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.
Webinar Recording: Create a plan for your church to help prevent child abuse and sexual harassment.
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.
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.
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.
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.
It provides insights into financial health and allows each campus to work toward self-sustainability.
No. Legally, funds must be used for their designated purpose. Reallocating them violates donor intent and the law.
Cost centers track income and expenses for specific locations, enabling detailed financial reporting.
Advanced accounting software can accurately allocate donations and provide detailed reports by campus.
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.
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.
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.
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.
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.
No, spouses of deceased clergy cannot receive housing allowances. To qualify for a housing allowance, the recipient must meet two criteria:
A spouse who later becomes a credentialed minister would need to earn compensation from their own ministerial duties to qualify for a housing allowance.
The IRS provides specific guidance regarding assisted living arrangements:
Financially, annual fee structures often provide more flexibility for applying the housing allowance compared to lump sum payments.
A housing allowance is a portion of a minister’s compensation designated for housing-related expenses, including rent, mortgage, utilities, and furnishings.
Yes, retired ministers can receive a housing allowance if it is designated by their employing church or a qualified denominational pension plan.
No, spouses of deceased clergy are not eligible for housing allowances unless they are credentialed ministers earning compensation for ministerial duties.
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.
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.
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:
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.
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.”
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.
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.
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.
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.
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.
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.
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.
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.”
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.
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.
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.
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.
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.
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.
How state laws define who must report actual or suspected abuse, when a report must be made, and how.
Last Reviewed: July 28, 2025
All 50 states passed child abuse reporting statutes beginning in the 1960s. These laws are updated frequently—sometimes to clarify language, or sometimes to expand definitions or penalties. In the early 2020s:
Action Step: Regularly consult with legal counsel to stay current.
Most states define child abuse to include:
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 a discovery through observation can still trigger a requirement to report reasonably suspected abuse.
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.
The law is less clear on volunteers and children’s ministry directors. Definitions vary by state. Dennis Watkins, legal counsel for the Church of God denomination based in Cleveland, Tennessee, 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.
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.
Confidential counseling doesn’t always exempt a minister from reporting abuse. Laws vary:
Even if the privilege applies, it may not cover:
Most states require reports to be made immediately, often within:
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 Church Law & Tax’s Reducing the Risk training.
Reporting usually involves:
Review your state’s statute carefully.
Failing to report known or suspected abuse can result in:
Example: A Pennsylvania priest was convicted of a felony for failing to report another priest’s abuse.
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:
Some churches have been sued for failing to report, but courts have mostly rejected these claims unless gross negligence is proven.
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.
Most states offer 24/7 hotlines or online reporting portals. However:
In some states (e.g., New York), mandatory reporters must notify:
But notifying a church supervisor alone is not sufficient unless state law explicitly allows it (e.g., Missouri).
It’s illegal in many states to stop someone from reporting abuse. Church leaders and supervisors must never discourage or delay a report.
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:
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.
If an adult discloses past abuse from their childhood:
Check your state’s statute for specific guidance.
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.
Some states require or encourage training for mandatory reporters. Examples:
Recommendation: All churches should offer training for staff and volunteers.
Statutes of limitation vary, but many states have extended or eliminated them for child abuse claims.
Key points:
Action Steps:
The law around child abuse reporting is complex and ever-changing. Church leaders must:
“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.
We’ve used a combination of AI and human review to make this content easier to read and understand.
A California case shows why criminal background checks for youth ministry workers are advisable.
Last Reviewed: July 28, 2025
A 2017 appellate court decision in California involving a youth soccer organization holds powerful implications for church leaders.
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.
In 1994, U.S. Youth Soccer recognized that pedophiles were being drawn to youth sports programs. In response, it developed the KidSafe Program.
After joining a local soccer club in 2011, the plaintiff experienced a series of troubling interactions with her coach that violated multiple safety guidelines.
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.
The court ruled that the plaintiff’s negligence claim could move forward, based on the defendants’ failure to:
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 court emphasized:
“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.”
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:
In this case, both conditions were met.
Defined by the DSM-5 as:
“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.
This case was the first reported ruling of precedential value (a state appellate court) that clearly established a legal duty for youth-serving charities to run background checks.
Church leaders should adopt a comprehensive risk management strategy, not just background checks.
Ask about past work with children and assess suitability.
Include:
Prior youth-serving organizations where the individual has served offer the most reliable insight. Follow up by phone and document conversations if the organization does not respond to a written request.
Only allow volunteers with six months of active membership to serve with minors.
Compare your policies with other organizations in your community, including:
Have an attorney regularly review your screening policies.
Never allow a child to be alone with an unrelated adult, including rides to and from events and activities.
Run checks on all youth workers. Exclude anyone on a sex offender registry or with other disqualifying crimes.
Know your state’s laws. Report suspected abuse immediately. Keep written records of all reports.
Immediately address:
Prohibit private messaging between youth leaders and minors. Model your policy on local public schools.
Regularly train staff and volunteers to recognize and report abuse. Review these 14 recommendations during sessions.
Ensure adequate supervision by:
Install cameras in key areas:
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.
We’ve used a combination of AI and human review to make this content easier to read and understand.
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.
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:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
- Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual; or
- Such conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.”
(29 CFR 1604.11(a))
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.
Surveys show:
EEOC Data (between fiscal years 2018 and 2021):
Employers, including churches, can be liable under several conditions.
Employers are liable if:
Employers may be liable if:
If harassment results in:
Employer is strictly liable, even without knowledge.
(Ellerth and Faragher rulings, 1998)
Employer may still be liable but can assert an affirmative defense.
To claim an affirmative defense, an employer must show:
A strong written policy:
EEOC guidance:
“Prevention is the best tool for the elimination of sexual harassment.”
A good policy should:
Tip: Always consult an attorney when drafting a policy.
Churches should:
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:
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.
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.
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.
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.”
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.
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.
“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.
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.”
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:
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.
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.
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.
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.”
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.
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.
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.
People want to give when their gifts can be helpful. Sharing the need before the year ends allows them to do this.
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.
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.
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?
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.
Most (if not all) states require corporations to keep minutes of the proceedings of its members, board of directors, and committees.
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).
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.
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.
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.
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.
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.
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.
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 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:
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:
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.
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.
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.
What churches should know and ask when seeking a broker.
Last Reviewed: July 28, 2025
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, past CEO, The Church Network
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:
Ask Brokers Upfront:
“I would request the broker provide information that clarifies their services.” —Rodney Flanders, AVP, Church Mutual Insurance Company
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:
“[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.
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:
Smart Selection Steps:
Even if your church hasn’t faced a claim yet, don’t skip insurance coverage. Insurance-related disputes remain a top trigger of litigation involving churches.
Ask Brokers:
“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
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:
“Periodically [churches] should have their policies reviewed by an attorney—especially the larger churches.” —Sommerville
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.
We’ve used a combination of AI and human review to make this content easier to read and understand.
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.
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.
In the for-profit sector:
In the church world:
“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.
Ministers are eligible for parsonage or housing allowances—a benefit rarely found in other sectors.
1. Parsonage (church-owned housing):
2. Housing Allowance (minister-owned or rented 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.
Churches can offer 403(b) and 403(b)(9) retirement plans, which come with advantages not found in for-profit retirement programs.
“For-profit plans generally have strict nondiscrimination requirements,” Sommerville noted.
➡️ See Chapter 10 of the Church & Clergy Tax Guide for more.
Unlike typical employees, ministers are considered self-employed for Social Security purposes.
“The compensation paid to a minister—for ministerial duties—is a trade or business subject to self-employment tax,” Sommerville said.
Ministers may permanently opt out of Social Security if:
⚠️ 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.
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).
A QSEHRA is available to employers with fewer than 50 full-time employees. Therefore, it:
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.
“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.”
“Some smaller churches are choosing co-op plans like MediShare,” added Rhodes.
Understanding these five key differences helps church leaders:
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.
Discover what counts as a tax-deductible donation and how to navigate IRS rules for fundraisers and gifts.
Last Reviewed: January 23, 2025
Q: Our youth group hosted a spaghetti dinner to raise money for hurricane disaster relief. How do we determine what is a donation and what is payment for the spaghetti dinner? Can a donor’s entire check for the dinner work as a tax-deductible donation?
When hosting events like spaghetti dinners or fundraisers, understanding what counts as a tax-deductible donation is crucial for both the organization and its donors. The key factor in determining tax deductibility is whether a quid pro quo arrangement exists. A quid pro quo contribution occurs when a donor receives something of value in return for their contribution. In such cases, only the amount exceeding the value of the benefit received is deductible.
If the understanding with participants is that the “price” of the dinner is a donation of any amount, the IRS considers this a quid pro quo arrangement. Under such arrangements, the value of the dinner (not its actual cost) is used to determine the nondeductible portion of the donation. Organizations must provide a “good faith estimate” of the value. For example, if the dinner is similar to one at a restaurant like Fazoli’s, its value should reflect that comparable cost.
If the dinner was offered for free and attendees were asked for voluntary contributions, this is not considered a quid pro quo arrangement. In this case, the entire amount donated by participants is tax-deductible, as no goods or services were provided in exchange for their contributions.
For quid pro quo donations exceeding $75, the IRS requires the organization to issue a proper receipt. The receipt must include:
For example, if a donor contributes $100 for a spaghetti dinner valued at $20, only $80 is tax-deductible. Receipts for non-quid pro quo donations over $250 must also meet specific IRS guidelines.
The IRS allows organizations to ignore the quid pro quo arrangement under certain conditions:
For detailed IRS guidelines, visit the IRS quid pro quo contributions page. Additional information, including receipt guidelines for both quid pro quo and non-quid pro quo donations, is available in chapter 8 of the Church & Clergy Tax Guide.
A quid pro quo donation occurs when a donor receives goods or services in exchange for their contribution. The tax-deductible amount is limited to the contribution amount minus the value of the goods or services received.
Receipts are required for quid pro quo donations over $75 and for non-quid pro quo donations over $250. Receipts must include specific details to meet IRS requirements.
If the value of goods or services is 2 percent or less of the donation amount (up to $107), the IRS allows organizations to ignore the quid pro quo rules.
A good faith estimate should reflect the fair market value of comparable items or services. For instance, use the price of a similar meal at a local restaurant as a benchmark.
Discover how church leaders can use the Rule of 72 to estimate investment growth and build a solid retirement plan. Start saving smarter today!
Last Reviewed: January 31, 2025
The Rule of 72 is a simple financial formula that helps estimate how long an investment will take to double based on a fixed annual rate of return. Church leaders and pastors can use this tool to plan their retirement savings efficiently.
Key Takeaways:
The formula is simple: divide 72 by the expected annual rate of return to determine the number of years it will take for your money to double.
| Annual Rate of Return (%) | Years to Double |
|---|---|
| 6% | 12 years |
| 8% | 9 years |
| 9% | 8 years |
| 12% | 6 years |
Many pastors and church staff delay saving for retirement due to financial constraints. However, understanding the power of compounding interest through the Rule of 72 can help them take proactive steps toward financial security.
Imagine a pastor invests $1,000 at age 30 with a 9% return rate:
This exponential growth underscores the importance of starting early.
Church employees can take advantage of a 403(b) plan, which allows tax-deferred growth. This means savings grow without immediate taxation, allowing more significant compounding over time.
Some church leaders hesitate to invest aggressively, fearing market fluctuations. However, historical data from SEC.gov shows that long-term stock market investments yield positive returns over time.
Yes, for estimating investment doubling times, but actual returns may vary due to market fluctuations.
Yes! By dividing 72 by the inflation rate, you can estimate how long it takes for money’s purchasing power to halve.
A 403(b) plan is ideal due to tax-deferred growth, but diversified portfolios can also be beneficial.
Church leaders should review their plan annually and adjust contributions based on financial goals and market trends.
By applying the Rule of 72, church leaders can strategically plan their financial futures, ensuring a secure and well-funded retirement.