SALARY
Compensation for work the church needs done.
BENEFITS
CHURCH PROVIDED | Paid for by the Church
Benefits determined, directed, and paid for by the church are designated Church Provided. These benefits are established and defined by the Personnel Team and approved by the church on an annual basis through the church budget process. Reimbursement or expense requests for Church Provided Benefits that exceed authorized limits or fail to meet qualified standards and established expense submission deadlines, will be deducted from the employee’s salary.
MAJOR MEDICAL BENEFIT (MMB)
The church provides a Major Medical Benefit to full-time employees in an amount based on years of service at FBCO. This is a time-activated benefit. First Baptist Owasso will select the insurance provider, deductible, and benefits and can change coverage or company at any time. Application for Major Medical Insurance may be made at the time of employment or upon employee request. Coverage will begin on the first day of the month following completion and submission of application by the employee and acceptance by the insurance provider. Upon written request and proof of other coverage, the employee may opt-out of this benefit. No cash equivalent will be provided.
This benefit is first applied to the cost of insurance for the employee. Additional funds may be used to pay for insurance for the employee’s family or to cover the cost of additional coverage. Coverage over the amount of the benefit will be paid from the employee’s salary. Unused portions of this benefit do not carry over and expire at the end of the calendar year.
YEARS OF SERVICE AMOUNT
1 - 4 $5,500
5 - 9 $8,000
10 - 14 $10,500
15 - 19 $13,000
20 + $15,500
VISION INSURANCE (VI)
Vision Insurance is available to full-time employees. First Baptist Owasso will select the insurance provider, deductible, and benefits and can change coverage or company at any time. Application for Vision Insurance may be made at the time of employment or upon employee request. Coverage will begin on the first day of the month following completion and submission of application by the employee and acceptance by the insurance provider. Upon written request, the employee may opt-out of this benefit. No cash equivalent will be provided.
DENTAL INSURANCE (DI)
Dental Insurance is available to full-time employees. First Baptist Owasso will select the insurance provider, deductible, and benefits and can change coverage or company at any time. Application for Dental Insurance may be made at the time of employment or upon employee request. Coverage will begin on the first day of the month following completion and submission of application by the employee and acceptance by the insurance provider. Upon written request, the employee may opt-out of this benefit. No cash equivalent will be provided.
LONG TERM DISABILITY INSURANCE (LTD)
Long-term Disability Insurance is provided for full-time employees and provides 60% of income to employees who exhaust the coverage of Major Medical Insurance and Paid Time Off due to a serious medical condition.
HEALTH REIMBURSEMENT ACCOUNT (HRA)
Full-time employees shall receive reimbursement for any qualified medical expense as defined by the current IRS tax code up to an amount determined by the Personnel Team. Reimbursement requests must be received in writing from the employee within the calendar year of the expense and must include receipts for qualified medical expenses. Unused portions of this benefit do not carry over and expire at the end of the calendar year.
RETIREMENT BENEFIT (RET)
The church provides a retirement benefit to full-time employees equal to an amount determined by the Personnel Team. Guidestone Financial Resources administers this 403(b) retirement plan for eligible employees.
RETIREMENT MATCHING FUND (RTF)
The church has created a retirement matching fund. Full-time employees who contribute from salary to retirement are eligible to receive a percentage of this fund equal to the percentage of their contribution to total staff retirement. Guidestone Financial Resources administers this 403(b) retirement plan for eligible employees.
For example…
If 13 employees contribute a total of $100,000 from salary to retirement and your contribution equals 10% of that total contribution, you receive 10% of the Retirement Matching Fund.
BONUS BENEFIT
Full and Continuous Part-time employees may receive bonuses as determined by their direct supervisor and Lead Staff. The maximum amount is recommended annually by the Personnel Team and available based on the health of the church, contribution of the team, and performance of the individual.
ANNIVERSARY BENEFIT
Full and Continuous Part-time employees will be recognized for milestone anniversaries every five years.
CHRISTMAS BONUS
Full and Continuous Part-Time employees may receive a Christmas Bonus as directed by the Personnel Team. Short-term employees can receive something from within their department at the discretion of their supervisor and in light of overall department financial health.
PROFESSIONAL BUSINESS EXPENSE (PBE)
Members of the Pastoral Leadership Team, Ministerial Staff, Directors, and select Support Staff, as determined by the Personnel Team, are able to request reimbursement for qualified Professional Business Expenses as defined by the current IRS tax code and up to an amount not to exceed the limits communicated in writing annually as part of the employee’s employment packet. Reimbursement or account usage requests must be received in writing from the employee within 4 weeks of the expense and within the calendar year. Reimbursement or account usage requests must contain an invoice or receipt for qualified expenses. Unused portions of this benefit do not carry over and expire at the end of the calendar year.
FBCO retains ownership of equipment and/or resources purchased using the Professional Business Expense and may, at church discretion, choose to gift these items to the employee upon employment separation.
SOCIAL SECURITY BENEFIT (SSB)
Because of the unique nature of the IRS Tax Code for Ordained Ministers, FBCO has established a Social Security Benefit to offset the cost of an ordained employee’s Social Security (FICA and Medicare) expenses. Ordained members of the Pastoral Leadership Team and Ministerial Staff, regardless of employee participation in Social Security, shall receive an amount equal to 7.625% of base salary before reductions added as taxable income back into salary.
KING’S KIDS BENEFIT (KKB)
King's Kids is the four-day-a-week preschool of First Baptist Owasso. Full-time Employees with qualified children living in the home may receive a tuition assistance stipend for enrolled children.
Enrichment Class - N/A
2 days per week - $110 per month
3 days per week - $150 per month
4 days per week - $175 per month
PAID TIME OFF (PTO)
Paid Time Off is available for vacation, sickness, personal or family emergency, continuing education, revivals or personal well-being. Full-time Employees begin to accrue Paid Time Off monthly from the date of employment at a rate equal to 15 days plus the number of days received for years of service. Up to 15 PTO days can carry over into the next calendar year.
Paid Time Off is available to Continuous Part-time employees and begins to accrue monthly from the date of employment at a rate equal to 10 days plus the number of days received for years of service. Up to 5 PTO days can carry over into the next calendar year.
While PTO will accrue at the rate previously defined, it is not available to new employees until 6 months after the date of employment.
PTO REQUEST, APPROVAL, & ADMINISTRATION
Except in the case of sickness, personal, or family emergency, PTO must be requested and approved by an employee’s immediate supervisor and/or Executive Pastor no less than two weeks in advance.
In the event of sickness, personal, or family emergency, the employee must inform the immediate Supervisor and/or the Executive Pastor within an hour of missing work or as soon as reasonably possible.
PTO cannot be used during Church-defined ‘black-out dates’, which are periods of time or events designated by the Pastor Leadership Team as non-PTO dates. PTO taken during black-out dates for sickness, personal or family emergency will require proof of emergency. Otherwise, this time will be considered time away without pay.
Except in the case of sickness, no more than 10 consecutive PTO days may be taken unless prior approval has been received by the Senior or Executive Pastors. PTO cannot be used to miss 2 or more consecutive Sundays unless prior approval has been received from the Senior or Executive Pastors. PTO taken for sickness or emergency that extends beyond 10 consecutive days will require proof of sickness. Otherwise, this time will be considered time away without pay.
PTO VACATION ALLOTMENT
Ministerial Staff | Years of Full-time Employment in Vocational Ministry.
15 days plus the number of days received for years of service.
0 – 5 years 10 days
6 – 10 years 15 days
15+ years 20 days
Full-time Employees of FBCO | Years of Employment at FBCO:
15 days plus the number of days received for years of service at FBCO.
0 – 5 years 10 days
5+ 15 days
Continuous Part-time Employees of FBCO | Years of Employment at FBCO:
10 days plus the number of days received for years of service at FBCO.
0 – 5 years 10 days
5+ 15 days
EMPLOYEE DIRECTED | Paid for by the Employee
Benefits available to and paid for out of the employee’s salary are designated Employee Directed. Available benefits are established and defined by the Personnel Team and approved by the church on an annual basis through the church budget process. All Employee Directed Benefits must be requested in writing and authorized by the employee as a salary reduction or reimbursement. Reimbursement or expense requests for Employee Directed Benefits that exceed authorized limits or fail to meet qualified standards and established expense submission deadlines will be deducted from the employee’s salary. All salary reductions will be requested at the time of employment and adjusted annually or at the employee’s discretion.
FAMILY MEDICAL BENEFITS
Full-time and Continuous Part-time Employees may deduct any amount of salary in order to include their family in Major Medical, Vision, and Dental Insurance. Requirements for enrollment of the family are the same as for the employee. This is a pre-tax benefit.
FLEXIBLE SPENDING ACCOUNT (FSA)
Full-time and Continuous Part-time Employees may deduct any amount of salary into a Flexible Spending Account. Any qualified out-of-pocket medical expenses as defined by the current IRS tax code or out-of-pocket childcare expenses may be reimbursed from this account. Reimbursement requests must be received in writing from the employee within the calendar year of the expense and include receipts for qualified medical expenses. Unused portions of this benefit do not carry over and expire at the end of the calendar year. This is a pre-tax benefit.
SUPPLEMENTAL INSURANCE (SI)
Full-time Employees may deduct any amount of salary in order to secure Supplemental Insurance such as Dental, Eye, Accidental, Disability, Cancer-care, Long-term Care, Life or other eligible insurance products. Premiums for qualified Supplemental Insurance will be paid on behalf of the employee directly to the insurance provider. All other premiums will be paid by the employee to the insurance provider and reimbursed to the employee on a monthly basis. Requests for reimbursement must be received in writing from the employee within the calendar year of the expense and include receipts for qualified insurance premiums. It is the responsibility of the employee to communicate to the Financial Director any changes in premium or cancelation of policy. Unused portions of this benefit do not carry over and will be reimbursed to the employee as taxable income in the current calendar year. This is a pre-tax benefit.
FBCO has an established and ongoing relationship with AFLAC and provides qualified Supplement Insurance for eligible employees.
EDUCATION ASSISTANCE (EA)
Full-time Employees may deduct an amount of salary equal to or less than current Federal legal limits in order to make contributions to an eligible 529 College Savings Plan, other eligible educational savings product, or to pay for tuition, books, or other resources required for continuing education. Deposits for qualified 529 College plans will be paid by the employee to the plan provider and reimbursed to the employee on a monthly basis. Requests for reimbursement must be received in writing from the employee within the calendar year of the expense and include receipts for qualified plan investments. It is the responsibility of the employee to communicate to the Financial Director any changes or cancellations in investment. Unused portions of this benefit do not carry over and will be reimbursed to the employee as taxable income in the current calendar year. This is a pre-tax benefit.
HOUSING ALLOWANCE (HA)
Ordained employees may designate any amount of salary equal to or less than Federal legal limits as Housing Allowance. As determined by the current IRS tax code, this Housing Allowance will not be subject to income tax but will be subject to Social Security (FICA and Medicare) tax unless the ordained employee has filled out IRS Form 4361 to opt-out of Social Security. The employee is responsible for tracking and reporting qualified housing expenses to the IRS. The Housing Allowance will accrue at the same rate as salary and be distributed at each pay period. Unused portions of this benefit do not carry over and will be reimbursed to the employee as taxable income in the current calendar year. This is a pre-income tax benefit.
CONTINUING EDUCATION BENEFIT
Employees who continue their education in order to earn graduate-level degrees, may receive assistance from the church for tuition and/or other education-related expenses. The Personnel and/or Pastoral Leadership Team determine the amount of assistance available. Currently, this benefit is funded through the Professional Business Expense.
RELEVANT LINKS
fbcowasso.freshdesk.com
fbcowasso.org/staffview