The Fair Labor Standards Act (FLSA)’s overtime laws require churches to pay employees overtime when they work beyond a certain threshold, usually 40 hours in a workweek.
For most churches, the workweek coincides with the calendar week, running from 12 a.m. Monday to 12 p.m. on Sunday.
But churches are allowed to use any fixed and regularly recurring seven consecutive 24-hour periods. It may begin on any day of the week and at any hour of the day. This should be defined in the Employee Handbook.
Once an church establishes a workweek, it must remain fixed. The church may change the workweek, but the change must be intended to be permanent and must not be designed to evade the overtime requirements of the FLSA.
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This article is intended to provide readers with guidance in tax matters. The article does not constitute, and should not be treated as professional advice regarding the use of any particular tax technique. Every effort has been made to assure the accuracy of the information. Clergy Financial Resources and the author do not assume responsibility for any individual’s reliance upon the information provided in the article. Readers should independently verify all information before applying it to a particular fact situation, and should independently determine the impact of any particular tax planning technique. If you are seeking legal advice, you are encouraged to consult an attorney.
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