begin creating an effective crisis communication plan for your church, your leadership team will need to walk through the following questions.

Who will be the point person?

Identify who will take ownership of the crisis communication plan and be the “face” that people know they can look to for information when a disaster hits.

You will also want to identify a few back-ups—when disaster strikes, it’s likely that members of your own congregation will be impacted as well.

There’s no way to predict who that will be, so it’s important to identify and train at least a few people in case one or more of the appointed leaders are themselves impacted by the event and unable to fulfill their duties.

Who will need to be contacted?

You will need to gather contact information for not just your leaders and congregation, but also local emergency services (if you don’t already have that information on file).

Doing your research now will save you valuable time and energy so that when disaster strikes, you are ready to point people to the services they need.

These services include local emergency management, shelters, food banks, the American Red Cross, your local Community Emergency Response Team (CERT), and local Voluntary Organizations Active in Disaster (VOAD).

Identify the vulnerable members of your congregation, too. These are the people who have distinctive needs or will require extra help in the case of an emergency: e.g., the elderly, children, people with serious or chronic medical conditions, differently abled people, single parents with small children, immigrants and refugees.

These are the people you want to be sure are contacted in the case of an event.

Make sure multiple people know where information is located and how to access it.

Keep secure electronic copies of your congregation members’ information. You might also consider a secure cloud storage system; if you evacuate to a location with internet access, or another church leader has access outside of the emergency zone, the information can be accessed remotely. If you rely on digital copies alone, however, you could end up stuck if power or internet service goes down. Store physical copies somewhere secure and safe from potential damage.

Update these lists on a regular basis, and make sure multiple people know where the information is located and how to access it—but also make sure that confidential information is protected and can only be accessed by authorized users.

What will be communicated?

You can’t know exactly what disaster or crisis you’re going to face, but you can prepare messages ahead of time that can be adapted for possible scenarios.

When disaster hits, it will be much more difficult to think clearly and comprehensively about what people need to know.

By preparing basic information now, you can add relevant specifics when the time comes and get important information to your people much more quickly than if you have to start from scratch.

Here are a few basic guidelines as you script different types of messages:

  • Craft these messages around the information developed during the risk assessment process, which is ideally your first step into disaster preparedness.
  • Share what you do or don’t know at the time of the communication.
  • Provide information about the seriousness of a potential threat or damage.
  • Stick to the facts. Don’t be tempted to share hearsay, rumors, or what you cannot verify.
  • Include information about possible resources for assistance.
  • Discuss when and where services will or won’t take place because of the crisis.
  • Share what the church leadership and congregation is doing to address the crisis.
  • Note how and when church leadership will remain in communication.

How will people be contacted?

There’s no need to reinvent the wheel on this one. Think about the ways your church already communicates effectively, and pivot those systems to deliver crisis information.

How do you communicate with your church today? Plan to use those systems that are already in place (e.g., mass texts or calls, mass emails, social media, website, cloud documents). People already know to look there for information and will do so instinctively.

However, you also need to plan for what you will do if technology goes down. Often during extreme weather events, cell phone towers go out or get overloaded. You may not have access to your email accounts or website.

How will we prepare people now?

The church leadership team should prepare their own personal individual and family communication plan and how they will communicate with one another in the midst of a crisis. Not only will this improve your church leadership’s crisis communication capabilities, but it also models the importance of crisis communication planning to others.

Lastly, be sure to encourage your church attendees to also develop their own emergency communication plans (Ready.gov is a great resource you can point them to).

Once you have answered all these questions as a leadership team, it’s time to communicate your strategy to your congregation so they know what to expect if an event occurs.

Jamie D. Aten is a disaster psychologist and the founder and executive director of the Humanitarian Disaster Institute at Wheaton College in Illinois. His latest books include the Disaster Ministry Handbook and Spiritually Oriented Psychotherapy for Trauma . You can follow Jamie on Twitter at @drjamieaten or visit his website jamieaten.com.

When Expenses Eclipse Your Church’s Budget

Does your church have a plan for responding to when expenses eclipse the budget? Use this resource to guide those conversations.

For churches that view the operating budget as an expense control mechanism, the matter of how to deal with expenditures in excess of budgeted amounts is an important element of policy that is poorly developed in many churches.

For example, a church operating budget will typically include line items for each of the church’s main areas of ministry operations. Line items will exist for worship activities, educational activities, children and youth ministries, missions, and so on.

Set boundaries, establish authority

Suppose a church develops and approves an operating budget for the year reflecting total expenses of $1.5 million, of which $200,000 relates to educational activities. Also suppose that, due to unexpected developments, it appears the church’s expenses for its educational activities will exceed the amount budgeted by $50,000 for the year.

Many churches do not have good answers to these questions. For churches that view the operating budget as an expense control mechanism, it is essential to have an appropriate budget policy that clearly addresses such matters and leaves little room for misunderstanding.

Excerpted from Church Finance .

Question 1:

Is it acceptable for the church’s staff leadership to make the additional expenditures for the educational ministries, so long as total expenses do not exceed the total amount of expenses budgeted for the church of $1.5 million?

Question 2:

Even if church staff leaders are permitted to reallocate budget line items so long as the total amount spent remains within the amount of total expenses authorized by the budget, who on the church staff leadership has the authority to make such a reallocation decision? Or should church staff leaders be required to obtain specific authorization to incur expenses that exceed the amount budgeted for the educational ministries?

Question 3:

If authorization is required in order to exceed expenses for an individual line item or for the budget as a whole, who must provide that authorization? If the congregation approved the annual budget, must the congregation be involved in an authorization for such a variance? Or, may such approval be granted by the governing body of the church or by some other group? Would the answer to these questions change, depending on the amount by which actual expenditures are expected to exceed budgeted amounts?

Michael (Mike) E. Batts is a CPA and the managing partner of Batts Morrison Wales & Lee, P.A., an accounting firm dedicated exclusively to serving nonprofit organizations across the United States.
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