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General policy: The Federal government classifies employees for determining the applicability of pay-related laws. There are mainly two categories of employees, exempt and nonexempt, which relate to being "exempt" or "not exempt" from certain requirements of the federal Fair Labor Standards ActAs a church-based ministry, an integrated auxiliary of the Collegiate Church Network, who hires gospel worker missionaries, we believe we have a ministerial exception from the standards and definitions set forth in the Fair Labor Standards Act (FLSA), such as payment of overtime. These categories also have a bearing on , how work time is accounted for, etc. For our field missionaries, we therefore do not use terms such as exempt and non-exempt for our missionaries, but they are gospel workers in Christian mission. If we hired someone who is doing only administrative duties, we will follow FLSA guidelines. . The determination of whether a job within Reliant is considered exempt or nonexempt is made by Missionary Resources in accordance with the guidelines and definitions established in the Fair Labor Standards Act. The categories below define the types of employees within Reliant. In general, an employee is a person who receives wages or salaries from Reliant in exchange for work performed and who is characterized as an "employee" rather than an "independent contractor" under the IRS's criteria set forth in Revenue Ruling 87-41. |
Field Missionaries
Reliant Field missionaries are ministers of the gospel. (Insert verses here)
As ministers of the gospel working within a church-based missions agency, we classify our missionaries in the following categories.
Full-Time
Full-time Reliant missionaries are gospel workers who generally perform at or above 40 hours/week. Their work is ministerial in nature. These missionaries are paid as a full-time, salaried employee. These missionaries are not required to track hours for Reliant, though they may be asked by their local church or ministry to track ministry time worked.
Part-Time 30, 25 or 20
Part Time 30, 25 or 20 hour Reliant missionaries are gospel workers who generally perform at 30, 25 or 20 hours/week. Their work is ministerial in nature. Because the nature of ministry work is sometimes difficult to accurately track, we ask that these missionaries put in an estimated amount of time per week that equates to these hours. Reliant asks that if any missionary begins to average more than or less than 5 hours/week of their current listed hours, over a period of time, they would move their employment status to match their actual hours.
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However, they are not responsible to track their hours for Reliant, though they may be asked by their local church or ministry to track ministry time worked. These missionaries are paid a prorated salary based on the amount of hours worked. For instance a Part-Time 20 Reliant missionary would be paid half of what he or she would be paid if they were Full-Time.
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Part-Time - Less than 20 hours/week
Exempt or Salaried Employees
Most roles done by Reliant missionaries are ministry in orientation, and not directly guided by Fair Labor and Standards Act. Such roles are paid in a manner keeping with FLSA exempt employees, who are generally paid a predetermined salary for a set period of time regardless of the number of hours worked. Administrative, professional, managerial, and executive employees, as defined by the federal Fair Labor Standards Act, are exempt from the requirements of that Act and are therefore generally not entitled to overtime pay. This is the manner that most ministerial roles performed by Reliant missionaries are paid.
Non-Exempt or Hourly Employees
Reliant applies hourly wages and time-card use for missionaries working less than 20 hours per week.
In addition, some Reliant employees perform role which do not qualify as "exempt" under the criteria discussed above are considered non-exempt and subject to the requirements of the federal Fair Labor Standards Act. Non-exempt employees are normally paid at the hourly overtime pay rate for any time worked over 40 hours in a work week, in accordance with applicable federal and state wage and hour laws. Time off for any reason, including holidays, sick leave, vacations, and other forms of leave will not be considered hours worked for overtime eligibility.
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Your employment status must should match the amount of hours you are working, unless you are fully a volunteer. You cannot volunteer for some of your hours and be paid for other hours. |
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