4. Employee Compensation

A. Employee Compensation

Employee salary or hourly rate is based on the guidelines provided by the UUA for our GEO-Index (3).  These guidelines can be found at http://www.uua.org/finance/compensation/program/salary-recommendations.


A completed W-4 Form and a completed I-9 Form with supporting documentation as needed must be turned in to the Church Administrator before a paycheck can be issued.

C. Time sheets

Timesheets are required of all non-exempt employees.  A written or electronic time sheet must be turned in to the direct supervisor by the designated due date.  Late timesheets will result in delayed pay.  Any scheduled hours not worked or time worked in excess of the regular schedule must be noted and approved. It is important that all time worked is recorded accurately.

D. Pay Schedule

Employees shall be paid twice monthly on or before the 15th of the month, and again on or before the last working day of the month. Employees are required to regularly review their pay stubs upon receipt and report any concerns to their supervisor or Administrator immediately.

E. Overtime Pay

Overtime hours apply to non-exempt employees working over 40 hours in a week.  Should an employee be required to work over 40 hours in a week, the time will be compensated at 1 ½ times the regular hourly rate for those hours worked over 40.  All hours are computed by rounding to the nearest quarter hour.  Time paid but not worked, e.g. paid time off (PTO) is not added into the calculation of overtime. All overtime hours, including signing in early, shortened lunch periods, and time worked beyond that of the employee’s scheduled shift, must be approved by the direct supervisor. All changes to the worked schedule should be discussed and approved ahead of time with your supervisor. The time sheet must reflect all overtime hours, indicate the reason, and include the name and signature of the approving supervisor.  Unapproved overtime is considered a serious violation of Church policy that can be subject to termination. By submitting time sheets an employee is verifying that the hours were in fact worked.

F. Advances, Loans or Grants

No personal loans or advances for employees are allowed.  When an employee finds themselves in an emergency financial situation, they should approach their supervisor about the possibility of a one-time financial hardship grant.  These will be granted once during an employee’s tenure, and is distributed at the discretion of the Senior Minister, subject to budgetary capacity.  This money is considered income and is subject to payroll taxes.

G. Payroll Deductions

Federal and state laws require payroll deductions for income tax, Social Security, and Medicare. Deductions are shown on the stub of the paycheck. Changes to withholdings or errors in deductions should be called to the attention of their supervisor or the Administrator.  Adjustments will be reflected in the employee’s next paycheck.

H.  Unemployment Compensation

Foothills is covered by the Federal Income Tax Exemption Ruling as a § 501(c) (3) corporation.  As such, Foothills is specifically exempt from the requirement to pay Federal Unemployment Compensation Taxes.  Therefore, terminated employees are not eligible for unemployment insurance payments, either Federal or State, for the period of employment.


Updated on September 12, 2018

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