1. COMPENSATION AND BENEFITS

2. COMPENSATION DECISIONS
External equity
Internal equity
Budget restraints
Length of service
Experience
Qualifications
Retention
Justice

3. COMPENSATION cont. Volunteers and compensation No cash arrangements
Hiring youth
Exempt and non-exempt
Minimum wage
Overtime
Time sheets

4. BENEFITS
BENEFITS PROGRAMS MUST BE ADMINISTERED CONSISTENTLY WITH ALL CLASSES OF EMPLOYEES
COMMON BENEFITS
LEGALLY REQUIRED
Social Security
Workers Compensation
Family and Medical Leave
Unemployment compensation

5. Benefits
In order to be eligible for benefits, an employee must be regularly scheduled to work according to the benefits eligible requirements of your diocese.
This is not based on averaging.

6. INSURANCE AND INCOME PROTECTION PLANS
Medical Insurance
Dental Insurance
Vision Insurance
Life Insurance
Short and/or Long Term Disability
Pension
Defined Contribution
Defined Benefit

7. PAID LEAVE BENEFITS HOLIDAYS OR HOLY DAYS VACATION SICK LEAVE
PERSONAL TIME
FAMILY AND MEDICAL LEAVE
OTHER LEAVES OF ABSENCE
JURY DUTY

8. PAID LEAVE BENEFITS cont.
PROFESSIONAL DEVELOPMENT
ANNUAL RETREAT

9. Payroll
All parishes, schools and agencies should use the same standardized version of payroll if your diocese has one.
Most payrolls are bi-weekly or semi-monthly.

10. Payroll
Archdiocesan priests can choose to have taxes withheld each payday, or they can choose to have no taxes withheld and file their own taxes quarterly….but they must still be paid through standardized payroll.

11. Compensation
All workers must be paid through the regular employee payroll with all appropriate taxes withheld.
No cash payments are allowed.

12. Compensation
Cash payments do not count toward pension or Social Security benefits and can leave an employee destitute in his or her retirement years.

13. Compensation
Cash payments make the employer liable for state and federal penalties for failing to withhold and submit income taxes on a quarterly basis.

14. Compensation
Cash payments may subject the employee to paying back taxes with penalties, and possible criminal charges, if s/he has not reported those cash payments on his or her tax returns.

15. Compensation
Exempt employees are paid an annual salary that is NOT based on hours worked per week. Exempt employees are NOT entitled to overtime pay or comp-time for hours worked in excess of their regular weekly schedule.

16. Compensation
Non-exempt employees must be paid straight time wages for all hours up to 40 worked in the same work week, and time and a half for all hours actually worked in excess of 40 in the same week.

17. Compensation
Non-exempt employees may not be given comp time in lieu of overtime pay.
Non-exempt employees can not legally waive their right to overtime pay.

18. Compensation
Compensation for weddings, funerals and other events that are compensated other than through the regular employee payroll are not included in calculation of benefits such as pension, life insurance, disability, etc.

19. Payroll issues
Promptness
Overtime including new laws
Comp time
Record keeping re paid time off