With the beginning of the school here upon us, don’t forget to train your volunteers and employees on how to reduce the risk of Child Sexual Abuse and Harassment. Remember that a good plan includes more than a background check. To maximize the reduction of Child Sexual Abuse your plan should include four components:
1. Applications and Hiring Process
2. Supervision of volunteers and employees
3. Employee and Volunteer Training
4. Responding to an Allegation
Make sure your plan includes training on how to respond to an accusation. Don’t just rely on background checks.
What if one of your employees is disabled by a job-related illness or injury? The law says that injured workers are entitled to wage replacement benefits as long as they are totally or partially disabled. Can your church or organization afford to pay for medical/vocational rehabilitation and the return to productive employment? As an employer, you must provide medical care to workers for restoration to their former physical condition.
Consult with your Insurance Agent today to insure coverage of Worker’s Compensation Insurance.
Did you know that the IRS has a whole section on their website dedicated to Churches and Religious Organizations? One publication you might really enjoy is the Tax and Legal Guide for Churches and Religious Organizations. This publication covers many topics of interest including but not limited to tax exempt status, unrelated business income, compensation to minister’s, and filing requirements. Click here to take a peek at much more.
To Lower Your Risk We Recommend: Review your current policy to assure employment practice coverage is part of your coverage. If it is not included, contact your insurance agent to request a quote for employment practice coverage and defense reimbursement coverage. If you are unsure about your insurance coverage or don’t understand how to decipher your coverage, ask your agent to assist you.
Consider protecting your organization by implementing a sexual harassment policy that provides for zero tolerance of sexual harassment, and educate your staff as to what constitutes sexual harassment. Clearly communicate the sexual harassment policy and the complaint procedure to all employees.
Under the Fair Labor Standards Act (FLSA), the federal minimum wage for covered non-exempt employees increases from $6.55 per hour to $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws.
If the employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher minimum wage rate.
