Warm regards, 

• Transfer of property at less than fair market value
• Excessive compensation
• Providing use of space at below-market rents or for free

While there are allowances for dealings between insiders and the organization, they must be arm's length relationships and/or reasonable compensation for services rendered. For more information, see the complete article.

 

California employment law requires that employees must be paid minimum wage for hours worked. Housing can not be provided in lieu of wages. Make sure a non-exempt employee (which includes but is not limited to all employees making less than $41,600 per year) is paid on an hourly basis and submits a timesheet recording his/her hours.

We encourage you to close your office on Monday, June 6 and send all your lay employees to Planning for Tomorrow. This is a  Church Pension Group sponsored event that will provide lay employees important information about retirement planning. 

Clergy Planning for Tomorrow will be held Tuesday - Wednesday, June 7-8. Both clergy and lay employees have been invited via mail and email. If you did not receive an invitation but would like to attend, please contact Libby Middleton. Online registration has closed but Ms. Middleton can help you register. 

In February, all congregations were sent a notebook to follow in conducting their 2015 audits. On page 8 of that notebook, there is a form that was due April 15 informing the diocese of names of your audit committee and the type of audit being conducted for 2015. Page 4 of the notebook provides guidelines regarding the type of audit required of congregations based primarily on size of revenue. Please save us a phone call and send the form in now! If you have any questions, please email Rosa Feeney. 

Get up from your desk and walk two minutes every hour!