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The following sections relate to specific aspects of Clergy Resources information for the Diocese of Chicago.The general 2010 Budget Guidelines are a synopsis of these data.
Benefits -Medical & Dental Insurance Medical insurance, up to the cost of the EPO 80 and CIGNA Basic Dental family plans, is required to be paid by the employer. A more expensive plan may be selected and the additional cost may be paid by the clergy or granted as an additional benefit by the employer. Should a high deductible plan with a health savings account be chosen by the cleric, the difference between the cost and the EPO 80 must be paid for by the employers and placed in the health saving account. More information can be found here or by contacting the Diocesan Treasurer's Office.
Benefits -Other Insurances $50,000 life insurance is mandatory for full-time clergy, which the Church Pension Fund provides at no charge as long as pension assessments are not in arrears. A congregation may purchase additional life insurance if it chooses. For more information, please visit: Church Pension Group : Individual Life Insurance. NOTE: The insured must pay income tax on the value of life insurance in excess of $50,000. The IRS provides tables for calculating the value, which must be reflected on the clergy W-2.
Benefits -Pension The formula for calculating the pension contribution is 18% applied to the total of cash salary, Social Security tax reimbursement, utilities, and housing. Changes in compensation must be reported to the Church Pension Fund. For more pension information, call CPG at (800) 223-6602 or go to their web site at: http://download.cpg.org/pensions/publications/clergy/pdf/CPGuideBeneNowFuture.pdf Compensation Cash salary is the stipend paid including bonuses, fees, one-time cash payments, severance and any salary reduction arrangements used to fund an annuity such as a 403 (b) tax deferred annuity. Minimum clergy compensation is set each year by Diocesan Convention. Clergy minimum compensation for 2010 is as follows: $55,880 which includes: Cash Stipend, Self Employment Tax and Cash Housing allowance $40,620 which includes: Cash Stipend and Self Employment Tax and assumes a residence and utilities are provided. Congregations are expected to consider additional cash stipend based on such criteria as longevity, scope of responsibility, and performance. Changes in compensation must be reported to the Church Pension Fund. For more information on clergy compensation: 2008 Church Compensation Report A minimum of $1,000 must be provided for full-time clergy for actual expenses. Receipts should be turned in to the employer for reimbursement. For more information: Effective January 1, 2010 automobile mileage can be reimbursed at the rate of $0.50 per mile. Beginning and ending mileage must be noted from your odometer. Reimbursement from home to office may not be submitted. It is expected that clergy will take up to one month of vacation time per year. Clergy sabbaticals are different from vacations. Clergy eligible for a sabbatical leave will be in his or her current position for at least one year. Sabbaticals are typically from one to four months in length. Each congregation and/or supporting agency in the Diocese is urged to set aside a minimum of $250 each year in an interest bearing account to be added to its normal clergy support for the period of the sabbatical leave. This may be used to offset the cost of supply clergy. A full description of procedures, protocols and expectations around clergy sabbaticals are available in the Guidelines for Clerical Sabbatical Leaves. Parish based clergy are expected to pay self-employment taxes. Self-employment taxes have been included in the amounts required by the "Minimum Clergy Compensation" Currently the SE Tax rate is 7.65% (one-half of the total 15.3%). The SE offset is taxable. The Church Pension Group offers a tax guide for clergy and parishes that is updated annually. Supply clergy rate of payment is $175 for one service and $200 for two or more services. In addition, clergy should be reimbursed for travel. NOTE: Pension assessments are required for active clergy earning more than $200 per month (exclusive of travel expenses) for each of three consecutive months. Assessments are not required for retired clergy who are drawing their church pension. Clergy must be reimbursed for actual travel expenses. Receipts and documentation should be turned in to the employer on a monthly basis. If payment to clergy for transportation is an allowance or flat amount and the actual travel cost is not accounted for, it must be included as a part of the cash stipend.
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