Human Resources
The Office of Human Resources offers the highest quality of service by developing with its partners a work environment that is built on trust and respect for each individuals worth and talent.
Guides the development and maintenance of a sound program of uniform personnel administration for the archdiocesan administrative offices, including personnel policies and procedures, wage and salary administration, employment procedures and the maintenance of personnel records. Informs and advises archdiocesan pastors, administrators and parishes on personnel matters.
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Extra Salary Compensation
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Extra Salary Compensation is additional income/stipend paid to a full time employee for work performed that is generally outside of his/her principal place of employment and meets the four required working conditions listed below.
Full time employees of the Archdiocese of Cincinnati and its Affiliates qualify for extra salary compensation under certain limited and special circumstances. These circumstances exist when an employee is approved to perform work that is: 1) Truly necessary 2) For a limited period of time 3) Does not interfere with the employee’s current work schedule and 4) Does not fall within the scope of the employee’s responsibilities. If all four of these “Required Working Conditions” are met, the employee qualifies for extra salary compensation/stipend. Please submit the following Lay Employee Extra Salary Compensation Worksheet, Religious Employee Extra Salary Compensation Worksheet, or Active Priest Extra Compensation Worksheet when presenting the request for payment to primary place of employment.
Click to read the full policy.
These new procedures are effective January 1, 2012.
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Recent IRS Rules Affect Pay and Classification of Musicians
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| For many years administrators and pastors have struggled with determining the appropriate employment status, compensation and classification of parish musicians. It is not an easy task to decide if a parish musician should be considered exempt or non-exempt; paid a fee or a salary, or classified as an employee or an independent contractor. The intent of this communication is to address these key issues, set standards and guidelines for pastors and administrators to follow and avoid IRS penalties and legal risk by inappropriately classifying employees as independent contractors.
The new IRS ruling will affect parishes that allow their musicians to contract with a 3rd party and get paid directly by them. However, this does not mean that parish musicians should not receive a fee for their services for weddings and/or funerals. It simply means that their services should be compensated through the parish payroll. To read more Status and Pay of Parish Musicians; Questions and Answers.
These new procedures become effective January 1, 2012. |
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