The first two Principles commit us to the worth and dignity of every person and justice, equity, and compassion in human relations. Fair compensation and employment practices in our churches is required if we are to be acting upon our Principles.

Church budgets are always tight — so how can we stay within our budget and also be fair employers? It generally starts with the canvass.

An important first step is to begin the process of formulating the budget with the committees themselves. The committees should ask for the money they need for the programs they want, then determine what is required for rent/mortgage, insurance, utilities, and employee compensation. These items are "fixed" and non-negotiable, while the programs are "variable" and negotiable.

If the canvass comes in on target, the programs are fully funded. If the canvass falls short, the programs lose funding or the canvass committee can "go back to the well" and ask for more money to support the programs.

The UUA provides a Recommended Compensation Chart for Church Professional Staff and Recommendations regarding Finances and Compensation for Church Professional Staff. There are also compensation consultants in each District who can help you implement fair compensation.

Compensation for ministers is considered to be a combination of salary and housing. Total package including benefits runs 30 to 50% more, depending on the cost of health insurance, etc.

Congregations should be aware that insurance policies for staff can sometimes be obtained through musicians', administrators', or writers' unions. Professional groups and chambers of commerce are other possible sources. A search of the World Wide Web may lead you to helpful information.

See also Economic Realities of the Unitarian Universalist Ministry and Finances Related to Religious Professionals and Other Church Staff.

Be sure to set the salary and housing, then add in benefits to get the total package. We must recognize that there is a total cost of ministry, which is not just salary and housing. Part of the benefits package should include a contribution to the minister's pension — 14% of salary and housing is recommended. As recommended, however, the total contribution may not exceed 25% of salary alone. Disability insurance is also important, not only to the minister but also to the congregation. What would you do if your minister were disabled and suddenly unable to provide service? With a disability policy, you need not worry about having to decide if you will be able to continue to pay a disabled minister. Another recommendation is that the congregation pay one-half of the minister's Social Security tax.

Regarding vacations, the UUA recommends that full-time ministers have one month of vacation per year.

Some congregations can't implement a fair compensation program immediately, but they need to set up a plan for implementing one over 3 or 5 years.

We are responsible for seeing that our ministers can live in a reasonable manner. This is a matter of justice and of fairness. Our ministers should be able to send their children to college and retire at a reasonable age without needing to continue to work part-time. Congregations that do this will not receive any certificate, only the satisfaction of knowing they have done the right thing. Doing it is healthy for the congregation.
 

Information: info@uua.org