Should Your Church Use Crowdfunding for Fundraising?

A fundraising expert offers insights on this increasingly popular online tool.

Brady Josephson, a self-described “charity nerd” and managing director of NextAfter Institute, spends much of his time helping organizations raise more money online. ChurchLawAndTax.com spoke with Josephson to explore how crowdfunding can work for churches.

What Is Crowdfunding?

Crowdfunding involves raising smaller amounts of money from a variety of donors through an online platform, such as GoFundMe.com, CrowdRise.com, or FundRazr.com. These platforms typically feature tools like funding thermometers, timelines, and social sharing options to encourage participation.

Pros and Cons of Crowdfunding

Pros

  • Technology and functionality are managed by the platform, saving time and effort for the church.
  • Easy setup and immediate launch of fundraising appeals.
  • Tangible goals and timelines create urgency and focus.
  • Social sharing expands reach and visibility.

Cons

  • Campaign promotion still requires effort to attract donors.
  • Costs range from 3% to 7%, slightly higher than managing donations in-house.
  • Lack of donor information can hinder follow-up and relationship-building.

When Does Crowdfunding Work Best?

Crowdfunding is most effective for specific, tangible projects where donors can easily see their impact. Keep these tips in mind:

  • Be clear about the problem and how donations will solve it.
  • Set realistic financial goals—average online donations are around $70.
  • Focus on smaller, achievable targets rather than overwhelming amounts.

Potential Drawbacks

Impact on Other Fundraising Efforts

Crowdfunding can sometimes draw attention away from ongoing needs or sustainable support. Donors may feel connected to specific projects but less engaged with the broader mission of the organization.

Risks of Crowdfunding

While security risks are minimal on major platforms, smaller or lesser-known sites may be less reliable. Most large platforms are well-secured, often outperforming nonprofit websites in terms of security.

Deciding If Crowdfunding Is Right for Your Church

Consider crowdfunding if your church:

  • Doesn’t currently engage in online fundraising and wants to test its effectiveness.
  • Has a specific project with a clear goal and timeline.
  • Needs a low-cost, low-risk way to start online fundraising.

Crowdfunding democratizes giving and fundraising, offering a simple way for churches to raise money for specific needs. However, long-term success lies in building ongoing support and fostering deeper relationships with donors.

FAQs About Crowdfunding for Churches

What types of projects work best for crowdfunding? Specific, tangible projects with clear outcomes and achievable goals work best. Are crowdfunding platforms secure? Most major platforms are secure and reliable, offering better security than many nonprofit websites. How much does crowdfunding cost? Fees typically range from 3% to 7% of the donation amount, covering platform and processing costs. Can crowdfunding replace traditional fundraising methods? Crowdfunding is a useful supplement to traditional methods but shouldn’t replace efforts to build ongoing support.

For more information on legal and tax issues connected to crowdfunding, see The Pros and Cons of Crowdfunding.

For a better understanding of the potential legal and tax issues connected to crowdfunding, see “The Pros and Cons of Crowdfunding

3 Areas to Consider in Evaluating Your Church’s Emergency Preparedness

Make sure you have plans in place for various categories of emergencies.

What would happen to your ministry if one of your key church leaders dies? Or who would be prepared to step in if one of the pastoral staff gets into a serious car accident and becomes disabled? Are you ready to deal with these occurrences?

Emergency preparation is geared toward anticipating issues that could occur and having plans and people in place to respond to them. The goal is to be able to adequately respond to a situation that does occur, despite carrying out your best prevention practices. There are three areas that a church should concern itself with when thinking about emergencies.

Internal Emergencies. These are threats that specifically affect your church or church members directly. These include accidents, medical emergencies, fires, thefts, arrests, deaths, or natural perils. Upon having an internal emergency, an immediate, planned response gives the best opportunity to be a part of the solution instead of adding to the problem.

Local or Regional Emergencies. These are dangers that occur in your church’s local surroundings, though the church may not be directly impacted. These emergencies include floods, chemical spills, tornados, or anything involving mass injuries or deaths. As a caring congregation, you will want to respond effectively.

National Emergencies. These events may impact thousands. Examples include hurricanes, earthquakes, wildfires, and events like September 11, 2001. You may choose to offer aid, but you will want to do this safely, and without overexposing your ministry to liabilities.

You may go years without being involved in tragedies or incidents that affect your congregation. But churches that have emergency plans in place have a much better chance of minimizing damages—and they are faster to recover when danger strikes.

The editorial team of Church Law & Tax is made up of Matthew Branaugh, attorney-at-law, and Rick Spruill, digital content manager.

Child Abuse Prevention and Reporting: Protecting Your Church in the #MeToo Era

Webinar Recording: Create a plan for your church to help prevent child abuse and sexual harassment.

Loading the player...

Best Accounting Practices for Multisite Churches

Explore best accounting practices to ensure financial health and compliance for multisite churches.

Last Reviewed: January 25, 2025

Q: We are planning the launch of our first multisite campus, including a central accounting hub. Is there anything we need to know? Let’s explore best practices for accounting for multisite churches.


How Should Donations Be Tracked Across Campuses?

Tracking donations by campus is essential. This creates “cost centers” for generating financial health reports for each location. However, it’s crucial to address how to handle mailed-in checks without campus preference and ensure donors can update their campus affiliation. Robust software can help prevent reporting errors caused by donor transitions.

What Are the Implications of Donor-Restricted Funds?

Designating gifts to specific campuses creates donor-restricted funds. By law, these funds must be used exclusively for the designated campus. Using funds for other purposes could result in legal violations. Communicate clearly that all gifts go to the church’s general fund and campus preference is used for reporting only.

What Communication Strategies Should We Use?

Ensure your team, including preachers and communications staff, delivers consistent messages. For example: “All gifts support the church’s general fund. Campus preference helps us understand financial health.” Monitor language on websites and publications to avoid unintended donor restrictions.

How Can Multisite Churches Maintain Compliance?

  • Develop clear policies for tracking donations and expenses by campus.
  • Inspect financial reports regularly to ensure accuracy.
  • Train staff on legal requirements for donor-restricted funds.

FAQs

1. Why is tracking donations by campus important?

It provides insights into financial health and allows each campus to work toward self-sustainability.

2. Can donor-restricted funds be reallocated?

No. Legally, funds must be used for their designated purpose. Reallocating them violates donor intent and the law.

3. What are cost centers in accounting?

Cost centers track income and expenses for specific locations, enabling detailed financial reporting.

4. How can software improve campus accounting?

Advanced accounting software can accurately allocate donations and provide detailed reports by campus.

Final Thoughts

Multisite churches face unique accounting challenges. By tracking donations accurately, complying with donor restrictions, and communicating clearly, you can ensure financial health and legal compliance. For more resources, visit Church Law & Tax.

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.

Can a Retired Minister Receive a Housing Allowance?

Discover how retired ministers can receive housing allowances and navigate IRS rules for maximum benefit.

Last Reviewed: January 18, 2025

Can a retired minister receive a housing allowance? This is a common question, and the answer depends on specific IRS regulations and definitions. Let’s explore the guidelines and considerations related to housing allowances for retired ministers.

What Does the Tax Code Say About Housing Allowances?

According to Treas. Reg. 1.107-1(b), “The term rental allowance means an amount paid to a minister to rent or provide a home, if such amount is designated as a rental or a housing allowance pursuant to official action taken in advance of such payment by the employing church or other qualified organization.”

Note: The IRS uses the term “rental allowance,” but it applies to both rented and owned housing. For simplicity, this article uses “housing allowance” to encompass both scenarios.

Can Denominational Pension Plans Declare Housing Allowances?

Yes, denominational pension plans can designate housing allowances for retired ministers under Revenue Ruling 75-22. The IRS recognizes denominational pension plans as “other qualified organizations,” allowing them to declare a portion—or all—of retirement benefits as a housing allowance. This is permissible as long as the retired minister has severed their relationship with the local church.

What About 401(k) or 403(b) Plans?

For secular 401(k) or 403(b) plans, or 403(b) plans established by a local church, clarity is limited. However, if the plan was developed by the employing church, it likely qualifies under the IRS regulation’s reference to “the employing church.” Consult detailed guidance, such as the Church & Clergy Tax Guide, for further insights.

Can Spouses of Deceased Clergy Receive Housing Allowances?

No, spouses of deceased clergy cannot receive housing allowances. To qualify for a housing allowance, the recipient must meet two criteria:

  • They must be a credentialed minister.
  • The allowance must represent compensation earned from ministerial duties.

A spouse who later becomes a credentialed minister would need to earn compensation from their own ministerial duties to qualify for a housing allowance.

How Does the Housing Allowance Apply to Assisted Living?

The IRS provides specific guidance regarding assisted living arrangements:

  • If a lump sum fee is paid to enroll in an assisted living facility, the housing allowance can only be applied to the payment in the year it was made.
  • If annual fees are paid instead of a lump sum, the housing allowance can apply to the fees, provided they are connected to housing-related expenses (e.g., rent or utilities).
  • Expenses for food, housekeeping, medical care, or other non-housing-related services are not eligible for the housing allowance.

Financially, annual fee structures often provide more flexibility for applying the housing allowance compared to lump sum payments.

FAQs About Housing Allowances for Retired Ministers

What is a housing allowance?

A housing allowance is a portion of a minister’s compensation designated for housing-related expenses, including rent, mortgage, utilities, and furnishings.

Can retired ministers receive a housing allowance?

Yes, retired ministers can receive a housing allowance if it is designated by their employing church or a qualified denominational pension plan.

Do housing allowances apply to spouses of deceased clergy?

No, spouses of deceased clergy are not eligible for housing allowances unless they are credentialed ministers earning compensation for ministerial duties.

Can a housing allowance cover assisted living expenses?

Yes, but only for housing-related expenses. Lump sum payments can be applied in the year they are made, while annual fees may qualify if tied to housing costs.

Conclusion

Retired ministers can benefit from housing allowances when properly designated by their employing church or denominational pension plan. Understanding IRS guidelines ensures compliance and maximizes benefits. Always consult resources like the Church & Clergy Tax Guide for detailed advice.

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

Who Is a Minister for Federal Tax Reporting Purposes?

Understand the IRS’s five-factor test to determine ministerial status for federal tax reporting.

Last Reviewed: January 17, 2025

Q: We have someone on staff we call our pastor of education, but some members on our board aren’t sure she qualifies as a minister when reporting income taxes. How can we know for sure?


In deciding if a person is a minister for federal income tax reporting, the following five factors must be considered:

  1. ordained, commissioned, or licensed status (required);
  2. administration of sacraments;
  3. conduct of religious worship;
  4. management responsibilities in the local church or a parent denomination; and
  5. whether the person is considered a religious leader by the church or parent denomination.
Richard R. Hammar is an attorney, CPA and author specializing in legal and tax issues for churches and clergy.

Guiding Bivocational Ministers Through the Tax Maze

Key tax tips for bivocational pastors to manage dual roles and stay compliant.

Last Reviewed: January 10, 2025

Vince Stover left a full-time pastor’s job and moved 250 miles with his wife, Katie, to a city where the couple didn’t know a soul. He found a job in insurance sales and planted Bible Pathway Baptist Church in Lexington, Kentucky. The couple started a family, welcoming sons Brett and Camden.

Yet it was the prospect of filing his annual tax return—for the first time as a bivocational pastor—that kept him awake some nights.

“I was scared to death,” said Stover, who still pastors Bible Pathway but now sells advertising and programming time for a local radio station. “I had been a pastor before, and we did our taxes ourselves. But I knew there was a lot more involved now.”

Stover sought help from a qualified accountant, a smart move for many bivocational pastors facing complex tax issues. Here’s how others in similar situations can navigate the challenges of tax preparation while serving both in ministry and secular work.

Understanding the Growing Role of Bivocational Pastors

About one-third of pastors hold a secular job alongside their ministry, according to a survey by the National Association of Evangelicals. As churches shrink or budgets tighten, bivocational ministry is becoming more common. Yet, for many, the associated tax complexities can feel overwhelming.

Frank Sommerville, CPA and senior editorial advisor for Church Law & Tax, highlights a common issue: “You have all these additional problems created especially in smaller churches where the treasurer may have no formal training to do all these things.”

A Daunting, Complex Task

Tax law compliance for bivocational pastors is often daunting. Both the church and the pastor must understand their respective roles, including managing housing allowances, reimbursements, and income reporting. Sommerville advises seeking expert guidance early.

Seeking Professional Guidance

Many pastors turn to professionals for assistance. CPA Elaine Sommerville suggests asking tax preparers about their experience with ministers’ returns and their understanding of the housing allowance. A professional well-versed in ministerial taxes can help avoid costly mistakes.

Key Questions to Ask Your Tax Professional

  • How many ministers’ tax returns do you handle annually?
  • What do you do to stay current on tax laws affecting ministers?
  • What is your understanding of the ministerial housing allowance?

The Importance of Record-Keeping

For bivocational pastors, detailed record-keeping is critical. Mileage logs, receipts, and documentation of expenses should be maintained consistently to avoid missed deductions. Elaine Sommerville emphasizes using tools like phone apps or notebooks to log mileage at the time it is driven.

Tips for Effective Record-Keeping

  • Track all mileage driven for ministry purposes.
  • Save receipts for church-related expenses.
  • Use apps or spreadsheets to maintain organized records.

Tax Savings Strategies

Understanding the Housing Allowance

The ministerial housing allowance is one of the most significant tax benefits for pastors. Up to 100% of a minister’s salary can be allocated to a housing allowance, providing substantial tax savings. However, it is still subject to self-employment tax.

Accountable Expense Reimbursement Plans

Switching from taxable allowances to accountable reimbursement plans can lower tax liability. These plans reimburse expenses like mileage tax-free, but they require detailed records.

FAQs About Bivocational Pastors and Taxes

What is the biggest tax mistake bivocational pastors make? Failing to withhold taxes or properly estimate self-employment taxes, leading to unexpected liabilities. Can a pastor allocate their entire salary as a housing allowance? Yes, but it remains subject to self-employment tax. Proper documentation is essential. What if my tax preparer doesn’t understand ministerial taxes? Seek a professional with expertise in this area. Ask specific questions to ensure they are qualified. How can churches support bivocational pastors? Provide training for treasurers and adopt accountable reimbursement plans to help minimize tax burdens.

Conclusion

Bivocational pastors like Vince Stover demonstrate resilience and dedication. By seeking professional advice, maintaining detailed records, and leveraging available tax benefits, they can navigate the complexities of their dual roles with greater confidence.

Should a Church Own or Rent Vehicles?

Two church leaders weigh in on this question.

First Evangelical Free Church of Fullerton, California—known as EvFree Fullerton—has wrestled a lot with the question of whether to buy or own.

Right now, EvFree, which averages a combined 2,500 people at its three Sunday services, has made the decision to own a variety of vans and buses.

“We don’t really drive our big bus a ton—maybe 10 times a year,” said John Schaefer, assistant executive pastor for discipleship and care. “So when finances are [tight], saying I’m going to spend $20,000 on tires for that bus is tough. But if you’re going to have them, you need to maintain them.”

It’s no surprise, then, that concerns about owning vehicles come up fairly often at EvFree.

“A part of the conversation that we have with our staff, probably every six months, is, ‘Do we really want to be in the vehicle business? Or is it more cost effective to rent a bus?’” said Schaefer.

One possibility would be to charter a bus with professional drivers, he added. But one reason the church decides to avoid that route is the lack of flexibility. For example, the church couldn’t decide at the last minute to take a ministry trip.

If the church suddenly didn’t own its vehicles, explained Schaefer, “it would really change how we do certain ministries.”

John Trotter, elder and administrator for the Edmond Church of Christ in Edmond, Oklahoma, said the 1,200-member congregation rents from a reputable dealer with a high standard of vehicle maintenance.

“When a van gets to about 50,000 miles, they put it up for auction and get a new one,” Trotter said. “For short-term trips, I would highly recommend renting as opposed to owning because of maintenance.”

If a church is going to use a vehicle infrequently, it might make more sense to rent rather than buy, Trotter added. He explained that doing so allows the church to rely on the rental company to provide proper maintenance, and often it will mean the use of newer vehicles.

To explore risk-management issues related to both rental and church-owned vehicles see “6 Questions to Assess Vehicle Insurance.”

When Volunteers Drive for Your Church

Tips for handling this critical area of risk-management.

To help churches better understand some of the issues involved with volunteer drivers, we talked with Frank Sommerville. He is an attorney and editorial advisor for ChurchLawAndTax.com.

What should you know before allowing volunteers to drive on behalf of the church?

You should ask for their driver’s license number and check their driving record, and then you need to ask for confirmation of insurance. The higher the limits, the better is my philosophy. But you want to make sure that they have at least the minimum coverage the state requires.

In your experience, are churches generally aware of the need to protect themselves when someone is driving a personal vehicle on the church’s behalf?

Many churches assume that if it’s not a church-owned vehicle, then the church has no responsibility. And that’s just a falsehood. Anytime somebody is driving on church business, even as a volunteer, the church has some responsibility. That’s what they don’t realize.

Are their special vehicle licenses volunteers and staff need in order to drive the church van or bus?

No, unless it’s a vehicle larger than a 15-passenger van. Buses require a commercial license. The 15-passenger van is so popular because it’s the largest vehicle that can be driven without a special license. But I would caution against using 15-passenger vans. There are too many risks. They are just too unstable on the road. It’s worth mentioning that federal law prohibits school districts from using them.

What other advice would you give churches when it comes to volunteers who drive for the church?

It’s a good idea to have a transportation policy that covers expectations when it comes to your drivers—both staff and volunteers. Further, if you have volunteers who are going to be driving, say, on a church mission trip, they have to be cleared through the church office beforehand. Again, you’ll run the driver’s license, check on their driving record, and verify their insurance.

What about rented vehicles? Are churches covered through their own insurance plan or through the rental company’s plan?

Some insurance companies have a rider—or add-on provision—that covers driving a rental on church business. But that needs to be verified with your insurance company. Generally, it’s a whole lot more expensive to purchase insurance through the rental agency. So, I don’t recommend doing so, just because I’m not sure that it’s a good financial decision. Again, a church must verify that it is fully covered by its insurance company.

To help make informed decisions about your church’s vehicle insurance needs, see “6 Questions to Assess Vehicle Insurance.” To gain a better understanding of church insurance in general, see the downloadable resource Understanding Church Insurance.

Child Abuse Reporting Laws: 22 Facts Church Leaders Should Know

How state laws define who must report actual or suspected abuse, when a report must be made, and how.

Last Reviewed: March 18, 2025

1. Every State Has a Reporting Law

All 50 states passed child abuse reporting statutes beginning in the 1960s. These laws are updated frequently—sometimes to clarify language, sometimes to expand definitions or penalties. In the early 2020s:

  • Three states added clergy to their list of mandatory reporters
  • Two states increased criminal penalties for failing to report

Action Step: Regularly consult with legal counsel to stay current.

2. Definitions of Abuse Vary

Most states define child abuse to include:

  • Physical abuse
  • Emotional abuse
  • Neglect
  • Sexual abuse

Some states define abuse broadly, regardless of the abuser’s relationship to the child. Others limit it to parents or custodians.

Important: Abuse doesn’t have to occur on church property or involve church staff to trigger a reporting obligation. Disclosure in a casual conversation or through observation can still require a report.

3. Mandatory Reporter Definitions Differ

Some states (e.g., Florida, Delaware) define mandatory reporters as any person who suspects abuse. Others list specific occupations—many now include clergy explicitly.

Church staff who also serve as teachers, counselors, or daycare employees may qualify under these roles even if “clergy” isn’t listed.

4. What About Volunteers and Ministry Directors?

The law is less clear on volunteers and children’s ministry directors. Definitions vary by state. Watkins recommends:

“Find a way to report it—and document it. It’s not worth the risk.”

In “any person” states, ambiguity decreases. Everyone is expected to report.

5. Permissive Reporters

If your state doesn’t designate clergy as mandatory reporters, you’re likely a permissive reporter. You’re encouraged—but not legally obligated—to report abuse.

6. Don’t Rely on Clergy-Penitent Privilege

Confidential counseling doesn’t always exempt a minister from reporting abuse. Laws vary:

  • Some states exempt ministers from reporting privileged information.
  • Others prohibit introducing privileged information in court but still require reports to agencies.
  • Privilege usually applies to court testimony—not to filing a report with authorities.

Even if the privilege applies, it may not cover:

  • Non-confidential disclosures
  • Observations outside of counseling

7. Reporting Deadlines Can Be Tight

Most states require reports to be made immediately, often within:

  • 24 to 48 hours
  • As little as 12 hours (Connecticut)

Failure to report promptly can result in prosecution.

“The time limits scare me the most,” says Watkins. “It’s an emotional issue and creates pressure.”

Action Step: Develop a clear, proactive plan using tools like Reducing the Risk training.

8. There’s a Process to Follow

Reporting usually involves:

  1. A phone call to a designated agency
  2. A follow-up written report (in some states)
  3. Details including names, addresses, ages, and the nature of the abuse

Review your state’s statute carefully.

9. Consequences for Failing to Report

Failing to report known or suspected abuse can result in:

  • Misdemeanor or felony charges
  • Fines ranging from hundreds to tens of thousands of dollars
  • Jail time (up to 5 years in some states)

Example: A Pennsylvania priest was convicted of a felony for failing to report another priest’s abuse.

10. Civil Lawsuits Against Mandatory Reporters

In at least eight states, victims can sue mandatory reporters who failed to act. These suits can be filed years after the failure.

Risks include:

  • Legal costs
  • Court-ordered damages
  • Emotional and time burdens
  • Public criticism and media coverage

11. Civil Liability for Churches

Some churches have been sued for failing to report, but courts have mostly rejected these claims unless gross negligence is proven.

12. Negligence Per Se

Some states treat failure to report as negligence per se, meaning guilt is presumed without further evidence. This increases legal exposure even in the absence of civil liability laws.

13. Use of Hotlines and Online Forms

Most states offer 24/7 hotlines or online reporting portals. However:

  • Not all states clarify whether these meet legal requirements.
  • Confirm with legal counsel and state officials before relying on them.

14. Internal Reporting Isn’t Enough

In some states (e.g., New York), mandatory reporters must notify:

  • The state
  • A designated leader within their organization

But notifying a church supervisor alone is not sufficient unless state law explicitly allows it (e.g., Missouri).

15. No Blocking Reports

It’s illegal in many states to stop someone from reporting abuse. Church leaders and supervisors must never discourage or delay a report.

16. Retaliation Is Prohibited

Many states protect reporters from retaliation by employers. Churches must avoid punishing employees or volunteers who file reports in good faith.

Every state provides limited immunity for individuals who report abuse in good faith. However:

  • Reports must be based on “reasonable cause”
  • Malicious or knowingly false reports may result in liability

18. Confidentiality of Reporters

Most laws protect the reporter’s identity from disclosure to the accused. Some allow disclosure to agencies or prosecutors.

A few states require reporters to identify themselves—but still protect their identities from the accused.

19. When an Adult Reveals Past Abuse

If an adult discloses past abuse from their childhood:

  • Some states (e.g., California) require a report—even if the person is now over 18.
  • Other states impose limits if too much time has passed.

Check your state’s statute for specific guidance.

20. Faith Healing and Definitions of Abuse

Some states recognize spiritual treatment as a valid alternative to medical care. Children treated only by prayer may not automatically qualify as abused under these laws.

21. Training and Employer Responsibilities

Some states require or encourage training for mandatory reporters. Examples:

  • Oregon mandates training
  • New York requires employers to give written reporting info
  • California urges employers to provide training—even if not required

Recommendation: All churches should offer training for staff and volunteers.

22. Know Your State’s Statute of Limitations

Statutes of limitation vary, but many states have extended or eliminated them for child abuse claims.

Key points:

  • The clock usually starts at age 18 for victims
  • Some states apply the “discovery rule,” starting the clock when the abuse is remembered
  • Others use legal concepts like “tolling” to suspend deadlines

Action Steps:

  • Retain all records related to staff and volunteer screening
  • Permanently keep insurance documentation
  • Consult legal counsel if you learn of historic abuse at your church

Final Advice

The law around child abuse reporting is complex and ever-changing. Church leaders must:

  • Know their state’s current law
  • Build a clear reporting plan
  • Train all relevant staff and volunteers
  • Seek legal guidance when in doubt

“Leaders need to know there are resources to help. They are not acting alone.” —Dennis Watkins

Richard R. Hammar, J.D., LL.M., CPA, is co-founder and senior editor of ChurchLawAndTax.com. Matthew J. C. Branaugh, J.D., is an attorney and editor of ChurchLawAndTax.com.

Are Criminal Background Checks Legally Required for Youth Ministry Workers?

A California case shows why criminal background checks for youth ministry workers are advisable.

Last Reviewed: September 14, 2024

1. Introduction & Case Overview

A 2017 appellate court decision in California involving a youth soccer organization holds powerful implications for church leaders.

Why It Matters

In Doe v. United States Youth Soccer Association, the court ruled that organizations have a legal duty to perform criminal background checks on employees and volunteers. If they don’t, they could be liable for sexual abuse committed by unscreened individuals.

This was the first reported case in the U.S. where a court clearly reached this conclusion. Although the ruling is binding only in California, it may influence courts in other states.

Key takeaway: All youth-serving organizations—including churches—must take this ruling seriously.


What Happened

  • A 12-year-old girl was sexually abused by her soccer coach.
  • She sued multiple soccer associations—national, state, and local—for negligence and willful misconduct.
  • Her claim: The organizations failed to screen the coach, educate her or her parents, or warn them about the risks of sexual abuse.
  • A trial court dismissed her case, stating the organizations had no duty to protect her from the criminal actions of a third party.
  • The plaintiff appealed.
  • The state appeals court reversed the dismissal, ruling that the defendants had a duty to conduct criminal background checks for anyone interacting with minors in their programs.

3. The KidSafe Program

In 1994, U.S. Youth Soccer recognized that pedophiles were being drawn to youth sports programs. In response, it developed the KidSafe Program.

Program Features

  • Designed to educate adults and players about preventing and detecting sexual abuse.
  • Aimed to exclude anyone convicted of felonies, violent crimes, or crimes against persons.
  • Materials included:
    • Pamphlets distributed to state associations.
    • Training guidelines for parents and volunteers.
    • Lists of red flags and safety tips.
    • Presentations at national and regional meetings.

Implementation Gaps

  • Training was not mandatory for local coaches or volunteers.
  • No meetings were held with parents to explain the program.
  • The local and state associations did not proactively share the pamphlets with parents.

4. Coach’s Conduct & Organizational Response

After joining a local soccer club in 2011, the plaintiff experienced a series of troubling interactions with her coach that violated multiple safety guidelines.

Violations Included:

  • Being alone with the minor during practices and travel.
  • Excessive and inappropriate physical contact.
  • Use of foul language and harsh discipline.
  • Grooming behavior: Visiting the family, offering rides, and building trust to gain unsupervised access.

Organizational Response:

  • After parent complaints, the coach was reassigned—not removed.
  • He continued to select the plaintiff for practices.
  • In November 2011, the club suspended him—but did not inform the girl’s parents of the reason, failing to alert them to the risk.

5. Criminal Records Checks & Oversight Failures

Background Screening Policy

U.S. Youth Soccer required its state affiliates to collect and screen criminal conviction data for adults interacting with youth. It even negotiated $2.50 background checks with a national provider and tracked which affiliates complied.

Key Failures

  • The local club did not run background checks, despite a history of abuse by other volunteers.
  • When the coach applied in 2010, he lied on his self-disclosure form, denying any past offenses.
  • He had a 2007 domestic violence conviction, which would have been flagged by a background check.
  • Despite knowing self-disclosure was unreliable, national youth soccer made screening optional.
  • Risk management memos acknowledged that not screening could lead to liability.

The court ruled that the plaintiff’s negligence claim could move forward, based on the defendants’ failure to:

  • Conduct criminal background checks.
  • Warn or educate families about the risk of sexual abuse.

Duty to Protect

Although there’s generally no legal duty to protect someone from a third party’s criminal actions, exceptions exist.

“A defendant may owe an affirmative duty if there’s a special relationship and foreseeable harm.”

The court found such a special relationship between:

  • The plaintiff (a minor) and the youth soccer organizations.
  • Entities that control access and supervision of vulnerable children.

Foreseeability of Harm

The court emphasized:

  • Youth soccer organizations were aware of 2–5 annual abuse cases.
  • The KidSafe Program acknowledged that youth sports attract predators.
  • Prior incidents, including those involving a Hall of Fame coach, showed a pattern.

Rebutting the Defense

  • Defendants claimed the cost and burden of background checks were too high.
  • The court rejected this, noting:
    • Most state associations already did background checks.
    • Checks were inexpensive—and free in California for nonprofits.
    • 900,000 checks at $2.50 would cost $2.25 million—but individuals or teams could bear that cost.

Conclusion:

“Defendants had a duty to require and conduct background checks. Preventing harm to children is a paramount goal. The plaintiff’s complaint states sufficient facts to constitute a cause of action for negligence.”


7. Why This Matters for Church Leaders

Though this case applies directly to California, it sends a clear message to all youth-serving organizations, including churches.

Generally, there’s no duty to protect against third-party crimes—unless:

  1. There’s a special relationship.
  2. Harm is reasonably foreseeable.

In this case, both conditions were met.

Church Application

  • Like sports organizations, churches that work with minors have a special relationship.
  • The risk of abuse is reasonably foreseeable, especially when:
    • There’s a known history of incidents.
    • Preventative measures like background checks are easy and affordable.

8. Understanding Pedophilia & Offender Behavior

What Is Pedophilic Disorder?

Defined by the DSM-5 as:

  • Intense, recurrent sexual urges or behaviors involving prepubescent children.
  • Offender is at least 16 years old and 5 years older than the victim.
  • Causes distress or has been acted upon.

Key Characteristics (from FBI & ATSA sources):

  1. Promiscuity – Often have many victims.
  2. Predatory Behavior – Grooming through access, trust, and authority.
  3. Incurability – Psychological disorder with no known cure.
  4. High Recidivism Rates – Offenders frequently reoffend.

“Predatory pedophiles, especially those who molest boys, are the sex offenders who have the highest recidivism rates.” — Association for the Treatment of Sexual Abusers

Bottom line: Youth-serving programs—including churches—are prime targets for these offenders. Constant vigilance is non-negotiable.


9. Risk Management Implications for Churches

This case was the first reported ruling that clearly established a legal duty for youth-serving charities to run background checks.

Why Background Checks Are a Best Practice

  1. National precedent: Many nonprofits and public schools already require them.
  2. Community standard: Not following it may be viewed as negligence in court.
  3. Legal trends: Other courts may adopt similar reasoning in future cases.

10. 14-Point Risk Management Strategy for Churches

Church leaders should adopt a comprehensive risk management strategy, not just background checks.

1. Interview Applicants

Ask about past work with children and assess suitability.

2. Written Applications

Include:

  • Personal details
  • Criminal history
  • List of prior youth organizations
  • Two or more references

3. Institutional References

Prior employers in youth settings offer the most reliable insight. Follow up by phone and document conversations.

4. Six-Month Rule

Only allow volunteers with six months of active membership to serve with minors.

5. Benchmarking

Compare your policies with:

  • Public schools
  • YMCA
  • Scouts
  • Other churches

Have an attorney regularly review your screening policies.

7. Two-Adult Rule

Never allow a child to be alone with an unrelated adult.

8. Criminal Background Checks

Run checks on all youth workers. Exclude anyone on a sex offender registry or with disqualifying crimes.

9. Prompt Abuse Reporting

Know your state’s laws. Report suspected abuse immediately. Keep written records of all reports.

10. Address High-Risk Behavior

Immediately act on:

  • One-on-one trips
  • Sleepovers
  • Excessive photo-taking
  • Private meetings

11. Social Media Policy

Prohibit private messaging between youth leaders and minors. Model your policy on local public schools.

12. Training

Regularly train staff and volunteers to recognize and report abuse. Review these 14 recommendations during sessions.

13. Supervision Standards

Ensure adequate supervision by:

  • Locking unused spaces
  • Using cameras
  • Avoiding early releases
  • Being vigilant during off-site activities

14. Use of Video Technology

Install cameras in key areas:

  • Nurseries (for safety and documentation)
  • Hallways outside restrooms
  • Entrances and gathering spaces

Final Note

Key Point: These strategies are not just about legal compliance—they’re about protecting vulnerable children. When protection is the primary goal, churches are more likely to maintain long-term, consistent safety practices.

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

Why Every Church Needs a Sexual Harassment Policy

The growing numbers of allegations highlight the need for appropriate responses.

Last Reviewed: June 17, 2025

Churches are not immune to allegations of sexual harassment, yet many church leaders remain without a clear understanding of what sexual harassment is — and how to reduce the risks.

What Is Sexual Harassment?

Sexual harassment is a form of sex discrimination prohibited under Title VII of the Civil Rights Act of 1964.

The Equal Employment Opportunity Commission (EEOC) defines it as:

“Harassment on the basis of sex is a violation of Section 703 of Title VII.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
  2. Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual; or
  3. Such conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.”
    (29 CFR 1604.11(a))

Types of Sexual Harassment

  • Quid Pro Quo Harassment:
    Employment opportunities are conditioned on submission to a sexual or social relationship.
  • Hostile Environment Harassment:
    An intimidating, hostile, or offensive work environment is created through unwelcome sexual conduct.

  • The terms quid pro quo and hostile work environment are not found in Title VII or EEOC regulations. They originated in academic writing and were later adopted by the courts.
    (Burlington Industries v. Ellerth, 1998)
  • Title VII does not prohibit minor teasing, offhand comments, or isolated incidents unless extremely serious.
    Conduct must be “so objectively offensive as to alter the conditions of the victim’s employment.”
    (Faragher v. City of Boca Raton, 1998)

Voluntary vs. Unwelcome Contact

Consent is not a defense against sexual harassment claims.

The US Supreme Court explains:

“The fact that sex-related conduct was voluntary in the sense that the complainant was not forced to participate against her will is not a defense to a sexual harassment suit… . The correct inquiry is whether [the victim], by her conduct, indicated that the alleged advances were unwelcome.”

Even voluntary contact can be unwelcome and actionable.


How Common Is Sexual Harassment?

Surveys show:

  • 50%–60% of women report experiencing workplace harassment.
  • Most surveys focus on secular employers; a 2020 nationwide survey conducted by Church Law & Tax revealed it occurred more frequently than many might expect in churches and ministries.
  • Victims often feel angry, humiliated, or ashamed.
  • 20% of victims never report harassment due to fear of retaliation or belief that nothing will change.
  • Only half of employers have adopted a sexual harassment policy.
  • 34% of respondents were unsure what to do if harassment occurred.

EEOC Data (between fiscal years 2018 and 2021):

  • 27,291 charges alleging sexual harassment;
  • With the #MeToo movement’s visible rise in 2017, 7,609 sexual harassment charges were brought in 2018 compared to 6,696 in 2017 – an increase of 13.6%;
  • Between 2018 and 2021, sexual harassment charges accounted for 27.7% of all harassment charges compared to 24.7% between 2014 and 2017; 
  • 78.2% of complaints between 2018 and 2021 were brought by women.


Employer Liability for Sexual Harassment

Employers, including churches, can be liable under several conditions.


Rule 1: Quid Pro Quo Harassment by Supervisors

  • A supervisor conditions employment benefits on submission to a sexual relationship.
  • Employer is automatically liable, even without knowledge of the conduct.

Rule 2: Harassment by Nonsupervisory Employees

Employers are liable if:

  • They knew or should have known about the harassment, and
  • Failed to take immediate corrective action.
    (29 CFR 1604.11(d))

Rule 3: Harassment by Nonemployees

Employers may be liable if:

  • They knew or should have known about harassment by nonemployees and
  • failed to act.
    (29 CFR 1604.11(e))

Rule 4: Hostile Environment Harassment by Supervisors (Tangible Employment Action)

If harassment results in:

  • Firing
  • Demotion
  • Failure to promote
  • Changes in pay or benefits

Employer is strictly liable, even without knowledge.
(Ellerth and Faragher rulings, 1998)


Rule 5: Hostile Environment Harassment by Supervisors (No Tangible Employment Action)

Employer may still be liable but can assert an affirmative defense.


Rule 6: Employer’s Affirmative Defense

To claim an affirmative defense, an employer must show:

  1. Reasonable care was exercised to prevent and promptly correct harassment (e.g., sexual harassment policy and training).
  2. The employee unreasonably failed to use complaint procedures.

Why Churches Must Have a Sexual Harassment Policy

A strong written policy:

  • Does not protect against all liability.
  • Can serve as a defense when no tangible employment action occurs.
  • Encourages employees to report harassment early.

EEOC guidance:

“Prevention is the best tool for the elimination of sexual harassment.”


Essentials of a Church Sexual Harassment Policy

A good policy should:

  • Clearly define quid pro quo and hostile environment harassment.
  • Encourage prompt reporting.
  • Protect against retaliation.
  • Ensure confidentiality.
  • Outline immediate and firm disciplinary actions.

Tip: Always consult an attorney when drafting a policy.


Additional Steps for Churches

Churches should:

  • Communicate the policy to all employees.
  • Investigate all complaints immediately.
  • Discipline offenders appropriately.
  • Follow up with victims.
  • Review insurance coverage for employment claims.
  • Determine whether state law mandates annual sexual harassment prevention training.

Examples Illustrating Sexual Harassment

Quid Pro Quo by Supervisor

  • Supervisor conditions employment on sexual favors.
  • Church is liable, regardless of policy.

Persistent Invitations by Coworker

  • Repeated dinner requests.
  • Liability only if behavior is severe and church leadership failed to act.

Supervisor’s Harassment and Termination

  • Dismissal following rejection of advances.
  • Church liable even without prior knowledge.

Supervisor’s Harassment Without Termination

  • Affirmative defense possible if policy exists and employee failed to report.

Churches Not Covered by Title VII

  • Still may face liability under state laws or other legal theories.

Case Studies: Sexual Harassment in Churches

Sanders v. Casa View Baptist Church (1998)

  • Church not liable — took prompt corrective action.

Jonasson v. Lutheran Child and Family Services (1997)

  • Church liable — failed to respond adequately over years.

Elvig v. Calvin Presbyterian Church (2004)

  • Hostile environment claims allowed; ministerial termination claims barred.

Carnesi v. Ferry Pass United Methodist Church (2000)

  • Lawsuit dismissed to avoid church-state entanglement.

Dolquist v. Heartland Presbytery (2004)

  • Church liable for failure to supervise.

Black v. Snyder (1991)

  • Consent is not a defense; harassment claim allowed.

Father Belle v. State Division of Human Rights (1996)

  • Employer strictly liable for supervisor’s harassment.

Smith v. Raleigh District (1999)

  • Church liable for harassment of nonministerial employees.

Smith v. Privette (1998)

  • Case allowed to proceed under neutral legal principles.

Bolin v. Oklahoma Conference (2005)

  • No harassment severe enough to alter employment.

Brown v. Pearson (1997)

  • No fiduciary duty found; denomination not liable.

Alcazar v. Corporation of Catholic Archbishop (2006)

  • Ministerial exception limited; hostile environment claims allowed.

Wooten v. Epworth United Methodist Church (2007)

  • Church liable; denomination not employer.

2008 WL 5216192

  • Behavior inappropriate but not severe or pervasive.

2012 WL 2912516

  • Church liable despite lack of prior knowledge.

Peacock v. UPMC Presbyterian (2016)

  • Three isolated incidents not enough for hostile environment.

Conclusion: Key Takeaways for Churches

Sexual harassment is a serious legal and moral issue — and churches are not exempt from liability.
To protect both staff and the mission, churches must be proactive.

Key Points to Remember:

  • Understand the definitions of quid pro quo and hostile environment harassment.
  • Adopt and communicate a strong sexual harassment policy.
  • Investigate all complaints immediately and thoroughly.
  • Review and strengthen insurance coverage for employment-related claims.
  • Conduct ongoing training for staff and supervisors—whether or not state law requires it.
  • Recognize that state laws may apply even when Title VII does not.

Final Thought

Prevention is the best defense.
By implementing strong policies, taking complaints seriously, and responding swiftly, churches can protect their people, their ministry, and their legal standing.

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.

Church Vehicle Insurance: 6 Questions to Ask

Managing the money of the church includes being up-to-date on insurance policies.

After Hurricane Harvey struck southeast Texas, an Oklahoma church sent 150 people to help with disaster relief.

Before they left, church leaders rented 18 vans and required volunteer drivers to complete an online training course.

This was in addition to making sure the vehicles, drivers, and passengers had insurance coverage.

“God forbid, if we had an accident with a van load full of people—you can run up some pretty high medical expenses,” said John Trotter, elder and administrator for the Oklahoma church.

Managing the money of the church includes being up to date on insurance policies.

This means knowing what types of coverage are essential and that all drivers and vehicles are covered. It also means adequate coverage limits.

Here are six questions to help church leaders when evaluating vehicle insurance coverage.

1. When does a church need vehicle insurance?

Of course, if a church owns a vehicle, it clearly needs a policy to cover that vehicle. If a church plans to rent a vehicle, it needs appropriate insurance. This can be obtained through its own company or through the rental company. (Whether or not to purchase insurance through a rental company is handled later in this article.)

In most cases, a volunteer driving his or her own vehicle on the church’s behalf will need personal auto insurance.

The church’s policy generally is responsible for damages and liability beyond the personal auto policy, said Scott Figgins, vice president of underwriting for Brotherhood Mutual Insurance Company.

However, laws vary by state, so the church should discuss specifics with its insurance company.

Churches should discuss “non-owned and hired” (NOHA) insurance coverage, said Tom Strong, GuideOne Insurance’s senior loss control manager. NOHA will offer protection when they rent a vehicle (hired) and when volunteers drive their own vehicles (non-owned), Strong said. In most states, personal insurance is the primary coverage for volunteers driving their own vehicles.

A church policy should also include noninsured motorist coverage, said Eric Spacek, GuideOne’s former risk management and loss control director.

Vehicle insurance for an employee typically will exclude medical coverage “because they should be covered under workers’ compensation statutes,” noted Zach Lutzke, underwriter for Church Mutual. But to keep from being caught off guard, a church should check to make sure employees are fully covered, Lutzke stressed.

2. What specific types of insurance are needed for church employees and volunteers?

Types of vehicle insurance that churches might need include: liability, property damage, uninsured/underinsured motorist (depending on the state), auto medical coverage (this, too, varies by state), hired/non-owned/rental, and various miscellaneous items that could apply to a church, Lutzke explained.

“The most important piece of advice that I can give is for churches to understand their activities and exposures and then discuss those exposures with their insurance representative,” Lutzke said. “The representative should be able to provide insight into what options are available and how each coverage option would apply. “

Most commercial auto policies cover any permissive user, including employees and volunteers, Figgins noted. The policies exclude anyone using a church vehicle without permission.

A personal auto policy “follows you no matter what car you get in,” Figgins explained. “So if you are driving your neighbor’s car, you’re covered. If you are driving a rental car, you’re covered, etc.”

A commercial policy, on the other hand, he said, is “like putting the policy in the glove box of the vehicle, and anyone who operates it (with permission) is covered.”

That means churches need to be careful if they provide a vehicle, for example, to a pastor for his personal use as part of his compensation package. If the vehicle is the only car the pastor has, he could have a gap in coverage if he were to operate another vehicle, Figgins said.

“To avoid this [gap], you can add an endorsement to a commercial auto policy called ‘Drive Other Car Coverage,'” Figgins said. “This would provide named individuals with coverage that would follow them to other vehicles.”

3. What should a church know before allowing someone to drive on its behalf?

The church should check the driving record of a potential driver and verify that the person has insurance coverage that meets the minimum damage and liability limits under state law.

“If the church is submitting an application for insurance, we’ll ask them for [the names of] the primary drivers using the vehicle, and we’ll run a Motor Vehicle Record (vehicle report) on those drivers,” Figgins said.

Charlie Cutler, managing partner for ChurchWest Insurance Services, said that too often a pastor asks someone to drive for a church event who has a couple of accidents and a DUI that nobody in the church knows about. Or, he added, this individual could have a medical condition—such as epilepsy—that could make driving hazardous.

“The main thing to look at [besides insurance history] is whether somebody is physically able to drive and perform the task,” Cutler said.

“A lot of accidents are the result of inexperienced drivers who aren’t familiar with how to operate [certain church-owned vehicles],” Figgins added. “So, we have online training and other resources for people who are regularly going to operate those vehicles, and we think it’s a really good idea to get some practice driving before you put them on the road with a van full of people.”

It’s also crucial that the person is licensed to drive a particular vehicle. In most states, a commercial driver’s license is required for vehicles designed to seat 16 or more passengers, including the driver, Figgins said. In many states, a 15-passenger van is the largest vehicle that can be driven without a special endorsement. But in some cases, even that requires a commercial license. Church leaders should make sure they know state requirements.

4. Exactly how much vehicle insurance coverage does a church need?

The figure most often given by the experts interviewed: $1 million in coverage.

“That’s certainly adequate in most circumstances,” Figgins said. “Then again, if you have a bad accident, it can be significantly more than that. It’s not beyond the realm of possibility to have a multimillion-dollar loss from an automobile accident.”

Therefore, a church should thoroughly discuss coverage options with its insurance company and its board or insurance committee.

5. What about purchasing insurance from the rental company?

“Churches can buy coverage at the time of a rental, and that’s always a valid option,” Figgins said. But in most cases, it’s better for a church to have its own insurance that covers all scenarios. If a church buys insurance on a case-by-case basis, there’s probably going to be a time when it is overlooked.

This means the church end up not being properly covered, he said.

Also, a church’s insurance policy is usually cheaper than buying additional insurance when renting vehicles. This is especially true if the church rents regularly, Lutzke said.

Exceptions

However, there could be exceptions to that general practice, he added.

“Depending on the value of [the vehicle or vehicles] being rented, that limit of insurance may not be enough. Every policy will also have a limit of insurance for liability. So, depending on the contract with the rental company, there may be a need for higher limits of insurance. For example: a contract might require $1 million in auto liability coverage, but the [church] may only have $500,000 liability limits.”

Another possible benefit of purchasing coverage when renting: liability could shift to the rental company. “Depending on contractual agreements that are made, purchasing insurance through the rental company may transfer all of the liability exposure to the rental company. In the event that a claim exceeds limits, the obligation to pay further may fall upon the rental company instead of the [church],” Figgins said.

Figgins also noted that the rental company’s insurance might not have a deductible, making it a cheaper alternative.

“Also, if you have an accident with a rental vehicle, [the rental company] may also charge additional costs for things like the administrative cost of handling the claim, loss of rental income while the vehicle is out of service for repair, diminished value, etc.,” Figgins said. “Usually the coverage provided by the rental car company includes these expenses, whereas the standard commercial auto policy may not. Therefore, it is important to include these potential extra expenses when deciding how to manage this exposure.”

Also, credit card companies include coverage as a value-added benefit if the rental is paid with that particular card.

“Having someone who has this protection on a credit card rent the vehicle could also be a cost-savings method,” he explained.

Finally, the decision of to cover rental vehicles through the church’s insurance policy might come down to frequency.

“If you rent vehicles just a few days per year, you are probably better off with rental coverage,” Figgins advised.

6. What can a church do to promote safety and are there ways promoting safety can also save money on insurance?

Ongoing maintenance on church-owned vehicles is just as important as vetting drivers, Figgins said. That includes regularly inspecting tires, particularly on vans and buses.

“When I talk about vehicles, I talk about not only the driver component, which is very important, but also the equipment,” said Frank Sommerville, attorney and a senior editorial advisor for Church Law & Tax. “Because if you have a church-owned vehicle, typically there’s not anyone who’s responsible for its maintenance, not like a personal vehicle.”

“Churches [generally] don’t use their vehicles that often,” Figgins added. “So even if a tire is new, if it has sat for a long time, that can create a problem. You can have a blowout that can often result in a significant loss.”

Regarding safety issues, Sommerville expressed great concern about the use of 15-passenger vans that can have stability issues.

Working to help ensure safety can also save churches money. Insurance can be less expensive for a church that can demonstrate it vets drivers and takes steps to prevent accidents. Some companies offer credits for safe drivers and vehicle safety features.

But beyond financial considerations, Figgins encourages churches to always keep something else in mind.

“Insurance doesn’t bring kids back that lose their lives in an automobile accident. So, to protect the people of the church and its reputation, it’s important to do the things that are necessary.”

Make Your Church Meeting Agenda Work for You

Consider these approaches as you plan your church meeting.

Robert’s Rules just wouldn’t have clout if it didn’t provide a standard order of business. It provides a six-part agenda that can get you started:

  1. Reading and approval of minutes
  2. Reports from officers, boards, and standing committees
  3. Reports from special committees
  4. Special orders of business
  5. Unfinished business and general business
  6. New business
  7. Most assemblies use this basic plan. Fine.
  8. But have you ever considered whether this approach is efficient for your group? Likely, it’s not. Consider #2. How will you decide who should report first, or report at all? And why delay the big, new, exciting topics (#6) till last?
  9. Here’s today’s good news—there are other options that may work better. (And yes, it’s okay per Robert’s Rules to adopt a different order of business than is outlined above if a majority of the entire membership agrees).
  10. 1. Priority Agenda
  11. This option places the most important items first and then moves downward. For example, don’t leave the coverage of your new five-year strategic plan till the end of a two-hour meeting when everyone is exhausted. Put it at the top. Look at what needs to be accomplished and prioritize.
  12. 2. Consent Agenda
  13. This tactic is one of my favorites because it screams “efficiency.” You simply group non-controversial topics into one vote—one big item on your agenda.
  14. Specifically, it would work like this: Present the agenda. Tell everyone, “Notice the consent agenda at the top of our order of business. It includes items which will not be discussed today because we believe they are non-controversial. We’ll take one vote on all of them—a yes or no on all.”
  15. And then you ask everyone, “Is there anything that you would like to pull off of the consent agenda?” (Why? Maybe there’s an item someone feels is actually controversial or needs to be discussed for a bit.) To be clear, if any member asks to remove an item from the consent agenda, that item should be removed on their request. No vote about the removal is needed.
  16. Once the above question is asked, a quick, one-vote process takes care of all the items remaining on the consent agenda: “All those in favor of adopting the items on the consent agenda, say ‘Aye.’ All those opposed, say ‘No.’”
  17. There’s no danger—anything can be removed if requested. And the advantage is productivity—no unnecessary debate on small points about which no one disagrees!
  18. 3. Subject-Based Agenda
  19. A third option groups topics by large categories. Example: Discuss everything about specific line items of the strategic plan at the same time—who, when, budget, everything. This method allows focus and, therefore, progress.
  20. 4. Presiding Agenda
  21. And #4 might help a presider in particular. On a presider’s agenda copy only, add a column to the agenda, and type special notes there (e.g., Recognize Jane on this topic. Carlos will have a report on this topic.) An annotated copy will support efficiency for leadership.
Sarah E. Merkle is a professional parliamentarian and presiding officer. One of five lawyers worldwide to have earned the credentials Certified Professional Parliamentarian-Teacher (CPP-T) and Professional Registered Parliamentarian (PRP), she helps boards, associations, corporations, and public bodies navigate rules applicable to governance and business meetings.

9 Ways to Reverse a Downward Giving Trend

A positive approach to encourage stewardship and generosity.

Last Reviewed: January 23, 2025

Here are some of the steps our church has discovered by trial-and-error ithat have helped us slow down, then reverse, a downward giving trend.

1. Emphasize generosity, not just giving

The Bible is full of great teaching about stewardship and generosity, but we must always remember that God’s Word is not as concerned with our money as with our hearts. Which is why we need to teach more about generosity than giving.

2. Teach stewardship, not just giving

People want to be generous. Church members want to support the church ministries financially. What’s stopping them isn’t a lack of desire, but a lack of ability. They want to give, but they don’t know how to do it without taking an already paper-thin financial margin and breaking it totally.

3. Assume good intentions

We need to start with the assumption that the people who voluntarily show up at church week after week are wanting the church and its ministries to succeed. When I mention our church’s financial needs, I’ll often use a phrase like “this is not about guilting anyone into giving. I’m assuming you’re here because you want to help, so I’m letting you know about one of the ways you can help, if you’re able.”

4. Teach them how the church is funded

As I mentioned in my previous post on this subject, there’s a growing group of people who are so unaware of the realities of church life that they assume the church is financed by an outside entity, and that their donations are just a supplement to that.

5. Practice good stewardship of what is given

People are less likely to donate to a church that isn’t demonstrating good stewardship of what they give. For most churches and pastors, poor stewardship is not a matter of extravagance, but of unseen waste.

6. Hold special giving celebrations

New generations are less likely to give in a steady stream, and more likely to give in single doses. So let’s provide opportunities that match the way they are most likely to give.

Also, when church members see a facility upgrade or hear about a ministry need that was met, they’re more excited to give the next time.

7. Give quarterly updates

People want to give when their gifts can be helpful. Sharing the need before the year ends allows them to do this.

8. Break down the need into doable bites

One year, we came in at $8,000 under our expected income. That seems like a lot of money to make up all at once—and it is. So I broke it down for the congregation this way. At an average attendance of 150 people per Sunday, that $8,000 shortfall could have disappeared if every attender had given just $1 more each week ($150 x 52 = $7,800).

If our church averaged 75 people, it would have meant $2 more per Sunday, and so on. Obviously, not everyone is going to give exactly $1 every week, but when the need is broken down that way, people can see that every little extra thing they do can add up to a significant impact.

9. Do the kinds of ministries people want to fund

Keeping the lights on in the building won’t get anyone excited about giving. Unless they can see a direct connection from keeping the lights on to doing ministry that matters to them. As pastors, we see that direct connection regularly. But the average church attender doesn’t. So we need to make it obvious for them.

This article was adapted from Pivot ‘s “9 Ways To Reverse A Downward Giving Trend In An Otherwise Healthy Church.” Used with permission.

Why Church Meeting Minutes are a “Must”

Four reasons to take thorough, accurate minutes at your meetings.

Taking minutes arguably tops the list of “most thankless jobs,” and those who assume the role often wish they hadn’t been such a willing volunteer. But accurate minutes are a parliamentary procedure “must” for all nonprofits—including homeowners’ associations, churches, unions, sororities, and political parties. But why?

1. Minutes are required by law

It’s always good to know the law, right? Before you and your group get into trouble, here’s the legal basis for taking minutes.

State Laws

Most (if not all) states require corporations to keep minutes of the proceedings of its members, board of directors, and committees.

Federal Laws

In addition to state laws governing minutes, the IRS is also interested in whether non-profits are documenting their governance decisions. The IRS has devoted a section of Form 990 to “Governing Body and Management,” which, among other questions, asks whether “the organization contemporaneously document[ed] the meetings held or written actions undertaken during the [previous] year by . . . the governing body [and] [e]ach committee with authority to act on behalf of the governing body” (Form 990, Section VI, Question 8).

Documentation can occur by any means permitted under state law but must “explain the action taken, when it was taken, and who made the decision” (Form 990 Instructions at 21).

“[C]ontemporaneous” means “by the date of (1) the next meeting of the governing body or committee (such as approving the minutes of the prior meeting) or (2) 60 days after the date of the meeting or written action” (Form 990 Instructions at 21).

I know what you’re thinking: So, is this really a legal “must” or just a favorite of Robert’s Rules of Order? Admittedly, the IRS does not require nonprofits to document their governance decisions (Form 990, Part VI – Governance – Use of Part VI Information). But the agency is up front about its intent to use the information in Form 990 Part VI to “assess noncompliance and the risk of noncompliance with federal tax law of individual organizations” (Form 990, Part VI – Governance – Use of Part VI Information).

The bottom line

Keeping accurate, current minutes is an important part of documenting decisions to demonstrate an organized approach to governance and strategic planning and to defend against investigations into failed compliance. And the law would love you to write them up ASAP, or at least within 60 days.

2. Minutes save time and help prevent confusion

Let’s face it—meetings can be boring and mind-numbing, i.e., a perfect recipe for distraction and a great excuse to check (and re-check) every app on your phone. Even without longwinded speeches and endless agenda items, the details of a meeting can be hard to follow if amendments and procedural motions are in play.

The upshot? It’s easy to leave a meeting without a clear understanding of the actions taken. And even if you think you know which motions passed and failed, odds are you won’t be able to recall the precise wording or the details that will most certainly become important when members begin to execute approved plans, or when someone suggests an alternative course several weeks or months later.

Minutes fill this memory gap and provide a clear record (i.e., the exact wording) of motions that passed and failed. Well-organized minutes of previous meetings also act as a ready reference down the road when the chair or other members want a quick answer to previous decisions on a specific topic.

3. Minutes protect against baseless accusations

The latest edition of Robert’s Rules advises that in addition to recording any actions taken, minutes should also, among other things, list the type of meeting (regular, special, etc.); the date, time, and place; any notice required for specific motions; and who was present.

You have two options on the “who was present” part of the record: Include names of everyone there or in large assemblies where a list of individual members attending may not be practical, include a statement that “a quorum was present at the start of the meeting.”

We’re talking prudence here. For members interested in challenging actions that a governing body or organization has taken, quorum and notice are easy targets. Having minutes that are airtight on those factors goes a long way toward quieting any accusation that “you didn’t tell us about the meeting” or “you voted on X without enough people there.”

As noted in this post, well-kept minutes can also assist in IRS or other governmental investigations. Minutes are key evidence of an organization’s compliance with laws and regulations regarding meetings and governance. Being able to demonstrate that your board, committees, and organization met at regular intervals, with a sufficient number of members present, and took lawful action related to your mission is key to answering inquiries and alleviating compliance concerns.

4. Minutes provide a basis for future action

Finally, minutes are an extremely helpful tickler file: What’s happening next for your group? What decisions should be delayed? When do we have a deadline? Minutes aren’t merely a record of how much money the board decided to spend on new iPads for the staff. They’re a reminder of which motions were referred to which committees, and when those committees are slated to report back.

Minutes are also suggestive of topics that the group wasn’t ready to discuss. Hint: Look for motions that were postponed indefinitely, postponed to the next meeting, or tabled. And they’re a roadmap for guiding future discussion. Think: What specific steps can we take at the next meeting on that strategic plan that we put in place six months ago?

In sum, taking minutes might be laborious (and thankless), but doing the job and doing it well will both keep your organization out of trouble and help it move forward efficiently.

Sarah E. Merkle is a professional parliamentarian and presiding officer. One of five lawyers worldwide to have earned the credentials Certified Professional Parliamentarian-Teacher (CPP-T) and Professional Registered Parliamentarian (PRP), she helps boards, associations, corporations, and public bodies navigate rules applicable to governance and business meetings.

Let Financial Ratios Strengthen Your Church Budget

Learn about—and use—the various ratios that financial experts use to strengthen and improve your church budget process.

Follow this guidance tracking budgets through various financial ratios, and learn why these measurements are important for building financial health.

For many of these ratios, the top number should be divided by the bottom number. This will produce a usable measurement for tracking trends and making comparisons.

Income and giving ratios

There are four ratios that can help you better understand your congregation’s giving patterns.

1. Net income ratio

change in unrestricted net assets
____________________________
unrestricted revenues

This ratio reveals the change in unrestricted net assets to unrestricted revenues. It shows whether your church’s general operations are positive or negative, and by how much. It answers the question of whether the church is making or losing money in its day-to-day ministry.

Obviously a church is not a business that’s trying to generate a profit to stockpile cash. However, if a church continually loses money in its basic operations, it will eventually have to close.

The benchmark for this ratio is a positive result for the year. A more important benchmark, however, is for the ratio to show an improving trend over the years, factoring in both years of surpluses and years of deficits.

2. Unrestricted contributions per average adult attendee and giving unit

unrestricted contributions
________________________________
average adult attendees and giving units

This measurement introduces the concept of a giving unit. A giving unit is a group of family members, or any recurring supporter, who contributes jointly to the church. This excludes individuals who make a smaller one-time gift supporting a specific event. To identify only the regular recurring giving units, set a minimum dollar threshold, such as giving units that contribute more than $250 annually.

This calculation can be compared to other years to see trends and determine the effects on the church and budget. It is also useful to calculate what contributions would be if every giving unit made a certain amount (e.g., $40,000 a year) and tithed on that amount. Your church could use this measurement to make the congregation aware of the current giving per adult attendee and giving unit, and what the projected giving level would be if everyone participated.

3. Total contributions per average adult attendee and giving unit

total contributions – the combination
of accrual pledges and large one-time gifts
______________________________
average adult attendees and giving units

The key difference between this result and the measurement of unrestricted contributions to average adult attendees and giving units is that this one uses total (unrestricted and restricted) contributions and removes the effect of pledges (which are essentially a noncash accrual) and large one-time gifts.

The power of this measurement comes through analyzing trends in congregational giving habits from year to year. During the period of a capital campaign this figure may be inflated due to an increase in smaller gifts, which are not removed from the calculation.

4. Median household income given to the church

total contributions per average
adult attendee and giving unit
(Measurement 3)
____________________________
local median household income

This ratio determines total contributions per average adult attendee and giving unit to local median household income (from the US Census Bureau, American Community Survey). It shows what percentage of the local median county household income adult attendees and giving units are contributing. In essence, it reveals the additional giving capacity of your congregation.

The trends in this data from year to year are important because there are two indicators that affect the outcome of this ratio: congregational giving and local median household income. For example, if local median county income decreased from one year to the next, the measurement could appear to increase while overall giving actually remained the same.

This measurement will enable church leaders to see changes in giving habits from year to year in response to stewardship teaching and focus.

Cash flow ratios

A church without necessary reserves will be scrambling to operate in the short term, no matter what the other balances are. Positive net income and net asset balances won’t make up for inadequate cash reserves or help in months when giving is down. Fortunately, there are five cash-flow measurements you can use to monitor reserves and identify any needed adjustments.

Numbers 1 through 3 offer different cash flow ratios you can use to calculate how many days of cash reserves your church has, using different perspectives from the financial statements. The result of each calculation is multiplied by 365 to determine a total number of days.

1. Days of expendable net asset reserves

unrestricted, undesignated net
assets + board-designated net
assets for operations
__________________________ X 365
cash expenses (total expenses – depreciation)

The first “days of cash” ratio tells how many days of operating expenses are available in net asset reserves. It takes into account the accrual of current assets and current liabilities. Expendable net assets represent the total resources available to spend on operations, excluding future gifts made or revenues generated by the church. It’s similar to a savings account.

Expendable net assets consist of unrestricted, undesignated net assets, which are net assets that result from achieving positive net income from all sources of revenues (excluding restricted revenues). It also includes amounts designated by the board for operating purposes other than capital expenditures. You divide this total by the amount of cash expenses to find your net asset reserves. Since all of these ratios measure cash flow, I use the term “cash expenses.” These are total expenses less deprecation, the most significant noncash expense recorded.

2. Days of operating cash and investments on hand to fund annual cash expenses

operating cash and investments
___________________________ X 365
cash expenses + capitalized interest

This second “days of cash” ratio calculates the days of operating cash and investments on hand to fund annual cash expenses specifically related to liquid assets. That means it only considers operating cash and investments, not other current assets and liabilities. Again, you divide operating cash and investment by the sum of cash expenses plus capitalized interest (interest paid in cash but not expensed by the church) to find on-hand funds.

This measurement will calculate a result that is slightly different (typically higher) than the first ratio (net asset reserves) because it does not include the impact of other current assets and liabilities.

An appropriate benchmark for this ratio is to have 40 to 80 days of cash expenses on hand. Furthermore, a result of less than 20 days could indicate that your church should take action quickly to improve this measurement.

3. Available days of cash flow coverage

operating cash and investments
___________________________ X 365
cash expenses (including debt principal payments)

This final “days of cash” ratio represents the number of days of operations (including making scheduled debt payments) available when calculated from the sum of operating cash flow. This number comes from the statement of cash flows, operating cash and investments on hand at the beginning of the year, and the amount available from the operating line of credit.

Again, divide beginning cash, cash flows from operations, and available line of credit by the amount of total cash expenses and debt principal payments.

Here’s another way to state this: If your church used all of the cash generated from operations, all available cash and investments on hand at the beginning of the year, and your available line of credit, how many days would you be able to operate on these sources of cash? This number represents your maximum level of reserves, and should always be the highest of the three “days of cash” numbers.

4. Liquidity ratio

operating cash and investments
_______________________________
current liabilities – building fund current
liabilities, deferred revenue, and short-term
construction line of credit

The liquidity ratio measures how operating cash and investments are able to cover current operating liabilities, which exclude current building fund liabilities. (These typically have a separate source of cash from restricted revenues or budgets.) This ratio reveals how many times actual operating liabilities can be funded from operating reserves.

Divide operating cash and investments by current liabilities (excluding those items noted in the ratio).

A low result may indicate that the church is keeping fewer liquid reserves and is less likely to be able to handle unexpected operating expenses, events, or new opportunities that may come along.

5. Net cash availability measurement

total cash and investments – adjusted current liabilities (current liabilities excluding amounts borrowed on a construction line of credit) and temporarily restricted net assets

The fifth and final cash flow item is not a ratio but a measurement of the sum of total cash and investments less certain amounts the church may owe or be required to spend for specific purposes due to donor restrictions. This measurement calculates the amount of cash available for other uses after the church has satisfied its adjusted current liabilities and set aside appropriate funds for temporarily restricted projects. Amounts borrowed on a construction line of credit are also excluded, as they will ultimately be refinanced with the debt and paid over time.

Your statement of financial position answers the question, “How much cash do we have?” but it doesn’t answer the question, “Whose cash is it and how much of it can we spend?” The answers to those questions are typically very different. Therefore, this is one of the most important measurements you can provide church leadership.

The minimum for this number is at least one month’s worth of cash expenses. Any positive amount less than this is in the warning range. Any negative amount indicates the church is borrowing from temporarily restricted funds—a warning that corrective action is needed.

Expense ratios

Expense ratios can help identify trends in the outflow of resources over the years. They also allow you to compare your church with other churches and check the reasonableness of your expenses.

1. Personnel and mandatory debt service payments to total expenses (excluding depreciation expenses)

personnel (salaries including benefits)
+ mandatory debt service payments
(principal + interest expense)
________________________________
total expenses – depreciation expense

The largest expense of most churches is salaries and benefits. Debt service payments—which are a reduction of a liability and not an expense—represent the second largest outlay. Together, these items represent a majority of resource outflows from the local church.

Continually monitor these levels as a percentage of cash expenses. Cash expenses are total expenses minus depreciation, the most significant noncash expense recorded. It is also important to promptly follow up on changes in trends or unusual variances from peers to ensure that your resources are continually maximized.

This ratio, which can be split into two separate pieces, allows you to look at two of your largest outflows and determine the portion of the operating budget that will be used. Often, a growth cycle results in an amount of debt the church anticipates being able to pay off as more people start attending. However, the church needs to be able to pay the bills and provide the services that will attract new people with the current budget. Reviewing this ratio in advance of any major debt decisions will help you analyze the feasibility of facility expansion goals.

Reasonable benchmarks for these ratios are:

  • Personnel costs (salaries and benefits) should fall between 40 percent and 55 percent of expenses.
  • Mandatory debt service payments, including interest, should be no more than 15 percent of total expenses.
  • Total personnel and debt service costs should be no more than 40 percent to 70 percent of total church expenditures.

2. Expenses (excluding depreciation) per average adult attendee and giving unit

total expenses (excluding depreciation expense)
________________________________
average adult attendees and giving units

This measurement tells you the cost to the church for each adult attendee or giving unit. It takes total cash expenses and divides that total by the average adult attendees or giving units.

The power of this measurement is in the peer group comparison. This allows your church to see if your cash expenses are high or low compared to your peers. Analyzing trends over the years is also important. Another benefit of this measurement is that it can be subtracted from total contributions per attendee and giving unit to show if contributions are high enough to cover the monetary cost per individual. In other words, are you taking in enough contributions to cover the costs of having people attend your church?

3. Total missions categories to total expenses

total outreach expenses (local and global)
_________________________________
total expenses

This ratio looks at the combined total of local and global outreach (missions and benevolence) expenses as a percentage of total expenditures. It can be separated into two pieces and calculated by local and global activities. Global activities include actual expenditures for cross-cultural missions activities in the United States and other countries. This includes direct support to missionaries; outside agencies, including national partners; and cross-cultural missions trips. It excludes internally allocated costs and salaries of employees included within missions for some church budgets. This is because internal allocations vary significantly among churches.

Local outreach includes expenditures for local missions activities not classified as “global.” This includes direct support of community-based church ministries, local missionaries and agencies, and benevolence given to local individuals. It excludes internally allocated costs and salaries of church employees included within missions for the same reason as stated above.

This ratio can be useful in benchmarking your total outreach expenditures with other churches. More importantly, when a church experiences economic difficulties, the ministry and mission expenses are usually the first to be decreased as debt service payments are not discretionary and personnel costs are difficult to reduce. Declines in this ratio can allude to other issues. Monitoring these ratios over time will allow the church to identify any significant changes.

4. Facility cost per square foot (excluding interest expense)

total facility costs (excluding interest
expense on the debt and depreciation)
_______________________________
total facility square footage

This measurement answers the question, “How much does it cost to operate the church building?” Total facility costs include building and grounds maintenance, personnel salaries and benefits, outside contract labor, utilities (excluding telephone), security, liability insurance, and rent or mortgage payments. It should also include the cost of general repairs to the facility and other facility-use expenses, but not equipment purchases or the cost of major renovations. This overall expense excludes both vehicle-related expenses and interest expense on debt and depreciation.

Facility expenses measurements can vary, depending on whether the church has new or older facilities and is in one or multiple locations. Facility expenses measurements can also vary by geographic area. The most accurate comparison would be against churches with buildings of a similar age as yours (e.g., built within a decade of your own).

The ratios detailed above can provide valuable insights for leaders. They are tools that can be used proactively to minimize the need to respond to financial crises later.

Related articles:

Vonna Laue has worked with ministries and churches for more than 20 years. Vonna was a partner with a national CPA firm serving not-for-profit entities through audit, review, tax, and advisory services. Most recently, she held the role of executive vice president for a Christian ministry that works to enhance trust in the church and ministry community.

Paying Nonexempt Staff for After-Hours Communication

Employers must pay nonexempt employees their regular hourly rate plus overtime for all on-call time.

Last Reviewed: June 17, 2025

Q: Many churches have policies stating that nonexempt workers are prohibited from off-the-clock work, such as answering calls, texts, and emails from home. But I’m looking for guidance in the circumstance where it is expected, and even required, for employees to answer such communications after hours.


Nonexempt employees can always be on call

Employers may require nonexempt employees to be on call at all times. However, they must pay nonexempt employees their regular hourly rate plus overtime for all on-call time. For this reason, many employers explicitly prohibit employees from responding to texts, emails, and calls after scheduled work time.

State guidelines for on-call pay vary

Some states require employers to pay a minimum amount of time whenever nonexempt employees respond to after-hours communications.

If these employees are not on call and the church does not require an employee to respond to after-hours communications, federal law still requires the employer to pay them. Payment must be at least one-tenth of an hour of pay each time the employee responds to a call, email, or text. Some states require employers to pay a minimum amount of time (usually two to three hours’ worth of time) whenever nonexempt employees respond.

In other words, your church needs to manage its expectations and costs. If it doesn’t want this kind of activity going on, it needs a policy prohibiting after-hours communications. It also needs to communicate that policy regularly and directly.

It also needs leadership, including pastoral staff, to reinforce the policy. This is especially true when it comes to any expectations made of church support staff.

One church started docking a pastor $100 every time he sent an after hours email or text to support staff. It didn’t take long for the pastor to stop contacting his support person after work.

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

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

Finding a Church Insurance Broker

What churches should know and ask when seeking a broker.

Why Insurance Matters for Churches

Insurance coverage helps churches prepare for unexpected risks. But with so many providers and coverage types, the process can feel overwhelming.

“When you say the word ‘insurance,’ it’s a huge subject. Not all coverage is equal.” —Phill Martin, CEO, The Church Network


Why Work with a Broker?

Churches don’t have to navigate insurance alone. A qualified broker can guide you toward the coverage your church truly needs.

“Consider an insurance broker as a consultant, your advisor… a trusted advisor… with that comes expertise.” —Peter Persuitti, Global Managing Director, Gallagher

What a Broker Can Do:

  • Match your church with the right insurance provider
  • Explain policy options and exclusions
  • Handle claims and provider communication
  • Offer ongoing customer service and support

Ask Brokers Upfront:

  • What services do you offer?
  • How do you support churches during claims?
  • Do you have experience working with churches?

“I would request the broker provide information that clarifies their services.” —Rodney Flanders, AVP, Church Mutual Insurance Company


Know Your Coverage Options

Understanding coverage types is essential before selecting a broker.

“Claims-made coverage is temporary; occurrence coverage is permanent. If it’s occurrence, you have permanent coverage.” —Charlie Cutler, President, ChurchWest Insurance Services

Liability Coverage to Consider:

  • Church-sponsored activities
  • Employment practices
  • Allegations of sexual misconduct

“[M]ake sure [you] have permanent coverage.” —Cutler

A good broker should explain coverage terms clearly and help you select what’s appropriate for your church.


How to Choose the Right Broker

Not every broker understands the unique risks churches face. That’s why experience matters.

“I can’t emphasize enough the church’s need to go with a broker who is experienced in church insurance.” —Frank Sommerville, Attorney and Senior Editorial Advisor, Church Law & Tax

Look for Brokers Who:

  • Specialize in church insurance
  • Know about ministry-specific risks
  • Have proven experience with similar organizations

Smart Selection Steps:

  1. Ask other churches for broker referrals.
  2. Contact and evaluate broker references.
  3. Ask about the broker’s experience with church-specific policies.

Planning for Insurance Disputes

Even if your church hasn’t faced a claim yet, don’t skip insurance coverage. In 2016, one of the top reasons churches ended up in court was insurance-related disputes.

Ask Brokers:

  • How have you handled disputes in the past?
  • Can you share stories from previous clients?

“Nothing is better than storytelling… What you are especially looking for is experience working with the faith-based community.” —Persuitti

If a major claim arises, churches should consult legal counsel.

“Any time [churches] have a major potential claim, they should have an attorney involved.” —Sommerville

Some policies may appear to cover a claim but fall short. Attorneys can help clarify what is or isn’t covered.

“There are attorneys who specialize in nothing but coverage disputes.” —Sommerville


Reviewing and Reassessing Policies

Churches should periodically review their insurance policies. Don’t assume last year’s renewal still meets your needs.

“Just like our personal insurance coverage, [don’t] be comfortable renewing the policy over and over again.” —Martin

Review Tips:

  • Conduct annual check-ins with your broker
  • Schedule periodic reviews with legal counsel

“Periodically [churches] should have their policies reviewed by an attorney—especially the larger churches.” —Sommerville


Final Thought

Churches that proactively ask questions, understand their risks, and work with trusted brokers can secure insurance that truly protects. These partnerships not only reduce risk but also empower ministry leaders with peace of mind.

Elizabeth Jackson is a freelance writer living in Wheaton, Illinois.
Related Topics:

5 Key Differences in Church Compensation Every Leader Should Know

Discover five key differences in church compensation that church leaders must understand for financial compliance and fair staff pay.

Last Reviewed: May 20, 2025

Setting compensation for pastors and church staff isn’t just a financial task—it’s a legal and organizational responsibility with distinct challenges. Unlike the for-profit world, churches face unique tax laws, benefit structures, and stewardship expectations.

“Clergy compensation is an animal in and of itself,” said Ben Rhodes, a CPA and past chief financial officer of Faith Assembly of God in Orlando, Florida. “When we have new board members come on, many of them have never even heard of a housing allowance exclusion.”

To help church leaders and financial managers understand these differences, Church Law & Tax spoke with Rhodes and three other experts. Together, they identified five key differences between church and for-profit compensation practices.


1. Tax-Exempt Status Changes the Stakes

Churches are classified as 501(c)(3) organizations, which means they must follow IRS rules regarding reasonable compensation. Paying more than what is considered reasonable can have serious consequences.

What’s Different?

In the for-profit sector:

  • If compensation is too high, the IRS disallows a tax deduction.
  • The business pays more tax but continues operations.

In the church world:

  • The church could lose its tax-exempt status.
  • The person receiving excessive pay may:
    • Owe 25 percent of the excess amount to the IRS.
    • Face an additional 200-percent penalty if not corrected.
  • Board members who approved the payment may personally owe 10 percent of the excessive amount.

“Reasonable compensation is defined as what other similar organizations pay similarly qualified people to perform similar work,” explained Mike Batts, CPA, managing partner of Batts Morrison Wales & Lee, and a senior editorial advisor for Church Law & Tax.


2. Housing Allowances Are a Unique Tax Benefit

Ministers are eligible for parsonage or housing allowances—a benefit rarely found in other sectors.

Two Common Approaches:

1. Parsonage (church-owned housing):

  • The church provides housing as part of compensation.
  • Ministers do not report the rental value or utility costs as income, as long as they stay within fair rental value.

2. Housing Allowance (minister-owned or rented home):

  • Part of a minister’s salary is designated for housing expenses.
  • That portion is exempt from federal income tax, if:
    • It is used for actual housing costs.
    • It does not exceed the home’s fair rental value plus utilities.

Caution:

  • Long-term parsonage living can prevent pastors from building equity.
  • Some churches offer equity allowances by contributing to a retirement fund the minister can use later to buy a home.

“Funding the retirement plan does not create current taxable income,” said Elaine Sommerville, a CPA and senior editorial advisor for Church Law & Tax. “And certain retirement plans may designate a portion of the payment as a housing allowance during retirement.”

Best Practice: The housing allowance should be approved in writing, and set before the payment is made.

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


3. 403(b) Retirement Plans Offer Flexibility

Churches can offer 403(b) and 403(b)(9) retirement plans, which come with advantages not found in for-profit retirement programs.

Benefits of 403(b)(9) Plans:

  • Allow faith-based investments aligned with church values.
  • Can pay annuity-style benefits directly from the plan.

More Flexibility:

  • Churches may continue contributing up to five years after employment ends, said Danny Miller, an attorney and Church Law & Tax contributor.
  • Ministers may receive retirement benefits that qualify for housing allowance exclusions.
  • Churches may discriminate contributions, meaning they can contribute:
    • Only for certain employees (e.g., pastors),
    • In varying amounts.

“For-profit plans generally have strict nondiscrimination requirements,” Sommerville noted.

➡️ See Chapter 10 of the Church & Clergy Tax Guide for more.


4. Social Security: Ministers Are Self-Employed

Unlike typical employees, ministers are considered self-employed for Social Security purposes.

What That Means:

  • This rule is based on IRS Code Section 1402(c).
  • Ministers pay both the employer (7.65 percent) and employee (7.65 percent) portions of Social Security as self-employed (SECA taxes).
  • They are not subject to FICA withholding by the church.
  • Most ministers still are employees for federal income tax reporting purposes.
  • Ministers report their income taxes as employees and receive a Form W-2 from their church.

“The compensation paid to a minister—for ministerial duties—is a trade or business subject to self-employment tax,” Sommerville said.

Opting Out:

Ministers may permanently opt out of Social Security if:

  • They object to the program based on conscience.
  • They file the required paperwork within their first two years of ministry.

⚠️ Opting out should be considered carefully and only after consulting with a financial expert.

➡️ See Chapter 9 of the Church & Clergy Tax Guide for more.


5. Healthcare Options Are Limited—but Evolving

Health insurance remains a challenge for smaller churches. One emerging solution is the QSEHRA (Qualified Small Employer Health Reimbursement Arrangement). Another is the ICHRA (Individual Coverage Health Reimbursement Arrangement).

What are QSEHRA and ICHRA?

A QSEHRA is available to employers with fewer than 50 full-time employees. Therefore, it:

  • Must be offered equally to all eligible employees.
  • Is fully funded by the employer (no salary reductions).
  • Reimburses employees for medical expenses (after proof of minimum coverage).
  • Has annual dollar limits on reimbursements.

An ICHRA allows many employers to reimburse employees for some or all of the premium expenses incurred for an individual health insurance policy. They will also allow employers to pay the employees’ individual health insurance premiums.

Important Warnings:

  • Churches cannot limit QSEHRAs to ministers only.
  • Many churches mistakenly reimburse insurance premiums without establishing a proper QSEHRA.

“A QSEHRA will not work for every church,” said Miller. “And it must follow strict requirements.”

Also, “you cannot offer an ICHRA to any employee to whom you offer a traditional group health plan,” notes Richard Hammar, attorney and senior editor of Church Law & Tax. “However, you can decide to offer an ICHRA to certain classes of employees and a traditional group health plan (or no coverage) to other classes of employees.”

Other Healthcare Options:

  • Denominational plans (may be required or optional).
  • Health care sharing ministries like MediShare.

“Some smaller churches are choosing co-op plans like MediShare,” added Rhodes.


Final Thoughts

Understanding these five key differences helps church leaders:

  • Stay compliant with IRS rules
  • Create fair and competitive compensation packages
  • Understand the benefits and limitations of parsonage and housing allowances
  • Research ways to help your minister prepare and save for retirement
  • Consider ways to provide for health care coverage

Are you a financial manager or board member navigating clergy compensation? Lean on expert advice and reference trusted resources like the Church & Clergy Tax Guide.

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

Related Topics:
ajax-loader-largecaret-downcloseHamburger Menuicon_amazonApple PodcastsBio Iconicon_cards_grid_caretChild Abuse Reporting Laws by State IconChurchSalary Iconicon_facebookGoogle Podcastsicon_instagramLegal Library IconLegal Library Iconicon_linkedinLock IconMegaphone IconOnline Learning IconPodcast IconRecent Legal Developments IconRecommended Reading IconRSS IconSubmiticon_select-arrowSpotify IconAlaska State MapAlabama State MapArkansas State MapArizona State MapCalifornia State MapColorado State MapConnecticut State MapWashington DC State MapDelaware State MapFederal MapFlorida State MapGeorgia State MapHawaii State MapIowa State MapIdaho State MapIllinois State MapIndiana State MapKansas State MapKentucky State MapLouisiana State MapMassachusetts State MapMaryland State MapMaine State MapMichigan State MapMinnesota State MapMissouri State MapMississippi State MapMontana State MapMulti State MapNorth Carolina State MapNorth Dakota State MapNebraska State MapNew Hampshire State MapNew Jersey State MapNew Mexico IconNevada State MapNew York State MapOhio State MapOklahoma State MapOregon State MapPennsylvania State MapRhode Island State MapSouth Carolina State MapSouth Dakota State MapTennessee State MapTexas State MapUtah State MapVirginia State MapVermont State MapWashington State MapWisconsin State MapWest Virginia State MapWyoming State IconShopping Cart IconTax Calendar Iconicon_twitteryoutubepauseplay
caret-downclosefacebook-squarehamburgerinstagram-squarelinkedin-squarepauseplaytwitter-square