# Church HR Network

> HR Services for Churches, Ministries, Nonprofits & Schools

## When the Pulpit Collides with HR: Navigating the Fallout of Inappropriate Relationships
URL: https://churchhrnetwork.com/news-articles/when-the-pulpit-collides-with-hr-navigating-the-fallout-of-inappropriate-relationships/

Few moments shake a church or ministry staff and congregation more than the discovery of an inappropriate relationship between a pastor and another staff member. What may begin in secrecy quickly evolves into an HR compliance and pastoral care challenge with lasting spiritual, relational, and organizational consequences.

The Immediate Fallout for Church Leadership

When a situation like this comes to light, church leadership must act quickly with integrity and appropriate transparency. Questions of power imbalance, confidentiality, and broken trust immediately rise to the surface. Staff morale often plummets, and congregational confidence in leadership is shaken. What should be a safe place of ministry instead becomes clouded by suspicion and hurt.

HR Policies, Procedures, and Legal Complexities in Churches

From an HR standpoint, the challenges are complex. Allegations of workplace harassment, abuse of authority, or Title VII violations must be evaluated quickly and carefully. Church boards and HR leaders must act swiftly to protect the church legally while upholding biblical principles. Investigations must be thorough, impartial, and well-documented, while ensuring care for both the accused and the affected parties. 

Initially, both parties may claim the inappropriate relationship was mutual until the moment they told their respective spouses. Then, usually, the non-clergy party claims clergy abuse. They claim that they felt pressured into the relationship because the other party was a clergy member. At this point, it will likely become a sexual harassment investigation. The EEOC and Title VII require you to follow specific steps in the investigation. The complexity of these investigations makes it critical that you involve good legal counsel. There are also many things that HR must navigate:

Selecting the right person to communicate with legal counsel.

Ensuring decisions are made correctly 

Protecting all parties and the ministry

Understanding and maintaining the attorney-client privilege.

Ensuring Elder/Council/Board involvement and confidentiality

Identifying the appropriate and legally acceptable person to do the investigation.

Ensuring conflicts of interest are avoided

Work with leadership to determine when and what to tell staff members, if anything

Understanding and congregational communication—when, what, and how to tell congregants.

Protect the involved parties’ privacy rights

Understanding transparency and restoration within the confines of the law and faith

Interacting with the ministry’s insurance representative

Navigating a lawsuit or potential lawsuit.

Reviewing employment contracts, staff handbooks, and existing HR policies and procedures to ensure compliance

The Ripple Effect on Staff and Congregation

Beyond policies and legalities, these incidents generate tremendous human pain. Colleagues may feel betrayed, congregants may lose trust in their shepherds, and gossip can run rampant. In some cases, the incident divides the congregation, leaving lasting scars on the church’s unity and mission. 

Restoring Health, Trust, and HR Compliance

Although the road forward is difficult, it is not impossible. Churches must rely on clear HR policies and procedures, church leadership accountability, and wise outside counsel. Providing pastoral care to those harmed, creating safe reporting structures, and communicating the correct information at the right time are essential steps in rebuilding trust. Leaders must understand the nuances associated with these unfortunate events and protect the church, uninvolved parties, and the ministry. 

Above all, leaders must remember that redemption and accountability in church leadership are not opposites; they are both necessary for the health of the Church, but timing is of primary importance. 

Proactive Preparation: HR Policies for Churches

Does your ministry currently have policies in place regarding clergy conduct? Do you train clergy to safeguard against missteps that can lead to inappropriate relationships? How do you hold them accountable? Do you have an anti-harassment policy with clear lines of reporting? Do you have a process in place to deal with a claim? Have you trained your Elders/Council/Board in how to deal with these types of issues? 

If the time to act has come, the time to plan has passed. Make sure you aren’t caught off guard by failing to implement strong church HR compliance and human resources legal compliance policies in advance. Many ministries find that ongoing HR subscription services provide the structure they need.

In addition to these questions, churches should also take proactive steps to reduce risk and strengthen accountability, such as:

Providing ongoing training solutions in HR compliance and legal risk management

Developing clear reporting structures for staff and volunteers

Reviewing insurance coverage for employment practices liability

Creating a documented pastoral care plan to support affected staff and congregants

Provide harassment prevention training that teaches staff how to identify, report, and respond to harassment.

Protecting the Church Through Accountability and HR Compliance

Navigating the fallout of inappropriate relationships in ministry requires more than quick fixes—it demands a balance of church leadership accountability, pastoral care, and HR compliance rooted in both biblical values and legal responsibility. Churches that invest in strong HR policies and procedures, legal compliance training, and proactive accountability structures are better equipped to protect their staff, congregation, and mission.

Church HR Network can help your ministry every step of the way. From drafting and updating policies to guiding boards through investigations and training leaders on compliance, we provide the tools and support churches need to safeguard their people and remain legally protected. Whether you need help with human resources legal compliance, church HR audits, or pastoral care policies, our team partners with you to create systems that honor Christ, protect your congregation, and strengthen your ministry for the future.

Frequently Asked Questions About Church HR Compliance

What is church leadership accountability, and why is it important?

Church leadership accountability means holding pastors, elders, and ministry leaders responsible for their actions through clear oversight and HR policies. Without accountability, churches risk legal non-compliance, loss of trust, and damage to congregational unity.

What HR policies and procedures should every church have?

 Every church should have:

A written anti-harassment and anti-discrimination policy

A clergy conduct policy with clear boundaries

Reporting and investigation procedures for misconduct

Employee handbooks updated with human resources legal compliance standards

Board training on confidentiality and response protocols

What does human resources legal compliance mean for churches?

Human resources legal compliance refers to following all employment laws that apply to churches, including Title VII, EEOC regulations, wage and hour laws, and workplace safety requirements. It ensures that churches operate legally while protecting staff and congregants.

How does pastoral care connect with HR compliance?

Pastoral care focuses on spiritual and emotional healing, while HR compliance ensures legal and organizational protection. Both must work together—pastoral care restores people, and HR compliance protects the ministry from legal and reputational harm.

How can churches prepare for HR investigations before a crisis happens?

Churches should:

Create a crisis response plan for misconduct claims

Partner with HR consultants or legal counsel for training

Document all HR processes in advance

Communicate clear standards of conduct to all leaders and staff

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## Bonuses in Ministry:  Creating a Fair and Transparent Bonus Policy
URL: https://churchhrnetwork.com/news-articles/bonuses-in-ministry-creating-a-fair-and-transparent-bonus-policy/

In the life of a ministry, staff members often go above and beyond to serve faithfully. While most are driven by calling and mission rather than financial reward, ministries sometimes choose to offer bonuses as a way to express gratitude and encouragement. Done well, bonuses can uplift morale, honor hard work, and demonstrate good stewardship. Done poorly, they can create division, resentment, and even compromise trust within the ministry team.

Bonuses and Ministry Perspective:  Aligning Faith and HR Policies

For some ministries, offering bonuses may feel too focused on money or performance. That’s a valid concern, and one that should be weighed prayerfully. However, bonuses don’t need to contradict a ministry mindset. When rooted in gratitude, stewardship, and encouragement, they can serve as tangible expressions of appreciation that align with a culture of care and service. Ministries that document these practices in employee handbooks for ministries ensure that recognition aligns with both faith and compliance.

Why Bonuses Matter for Church Staff Appreciation and Retention

Bonuses are not simply financial perks; they are a reflection of how a ministry values its people. A fair and transparent bonus policy communicates appreciation while reinforcing the culture of integrity and equity that should undergird every ministry. For many employees, bonuses can provide meaningful financial relief, but they also carry an emotional weight. They say, “We see you, and we value your contribution.”

The Risk of Unfair Bonus Practices in Ministry HR

Without clear guidelines, bonuses can easily become inconsistent or even inequitable. When bonuses are given based on favoritism, perceived popularity, or subjective decision-making, staff may feel overlooked or undervalued. This can breed division among team members and distract from the mission of the ministry. A lack of fairness may also raise ethical concerns about stewardship of church funds and damage credibility with the congregation and donors.

Principles for Fair and Transparent Ministry Bonus Policy

To ensure bonuses serve as a healthy encouragement rather than a source of discord, ministries should consider establishing clear, objective, and fair criteria:

Mission AlignmentBonuses should reflect and reinforce the ministry’s mission and values. Recognize contributions that advance the core purpose rather than simply rewarding financial or numerical outcomes.

TransparencyCommunicate how bonuses are determined. Staff members should understand the “why” behind decisions, even if amounts vary. Transparency builds trust and prevents harmful speculation.

EquityStrive for consistency across similar roles and responsibilities. Differences in performance should be measured against defined expectations, not personal preference.

StewardshipBonuses should be responsibly budgeted and not compromise the financial health of the ministry. Churches are accountable for handling resources in a way that honors both God and the generosity of donors.

DocumentationEstablish written policies around bonus distribution. This provides clarity for current staff and consistency for future leaders.

The Pastoral Opportunity: Encouraging Staff Through Employee Recognition

Fair and thoughtful bonuses are more than HR best practices—they are opportunities to shepherd people well. Ministry leaders can use bonus conversations to encourage staff, celebrate growth, and connect their work back to the Kingdom impact they are making together. When bonuses are approached with fairness and integrity, they not only bless employees but also strengthen the ministry’s witness to the watching world.

Bonus Structure Options for Equitable Ministry Employee Benefits

When deciding how to structure bonuses, ministries can consider a few different models:

Flat Amount – A set dollar figure for all eligible employees, regardless of role or pay level. Simple and equitable.

Percentage of Pay – A bonus calculated as a percentage of base salary or wages. Allows for proportional recognition but may feel inequitable across departments.

Tiered System – Bonuses vary based on position or responsibility level, using either a flat or percentage-based approach.

Performance-Based Tiers – If used, must be tied to clear, measurable, and ministry-aligned goals.

Regardless of the approach, ministries should:

Document bonuses awarded for historical reference.

Set a policy that bonuses are discretionary, not guaranteed year to year.

Ensure leadership agrees on bonus criteria before distribution.

Handling Taxable Ministry Bonuses and Payroll Compliance

Ministries must also remember that bonuses are considered taxable income and must be processed through payroll. Churches should avoid giving “gifts” or cash under the table, even with good intentions, as this can create tax and legal exposure for both the ministry and the employee. For further insight, review our article on the tax implications of employee gifts.

Final Guidance on Ministry Bonus Policies

Bonuses can be a meaningful way to recognize the faithful service of ministry staff, but they must be handled with care, clarity, and consistency. When thoughtfully planned, transparently communicated, and aligned with both mission and financial health, bonuses can strengthen trust, affirm calling, and support a culture of stewardship and encouragement. 

It’s important to remember that bonuses are always optional and should never jeopardize the financial stability of the ministry. Whether you choose to give bonuses or not, having a clear and intentional approach reflects wise leadership and honors the people God has entrusted to your care. Ministries seeking consistent HR support can also explore ongoing HR subscription services.

FAQs on Bonuses in Ministry

1. Why should ministries consider offering bonuses to staff?Bonuses allow ministries to express gratitude, uplift morale, and show staff their contributions are valued. When done fairly, they reinforce trust and stewardship. For broader HR support, many churches choose to use HR Subscription Services for guidance on policies and compliance.

2. How can bonuses align with a ministry’s mission and values?Bonuses can highlight mission-aligned contributions, rewarding service and dedication rather than just financial results. They should reflect the same integrity emphasized in a ministry’s employee handbooks.

3. What risks come with unfair or inconsistent bonus practices?Unclear criteria can lead to favoritism, resentment, or division among staff. They may also raise ethical concerns about stewardship of donor funds. In some cases, they can create conflict best addressed through structured conflict negotiation services.

4. What are the best practices for creating a fair ministry bonus policy?Document criteria, ensure transparency, budget responsibly, and strive for consistency across similar roles. Written guidelines protect both current staff and future leadership. Many ministries also perform an HR audit to ensure bonus structures align with compliance and stewardship principles.

5. What types of bonus structures work best for ministries?Options include flat amounts, percentage of pay, tiered systems, or performance-based tiers. The key is clarity and alignment with ministry values. To help leaders make the right choice, training solutions can equip leadership teams to implement fair and consistent policies.

6. Are ministry bonuses taxable?Yes, all bonuses must be processed through payroll and are considered taxable income. Cash gifts outside of payroll may create legal and tax risks. For more details, see this article on the tax implications of employee gifts.

7. How do transparent bonus policies affect ministry culture?Clear communication builds trust, strengthens team unity, and demonstrates integrity to staff, congregants, and donors. This is part of cultivating a healthy workplace, which is also supported by harassment prevention training and other proactive policies.

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## California SB 848 for Private Schools: Safety, Reporting, and Vetting Requirements
URL: https://churchhrnetwork.com/news-articles/california-sb-848-for-private-schools-safety-reporting-and-vetting-requirements/

An Overview of California SB 848 Requirements for Private Schools: New Mandates Revolutionize Safety and Vetting for Private Schools

California’s Senate Bill 848 (SB 848) introduces sweeping changes to safety and misconduct compliance requirements for California private schools, fundamentally altering policies, vetting procedures, and reporting obligations. SB 848 is designed to strengthen child protection, increase transparency, and prevent individuals with a history of misconduct from working with minors.

Central to the legislation is the mandate that California develop a statewide database for documenting and reviewing substantiated misconduct involving minors by school personnel. Compliance with SB 848 is phased, with key deadlines approaching in July 2026 and July 2027, making early preparations critical for private school leaders and governing boards.

Phase One: SB 848 Policies, Training, and Prevention (Due July 1, 2026)

By the summer of 2026, private schools must adopt SB 848-compliant internal measures focused on prevention and training.

Key Policy and Training Requirements:

Child Safety Policies: Schools must adopt a written child-safety and professional-boundaries policy, which includes specific restrictions on staff–student electronic communication. SB 848 places strong emphasis on clear boundaries and documentation. While not mandatory, creating a comprehensive school safety plan with student-protection procedures is highly recommended as best practice.

Mandated Reporter Training: Schools must ensure that all employees, contractors, board members, and volunteers who interact with students without school personnel present complete annual mandated-reporter training as required under SB 848. Completion dates for this training must be tracked for each individual, ensuring training is completed within six weeks of hire or the start of the school year.

Student Education: Schools are required to implement age-appropriate abuse-prevention instruction for students, aligned with forthcoming state guidance under SB 848. Parents and guardians must be notified about this instruction and provided with opt-out options.

Phase Two: SB 848 Hiring and Vetting Requirements (Due July 1, 2027)

The legislation dramatically increases the scope of background checks and verification required before hiring, intending to prevent individuals with a history of misconduct from working with students.

Mandatory Hiring and Disclosure Requirements:

Disclosure and Background Checks: Applicants must disclose all prior employment at any public or private school. Before hiring any employee or retaining the service of any volunteer who may interact with children outside the presence of school personnel or a parent, schools must conduct a live scan background check that includes subsequent arrest notification from the Department of Justice.

Exclusion for Violent Crime: Mandatory hiring exclusion is required for any person convicted of a violent crime. Furthermore,  not retaining any employee who has been convicted of a violent crime has always been considered a best practice for private schools.

Prior Employer Verification: Schools must contact all prior school employers (public and private) to check for substantiated findings, pending investigations, or credible allegations of misconduct involving minors.

SB 848 Statewide Misconduct Reporting and Lookup System

The creation of a statewide database is central to SB 848. This system, which will be established by July 1, 2027, documents substantiated misconduct involving minors by school employees, contractors, or volunteers.

School Responsibilities for Using the Database:

Mandatory Lookup Before Hiring: Schools are required to check the statewide database before hiring any employee, contractor, coach, tutor, or volunteer in a position that involves student contact. They must document that this database check was completed for every new hire or contracted provider. Crucially, schools must ensure no individual with a substantiated record of misconduct found in the database is hired or placed in any student-facing role.

Timely Reporting: Private schools have strict deadlines for reporting employee information to the system under SB 848.

Employees must be entered into the system within 30 days of hiring.

Changes in an employee’s position must be updated within 30 days.

Termination of an employee must be updated within 10 days.

Reporting Misconduct Investigations: Schools must submit notice to the statewide data system within 10 days of the start of an investigation into egregious misconduct. Once an investigation of egregious misconduct is completed, the system must be updated within 10 days. Schools must report any substantiated findings of child abuse, grooming, egregious misconduct, or boundary violations to the system as required by SB 848. If a non-certified employee leaves mid-investigation, schools must update the statewide data system to include this information in the employee’s record, and must report resignations, terminations, or non-renewals that occur during an active investigation for misconduct involving a minor.

SB 848 Prohibiting Concealment of Misconduct

SB 848 strictly prohibits the use of contracts or settlement agreements to conceal allegations or findings of child abuse, grooming, or sexual misconduct. This includes the expungement of any records of such misconduct from personnel files. Furthermore, schools are obligated to disclose to any prospective school employer any reports of egregious misconduct they made against any former employee. If a previously substantiated report is later determined by the school to be unfounded, the commission must be notified within 10 days, with the Commission on Teacher Credentialing (CTC) responsible for record removal.

Governance, Oversight, and Ongoing SB 848 Compliance

To ensure ongoing adherence, governing boards must receive annual training on SB 848 duties, particularly concerning the statewide reporting system. Schools must also review all school safety and misconduct-prevention policies at least annually. Ongoing compliance requires maintaining a confidential compliance log documenting trainings, reporting actions, database checks, and policy updates. Additionally, schools must ensure that all third-party organizations (such as sports, music, and after-school programs) comply with SB 848 reporting and vetting requirements.

How Church HR Network Supports Private Schools With SB 848 Compliance

SB 848 introduces significant new safety, reporting, and vetting requirements for California private schools, making proactive compliance planning essential. Church HR Network helps private schools, churches, and ministries navigate evolving compliance obligations while maintaining child safety, transparency, and alignment with their mission.

From project-based support—such as child safety policies, mandated reporter and volunteer training, hiring and vetting compliance, and audits to ongoing HR guidance through our HR subscription services, Church HR Network equips schools and ministries with practical tools, expert insight, and peace of mind—so leaders can stay focused on education, stewardship, and their broader mission.

Frequently Asked Questions About California SB 848 for Private Schools

Does SB 848 apply to all private schools in California? 

Yes. SB 848 applies to California private schools and establishes statewide requirements related to child safety policies, reporting obligations, employee vetting, and documentation of substantiated misconduct involving minors.

What are the key SB 848 compliance deadlines for private schools?

SB 848 compliance is phased, with policy, training, and prevention requirements effective by July 1, 2026, and enhanced hiring, vetting, and statewide database requirements taking effect by July 1, 2027.

What training is required under SB 848? 

SB 848 requires annual mandated reporter training for employees, contractors, board members, and volunteers who interact with students without direct supervision, as well as age-appropriate abuse-prevention education for students.

What is the SB 848 statewide misconduct reporting and lookup system? 

The SB 848 statewide system is a centralized database that documents substantiated misconduct involving minors by school employees, contractors, and volunteers, and private schools must check the system before hiring and report employee status changes and misconduct investigations within defined timelines.

How can private schools prepare for SB 848 compliance? 

Private schools can prepare by reviewing and updating child safety policies, strengthening hiring and vetting procedures, tracking training completion, establishing reporting workflows, and maintaining documentation aligned with SB 848 requirements. Private schools that want a clearer path through the process can also attend Church HR Network’s SB 848 Compliance Bootcamp to better understand the requirements and how to implement them.

How does Church HR Network support private schools with SB 848 compliance? 

Church HR Network supports private schools by providing guidance tailored to SB 848 requirements, including child safety and professional-boundaries policies, mandated reporter and volunteer training, hiring and vetting workflows, compliance audits, and ongoing HR subscription services designed for school and ministry environments. Church HR Network also plans to launch a new Mandated Reporter Training for Private Schools in late January, designed to meet SB 848 requirements and available to HR360 members.

This document is for use by Church HR Network members only and is not to be replicated or distributed to other entities or persons without prior written authorization from Church HR Network. If you have questions about this information, contact Church HR Network at (888) 807-2476 or info@churchhrnetwork.com

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## AB 495 AND CALIFORNIA PRIVATE SCHOOLS
URL: https://churchhrnetwork.com/news-articles/ab-495-and-california-private-schools/

The Family Preparedness Act of 2025: New Emergency and Safety Requirements for California Schools and Licensed Childcare

California Assembly Bill 495 (the Family Preparedness Plan Act of 2025), also known as the Family Preparedness Act, is set to become effective on January 1, 2026. This landmark legislation requires California public schools and licensed childcare programs to adopt strengthened guidance from the Attorney General regarding family emergency and safety planning, particularly for situations where parents may become detained or otherwise unavailable.

Scope and Applicability of AB 495

AB 495 mandates compliance by public schools and licensed childcare programs. The law does not apply to private schools. The Education Code section governing the public-school components of AB 495, specifically Education Code § 234.7, falls under Title 1, Division 1, Part 2. Part 2 regulates California’s public elementary and secondary education system and consistently refers to public entities such as school districts, charter schools, county offices of education, and public-school employees and pupils.

The Legislature maintains a clear distinction: if lawmakers intend for a statute to apply to private schools, the statute must expressly state so. Since private schools are regulated under a separate part of the Education Code (Title 2, Division 4, Part 6) and Part 2 does not expressly extend its scope to private schools, courts and the California Department of Education interpret Part 2 as governing only public education. Church HR Network also confirmed with the California Department of Education that AB 495 does not apply to private Christian schools.

Strengthening Family Emergency Planning under AB 495

AB 495 requires public schools to update their policies to align with state guidance and share this information with families. Crucially, public schools must emphasize the need for accurate emergency contacts and comprehensive family preparedness plans.

To ensure the continuity of care for children, the law broadens the use of Caregiver’s Authorization Affidavits and establishes clearer options for temporary guardianship.  Although not required by private religious schools, we recommend that private Christian schools adopt the “10-Deep Rule”: Each parent should have at least 10 emergency contacts/caregivers on their emergency contact list and the information should be annually verified with a signature. Additionally, it is best practice to have a policy that parents should revise their child’s emergency contact list whenever information needs to be updated.

How AB 495 Affects Licensed Child Daycare Facilities

Under the newly added CA Health and Safety Code Division 2 Chapter 3.62, licensed child daycare facilities (preschools) face several specific requirements, all effective January 1, 2026.

Emergency Contact Protocols

A licensed child daycare facility must annually request that parents review their emergency contact information. If staff know a parent or guardian is unavailable to care for the child, the facility must exhaust any parental instructions related to the pupil’s care contained within the emergency contact information.

Best practice

Church HR Network recommends adopting the “10 Deep Rule,” meaning each parent should list at least 10 emergency contacts for each child with current information. Church HR Network also recommends that parents sign the emergency contact list annually, acknowledging that they have verified the information and updated it when necessary.

Model Policies Awareness

By July 1, 2026, licensed child daycare facilities must ensure that a child’s parent or authorized representative is aware of the model policies published by the Attorney General (scheduled for release in April 2026) and knows how to access them. Facilities must keep any information, guidance, or policies provided to parents up to date with revisions, which the State Department of Social Services will notify facilities about.

Restrictions on Immigration Status and Law Enforcement Access

The Family Preparedness Act reaffirms and extends protections previously established by the Safe Schools for Immigrant Student Acts. The law places restrictions on collecting immigration-related data and establishes requirements for reporting law enforcement contact:

Immigration Status Collection is Prohibited: Public schools and licensed childcare facilities are restricted from collecting information regarding immigration status. A licensed child daycare facility shall not collect information or documents regarding the citizenship or immigration status of pupils or their family members.

Documenting Law Enforcement Requests: Schools and childcare providers are required to document any requests made by law enforcement seeking immigration-related access. A licensed child daycare facility administrator or licensee must report requests for information or access to a site by law enforcement attempting to enforce immigration laws to the State Department of Social Services and the Attorney General promptly.

Protecting Personally Identifiable Information: In making such reports, preschools are prohibited from disclosing personally identifiable information about a pupil or their family. This protected information includes the home address, contact information, citizenship or immigration status, or any information that could potentially be used to infer a person’s immigration status.

How Church HR Network Helps Private Schools Navigate AB 495 and Related Policies

Although AB 495 does not apply to private or faith-based schools, understanding the law and related emergency preparedness policies is still important for church-affiliated schools and childcare ministries. Church HR Network helps private schools navigate AB 495 in context, clarifying exemptions, identifying best practices, and supporting policy development aligned with broader legal and safety expectations.

Through project-based services and ongoing HR support, Church HR Network assists schools with emergency preparedness policies, caregiver documentation practices, staff training, and risk management strategies tailored to faith-based organizations. This guidance helps private schools stay informed, prepared, and confident as state laws and public-school requirements continue to evolve.

Frequently Asked Questions About AB 495

Does AB 495 apply to private schools in California?

No. AB 495 doesn’t apply to private religious schools, but does apply to public schools and private licensed child daycare facilities (preschools)

Are private Christian schools required to follow AB 495?

No. AB 495 does not apply to private Christian schools. However, some schools may choose to adopt certain family preparedness best practices voluntarily.

Does AB 495 apply to licensed child daycare facilities?

Yes. AB 495 expressly applies to licensed child daycare facilities, including preschools, and private religious in front of preschools beginning January 1, 2026.

What are the main requirements of AB 495 for schools and childcare providers?

AB 495 focuses on emergency preparedness, accurate emergency contact information, caregiver authorization, and family safety planning, along with restrictions related to immigration status data collection and law enforcement access.

When does AB 495 take effect?

AB 495 takes effect on January 1, 2026, with certain policy awareness requirements for childcare facilities effective by July 1, 2026.

How does Church HR Network support private schools with AB 495?

AB 495 is complex. Church HR network supports ministries by providing compliance guidance and best practices related to emergency preparedness. Support may include policy review, documentation guidance, training resources, and ongoing HR subscription services tailored to school and ministry environments.

This document is for use by Church HR Network members only and is not to be replicated or distributed to other entities or persons without prior written authorization from Church HR Network. If you have questions about this information, contact Church HR Network at (888) 807-2476 or info@churchhrnetwork.com

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## Ministry HR: The Glue That Holds Operations Together
URL: https://churchhrnetwork.com/news-articles/role-of-ministry-hr/

In the intricate tapestry of ministry operations, one element often overlooked yet profoundly crucial is Human Resources (HR). While ministries prioritize biblical teaching, theology, spiritual guidance, community service, missions, preaching, Christian education, and worship, the role of HR in managing personnel, ensuring smooth operations, and fostering a harmonious work environment is indispensable. HR in a ministry setting goes beyond traditional functions; it embodies the essence of the ministry’s mission and values, acting as the glue that holds everything together.

Building a Strong HR Foundation in Your Ministry

HR in a ministry setting is responsible for creating a solid foundation for all personnel-related matters. This includes building strong relationships with the Lead Team and or Executive Staff.  HR Professionals must understand the Lead/Executive team’s goals and organizational direction to ensure they build and manage a staff to accomplish them. HR must recruit staff who align with the ministry’s mission, values, and culture. The recruitment process in a ministry is not just about finding someone with the right skills but finding someone whose beliefs and values resonate with the congregation’s spiritual goals. By carefully selecting individuals who are both competent and compassionate, HR ensures that the ministry staff can work together harmoniously, fostering a positive and productive environment.

Enhancing Internal Communication in a Ministry Setting

Effective communication is vital for any organization, and ministries are no exception. HR plays a pivotal role in facilitating open and transparent communication channels among staff members. HR must look after the organization’s needs and goals and the employee’s rights and responsibilities. Promoting open dialogue is key.

Ensuring Compliance and Ethical Practices in Ministries

Ministries, like any other organization, must adhere to various laws and regulations. HR ensures that the ministry complies with employment laws, safety regulations, and ethical standards. This includes maintaining accurate records, ensuring proper employment practices, and providing a safe working environment. By upholding these standards, HR protects the ministry from potential legal issues and maintains its integrity and reputation.

Creating a Positive Work Environment for Ministry Staff

A positive work environment is essential for the well-being and productivity of the staff. HR is crucial in creating a supportive and inclusive environment where everyone feels valued and respected. This involves implementing policies promoting work-life balance, recognizing and rewarding contributions, and supporting personal and professional challenges. A positive work environment enhances job satisfaction and boosts morale and motivation. This is a difficult task given that ministry never stops.  However, we should never stop striving for a more positive work environment.

Supporting Ministry Leaders with Effective HR Strategies

Ministry leaders often juggle multiple roles, including minister, Head of School, spiritual guide, and administrative head. HR supports these leaders by providing them with the necessary tools and resources to manage their responsibilities effectively. This includes offering training in leadership and management skills, providing assistance in decision-making processes, and ensuring that they have a capable and supportive team. By supporting the leaders, HR ensures that the ministry’s vision and mission are effectively communicated and implemented.

The Critical Role of HR in Ministry Success

The role of HR in a ministry is multifaceted and integral to the ministry’s success. By managing personnel, enhancing communication, fostering development, ensuring compliance, and supporting leadership, HR acts as the glue that holds the operations together. A well-functioning HR department enables the ministry to focus on its primary mission of kingdom growth and community service, knowing that the foundation of its operations is strong and secure. As ministries continue to grow and evolve, the role of HR will remain pivotal in ensuring that they operate smoothly and effectively, embodying the values and mission of the ministry in every aspect of its operations.

How Church HR Network Can Elevate Your Ministry’s HR

Church HR Network is here to support your ministry with tailored HR solutions. Our expert team understands the unique challenges faced by faith-based organizations and can help you build a strong HR foundation, enhance internal communication, ensure compliance, and foster a positive work environment. Whether you need assistance with recruitment, training, conflict negotiations, or developing policies, we provide the guidance and resources necessary to keep your ministry running smoothly. Contact Church HR Network today at 888.847.2476 or Support@ChurchHRNetwork.com to learn how we can help you achieve HR excellence and focus on your mission.

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## How the NLRB Affects Employee Handbooks and Workplace Policies
URL: https://churchhrnetwork.com/news-articles/how-nlrb-affects-employees/

Have you received emails about the National Labor Relations Board (NLRB)? Have you heard the NLRB has jurisdiction to monitor and change employee handbooks for union and non-union workplaces? The NLRB mandates that employee handbook policies do not prevent employees from discussing with their co-workers workplace issues, including:

Pay

Benefits

Safety and Security

Workplace supervision

Exemptions for Religious Organizations

It’s important to note that the NLRB does not have jurisdiction over religious organizations. The board refrains from intervening in the employment matters of a religious organization when they are related to the organization’s religious purpose. For example, it will not assert jurisdiction over teachers in a church-operated school. However, the board may assert jurisdiction over employees who work in the operations of a religious organization that does not have a religious character, such as a healthcare institution.

State Laws and Compliance Considerations

Although the NLRB doesn’t apply, there may be state laws that do in certain circumstances. For instance, California Labor Code Section 232.5 prohibits employers from retaliating against employees who discuss working conditions or requiring them to sign a waiver that denies them this right. Organizations need to review and understand their specific state regulations to ensure full compliance. 

Impact of Retaliation on Employee Morale

It’s crucial to understand that retaliation can have a significant impact on overall employee morale. This occurs when an employer or their representative takes adverse action against an employee for engaging in protected activity. Adverse actions are those that could discourage a reasonable employee from raising a concern about a possible violation or engaging in other related protected activity. Examples of such adverse actions include demotion, unjust disciplinary actions, or exclusion from promotions.

Understanding Protected Activities Under EEO Laws

The Equal Opportunity Commission prohibits punishing job applicants or employees for asserting their rights to be free from applicable employment discrimination, including harassment. Asserting these EEO rights is called “protected activity,” and it can take many forms. Understanding what constitutes protected activity also highlights the importance of harassment prevention training so employees know how to raise concerns safely. For example, it is unlawful to retaliate against applicants or employees for:

filing or being a witness in an EEO charge, complaint, investigation, or lawsuit

communicating with a supervisor or manager about employment discrimination, including harassment

answering questions during an employer investigation of alleged harassment

refusing to follow orders that would result in discrimination

resisting sexual advances or intervening to protect others

Requesting accommodation for a disability or religious practice (Remember, ADA doesn’t apply to ministers, and religious organizations can discriminate based on religion, faith practices, and theology)

Ask managers or co-workers for salary information to uncover potentially discriminatory wages.

Ensuring Compliance and Avoiding Retaliation

The above are just examples of retaliation. Each organization should be sure their actions do not retaliate for any applicable protected activity. Contact Church HR Network today to prevent issues, or for your annual regular employee handbook review and update. Reach out today Contact Church HR Network at 888.847.2476 or Contact Support@ChurchHRNetwork.com.

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## Sex, Drugs, and Religion
URL: https://churchhrnetwork.com/news-articles/sex-drugs-and-religion/

Navigating Legal Risks of Sexual Conduct in Faith-Based Organizations

Faith-based organizations often find themselves navigating complex legal, ethical, and spiritual issues at the same time. One of the most sensitive and potentially litigious situations involves ministry employees engaging in sexual relationships, whether consensual or otherwise. This behavior can expose organizations to significant legal risks, leading to lawsuits and irreparable reputational damage. In this article, we will explore in-depth several reasons why sexual conduct among faith-based employees can result in litigation.

Violations of Employment Policies and Moral Codes

Many faith-based organizations have clearly defined moral codes, ethical codes, and expected biblical behavior that their employees must follow. These codes and expectations often align with the ministry’s religious beliefs, emphasizing values like sexual purity, fidelity within marriage, and abstinence outside of marriage. When ministry employees engage in sexual activity outside of these established norms, they may violate their employment code of conduct.

Such violations can lead to disciplinary actions, including termination, which in turn may prompt legal challenges from the employee. For instance, if an employee claims that their dismissal was discriminatory or unjustified, they may file a lawsuit against the church. Even if the church is acting within its rights, defending itself in court can be costly, time-consuming, and damaging to its reputation.

Consensual Relationships and the Risk of Sexual Harassment Claims

Even consensual sexual relationships between church employees can lead to legal complications, particularly when there is a significant power imbalance between the individuals involved. If a church leader or supervisor engages in a sexual relationship with a subordinate, it could be construed as sexual harassment or coercion, especially if the subordinate later claims they felt pressured into the relationship due to the other party’s higher position. Because unwanted conduct can escalate into claims, ministries should consider harassment prevention training courses to establish clear expectations

Was It Consensual? Protecting Your Church from Legal Fallout

In recent months, we have seen multiple situations just like this:    

Pastor Hank is 45 years old. Six months ago, his wife Patty died abruptly after a short and difficult fight with pancreatic cancer. Understandably, her death hit Pastor Hank hard. However, lately, he seems to be cheering up. He has also been spending a lot of time with a 28-year-old single woman, Heather, who is also on staff at the church and serves as the front desk receptionist.  A board member approached you and said that he had concerns about this relationship and heard that Heather’s car had been seen parked at Pastor Hank’s house overnight.  

What should you do? That depends on your organization’s beliefs and whether those beliefs are clearly outlined in your statement of faith, employee handbook, or other formal policies. If these guidelines are not well-documented, the situation could easily escalate into a sexual harassment claim.

The Role of Fiduciary Duty in Faith-Based Organizations

Religious organizations need to clearly understand and communicate their beliefs to prevent potential legal issues. While these situations often involve spiritual considerations, they can quickly turn into human resources matters as well. In cases like these, many important questions arise, such as:

Who do you report this to?

Does the ministry have a policy against premarital or extramarital relations?

Did each employee sign a statement acknowledging that they knew of and would uphold such a belief?

Do you need an attorney?

Is it really sexual harassment?

Can we be sued?

Do we need to do an investigation?

Do we tell the congregation, school, parents, etc.?

If so, when do you get an attorney involved?

Can you handle the matter on your own?

What if the accused is the leader of the organization?

These questions are just the tip of the iceberg. You need to report this to your Lead Pastor, Rabbi, Priest, Executive Director, Elder, Administrator, Headmaster, or School Principal and have them inform your board. People often try to handle these matters themselves; you need expert advice to safeguard the ministry’s interests. We can assist you in these matters and help you discern if you need legal counsel.

Title VII Compliance: Understanding Your Legal Obligations

Title VII of the Civil Rights Act of 1964 prohibits sexual harassment in the workplace, and many states have additional laws that offer further protection. If an employee feels that their consent was compromised due to the power dynamics in the relationship, they could sue the ministry or faith-based organization. Faith-based organizations, like other employers, are required to provide a safe, harassment-free workplace; failing to do so could result in significant legal consequences.

Legal and Financial Risks of Sexual Relationships with Congregants or Minors

Sexual relationships between ministry employees and congregants, or ministry employees and students, or ministry employees and clients—particularly vulnerable individuals such as minors—can lead to severe legal issues. Ministries have a duty to protect their members, especially those in vulnerable positions due to their age, emotional state, or other circumstances. If a church or ministry employee engages in inappropriate sexual conduct with a minor or a congregant, it can lead to civil lawsuits and even criminal charges.

For example, in cases where a minor is involved, the employee can be prosecuted under laws related to child abuse or statutory rape, which can result in both legal penalties for the individual and civil litigation against the church or faith-based organization. Even when alleged victims are adults, churches may be held liable if a relationship is deemed to be exploitative, such as in cases of spiritual or emotional manipulation.

Breach of Fiduciary Duty in Ministry Relationships

Church leaders, pastors, ministry leaders, school principals, and employees are often viewed as having a fiduciary duty to the people they serve, meaning they are expected to act in the best interests of those they serve. Engaging in sexual relationships with those they serve or coworkers can be seen as a breach of this duty, particularly if it leads to harm or emotional distress.

When this trust is violated, it opens the door for legal claims of “clergy malpractice” or just plain breach of fiduciary duty. Courts have historically been cautious in handling these types of cases due to First Amendment concerns, but recent years have seen a growing number of lawsuits related to clergy misconduct, especially involving sexual behavior.

Impact on Ministry’s Reputation and Financial Stability

When ministry employees are involved in sexual misconduct or inappropriate relationships, the impact on the ministry’s reputation can be devastating. Lawsuits, even when settled out of court, often become public, leading to media attention and potential scandal. This can drive away congregants, students, families, and clients, hurt donation levels, and make it difficult for the ministry to continue effectively.

In addition to reputational damage, the financial cost of litigation, settlements, and potential judgments can be crippling for ministries. Many ministries carry liability insurance, but not all policies cover claims related to sexual misconduct, which means churches could be left paying large sums out of pocket. Legal fees, settlements, and public relations efforts can drain a ministry’s financial resources, potentially threatening its ability to operate.

This is why your faith-based human resources team must ensure that all policies, codes of conduct, and statements of faith address these matters. When employees know and understand the faith-based organization’s beliefs on such matters and should know that if they violate them, they can be terminated for behavior inconsistent with the ministry’s beliefs.  Similarly, the same can be said of drug, alcohol, or marijuana use. 

Managing Employee Misconduct Related to Drugs, Alcohol, and Marijuana

As ministries navigate modern cultural shifts, one increasingly relevant issue is the use of drugs, alcohol and marijuana. While the legalization of marijuana has grown across various regions, churches and faith-based organizations still retain the right to restrict its use among their employees. This right stems from their deeply held religious beliefs, biblical teachings, and their role as spiritual communities that seek to disciple and grow others in their faith. However, such beliefs need to be communicated clearly to employees and acknowledged in writing so that they can be held accountable for such beliefs. 

How Religious Beliefs Shape Employment Policies in Faith-Based Organizations

Ministries and faith-based organizations have the unique ability to uphold employee standards rooted in their core religious beliefs, a distinction that secular organizations do not share. While secular organizations are prohibited from making decisions based on religion or personal beliefs, faith-based ministries can hire, promote, and make employment decisions aligned with shared values. This privilege carries significant responsibility, requiring ministries to approach these decisions with intentionality and care.

If an employee is hired, but such beliefs aren’t disclosed, how can they be held accountable for not believing the same way or violating one of those beliefs? If a termination ensues, what proof do you have that the employee knew or should have known what you believe? This is where human resources play a key role. HR professionals should understand the beliefs or strong positions of the organization and ensure that those working for the organization do, too.

How Church HR Network Can Help Your Ministry Navigate Sensitive Employment Issues

At Church HR Network, we understand the unique challenges that faith-based organizations face when balancing spiritual values with legal and HR obligations. Issues such as sexual misconduct, breach of fiduciary duty, and employee behavior related to drugs or alcohol can have serious legal and reputational consequences for your ministry. That’s why we offer tailored HR support to ensure that your organization is protected while staying true to its mission.

We can help you:

Clarify and Document Core Beliefs: We’ll work with you to create or update critical documents like your statement of faith, employee handbook and other policies to ensure that your ministry’s core beliefs and expectations are clearly outlined and legally sound. This will provide your organization with a strong foundation in case of legal disputes or challenges from employees.

Create Clear and Compliant Employment Policies: From addressing sexual conduct among employees to managing drug and alcohol use, we can help you develop comprehensive employment policies that align with your ministry’s values while complying with state and federal laws. This includes customizing workplace conduct guidelines to prevent legal complications, such as sexual harassment claims or violations of employment codes of conduct.

Handle Employee Misconduct and Investigations: When difficult situations arise, such as allegations of sexual misconduct or breaches of conduct, we provide guidance on how to respond swiftly and appropriately. Our team can assist with internal investigations, ensuring that they are handled discreetly and in compliance with legal standards, while also protecting the integrity of your organization.

Fiduciary Duty and Leadership Standards: We help church leaders understand their fiduciary duties and ethical responsibilities, offering support in developing protocols to prevent breaches of trust or accusations of clergy misconduct. Our team ensures that your organization’s leaders are equipped with the training and resources necessary to maintain a high standard of moral conduct.

Training and Workshops: Church HR Network offers workshops and training sessions to educate your staff and leaders on key HR issues, including sexual harassment prevention, conduct expectations, and the legal implications of certain behaviors. These sessions can empower your ministry to foster a safe, respectful, and legally compliant work environment.

Legal and HR Consultations: If your ministry faces a legal issue or potential lawsuit related to sexual conduct, discrimination, or other employee-related matters, we can provide expert consultations. Our team will guide you through the complexities of the legal process, helping to protect your organization’s interests while ensuring compliance with employment laws.

At Church HR Network, we are committed to helping you navigate the often challenging intersection of faith, law, and human resources. Contact us today to ensure your ministry is protected and operating in alignment with your spiritual mission.

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## Key Elements for Effective Church Sexual Harassment Policies
URL: https://churchhrnetwork.com/news-articles/key-elements-for-effective-church-sexual-harassment-policies/

Church HR, or human resources, in any faith-based organization, is complex and nuanced. Creating an effective anti-harassment workplace policy is even more difficult in a religious workplace, yet crucial for fostering a safe and inclusive environment. Your role as Ministry HR Professionals is essential in this process. Many state laws require employers to have a policy that states they won’t discriminate based on religion. Most state anti-discrimination laws exempt faith-based organizations in one manner or another. 

State Anti-Discrimination Laws

Many state laws require employers to have a policy prohibiting discrimination based on religion. However, most state anti-discrimination laws exempt faith-based organizations in various ways:

California: The Fair Employment and Housing Act (FEHA) exempts religious employers from certain provisions.

Massachusetts: The Fair Employment Practices Act (FEPA) prohibits religious discrimination but may exempt churches from some requirements.

Colorado: The Colorado Anti-Discrimination Act (CADA) prohibits discrimination but exempts religious organizations under specific conditions.

Ministry HR Professionals must research state laws thoroughly to understand exemptions and avoid unintended legal consequences. Failing to do so could lead to unintended consequences. For instance, if you base your harassment policy on a law that your organization is exempt from, you may inadvertently waive your exemption and subject your organization to unnecessary regulations and oversight. This cautionary note underscores the importance of being attentive and thorough in your research.

Federal Law: Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964, a federal law, generally prohibits employment discrimination based on religion, race, color, sex, or national origin. The Act applies to religious organizations, but it affords a narrow exemption that allows consideration of religion when hiring employees. The exemption was expanded in 1972 to apply to all positions in a religious organization.

So now you understand why you want to base your church policies and procedures on Title VII of the Civil Rights Act of 1964 and any state laws that do not provide an exemption. Such a policy not only helps protect employees from harassment but also ensures that the organization has a clear process for handling such complaints and demonstrates necessary compliance with legal standards. Basing church policies on Title VII and applicable state laws ensures compliance and protection for employees. 

Key Components of an Anti-Harassment Policy

To ensure a comprehensive and effective anti-harassment policy, include the following components:

1. Clear Definition of Harassment

Providing a detailed definition of harassment is essential. This should include:

Harassment: Unwelcome conduct that is based on an applicable protected class. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. 

Sexual harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Verbal harassment: Insults, derogatory comments, and slurs.

Physical harassment: Unwanted physical contact or threats.

Visual harassment: Display of derogatory or offensive pictures, cartoons, or drawings.

Other forms: Bullying, intimidation, and any behavior that creates a hostile work environment.

2. Scope of the Policy

The policy should clearly state to whom it applies. This typically includes:

All employees, regardless of their position or status.

Contractors, vendors, and visitors.

Any other individuals who interact with the organization’s employees.

3. Examples of Prohibited Conduct

Providing specific examples of prohibited conduct helps employees understand what constitutes harassment. Examples might include:

Unwelcome sexual advances or flirtation.

Offensive jokes or comments about gender, race, religion, or other protected characteristics.

Displaying offensive images or posters.

Unwanted touching or physical closeness.

Repeated requests for dates despite refusal.

4. Reporting Procedures

Clear procedures for reporting harassment are vital. These should include:

How to report: Detailed steps on how employees can report incidents of harassment, whether through a hotline, email, or directly to a designated officer.

Confidentiality: Assurance that reports will be handled with li confidentially to the extent possible.

Non-retaliation: A statement ensuring that there will be no retaliation against employees who report harassment.

5. Investigation Process

The policy should outline the process for investigating reports of harassment. This should include:

Prompt and thorough investigation: Commitment to conducting prompt and thorough investigations.

Impartiality: Ensuring that the investigation is conducted impartially. This means that you should have an attorney or a private investigator (depending on state law) do the investigation if you:

Don’t have a Church HR or Ministry HR person experienced in doing investigations

Have multiple alleged victims or harassers

Due to ministry relationships, can’t conduct a fair and impartial investigation

Communication: Communicate often to the alleged victim and harasser the timeline of the investigation

Outcome communication: Informing the complainant and the accused of the investigation’s outcome.

6. Disciplinary Actions

The policy should specify the potential disciplinary actions for those found guilty of harassment. These might include:

Warnings or reprimands.

Mandatory training or counseling.

Suspension or termination of employment.

Legal action if necessary.

7. Prevention and Training

To prevent harassment, the policy should include measures for ongoing harassment prevention training and education:

Regular training sessions: Mandatory for all employees, including management.

Awareness programs: Workshops, seminars, and materials to raise awareness about Conclusion

An effective anti-harassment workplace policy is essential for creating a safe, respectful, and inclusive work environment. By incorporating these key components, organizations can demonstrate their commitment to preventing harassment and supporting all employees, thereby fostering a culture of respect and professionalism.If you need assistance in writing policies or employee handbooks, call Church HR Network. We are experienced in Ministry HR and can assist you.

References:

Equal Employment Opportunity Commission (EEOC) guidelines

Society for Human Resource Management (SHRM) resources

Workplace harassment laws and regulations

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## California DOJ’s CalVECHS Email: Breaking Down the Update and What You Need to Know
URL: https://churchhrnetwork.com/news-articles/what-does-ca-dojs-calvechs-email-mean-to-my-ministry/

If your ministry is a California Live Scan “Authorized Agency,” you likely received a recent email on or about March 11, 2025, from the CA DOJ titled “California Department of Justice – CalVECHS (Notice of Proposed Rulemaking),” with eight attached documents (see References below). Understandably, this may have led some of you to wonder, “What new regulations have been added now?!” Take a deep breath… there’s actually nothing you must do right now!

SO JUST WHAT DOES THIS RECENT DOJ EMAIL MEAN TO YOUR MINISTRY? Since 2022, California Business & Professions Code §18975 (aka AB 506) has mandated that Youth Service Organizations complete fingerprint-based California DOJ criminal history checks of all administrators, employees, and regular volunteers. In late 2023, California Penal Code §11105.3 added a requirement that Youth Service Organizations also query federal (FBI) criminal records. The problem was that there were no existing, comparable federal regulations or statutes dealing specifically with California’s ability to disseminate federal-level criminal offender record information (CORI) to private non-governmental agencies (NGAs), hence, the reason some of you have previously received cryptic Live Scan responses from DOJ on your candidate indicating “DOJ Hit Non-Governmental Agency” but with no further explanation offered or even available to you.

The DOJ’s recent email serves simply to inform you that:

DOJ is proposing to adopt a new rule under the California Code of Regulations (CCR) that will allow DOJ to disseminate state and Federal-level CORI to qualified entities via the CalVECHS (California Volunteer and Employee Criminal History System) program established under the National Child Protection Act as amended by the Volunteers for Children Act (NCPA/VCA). If adopted, the new rule would allow non-governmental agencies to receive a detailed federal response when their candidates undergo fingerprint-based criminal history checks.  

There is a window of opportunity for interested persons to provide public comment relevant to the proposed regulatory action. DOJ will consider only timely-received comments submitted to DOJ prior to April 22, 2025, at 5:00pm:

Department of Justice

Authorization & Certification Program

Attn: Shelley Rider

P.O. Box 160608

Sacramento, CA 95816-0608

(916) 210-2517

shelley.rider@doj.ca.gov 

Any changes as a result of this new rulemaking seem to be straightforward and relatively simple involving:

a modified Request for Live Scan Service form (BCIA 8016)

a new waiver form (BCIA 9018) to be signed annually by the employee/volunteer

a CalVECHS enrollment form (BCIA 9017)

Under REFERENCES below are the attachments that were included with the DOJ’s email to Applicant Agencies. They are included only for reference and for purposes of providing public comment to DOJ. Your ministry should NOT yet adopt these forms for use as these are subject to change. For now, continue to use only your current forms. 

Once the new “rule” has been adopted, DOJ will formally communicate with Applicant Agencies about the changes and any new or amended forms. Agencies will have until the end of 2026 to enroll in CalVECHS in order to continue receiving state and federal CORI, and there will be no cost to enroll. Until then, there’s nothing your ministry is required to do at this time.

If you have any questions about Live Scan or the newly “Proposed Rulemaking”, please reach out to Church HR Network at (888) 807-CHRN (2476) or support@churchHRnetwork.com.

REFERENCES:

CA DOJ Notice of Proposed Rulemaking – CalVECHS Program

CA DOJ Tips for Effective Comments

CA DOJ Text of Proposed Regulations – CalVECHS Program

CA DOJ Initial Statement of Reasons – CalVECHS Program

CA DOJ BCIA 8016VECHS Request for Live Scan Service Form

CA DOJ CalVECHS User Agreement

CA DOJ CalVECHS Waiver Agreement

CA DOJ Applicant Fingerprint Card FD 258

CalVECHS FAQs by CA DOJ (in Church HR Network’s online document library)

FAQs (Frequently Asked Questions) About Live Scan (in Church HR Network’s online document library)

How Amendments to Penal Code § 11105.3 Impact Compliance with AB 506 (in Church HR Network’s online document library)

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## Bringing Christmas Joy Through Joni and Friends
URL: https://churchhrnetwork.com/news-articles/bringing-christmas-joy-through-joni-and-friends/

Gifts of Mobility

This holiday season, Church HR Network redefined what it means to celebrate Christmas in the workplace. In addition to the usual festivities of catered meals, gift exchanges, and holiday games, we turned our early Christmas party into an opportunity to give back. Church HR Network did this by building and donating wheelchairs for individuals in need through our partnership with Joni and Friends, a ministry dedicated to serving individuals with disabilities.

The event – dubbed “Gifts of Mobility” – combined team building with service, resulting in the the assembly of eight life-changing wheelchairs. Church HR Network employees came together in the spirit of generosity and collaboration, experiencing firsthand the joy of giving back during the season of giving.

A New Kind of Christmas Celebration

The idea was born from Church HR Network’s leadership team who wanted this year’s Christmas party to reflect our partnerships with faith-based ministries. Recognizing the challenges faced by people with disabilities, we reached out to Joni and Friends whose mission includes providing mobility and sharing the love of Christ.

Church HR Network employees were divided into teams and competed in photo and trivia challenges to win wheelchair parts. As each team won parts, they were tasked with assembling a wheelchair.

The room buzzed with activity as teams worked together, carefully following instructions, checking measurements, and ensuring each chair was built with care and precision.

A Gift That Keeps Giving

Once the wheelchairs were completed, Church HR Network held a symbolic dedication ceremony. Each wheelchair was prayed over, and employees wrote heartfelt notes of encouragement that would accompany the chairs to their recipients.

The following week, the eight wheelchairs were delivered to Joni and Friends who then ensured they were distributed to individuals in communities where access to such mobility aids is limited.

“This was the most rewarding Christmas party I’ve ever attended. Knowing that our efforts will change someone’s life is incredibly humbling.”~Church hr network staff member after 2024 christmas party

Transformative Impact

What made this event especially meaningful was its dual impact. For the Church HR Network employees, it was a reminder of the deeper significance of Christmas. One participant reflected, “This was the most rewarding Christmas party I’ve ever attended. Knowing that our efforts will change someone’s life is incredibly humbling.”

For the recipients, these wheelchairs are more than just a mobility aid; they represent freedom, opportunity, and the love of Christ made tangible through the hands of strangers.

Inspiring Other Organizations

We want to continue to use our platform and resources for meaningful impact, by aligning our values with intentional actions. Church HR Network wants to continue to demonstrate that workplace events can go beyond fun and networking to truly change lives.

For ministries like Joni and Friends and their ministry partners, the Church HR Network team strives to provide critical support for their mission to reach people affected by disability with both practical aid and spiritual encouragement.

As Christmas approaches, we hope this will inspire others to embrace the joy of giving in ways that create ripples of hope far beyond their walls. Together, we can celebrate the season by bringing light and love to those who need it most.

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## Responding to Crisis Calls
URL: https://churchhrnetwork.com/news-articles/responding-to-crisis-calls/

On most days – whether weekday or Sunday morning – it’s probably just business as usual at your church. But what happens when your front office receptionist takes a call from someone struggling with loneliness and thoughts of self-harm? Or your Sunday prayer team volunteers just prayed with a congregant who shared about his broken family life, depression, and suicidal thoughts? Is your team equipped to respond to crisis calls?

Suicide is not chosen; it happens when pain exceeds the resources for coping with pain. In moments of crisis, providing effective and compassionate support can make a significant difference. Unfortunately, there is no one-size-fits-all response for dealing with someone expressing suicidal ideology. Appropriate responses may range from simply referring the person to supportive services to calling 9-1-1, depending on a myriad of circumstances including the person’s emotional state in the moment, their relationship with the Church and staff, the immediacy of their threats to harm themselves, their planning and access to methods to carry out their plan, the persons receptiveness to receiving help, availability of nearby family, friends, or other resources, and more.

This article is written to help you navigate these challenging conversations with calmness, empathy, and understanding. Whether you are an experienced professional or a lay person volunteering in your church, these principles will guide you in offering support to those in distress.

LISTEN WITH EMPATHY. Approach the conversation with empathy, non-judgment, and compassion. Acknowledge the person’s distress, affirming that you hear them and believe their feelings are real. Do not dismiss or minimize their feelings. Refer them to appropriate resources, whether internally (e.g., pastor, other ministry leader, professional counselor/therapist, etc.) or externally (suicide prevention/crisis hotline, mental health services, 9-1-1, etc.) to ensure they receive the help they need. Remember, your goal is not to “fix” the person or their problem or to guarantee immediate relief. Instead, focus on providing compassionate and caring support, even if you feel uncertain about the best course of action.

REMAIN CALM. Maintain your composure by taking deep breaths and not getting caught up in the intensity or emotion of the moment. Be yourself and let your voice, tenor, and tone demonstrate your care and concern. Motion or message someone else nearby if you need help during the call; you do not have to go it alone. Reassure the caller with supportive statements such as, “I’m not a trained professional, but I’d like to help,” or “Let’s see what we can do right now because you sound very upset.” Try to get their name so that you can address them by name, personalize the dialogue, and begin to build rapport. Try also to get their phone number so that you can call them back in case you get disconnected. Later, once you have built a rapport, try to get their address so that you will know where to send help if that becomes necessary.

EMPATHIZE WITH THE CALLER. Show a genuine effort to listen and understand the caller’s feelings and situation. This can help them feel less isolated and fearful, and it may provide a sense of hope. Be patient, non-judgmental, and accepting. Do not engage in arguments, problem-solving, advice-giving, minimizing, trivializing, belittling, or other behaviors that may cause the person to feel that they need to justify how they feel. A person’s suicidal ideology is about how bad they feel; not how bad their problem really is. Attempt to build rapport and establish a meaningful connection with the person; this can be powerful and comforting during a crisis.

ACTIVELY LISTEN AND ASK QUESTIONS. Engage in active listening and allow the person to unload despair and ventilate anger. Use reflective statements to demonstrate that you are listening, hearing, and understanding what the person has to say. Reflect feelings rather than content:

Example 1: Caller – “When my husband told me he was leaving me, I couldn’t believe it… I didn’t know what to do.” You – “It sounds like you were in shock.”  

Example 2: Caller – “When I saw him in that hospital bed all broken, I just couldn’t take it. I ran out of the room.” You – “I’m hearing that you were overwhelmed in that situation. Is that right?”

Use genuine affirmations to build rapport and demonstrate empathy:

Example 1: “I can see how hard it is for you to talk about this.”

Example 2: “It takes strength to endure what you have experienced.”

Example 3: “You’re trying hard to take care of yourself and get through this.”

Do not be afraid to ask direct questions like, “Are you thinking of ending your life?” You will not be “putting ideas in their head.” You are doing a good thing by engaging with them in a difficult conversation, showing that you are concerned, that you are taking them seriously, and that it is okay that they share their pain with you. If the caller has express that they are thinking of ending their life, ask them “Have you thought about how you would do it?”, “Do you have the means to do so right now?”, and “Have you thought about when you would do it.”

If they have ingested medications, illicit drugs, alcohol, and/or or poison, try to learn what they ingested, when, and how much, and when they last ate. If necessary, quietly coordinate with a co-worker (email, text, note, etc.) to call 9-1-1 or consult with emergency services while you stay on the phone with the caller.

MAKE REFERRALS. Provide information about available mental health resources and other support services. Ask if there is a friend or family member you can contact on their behalf. Offer the option for them to come into the church to speak with a pastor. If the person is an immediate threat to themselves or to others, or if you are just unsure about what to do, have someone else call 9-1-1 with any information that you have been able to gather (including the presence of a firearm or other weapons) while you remain on the line engaged with the caller. Do not tell the caller that you are contacting the authorities.

TAKE CARE OF YOURSELF AND EACH OTHER. After all is said and done, remember to exercise self-care. Unusually disturbing events like crisis calls are distressing, emotional, and traumatic, and they exact a toll upon those who are involved. A debriefing is a good opportunity for those involved to identify what went right and what went wrong, to celebrate successes and to identify lessons to be learned, and to reflect upon and recover from the event.

By adhering to these guidelines, you can offer supportive and compassionate assistance to individuals in crisis, helping to connect them with the vital resources they need, while also taking care of yourself and your team. Consider seeking professional guidance from your local mental health services experts for more information and training for you and your team to help ensure that you are prepared to respond appropriately to people in crisis.   

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## Labor Law Posters for Ministries: Why Acknowledgment Matters
URL: https://churchhrnetwork.com/news-articles/labor-law-posters-for-ministries-why-acknowledgment-matters/

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How a Simple Signature Helps Reinforce Compliance, Clarity, and Legal Protection

Labor law poster compliance is a key part of risk management and HR best practices for churches and ministries. Having employees sign an acknowledgment that they are aware of the required workplace posters and their location provides important legal protections. In the event of a claim, this signed document serves as evidence that the employee had access to legally mandated notices. It confirms that the posters were properly displayed, employees were informed of their rights, and the organization made a good-faith effort to comply with applicable labor laws.

Why Labor Law Posters Are Required for Churches and Ministries

Labor law posters are a fundamental part of workplace compliance. Required by both federal and state regulations, these posters communicate essential information about employee rights and employer obligations. When displayed prominently, in break rooms or common staff areas, they help ensure that employees are aware of their protections under the law. From a legal perspective, proper posting can protect the organization by demonstrating compliance and transparency. It also fosters a culture of trust and accountability, helping to prevent legal misunderstandings or costly compliance issues. 

For related documentation practices, see our article on church employee handbooks and compliance.

Best Practices for Employee Acknowledgment Forms

To reinforce this, it is considered best practice to collect a signed acknowledgment:

At the time of hire
Whenever the poster location changes
When significant updates are made to the content

The acknowledgement should confirm that employees know where the posters are located and whom to contact with questions. If your ministry operates across multiple buildings or campuses, be sure the posters are clearly displayed in each location where staff work, and that the acknowledgement accounts for that. Periodically reaffirming employee awareness (annually or during policy updates) can also help keep records accurate and legally defensible.

For religious organizations, using a ministry-specific labor law poster is especially important. Standard workplace posters are created for secular employers and include language and legal references that simply don’t apply to religious organizations. In fact, some of the content directly conflicts with your religious exemptions. 

By displaying a generic poster, ministries can unintentionally suggest agreement with regulations that undermine or conflict with their protected rights, potentially weakening their legal position if challenged. A tailored, ministry-specific poster helps avoid that risk by ensuring accurate compliance with applicable laws while also reinforcing the organization’s right to operate according to its religious beliefs. It equips both leadership and staff with clarity on where legal obligations end and religious liberty begins. 

Resources for Church HR Network Members

For our HR360 subscribers, a customizable acknowledgment form titled “Legal Posting Time of Hire” is available in the document library. We recommend reviewing your current labor law postings with qualified legal counsel to ensure they reflect your ministry’s unique protections and responsibilities. Our team also offers HR audits for ministries to help identify gaps in compliance, training, and documentation.

Final Thoughts: Acknowledgment Builds Protection and Trust

By being intentional about labor law poster compliance and acknowledgment practices, your ministry not only safeguards its legal standing—it also strengthens trust with staff and affirms your organization’s values. Explore our mandatory compliance training solutions to further reinforce a culture of accountability and understanding across your ministry.
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## AB 506 and Your Ministry: Navigating Compliance and Protecting Your Organization
URL: https://churchhrnetwork.com/news-articles/ab-506-and-your-ministry-navigating-compliance-and-protecting-your-organization/

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There is a new law called AB 506 that took effect in January 2022 that now categorizes churches as Youth Service Organizations under the Business and Professions Code § 18975 and imposes new and specific requirements on them. Let’s look at those specifics. 
 

First, what exactly is a “Youth Service Organization”?
 A Youth Service Organization is an organization that employs or utilizes the services of persons who, due to their relationship with the organization, are mandated reporters pursuant to Paragraph 7 of subdivision (a) of Section 11165.7 of the Penal Code. 
 Section 11165.7(a) defines a mandated reporter as any of the following: an administrator or employee of a public or private youth center, youth recreation program, or youth organization. 
 The bottom line? If your ministry provides any events, classes, groups, camps, programs, etc., for minors, then your ministry is a Youth Service Organization, and your employees are now considered mandated reporters.
Understanding the AB 506 Requirements for Churches
There are three parts to the AB 506 requirements: screening, training, and policies. 

Background check screening: AB 506 states, “An administrator, employee, or regular volunteer of a youth service organization shall undergo a background check pursuant to Section 11105.3 of the Penal Code to identify and exclude any persons with a history of child abuse. Section 11105.3 says that a background check must “include the applicant’s fingerprints.” Therefore, you must perform a Live Scan background check on those listed above; in a ministry setting, that is your employees, elder board members, and regular volunteers who work with minors.
To perform a Live Scan background check, you must first apply to become an Authorized Applicant Agency with the Department of Justice for state criminal record background checks in the state of California. You must complete this application and submit it to the DOJ for approval, which takes several months. To help with the lengthy application, we’ve created a sample to help you fill it out correctly.
We highly recommend you also perform the federal check at the same time for a more thorough result. There are three fees involved in a Live Scan:

State Check – $32 for employees, waived for volunteers
Federal Check – $17 for employees, $15 for volunteers
Fingerprint rolling fee – Varies from free to $99; to find a location, visit the DOJ website here and scroll to the bottom to find your organization’s county.

Training requirement: the same people in your organization who are screened (listed above) must also be trained in the identification and reporting procedures for child abuse and neglect. A “regular volunteer” is defined in AB 506 as someone at least 18 years of age who has direct contact with or supervision of children for more than 16 hours per month or 32 hours per year. However, we highly recommend that you screen and train all volunteers working with minors. The training may (not must) be fulfilled through the state’s website at mandatedreporterca.com. We at Church HR Network have created a faith based online training module that satisfies the requirement and offers several benefits that the state training lacks, such as an admin module for managing your team’s training, a shortened (but still comprehensive and excellent) training time of 90 minutes, and specialized, nuanced information for ministries.
Policies requirement: AB 506 says, “youth service organizations shall develop and implement child abuse prevention policies and procedures, including but not limited to both of the following”:

Suspected child abuse or neglect must be reported outside of your ministry to law enforcement or child protective services. That means you may not simply report the abuse to a pastor or leader in your church; it must also be reported to outside authorities.
To the greatest extent possible, two mandated reporters must be present whenever kids are being supervised. That means you must have at least two adults who have been Live Scanned and trained present in each class, event, etc., where minors are being supervised. Many ministries have high school students who serve in kids’ ministry, and that is good, but there must also be two screened, trained adults over 18 years of age there as well.

Adhering to these new AB 506 requirements may mean some changes to the way your youth ministries operate. You may have a bit of work to do to organize your compliance. But don’t worry! We are ready and willing to help you navigate that work and to provide an excellent training option for your team. Contact us today for guidance at 888-807-2476 or support@churchhrnetwork.com.
 

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## Supporting Project Bicycle Love
URL: https://churchhrnetwork.com/news-articles/supporting-project-bicycle-love/

For most kids, getting a new bike is almost a rite of passage in their families. But for those who have spent a big chunk of their childhood in the foster care system, having a bike of their own is usually the stuff of dreams, hard to imagine in a life often defined by instability and tumult.

One of the goals of Church HR Network is to partner with ministries giving back to their community. We serve in our own churches, community, and globally, and we are committed to supporting ministries like Project Bicycle Love (PBL).

In 2017, when Eric and Janet Baucom set out to donate some bikes to a small number of foster families in need, they had no idea where their act of generosity would lead. Their only expectation was to give local underserved children a Christmas memory they would never forget.

“We both love to bike ride and remember receiving a bike at Christmas,” Janet said. After leaving her position at a local church and joining her husband Eric in the real estate business, Janet felt called to continue ministry in some way. “I had made some connections through my work at our church with program leaders in the foster care system and we thought this would be a fun way to fill a need.”

The Baucoms initial giveaway goal was twenty bikes. Though they thought their goal was a stretch, it quickly grew to giving away 56 bikes when their idea blossomed into something unexpected. “We identified potential recipients by reviewing applications sent by social workers who nominated children based on their need. We figured we might get a few responses, but we realized there were many children who would greatly benefit from receiving a new bike, not only for fun, but for transportation,” Janet says. For the Baucoms, each story seemed too compelling to discount. Almost immediately, they were aware they wanted to make their mission available to more families. “Once people in the community found out about what we were doing, we had bikes being left at the office or shipped to our house,” Eric says.

Bicycle construction soon became a family event. “Our son is an engineer, and we felt confident that he and Eric could handle building the bikes together. Most of them did not come pre-assembled,” Janet says. The Baucoms did not stop at purchasing and assembling bikes. They wanted to make sure each child would be immediately impacted by this gift. They also purchased helmets, water bottles, and a new Bible to go with each  bike. “We wanted the gift to bring them joy, but also point them to God’s love,” Janet says.

Before long, word of the Baucoms bike project got around. According to Eric, “People started stopping us at church and handing us money to help the cause. We knew then we had to properly allocate the resources into a 501(c)(3) which we named Project Bicycle Love.” For the Baucoms, the problem was not about fundraising, rather it was where to keep all of the bikes that were donated or purchased before Christmas. Prior to starting Project Bicycle Love, they had moved their real estate business to another office space. “When we moved to the larger office, it was way bigger than we needed, but we felt it was the right place at the time. I remember thinking, ‘What are we going to do with all of this extra space?’ but obviously God knew.” Nearly every inch of garage and office space was used to house boxes of bikes received from donors, through financial donations, and via deals made with distributors like Huffy and Walmart. “And when we say we used up all of our office space, we mean that at one point, we had bikes parked on top of our desks,” remembers Eric.

The Baucoms’ program became so well-known, they offered bike assembly parties at their church as a way for others to help. Throughout the growth of Project Bicycle Love, the Baucoms found the act of giving out bikes one of the most satisfying points. “We had a family who had a teen nominated by their social worker, but when the family arrived, there were two other children with them. “We knew immediately that we were going to give each child a bike. The look of surprise and gratitude on their faces when we asked the siblings if they wanted to pick out a bike too, was unforgettable. It really gets you right in the heart,” says Eric.

Growing their mission to give to their community was not always easy, but thanks to the Baucoms diligent efforts through connecting with social workers, searching for grants, finding better quality bicycles, and partnering with their church, their goals grew year after year. Janet commented, “So many people wanted to help, we actually had to take a step back and consider what a realistic ministry looked like for us while we carry on the work of our real estate business.” Once the leaders heard about Project Bicycle Love, the Baucoms had other programs, including those for adults, clamoring to be considered for donations. “PBL grew so fast that I could have easily worked on it year around,” Janet says. “One thing we would say to anyone wanting to grow a similar ministry is to determine who your target recipient is and focus on them. For us it was foster children in need.”

The Baucoms continue to be moved by God’s provision and love especially for children experiencing financial hardship and family trauma. What was once a seemingly small step of generosity is still leaving a big mark on the hearts of their community. Since its first year, Project Bicycle Love has given out over 1,100 brand new bicycles through its generous partners. Janet and Eric, who have long been cycling for fun and exercise, remain astonished at what their initial idea became. When asked why they chose to make a bicycle the means by which to display God’s love, they were unified in their answer, “Who doesn’t love getting a shiny new bike for Christmas?” And this is clearly the case.

If you would like to partner with Church HR Network in supporting Project Bicycle Love, please visit https://www.bicyclelove.org/ for more information.

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## Do We Need To Live Scan Minors?
URL: https://churchhrnetwork.com/news-articles/do-we-need-to-live-scan-minor/

As states like California adopt new laws related to the protection of minors, one of the requirements of AB 506 [also known as Business & Professions Code §18975(b)(1)] is that it requires all “regular volunteers” to undergo a background check involving Live Scan fingerprinting. What is Live Scan Fingerprinting?

Live Scan fingerprinting looks into the criminal history of the applicant. However, B&P §18975(e)(1) defines a regular volunteer as “a volunteer with the youth service organization who is 18 years of age or older…”  It may therefore be reasonably inferred that AB 506 does NOT require minors to be Live Scanned. 

The Legal Protection of Juvenile RecordsAnother reason for not fingerprinting/Live Scanning minors is the fact that juvenile court records are protected to an even greater degree than regular criminal offender record information. Juvenile records can be sealed or expunged and are not ordinarily accessible except for certain government jobs, (military, law enforcement, FBI, etc.) and pursuant to certain court proceedings. 

Exceptions: When Juvenile Records Might Be Revealed

Subsequently, it is quite unlikely that a fingerprint check would reveal a juvenile’s arrest record as a minor. This, however, may not be the case for juvenile arrests of minors who are prosecuted as adults as those convictions remain as a permanent record.State-Specific Requirements for Fingerprinting Minors

Yet another reason for not fingerprinting/Live Scanning minors may be related to your state’s Department of Justice requirements or restrictions regarding the fingerprinting of minors. This may be related to the age of the minor or the documentation or consent required to conduct a Live Scan criminal history check.

Best Practices for Screening Minor Volunteers

All of that aside, even if there is no Live Scan fingerprinting done for minor volunteers, it is a best practice that organizations still conduct a comprehensive background check entailing an application process, verification of identity, an interview, a national sex offender registry search, and reference checks with friends, family, ministry leaders, supervisors, coworkers, neighbors, landlords, housemates, and others with information on the applicant’s character, conduct, honesty, integrity, faith practices, and mode of living. Ensuring the Safety of Children in Your Organization

Predators will seek opportunities to access children in organizations that least scrutinize their applicants and who prioritize convenience, simplicity, and ease of volunteering over the safety and protection of our most vulnerable – our children. How Church HR Network Can Help Your Organization Stay Compliant

Navigating the complexities of AB 506 and ensuring the safety of minors in your organization can be challenging. Church HR Network offers expert guidance and tailored HR services to help your organization comply with state regulations and implement best practices. From conducting comprehensive background checks to providing ongoing support, our team is here to protect your ministry and those you serve. Don’t leave your organization vulnerable. Schedule a consultation with Church HR Network today to ensure your compliance and safeguard your ministry. Call us at 1-888-807-CHRN!

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## A Practical Guide for Time-Off Compliance
URL: https://churchhrnetwork.com/news-articles/a-practical-guide-for-time-off-compliance/

Time away from work is an important part of caring for employees, helping them stay healthy, maintain balance, and sustain the energy they bring to their roles. For faith-based organizations, offering time off isn’t just a legal question—it’s a reflection of ministry values and care. But vacation and sick leave policies can be confusing, especially because requirements vary significantly from state to state and even city to city.

This short guide is designed to help ministry leaders, church administrators, board members, and HR managers navigate the landscape of vacation and sick leave policies and think through their own practices with clarity.  It also offers ministries and faith-based nonprofits a foundational understanding of these policies, enabling organizations to remain legally compliant while caring for employees in a manner that fosters a supportive and responsible workplace.

No Federal Requirement for Paid Vacation or Sick Leave

At the federal level, there is no law that requires private employers, including ministries and faith-based nonprofits, to offer paid vacation or sick time. The Fair Labor Standards Act (FLSA), which governs wages, hours, and overtime, doesn’t mandate paid time off. As a result, most faith-based organizations establish their own leave policies unless state or local laws impose additional requirements.

This means:

Employers are not federally required to provide paid vacation or sick leave.

When paid leave is offered, it is governed by the employer’s own written policies or state regulations. 

State and Local Laws: A Patchwork of Rules

In recent years, many states and cities have passed their own laws requiring paid sick leave, and these rules apply to nonprofits and religious employers. 

Paid Sick Leave

As of 2025, more than a dozen states and several major cities require employers to provide paid sick leave. In addition, some cities and counties (such as San Francisco, Los Angeles, and New York City) have their own paid sick leave ordinances that may impose stricter standards than state law.

Key elements of these laws typically include:

Accrual method (such as 1 hour of sick leave for every 30 hours worked)

Minimum requirements (such as 24 or 40 hours per year)

Permitted uses (such as personal illness, caring for a family member, or preventive care)

Carryover rules (some jurisdictions require that unused sick time be carried over into the next year, while others allow employers to front-load a set number of hours annually)

Paid Vacation 

Far fewer states require paid vacation. However, in many states, once vacation is offered, accrued time is considered earned wages and wages owed, which creates specific legal obligations.

Examples:

In California, accrued or earned vacation is considered earned wages and wages owed; “use-it-or-lose-it” policies are not permitted. A use it or lose it policy is a policy that states you get a certain amount of vacation hours to be used by a certain date. If the hours are not used, they are forfeited. Employers must allow unused vacation time to carry over from year to year. A reasonable accrual cap is permitted (typically 1.5 to 2 times the employee’s annual accrual rate). Once that cap is reached, no additional vacation will accrue until some is used. In addition, any accrued but unused vacation must be paid out to the employee upon separation from employment.

In Illinois, the Illinois Paid Leave for All Workers Act, which took effect January 1, 2024, requires employers to provide employees with up to 40 hours of paid leave per year that can be used for any reason. 

PTO vs. Separate Sick and Vacation Banks: What’s Best for Ministries?

Keeping separate banks for vacation and sick leave is highly recommended. Here’s why: 

Vacation time is often considered earned wages, and many states require payout upon termination.

Sick leave is usually not required to be paid out unless it’s combined with vacation in a single PTO policy.

By maintaining clearly documented and separate sick leave banks, ministries can avoid unintended payout obligations and comply with state-specific requirements.

Faith-Based and Nonprofit Considerations: Common Scenarios and Lessons Learned

For ministries and religious nonprofits, offering thoughtful, well-structured leave policies is not just about compliance; it’s an expression of ministry care and organizational culture. Common approaches include a fixed vacation accrual model based on length of service.

Even when a ministry is exempt from certain legal requirements, having clear written policies and applying them consistently is critical. Clear policies help prevent misunderstandings, ensure fair treatment across roles and departments, and support a culture of trust among staff and leadership.

The following scenarios illustrate how unclear or inconsistent vacation or leave sick practices can create problems:

Scenario 1: PTO Policy Lacks Protected Sick LeaveA ministry combines vacation and sick leave into a general PTO bank but fails to ensure that the California-mandated sick leave portion remains protected and properly tracked. As a result, employee requests for sick leave are denied or made subject to discretionary manager approval. This exposes the ministry to legal claims and penalties for noncompliance, even though the total PTO offering appears generous on paper.

Scenario 2: Inconsistent Approval of Time OffA supervisor regularly approves same-day vacation requests for certain employees in high-profile ministry roles while requiring other employees to give two weeks’ notice for any time off. This inconsistent approach breeds resentment among employees, creates perceptions of favoritism, and increases HR risk if a complaint arises. It also undermines the ministry’s written leave policies, making them difficult to enforce.

Scenario 3: No Written Leave PolicyA small church operates without a written leave policy, relying on informal rules like “just check with the pastor.” Without documentation, the church is vulnerable to confusion, favoritism claims, and legal risk if disputes arise.

Best Practices for Church and Ministry Leave Policies

When reviewing or creating time-off policies, ministry leaders, hr teams, and boards should consider the following:

Stay up to date with state and local laws. Sometimes, local (city or county) laws may impose additional or stricter requirements than state law.

Clearly document your policy. Define how leave is earned and used, who is eligible, carryover limits, and any waiting periods.

Avoid “use-it-or-lose-it” policies where prohibited. For example, California does not allow them. Don’t combine sick and vacation into one PTO policy.

Separate vacation and sick leave banks to avoid unintended financial liability.

Train supervisors to handle leave requests fairly and consistently.

Communicate policies clearly and often. Include time-off policies in your employee handbook and onboarding process. Avoid having undocumented rules or inconsistent practices.

Refrain from using undocumented practices or ad hoc manager discretion.

Putting It Into Practice: Action Steps for Ministry Leaders

Vacation and sick leave policies in the U.S. are shaped more by state and local laws and organizational choice than by federal rules. For ministries and faith-based organizations, this creates both a challenge and an opportunity to care well for staff.

It’s a challenge to stay current on ever-changing legal requirements. The opportunity is to care for your employees in a way that reflects your mission, values, and commitment to wise stewardship.

Whether your goal is legal compliance, employee well-being, or wise stewardship, clear and consistent leave policies contribute to a healthy, sustainable workplace, and that benefits everyone.

Next steps to consider:

Review your current leave policies to ensure they reflect both your organizational values and legal obligations.

Check for compliance with state and local laws, which may impose additional requirements beyond federal guidelines.

Update your employee handbook to clearly communicate how vacation and sick leave benefits are earned, tracked, and used.

For churches, ministries, and faith-based organizations, managing vacation and sick leave policies requires both legal awareness and intentional care for staff. By understanding applicable laws, avoiding common pitfalls, and adopting best practices, ministries can create time-off policies that reflect both compliance and compassion. To take the next step, explore our Employee Handbook Services for Ministries, consider an HR Audit to assess risk and consistency, or learn about our HR Subscription Services for ongoing support tailored to ministry needs.

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## I-9 Employment Eligibility Verification: What Ministries Need to Know
URL: https://churchhrnetwork.com/news-articles/i-9-employment-eligibility-verification-what-ministries-need-to-know/

At Church HR Network, we recognize the sensitive nature of immigration issues and the important role many churches play in supporting immigrant communities. We are closely monitoring this situation and remain uncertain about how it will unfold. 

Supporting Immigrant Communities in Ministry

Ministries may choose to support immigrant communities by offering resources such as legal referrals, sponsorship opportunities, or other forms of aid. We encourage you to consult your legal counsel for guidance on how best to proceed. If you do not currently have legal counsel and would like a referral, contact us directly.

Why I-9 Compliance Is More Important Than Ever

I-9 compliance has become more critical than ever due to increased enforcement by U.S. Immigration and Customs Enforcement (ICE) and evolving federal regulations. With increasing penalties for noncompliance, even minor errors on I-9 forms can result in significant fines. Additionally, the recent updates to Form I-9 and changes to remote verification procedures post-pandemic have created new layers of complexity. Employers should conduct a thorough audit to ensure proper documentation. Consider using our Audit Services for Ministries to identify and resolve compliance gaps.

Form I-9 Requirements and Employee Rights

According to the Department of Homeland Security, employers must allow all employees to choose which documents to present from the I-9’s List of Acceptable Documents. It is illegal to request specific documents or to base hiring decisions on a person’s citizenship, immigration status, or national origin. Employers may not reject documents simply because they have future expiration dates. 

Key Dates: The New Form I-9

A new version of Form I-9 was released in January 2025, with minor updates related to legal changes and privacy standards. Employers must transition to this version by July 31, 2026, when the current edition expires. The new form, with an expiration date of May 31, 2027, is available now for download. 

Step-by-Step: How to Complete Form I-9

Completion of the I-9 should follow this sequence.  

Employee accepts offer for employment.  

Employee completes Section 1 of the form no later than their first day of paid work.  

Employee provides original documents and form to employer.  

Employer completes Section 2 of the form no later than the third business day after the employee begins work.  

If the employee’s work authorization expires, complete Supplement B.  

Understanding the Three I-9 Document Categories

I-9 documents fall into three categories: 

List A: Establish both identity and work authorization (e.g., U.S. Passport).  

List B: Establish identity only (e.g., driver’s license). 

List C: Establish work authorization only (e.g., Social Security card).

Fixing Errors on Existing I-9s

If you identify a missing or incorrect I-9 form:

Correct the original form and include a note explaining the correction, or

Complete a new form with a written explanation

Never conceal past mistakes—transparency and documentation are essential.

Stay Compliant with Confidence: Tools, Guidance, and Expert Support for Ministries

I-9 compliance can be complex—but your ministry doesn’t have to navigate it alone. With evolving regulations, increased enforcement, and updated verification procedures, having the right tools and guidance is essential to protect your organization and honor your mission.

To help you take the next steps:

Visit our Document Library for ready-to-use compliance tools and templates.

Refer to the official Handbook for Employers (M-274) for comprehensive federal guidance from USCIS.

Review our Employee Handbook Services to ensure your internal policies align with current I-9 requirements.

Church HR Network is here to support your ministry every step of the way. Whether you need help conducting an audit, updating your onboarding process, or training your team, we offer ministry-focused solutions to keep you compliant and confident. Explore our HR Project Services or contact us to get started.

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## Establishing A Safety & Security Team For Your Ministry
URL: https://churchhrnetwork.com/news-articles/establishing-a-safety-security-team-for-your-ministry/

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Demonstrating a Commitment to Stewardship, Care, and Preparedness

Ministries must prioritize the safety of their congregations amid unforeseen challenges. While we serve as places of worship and community, we are not immune to risks like medical emergencies, natural disasters, or acts of violence. A dedicated church safety and security team ensures preparedness, demonstrating stewardship and care while keeping the ministry a secure haven for all. 

Why Church Safety Teams Are Crucial For Ministries

Ministries host various events that bring diverse groups together, increasing the potential for crisis. A well-trained church safety and security team is essential for handling medical emergencies, crowd control, and potential threats − especially given the rise in violent attacks on houses of worship. 

The Family Research Council (FRC) reports there were 436 documented acts of hostility against U.S. churches in 2023, more than double the 195 recorded in 2022 and nearly ten times the number from 2018. These incidents highlight the need for proactive preparedness and training. Assuming “it could never happen here” is not an option.

Beyond physical safety, a church security team fosters peace of mind, allowing worshippers to focus on faith and fellowship without distraction.

Selecting And Vetting Safety & Security Team Members

The success of a safety and security team depends on the quality of its members. Selecting the right people is a critical step.

Key Qualities to Look For in Ministry Safety Team Members:

Commitment to the Ministry’s Mission: Team members should have a strong connection to the ministry and understand that their role is one of service and care. Ministries are typically open, inviting, welcoming places that should not resemble TSA checkpoints. While there can be situations that require a “warrior” mindset, someone with a “guardian” mindset − yet capable of becoming a “warrior” if needed −  is a more suitable choice for the team. 

Calm Under Pressure: Emergencies often require quick, level-headed responses and sound decision-making. Take care to select individuals who can bring calm to chaotic situations.  

Integrity and Discretion: Safety and security roles often involve handling sensitive situations or even finances; trustworthiness is an essential trait.

Relevant Skills, Experience, and Faith-Based Values: Do not discount candidates with no prior law enforcement or security experience. While a background in law enforcement, fire service, emergency medical service or healthcare, emergency management, or military service is certainly beneficial, such experience is not necessarily mandatory. Character, traits, coachability, and a servant’s heart are more important. There is room on a safety team for competent lay individuals who can serve in forward-facing positions where they will be the eyes and ears that first detect when something is amiss.  

Known Entities: Encourage known, trusted, reliable current team members to identify others they know to join the team. Open “cattle calls” sometimes lead to some very incompatible candidates stepping forward. While they may, of course, be redirected to more suitable ministries, consider that a personal invitation by a current team member who knows the qualities required to serve on the team may yield a more compatible pool of candidates. And just because someone has not previously expressed an interest in serving on the safety and security team does not mean they are uninterested. Often, people simply don’t know there’s a need or haven’t been asked.

Screening and Background Checks for Your Church Safety Team:

A comprehensive background check for Safety and Security Team candidates should include:

a comprehensive employment or volunteer application

identify verification of the applicant’s identity (with valid, government-issued, photo ID)

a face-to-face interview with two or more panelists/screeners

two or more completed personal, professional, ministerial, and secondary reference checks

a comprehensive criminal background check including a fingerprint-based criminal history check of both state and federal records or, if unavailable in your jurisdiction, a background check completed by an online background check vendor or private investigator 

a search of the National Sex Offender Registry

verification of information (addresses, dates, employment, duties, reasons for leaving, etc.) from the application, résumé, and/or interview process

At least 6 months of demonstrated involvement with the ministry (regular attendance, service, membership, etc.)

a check of any other information sources (as permissible by applicable local, state, and federal regulations) to help the organization assess the applicant’s character, conduct, honesty, integrity, reputation, faith practices, financial responsibility, and suitability for the position. 

Building Your Church Safety Team: Strategies For Success 

Creating a Safety and Security Team involves careful planning and clear communication.

Steps to Establish the Safety Team:

1.  Obtain Leadership Approval and Communicate the Vision:

Gain approval from ministry leadership and clearly articulate the purpose of the team. Frame the initiative as an extension of the ministry’s mission to protect and serve and to enable and support other ministries.

2. Develop a Comprehensive Church Safety Plan:

Assessment: Conduct a risk assessment of the ministry’s facilities and events to identify vulnerabilities.

Policies and Procedures: Develop written protocols for handling emergencies, including medical incidents, smoke or fire, evacuations, severe weather, security threats, use of force, etc.

Scheduling and Deployment: Determine how many people you have or need, and how they will be deployed (team leads, fixed posts, roving, combination, indoors, outdoors, lead pastor security, money escort, etc.)

Identification: Determine how Safety and Security Team members will be identified (lanyard & photo ID, name tag, security armband or sash, Hi-Vis safety vest, security shirt, jacket, and/or hat, etc.)   

Communications: Determine how to best facilitate communication and information sharing among team members (meetings, memos, bulletins, training, etc.)

3. Recruit and Train Church Security Team Members:

Once the team is formed, provide thorough training in areas including, but not limited to:

First Aid, CPR, AED

Use of fire alarms, hoses, extinguishers, etc. 

Diffusion and de-escalation techniques

Emergency response procedures (smoke/fire, medical emergencies, natural disasters, evacuations/reunification, disruptive individuals, child custody/domestic disputes, bomb threats, active assailants, etc.) 

Use of security tools or technology, if applicable (2-way radios, chemical agents, handcuffs, etc.) 

Summoning 9-1-1 and meeting arriving first responders to direct them to the site of the emergency  

Internal policies and procedures, including incident report preparation  

Training can be delivered through a variety of methods, including printed materials such as handouts, posters, and flyers, as well as digital resources like videos and online training platforms. In-person instruction can include live lectures, interactive workshops, and tabletop exercises, where participants engage in simulated scenarios. Additionally, hands-on training through live drills and exercises allows team members to practice emergency response procedures in real-time, ensuring they are well-prepared for any situation that may arise. This diverse approach ensures that all learning styles are accommodated and that team members gain both theoretical knowledge and practical experience.

Partnering with local law enforcement and other first responders can also significantly enhance the training program, not only by including professionals and gleaning from their expertise and feedback, but by providing the opportunity for first responders to train on and learn your campus and identify ways that first responders and the ministry’s team can respond more effectively together. If you have first responders in your congregation, utilize their training and experience to help make your team better.

4. Equip the Team:

Ensure team members have access to necessary equipment, such as first aid kits, communication devices, emergency supplies, safety equipment, etc. 

5. Do Regular Drills and Evaluations:

Conduct regular drills to reinforce training and ensure team readiness. Periodically review and update safety plans based on lessons learned and changing circumstances.

6. Maintain Accountability and Transparency:

Provide the congregation with an overview of the team’s role and purpose. Transparency builds trust and encourages cooperation during emergencies.

Building A Safer Faith Community Through Proactive Security Measures

Establishing a Church Safety and Security Team is an essential step for any ministry committed to the physical safety of its congregation. By selecting trustworthy, skilled individuals and equipping them with training and resources, ministries can create an environment where congregants can feel safe and supported. This proactive approach not only protects the physical safety of attendees but also strengthens the spiritual community, allowing the ministry to fulfill its mission with confidence and care. To learn more about how Church HR Network can help your ministry build a faith-based safety and security team − including access to our extensive online library of documents and training videos − please visit us at ChurchHRnetwork.com or give us a call at 1-888-807-CHRN (2476).
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## The South Carolina Lactation Support Act: A Step Forward for Working Mothers
URL: https://churchhrnetwork.com/news-articles/south-carolina-lactation-support-act/

The South Carolina Lactation Support Act (SCLA) represents a significant legislative effort to support working mothers’ breastfeeding journey. Enacted to provide comprehensive protections and accommodations, the SCLA ensures that mothers have the necessary resources and environment to continue breastfeeding after returning to work. This act aligns with broader public health goals and acknowledges the importance of breastfeeding for both mothers and infants.

Key Provisions of the SCLA

The SCLA mandates several critical provisions designed to support lactating employees:

Reasonable Break Time: Employers are required to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth. This break time must be provided each time the employee needs to express milk.

Comparison with Federal Law – The federal Patient Protection and Affordable Care Act amended the Fair Labor Standards Act (FLSA) to require employers to provide “reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth.” However, federal law only requires that employers provide breaks to non-exempt employees, as defined by the FLSA, to express milk; exempt employees are not entitled to such breaks. The South Carolina Lactation Support Act fills the gap between exempt and non-exempt employees, providing protection for all employees who seek to express breast milk while at work.

Private Space: The act stipulates that employers must provide a private space, other than a bathroom or toilet stall, shielded from view and free from intrusion from coworkers and the public. This space must be functional for expressing breast milk.

Notice and Education: Employers should inform employees about their rights under the SCLA. This includes providing information about the lactation support available within the workplace.

Non-Discrimination: The SCLA prohibits discrimination against employees who choose to express breast milk during the workday. This protection ensures mothers do not face adverse employment actions due to their lactation needs.

Employer Size Considerations: While the SCLA applies to all employers, there are considerations for smaller businesses. Employers with fewer than 50 employees may be exempt if compliance would impose an undue hardship, considering the difficulty or expense of the accommodations in relation to the size, financial resources, nature, or structure of the business. However, we caution you against claiming an undue hardship. “Undue hardship” is hard to prove, and you must have documented legitimate reasons as to why accommodating would cause an undue hardship.

Penalties for SCLA Non-Compliance

Employers who fail to comply with the SCLA could face legal consequences, including fines or lawsuits. Businesses must understand their obligations to avoid these penalties. Non-compliance not only risks legal ramifications but also damages employee trust and the company’s reputation.

Employer Compliance Resources for the SCLA

Employers can consult with HR professionals or seek guidance from legal experts to ensure they are meeting the requirements of the SCLA. State-provided resources are also available to assist businesses in implementing the necessary accommodations. This includes guidance from South Carolina’s Department of Labor and various workplace lactation support programs.

SCLA Impact on Employers and Families

An exemption for religious organizations does not exist under the South Carolina Lactation Support Act. So religious employers must comply. The South Carolina Lactation Support Act supports working mothers and promotes public health. By ensuring that mothers have the necessary time and space to express breast milk, the SCLA helps bridge the gap between professional and personal responsibilities. As awareness and understanding of the act grow, it is hoped that more workplaces will embrace these provisions, leading to healthier outcomes for families across South Carolina.

How Church HR Network Can Help

At Church HR Network, we specialize in helping faith-based organizations comply with state and federal employment laws without compromising ministry protections, including the South Carolina Lactation Support Act. We provide customized HR services to help churches and religious organizations navigate these regulations without compromising their deeply held religious beliefs. Whether you need assistance with implementing policies or training staff, Church HR Network is here to guide you every step of the way. Contact us today to ensure your organization remains compliant while supporting your employees.

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## Navigating Worker Classifications For Churches: Holy Harmony Or Legal Liability?
URL: https://churchhrnetwork.com/news-articles/navigating-worker-classifications-for-churches-holy-harmony-or-legal-liability/

Employees vs. Independent Contractors: What Ministries Need to Know

Religious ministries frequently engage independent contractors for various services, including musicians, athletic coaches, and other specialized roles. However, proper classification of these workers is crucial to ensure compliance with federal and state labor laws. Misclassification can lead to legal penalties, back taxes, and liability for unpaid benefits. This article examines the federal independent contractor test and state-specific laws, particularly focusing on jurisdictions that use the stricter ABC test.

Federal 6-Factor Independent Contractor Test

Under federal law, the U.S. Department of Labor (DOL) applies a 6-factor test to determine whether a worker qualifies as an independent contractor under the Fair Labor Standards Act (FLSA). These factors assess the economic realities of the working relationship, emphasizing the worker’s degree of independence and the employer’s control. Most states follow this 6-factor test, with some exceptions noted below. A holistic review of these factors determines a worker’s classification, with no single factor being dispositive.

The Federal six factors are:

Opportunity for Profit or Loss – Does the worker have the potential to earn more based on managerial skill, such as hiring assistants or negotiating pay?

Investment by the Worker – Has the worker invested in tools, equipment, or their own business, distinguishing them from an employee?

Degree of Permanence – Is the relationship temporary or indefinite? Employees typically have ongoing work arrangements.

Nature and Degree of Control – Does the ministry control the worker’s schedule, performance, and assignments? Greater control suggests an employment relationship.

Essential Nature of the Work – Is the service provided something that is outside or not part of the usual course of business of the ministry? If the worker is providing a service that is part of the regular course of business for the ministry (i.e., music), the worker is more likely to be classified as an employee.

Skill and Initiative Required – Does the worker operate independently and exercise entrepreneurial initiative, or does the ministry dictate tasks and methods?

(For further information, see US Department of Labor – Wage and Hour Division (DOL/WHD) Fact Sheet.)

State-Level Classification Rules and the ABC Test

While the federal 6-factor test provides a baseline, many states impose stricter standards. A growing number of states use the ABC test, which presumes workers are employees unless all three of the following conditions are met: 

The worker is free from the employer’s control and direction, and

The worker performs a service that is either outside the usual course of the business for which such service is performed or that such service is performed outside of all the places of business of the enterprise for which such service is performed; and

The worker customarily engages in an independently established trade, occupation, or business.

Ministries operating in ABC test states must carefully evaluate whether independent contractors meet all three prongs applicable for their specific jurisdiction. If any prong fails, the worker is legally an employee.

Some States That Use the ABC Test

The following states have adopted the ABC test (with some variations) for worker classification:

California (Dynamex ruling, AB 5 codified into California Labor Code § 2775–2787 with exemptions for some professions.)

Massachusetts (One of the strictest ABC test applications, covering wage laws, labor protections, and worker classification.)

New Jersey (Applies the ABC test across wage and hour laws, unemployment insurance, and other labor statutes.)

Illinois (Uses the ABC test in multiple labor law contexts beyond unemployment insurance.)

Connecticut (Implements the ABC test beyond unemployment insurance, including wage and worker protections.)

Vermont (Implements the ABC test beyond unemployment insurance, including wage and worker protections.)

Maine (Used primarily to determine whether a worker is classified as an independent contractor or an employee for unemployment insurance and workers’ compensation purposes.)

Rhode Island (Uses the ABC test primarily for unemployment insurance determinations under R.I. Gen. Laws § 28-42-7.)

Washington (Washington uses a modified version of the ABC test for determining independent contractor status, primarily for unemployment insurance and workers’ compensation purposes under Revised Code of Washington (RCW) § 50.04.140 and RCW § 51.08.195.)

These states generally default to employee classification unless clear independent business status is demonstrated. Please see the list below for the specific state statutory requirements.

Best Practices for Religious Ministries

Given these legal complexities, religious ministries should take the following precautions when compensating independent contractors:

Use Written Specs and Agreements – The hirer should clearly define the scope of work, autonomy, and have the Independent Contractor provide the contract, business license and proof of insurance naming the ministry as additionally insured. 

Limit Control – Allow independent contractors to set their own schedules and methods of performing work.

Ensure Business Independence – True independent contractors typically work for multiple clients and provide their own tools or equipment. Ensure your contractors meet these criteria to reinforce their independent status.

Review and Stay Updated on State-Specific Laws – Ministries operating in states that use the ABC test must carefully evaluate whether workers meet all three prongs of the test. Regularly review state-specific regulations to avoid compliance pitfalls.

Seek Professional Guidance – State laws vary, and classification errors can be costly. Seeking professional advice or legal counsel ensures compliance. Church HR Network offers exclusive workshops, training sessions, and resources tailored to the unique needs of church and ministry HR professionals. With tools like our HR 360 membership program, you’ll gain access to expert guidance and state-specific compliance resources to simplify your HR management.

State-by-State Independent Contractor Rules

Understanding your state’s specific rules is essential for compliance, as worker classification laws vary widely across the U.S. This table serves as a quick reference guide to help ministries identify the primary test applied in their state and locate the relevant legal statutes. By staying informed, you can avoid costly misclassification errors and ensure your ministry operates within the bounds of the law.

StatePrimary Test AppliedState Law or Legal ReferenceAlabamaFederal 6-Factor TestNo specific state statuteAlaskaABC TestAlaska Stat. § 23.20.525(a)(8)ArizonaFederal 6-Factor TestAriz. Rev. Stat. § 23-902(D)ArkansasFederal 6-Factor TestArk. Code Ann. § 11-10-210(e)CaliforniaABC TestCalifornia Labor Code § 2775 (formerly AB 5)ColoradoABC TestColo. Rev. Stat. § 8-70-115(1)(b)ConnecticutABC TestConn. Gen. Stat. § 31-222(a)(1)(B)(ii)DelawareABC TestDel. Code Ann. tit. 19, § 3302(10)(K)FloridaFederal 6-Factor TestFla. Stat. § 443.1216(13)(a)GeorgiaFederal 6-Factor TestGa. Code Ann. § 34-8-35(f)HawaiiABC TestHaw. Rev. Stat. § 383-6IdahoABC TestIdaho Code § 72-1316(4)IllinoisABC Test820 Ill. Comp. Stat. 185/10IndianaABC TestInd. Code § 22-4-8-1(b)IowaFederal 6-Factor TestIowa Code § 96.19(18)(f)KansasABC TestKan. Stat. Ann. § 44-703(i)(3)(D)KentuckyFederal 6-Factor TestKy. Rev. Stat. Ann. § 341.070(3)LouisianaABC TestLa. Rev. Stat. Ann. § 23:1472(12)(E)MaineABC TestMe. Rev. Stat. tit. 26, § 1043(11)(E)MarylandABC TestMd. Code Ann., Lab. & Empl. § 8-205MassachusettsABC TestMass. Gen. Laws ch. 149, § 148BMichiganFederal 6-Factor TestMich. Comp. Laws § 421.42(5)MinnesotaFederal 6-Factor TestMinn. Stat. § 268.035, subd. 9(25)MississippiFederal 6-Factor TestMiss. Code Ann. § 71-5-11(I)(14)MissouriFederal 6-Factor TestMo. Rev. Stat. § 288.034.12MontanaABC TestMont. Code Ann. § 39-51-201(15)NebraskaABC TestNeb. Rev. Stat. § 48-604(5)NevadaABC TestNev. Rev. Stat. § 612.085New HampshireABC TestN.H. Rev. Stat. Ann. § 282-A:9, IIINew JerseyABC TestN.J. Stat. Ann. § 43:21-19(i)(6)(A)New MexicoABC TestN.M. Stat. Ann. § 51-1-42(F)(5)New YorkFederal 6-Factor TestNo specific state statuteNorth CarolinaFederal 6-Factor TestN.C. Gen. Stat. § 96-1(b)(12)North DakotaFederal 6-Factor TestN.D. Cent. Code § 52-01-01(17)OhioABC TestOhio Rev. Code Ann. § 4141.01(B)(2)(k)OklahomaABC TestNo specific state statuteOregonABC TestOr. Rev. Stat. § 657.087PennsylvaniaABC Test43 P.S. § 753(l)(2)(B)Rhode IslandABC TestR.I. Gen. Laws § 28-42-7South CarolinaFederal 6-Factor TestNo specific state statuteSouth DakotaCommon Law TestNo specific state statute TennesseeFederal 6-Factor TestNo specific state statuteTexasFederal 6-Factor TestNo specific state statuteUtahFederal 6-Factor TestNo specific state statuteVermontABC TestVt. Stat. Ann. tit. 21, § 1301(6)(B)VirginiaFederal 6-Factor TestNo specific state statuteWashingtonABC TestWash. Rev. Code § 50.04.140West VirginiaFederal 6-Factor TestNo specific state statuteWisconsinFederal 6-Factor TestNo specific statuteWyomingFederal 6-Factor TestNo specific statute

Ensuring Compliance and Protecting Ministries

Religious ministries must carefully classify workers to avoid legal repercussions and back worker’s compensation premiums. While the federal 6-factor test allows some flexibility, ministries in ABC test states face stricter employee presumptions. By following best practices and staying informed on state laws, ministries can responsibly engage independent contractors while protecting their organizations from misclassification risks.

Simplify HR Management and Stay Compliant

Don’t let worker classification challenges disrupt your ministry’s mission. With Church HR Network’s HR 360 membership program, you’ll gain access to expert guidance, customizable templates, and state-specific compliance resources. Whether you’re navigating the ABC test, drafting independent contractor agreements, or ensuring overall HR compliance, our tools are designed to simplify HR management for faith-based organizations. Visit www.churchHRnetwork.com to learn more and join today!

For ongoing insights into HR best practices and compliance, sign up for our newsletter to receive the latest updates on labor laws, ministry management tips, and exclusive resources tailored to your needs.

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## From Tragedy to Mission: Meet CHRN Team Member Katrina Blanc
URL: https://churchhrnetwork.com/news-articles/meet-katrina/

When tragedy struck the Blanc family, it changed the trajectory of their lives forever. Church HR Network team member Katrina Blanc faced her family’s tragedy with resolve, aiming to turn the odds against the leading killer of infants and children under four years of age.

Drowning is a deadly and quiet threat that is often overlooked, but it exists anywhere water and children mix. Katrina’s family lost their 2-year-old daughter Kendall to drowning in their backyard pool on June 22, 2019. “I felt so alone after losing her, and the realization that this happens so often to so many others made me dig deep…” Katrina says. “It is absolutely the toughest thing I have ever gone through in my life.”

After their devastating loss, a close friend of Katrina’s noticed her love for researching solutions and prevention and challenged Katrina to put it to effective use, saying, “Who better to make a change than you?” Encouraged by this, Katrina developed a motto: “Know better, do better,” which she now carries into all areas of her life. She spent the last several years regrouping and learning how to help other unsuspecting parents become aware of the preventative measures available to keep this tragedy from striking their families. Katrina says, “What is so shocking to me is that people do not know they have the number one potential death trap for children right in their own homes.”

In honor of her daughter, Katrina founded The Kendall Bug Mission, a non-profit foundation whose mission is to prevent childhood drowning through water safety education and access to preventative resources. Survival swim lessons include hands-on, in-water activities for parents to help positively reinforce their child’s learning and safety. Though fees for these lessons can be prohibitive for some, the Kendal Bug Mission strives to offer scholarships to as many families as possible. Katrina says her goal for 2024-2025 is to have twenty families covered by a 100% scholarship through the foundation and to expand to an indoor facility to teach year-round. Church HR Network is proud to support them in their efforts!

Katrina admits she was not a big swimmer nor much of a water lover, but she and her family had a pool at home and her children enjoyed it almost daily. “Another shocking discovery,” she says, “was the amount of accessibility to pools and other water sources we have here in Southern California, yet the lack of water safety education available in the area. I want to provide families with a resource to learn to be water-safe with their children so they won’t be caught unaware in devastation that could have been prevented.”

Katrina and The Kendall Bug Mission are connected with Infant Swimming Resource (ISR), an organization that teaches children a technique in which they swim a short distance, rotate to their backs to float, and repeat the process until they reach a safe place or until help arrives. One of ISR’s core convictions is “that the child is the most important part of a drowning prevention strategy, and our over 450,000 ISR graduates and hundreds of documented survival stories are proof that children can, and do, save themselves.” Katrina has since become a licensed ISR instructor and hopes to train others to provide survival swim lessons. “We want more children and their families to be water-safe. I wish someone had shared this resource with me so that I could have been prepared.”

We at CHRN are so proud of Katrina and her tireless efforts to honor Kendall and educate as many families as she can. For more of her story, visit www.thekendallbugmission.org.

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## Federal Court Overturns 2024 Salary Threshold Rule for Exempt Employees
URL: https://churchhrnetwork.com/news-articles/federal-court-overturns-2024-salary-threshold-rule-for-exempt-employees/

Ruling repeals the salary threshold increases that took effect on July 1, 2024 and stops the planned increase set for January 1, 2025.

On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department of Labor’s (DOL) rule that had increased the salary thresholds for the Fair Labor Standards Act (FLSA) overtime exemptions. This ruling repeals the salary threshold increases that took effect on July 1, 2024 and stops the planned increase set for January 1, 2025.

Background of the DOL’s 2024 Overtime Rule

The DOL’s 2024 rule was set to expand overtime protections by raising the salary thresholds for the executive, administrative, and professional exemptions under the FLSA. The rule proposed a two-phase increase:

July 1, 2024: Increase from $684 per week ($35,568 annually) to $844 per week ($43,888 annually).

January 1, 2025: Further increase to $1,128 per week ($58,656 annually).

Legal Challenge and Court’s Decision

The State of Texas, along with various business groups, challenged the DOL’s rule, arguing that the substantial increases to the salary threshold effectively overrode the duties tests established by Congress to determine an individual’s FLSA exempt status. The court agreed, stating that the DOL exceeded its authority by emphasizing salary levels over job duties, which could displace the duties-based exemption analysis required by the FLSA.

Implications for Employers

As a result of the court’s ruling, the salary thresholds for FLSA exemptions revert to the levels effective on June 30, 2024 of $684 a week or $35,568 per year.

Employers who adjusted salaries to comply with the now-invalidated July 1, 2024 increase may consider reverting to the previous salary levels. However, before making any changes, organizations should:

Check State Requirements: Many states set their own salary thresholds, which may exceed federal standards. Verify compliance with any applicable state-specific laws.

Evaluate Workforce Impact: Rolling back salary increases could hurt morale and employee retention. Carefully consider how such changes may affect your team.

Seek Legal Guidance: Consult with legal experts before making adjustments to ensure adherence to wage and hour regulations and avoid potential compliance issues.

Stay Updated: Keep track of legal developments, including appeals or regulatory updates, that might influence future salary threshold requirements.

By carefully evaluating these factors, organizations can make informed decisions that balance legal compliance with employee well-being.

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## Employees Volunteering in Ministry: Legal Compliance and Best Practices
URL: https://churchhrnetwork.com/news-articles/employees-volunteering-in-ministry/

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Employees volunteering in ministry can be a rewarding experience that fosters community and enhances the mission of the church. However, when it comes to balancing volunteer work and employment within the same organization, ministries must navigate legal guidelines carefully. Allowing an employee to volunteer can lead to compliance issues and potential legal ramifications. This blog explores the complexities surrounding employee volunteering in the workplace and provides best practices for staying compliant with labor laws.

Can you be a church employee and volunteer at the same time?

Can your organization consider an individual to be an employee and a volunteer at the same time? This is a very important topic, as many times in ministry we have individuals who wish to serve without the financial expectations of employment. However, the church carries the responsibility of compliance with legislative requirements. Misclassification of workers is NOT a new problem among our churches, and many may believe it’s not a problem at all.

According to the U.S. Department of Labor’s (DOL) Wage and Hour Division, employees cannot volunteer to do the same type of work as their normal job duties. This includes any time spent working for public or charitable purposes at the employer’s request or under their direction or control. These hours must be included in calculating the hours worked.

Under the FLSA, employees cannot volunteer their services to their employers in an area that is similar to that for which they are paid. 

The California Division of Labor Standards Enforcement (DLSE) issued some guidance for California employers in an opinion letter addressing whether workers for religious organizations are employees or volunteers. The DLSE took the position that “the intent of the parties is the controlling factor. If the person intends to volunteer his or her services for public service, religious, or humanitarian objectives, not as an employee and without contemplation of pay, the individual is not an employee….” The DLSE continued explaining that employees of the religious, charitable, or non-profit organization can donate services as a volunteer, but these services cannot be similar to the services they perform for renumerations. 

Allowing and even encouraging the volunteering of your employees is an excellent source of fellowship and a way to build community among your team, but ensuring this is done without violating the strict laws is of the utmost importance.

Distinguishing between employees and volunteers

There are specific definitions of volunteers and employees, and if a worker is paid money or receives a money equivalent in exchange for their services or labor, they are considered employees. This is true in both federal and California laws.

Definition of employee: SEC. 3. Section 3351 of the Labor Code, as amended by Section 33 of Chapter 38 of the Statutes of 2019, is amended to read: 3351. “Employee” means every person in the service of an employer under any appointment or contract of hire or apprenticeship, express or implied, oral or written, whether lawfully or unlawfully employed, and includes: …

Definition of volunteer: California Code, Labor Code – LAB § 1720.4 a) Any work performed by a volunteer. For purposes of this section, “volunteer” means an individual who performs work for civic, charitable, or humanitarian reasons for a public agency or corporation qualified under Section 501(c)(3) of the Internal Revenue Code  as a tax-exempt organization, without promise, expectation, or receipt of any compensation for work performed.

Guaranteeing an understanding of these definitions will help ensure that your organization is within compliance with all employees who volunteer in the workplace. This should be clear for all staff, including and especially for leadership approving volunteer roles.

Do’s and Don’ts: Ensuring Compliance and Avoiding Pitfalls

Many of the Do’s and Don’ts outlined below may seem apparent; however, clearly stating the expectations will help to avoid any confusion. Remember, volunteers are those who do not expect or receive compensation for their services.

Do:

Do have clear written communication; make sure your employees are aware of how to gain approval to volunteer outside of their employee role. Provide distinct roles for employment and volunteering.

Do require proper channels to be followed to gain approval and outline the rules and supervision associated with the volunteer role:

Having separate volunteer and employee policies with minimal overlap

Use volunteer release and waiver liability forms: sample attached

 Create a Volunteer Position description that states the worker expects no renumeration and acknowledges that the volunteer job is not closely related to other work the worker may be renumerated for. (Find a sample in the CHRN document library)

Don’t:

Don’t ignore off-the-clock service; this could result in very costly wages and hour claims.

Don’t coerce your employees to volunteer; strong-arming employees to work without pay is a claim waiting to happen.

Guidelines for Camp Counselors and Youth Staff

Camp counselors or youth staff, are often a big part of the conversation when it comes to employees volunteering their time at an overnight camp or conference. This brings up the question, Can my paid youth intern volunteer their time at camp? The short answer is NO. An employee can NOT volunteer in any role that is within their scope of “usual services that they provide to their employer as part of their job. Employees shall be paid for their hours worked in accordance with all legal requirements.  The summer camp time card (which can be found in the CHRN document library) can be utilized for accurate hours worked for all staff. 

Ensuring Compliance and Clarity: Managing Employee and Volunteer Roles

Navigating the distinction between employees and volunteers in a church  or a ministry setting is crucial for compliance with labor laws. The FLSA and California laws stipulate that employees cannot volunteer for their usual job duties, Understanding these regulations helps prevent misclassification and potential legal issues. Ensuring clear policies and separate roles for employees and volunteers can foster a positive and compliant workplace environment. 

Ensure your ministry’s volunteer policies are up-to-date and compliant with legal standards. Contact Church HR Network today at 888-807-2476 for expert guidance on managing employee and volunteer roles effectively. Let us help you navigate these complexities and support your ministry’s mission.

References

FindLaw.com – California Code, Labor Code – LAB § 1720.4 – last updated January 01, 2023 | https://codes.findlaw.com/ca/labor-code/lab-sect-1720-4/

https://www.dir.ca.gov/dlse/opinions/1988-10-27.pdf

https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201920200AB5

https://webapps.dol.gov/elaws/whd/flsa/docs/volunteers.asp

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## Amended CA Regulations Increase AB 506 Requirements for Youth Organizations
URL: https://churchhrnetwork.com/news-articles/amended-ca-regulations-increase-ab-506-requirements-for-youth-organizations/

What Ministries Need to Know

California youth service organizations are now required to comply with newly amended regulations under California Penal Code §11105.3 which builds upon the foundation of California Business and Professions Code §18975 (AB 506).

Key legislative changes include:

Mandatory national (FBI) criminal history checks

Annually signed waivers authorizing the organization to access criminal history info

Organizational self-audits to confirm current employment/volunteer status and that appropriate “no longer interested” notifications are made to DOJ

Parental notification if an individual with certain specified criminal convictions is hired or retained

Workers’ right to receive and challenge criminal history reports

These amendments are designed to bolster child safety and to ensure compliance with rules regarding access to criminal history information. HR 360 subscribers can access additional resources in the Church HR Network online library in the “CA AB 506 and Live Scan” folder.

Ensure your ministry’s child protection policies are up-to-date and in conformance with legal standards. Contact Church HR Network today at 888-807-2476 for expert guidance on compliance with Business and Professions Code §18975 (AB 506). Let us help you navigate the complexities and support your ministry’s mission.

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## Protecting Children in Ministry: Recognizing and Preventing Grooming Behaviors
URL: https://churchhrnetwork.com/news-articles/protecting-children-in-ministry-recognizing-and-preventing-grooming-behaviors/

A Guide for Children’s Ministry Leaders and Workers

Leaders in children’s ministry are entrusted with more than just teaching—they’re responsible for creating an environment where every child feels safe, seen, and supported. Children’s ministry includes a wide range of church-led programs designed to foster the spiritual, emotional, and social development of minors. Whether it’s Sunday school, vacation Bible school, youth groups, nursery care, or other faith-based activities, these settings are meant to be spaces of trust and growth.

Because these environments are built on trust, they can also become vulnerable to exploitation if appropriate safeguards aren’t in place. One of the most serious threats to that safety is grooming—a manipulative process predators use to gain the trust of children and those around them in order to exploit that relationship.

By training staff and volunteers to recognize grooming behaviors and setting clear safety protocols, ministries can proactively interrupt harmful patterns before they escalate. Understanding what grooming looks like—especially in a ministry context—is the first step toward prevention.

What Is Grooming and Why It Matters in Ministry

Grooming is a deliberate process whereby a predator builds a relationship with a child and often their family to prepare the child for abuse. This behavior often involves a series of manipulative tactics aimed at establishing trust, emotional connection, and secrecy. Grooming can occur in various environments, including schools, scouting, sports teams, faith-based organizations, churches, youth programs, via social media and other online platforms, and within families.

Identifying Grooming Behaviors in Children’s Ministry

1. Excessive Interest, Attention, and Affection

Predators often shower children with attention and affection to create a bond. This can manifest as:

Compliments and gifts −  Giving preference or offering gifts, praise, or special privileges or attention to the child.

Physical affection − Unusual physical contact, such as hugs or touches that may seem inappropriate for the context.

2. Isolation from Peers and Family

Groomers may attempt to isolate the child from their support network. Signs include:

Encouraging secrecy − Asking the child to keep secrets from parents or friends, often under the guise of special relationships. (e.g., “If you tell anyone, we could both get in trouble,” or “If you say anything, something bad will happen to your family.”

Limiting social interactions − Discouraging the child from spending time with their peers or family members.

Private one-on-one outings − Inviting the child to “special” private excursions such as going to a movie theater, private backyard swim, amusement park, camping, and other overnight events that include no others. 

3. Manipulation of Boundaries

Predators often test and push boundaries to see how far they can go. This can include:

Attempting to make their behavior seem innocent, normal, and natural − For example, inviting the minor to the pool, gym, or camping to create the opportunity to undress and/or shower together.  

Inappropriate conversations − Gradually introducing inappropriate topics, discussing the child’s physical development, discussing sexual or otherwise personal matters, or using sexual language that is not age-appropriate.

Desensitization to touch − Abusers often begin by touching their victim in a seemingly normal way that could initially appear harmless (hugging, wrestling, tickling, etc.) before they escalate to increasingly intimate contact (applying rub-on sunscreen, full blown massage, sharing a bed or sleeping bag and intimate touching of body parts.)

4. Excessive Communication

Groomers may seek to establish frequent communication with the child that bypasses the parent/guardian, often through:

Texting or direct messaging − Using social media or messaging apps to maintain contact, especially apps with disappearing messaging.

Private conversations − Seeking opportunities for one-on-one interactions, often away from the eyes of other adults.

5. Creating a Sense of Dependency

Predators may position themselves as the child’s confidant or protector, leading to:

Emotional manipulation − Making the child feel special or unique, fostering a sense of dependency.

Offering support − Providing help or support that makes the child feel indebted or loyal. (e.g., “Trust me… I’ve been through the same thing; nobody else will understand you like me.”

6. Exploitation of Vulnerabilities

Groomers often target children who may be vulnerable due to:

Low self-esteem − Children with low self-esteem may be more susceptible to grooming, as they may seek validation and approval from adults.

Targeting emotional needs − Predators may identify and exploit a child’s emotional needs, such as loneliness or a desire for attention, to create a bond. They often target children from broken or dysfunctional families.

Offering solutions − Providing seemingly helpful advice or support to address the child’s problems, which can create a false sense of security.

How to Protect Children from Grooming

Protecting children from groomers in a ministry environment requires proactive measures to create a safe and accountable space. Here are some steps that can help:

1. Background Checks: 

Conduct thorough background checks on all volunteers, staff, and leaders, especially those working in positions of high trust (ministry leaders, financial, and working with children). This includes an application, ID verification, an interview, background reference checks, a criminal history check, and a national sex offender registry check.  For more comprehensive support, ministries can request an Operational HR Audit to evaluate and improve their current practices.

2. Training: 

Provide mandatory training for all staff and volunteers on child safety and protection protocols, child abuse recognition and identification, child abuse reporting procedures, recognizing grooming behaviors, appropriate boundaries, and reporting suspicious behavior.

Explore our HR Subscription Services for Ministries for ongoing training, compliance tools, and HR support.

3. Clear Policies and Guidelines: 

Establish clear child protection policies, including codes of conduct that outline appropriate and inappropriate talk, touch, behavior, and other boundary expectations. As part of the workers’ onboarding or training process, require that all staff and volunteers sign an acknowledgement that they have received, read, and understand these policies and guidelines and that they agree to fully adhere to them. 

4. Two-Adult Rule: 

Ensure that no adult is ever left alone with a child. Implement a “two-adult” rule, where at least two screened, trained, and unrelated adults are present when interacting with children. This is not only for the protection of children by removing any opportunity for a predator to be alone with a child, but also for the protection of the adult by providing a second adult who can attest that the other adult never had the place or opportunity to be inappropriate with a child (in case a child makes a false allegation). Workers who are related to one another should not be assigned to work in the same classroom together to reduce the likelihood of any conflict as a result of a witness having to testify against or lie for a family member. 

5. Clear Visibility: 

Where rooms have windows and/or doors with windows, maintain a policy mandating clear, open visibility at all times (except in an emergency) so that anybody passing by can see into the room, thereby affording no privacy for those within the room. Just be sure that users can sufficiently cover all windows in the event of a lockdown situation.  

For additional best practices in physical safety, visit our Church Safety and Security Services.

6. Supervision and Monitoring: 

Have regular supervision and unannounced visits by ministry leaders to monitor interactions between adults and children and to ensure compliance with child protection protocols.

7. Reporting Mechanisms: 

Set up clear and confidential reporting procedures for both children and adults to report inappropriate behavior. Encourage open communication and make it known that all concerns will be taken seriously.

Learn more about our Volunteer and Mandated Reporter Training to support your reporting processes.

8. Safe Online Engagement Policy: 

If the ministry includes online interactions, establish guidelines for virtual meetings and other connections/communications to ensure open, appropriate, and safe communication channels and to prevent any one-on-one private messaging between children and adults.

9. Empower Children: 

Teach children about boundaries, appropriate touch, and how to speak up if they feel uncomfortable. This includes age-appropriate lessons on recognizing grooming behaviors and empowering minors to speak up if ever they feel unsafe.

10. Parental Involvement: 

Involve parents in ministry activities and keep them informed. Educate them about your ministry’s expectations of staff and volunteers who work with children so that the parents, too, can be aware of safety procedures and recognize if protocols are breached. Encourage their participation in ministry events and foster a transparent environment where parents can voice concerns. Child protection is a mutual and collective concern and responsibility.

11. Swift Action: 

Take immediate and decisive action if grooming or abuse is suspected. Report to the appropriate authorities, follow up, and ensure that child safety is given the highest priority. If you are unsure about a situation, err in favor of protecting the child. 

Conclusion: Fostering a Safe and Nurturing Ministry Environment

Children’s ministry leaders and workers have a profound responsibility to protect the children entrusted to their care. Recognizing grooming behavior is essential for protecting children from potential predators and, by understanding the signs and fostering open communication, administrators, ministry leaders, staff, volunteers, and parents can create a safe and nurturing environment where children can thrive. Building a culture of transparency, accountability, and respect is crucial to protecting children in a ministry setting, and together, all stakeholders can stand vigilant against the threat of predators to ensure that ministry to minors remains a place of love, support, and safety for every child.For more guidance and training support, visit our Training Solutions page or contact Church HR Network. We specialize in helping ministries build safe, compliant, and effective environments through policy development, staff training, abuse prevention resources, and HR support tailored specifically for faith-based organizations.

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## About
URL: https://churchhrnetwork.com/about/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f9f5ee” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” text_orientation=”center” max_width=”785px” module_alignment=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]About Us[/et_pb_text][et_pb_text _builder_version=”4.27.5″ text_orientation=”center” max_width=”785px” module_alignment=”center” global_colors_info=”{}”]Church HR Network was founded by Leslie DeMattia, who brings more than 15 years of experience leading Human Resources and Safety at Ventura Missionary Church and Schools. Alongside a team with over 200 years of combined experience in faith-based operations, we provide trusted HR for Faith-Based Organizations designed specifically for churches, ministries, and Christian schools.
We support ministries in achieving missional success by strengthening their operational foundation through employee handbooks for ministries, practical training solutions, and thorough HR audits that improve clarity and compliance. Our team also delivers proven conflict negotiation strategies, structured HR materials and systems, and essential mandated reporter, harassment prevention training, and volunteer training. Beyond HR infrastructure, we guide churches in church safety and security planning, helping them protect their people while staying focused on their calling.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”about-founder” _builder_version=”4.16″ global_colors_info=”{}”][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” _builder_version=”4.16″ max_width=”1094px” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/12/Leslie-DeMattia-Photo-Cleaned.jpg” alt=”Leslie DeMattia” title_text=”Leslie DeMattia Photo Cleaned” src_tablet=”https://churchhrnetwork.com/wp-content/uploads/2025/10/Leslie-DeMattia-Photo-e1761917030346.jpg” src_phone=”https://churchhrnetwork.com/wp-content/uploads/2025/10/Leslie-DeMattia-Photo-e1761917030346.jpg” src_last_edited=”on|desktop” align_tablet=”center” align_phone=”center” align_last_edited=”on|tablet” _builder_version=”4.27.5″ filter_saturate=”102%” filter_brightness=”104%” filter_contrast=”110%” border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||5px||false|false” global_colors_info=”{}”]About Our Founder
Leslie DeMattia[/et_pb_text][et_pb_text _builder_version=”4.22.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Leslie is a retired Peace Officer with extensive law enforcement, civilian security, and human resources expertise. During her law enforcement career as a highly decorated senior officer, Leslie worked in jail operations, patrol, patrol operations, sex crimes task force, agricultural protections, hostile work environment investigations, and personnel investigations, and she implemented patrol orientation policy and procedures. [/et_pb_text][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”leslie-read-more” _builder_version=”4.16″ _module_preset=”default” custom_padding=”0px||||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” max_width=”1094px” custom_padding=”70px||0px||false|false” border_width_top=”1px” border_color_top=”#c2c2c2″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|on|on” _builder_version=”4.22.1″ _module_preset=”default” header_4_font=”||||||||” header_4_font_size=”22px” custom_margin=”||10px||false|false” disabled=”on” global_colors_info=”{}”]Leslie’s Law Enforcement Career
[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.22.1″ _module_preset=”default” max_width=”1094px” custom_padding=”0px||60px||false|false” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}” custom_css_main_element_last_edited=”on|desktop”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”]Leslie is a retired Peace Officer with extensive law enforcement, civilian security, and human resources expertise. During her law enforcement career as a highly decorated senior officer, Leslie worked in jail operations, patrol, patrol operations, sex crimes task force, agricultural protections, hostile work environment investigations, and personnel investigations, and she implemented patrol orientation policy and procedures. She was a Field Training Officer, Custodial Training Officer, Personnel Management Mentor, and authored “Patrol Orientation,” a manual and training program to integrate custody deputies into patrol. Leslie’s law enforcement career was cut short by an on-duty injury that forced her medical retirement.
After her injury and recovery, Leslie negotiated with HUD (the Department of Housing and Urban Development) to create a transitional living center program for Project Understanding. She devised a program to reintegrate homeless families back into society. She authored a client interview and intake screening process, handled all placements, and was responsible for all case management. Leslie is well-versed in contract management, negotiations, and operations in both the public and private sectors.
Completion of her contract with HUD and Project Understanding led to an invitation to work for the Department of Investigative Services as Director of Operations/Facility Security Officer. As Facility Security Officer, Leslie oversaw defense warfare contractors from Vandenberg AFB to Edwards AFB. She held top secret and NATO security clearances. Leslie managed a staff of 500 and completely reorganized the human resources department. She is fully trained in multiple levels of background and personnel investigations, executive management, risk management, human resources, operations, benefits administrations, tactical deployment, project management, budgeting and finance, workers compensations, EEOC complaints, IWC complaints, cost controls, dispute resolution, hiring and retention, organizational liability, and school and church security.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”]Leslie has spent the past 35 years in human resources and operations. This time includes 15+ years leading all aspects of human resources and operations at Ventura Missionary Church, School, and Counseling Center. She has dealt extensively with the non-profit and for-profit industries. She has comprehensive training in wage and hour law and has authored hundreds of employee handbooks and injury and illness prevention plans. Leslie has hours of training in ADA and FEHA. She has considerable experience lecturing sexual harassment in the workplace, hiring for HR, best practices, consistent leadership, all hazard response, performance management, wage and hour law, exempt/non-exempt classifications, the ministerial exception, crisis management, workplace violence prevention, school safety, active shooter staff training, and classroom and workplace security. Leslie has developed a unique and in-depth hiring process that aims to put the right people on the right teams. She is a seasoned human resource professional.
In 2014, Leslie left Ventura Missionary and started DeMattia Consulting, now known as Church HR Network. Serving hundreds of clients in California and throughout the U.S., her team is passionate about taking their experience to churches, schools, and other faith-based groups with the goal of furthering God’s kingdom through training leaders that support the infrastructure of the organizations.
Leslie was born and raised in the city of Ventura, California. She enjoys her faith and her family. She and her husband Brian have six adult children and currently reside in Ventura. She spends her free time biking, kayaking, and competitively showing her top-ranked Soft-Coated Wheaten Terriers in the Conformation dog arena.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row disabled_on=”off|off|off” _builder_version=”4.22.1″ _module_preset=”default” max_width=”1094px” custom_padding=”70px||0px||false|false” border_width_top=”1px” border_color_top=”#c2c2c2″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” header_4_font=”||||||||” header_4_font_size=”22px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Professional Training/Certificates[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ disabled_on=”off|off|off” _builder_version=”4.22.1″ _module_preset=”default” max_width=”1094px” custom_padding=”0px||60px||false|false” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” custom_css_main_element=”margin-bottom:0!important;” global_colors_info=”{}”]
Wage and Hour Law—Fed/State White Collar Exemptions
Employment Discrimination and EEO Practices and Complaints
Employee Handbook and Personnel Policies
Personnel Investigations and Workforce Reductions
Recruitment and Retention
Advanced Management
Workers Compensation
Unrelated Business Income Tax
Manager of Information Services
Civil Treatment for Managers
EPSQ Administrations
[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”]
Harassment Prevention Training
Benefits Administrations
Verbal Judo
Personnel Management
Risk Management Training
Peace Officer Standards & Training
Field Officer Training
Administration of Justice Homicide School
First Aid/CPR/Defibrillator
Crisis Response & Management
Criminal Behavior Clues
[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row disabled_on=”off|off|off” _builder_version=”4.22.1″ _module_preset=”default” max_width=”1094px” custom_padding=”70px||0px||false|false” border_width_top=”1px” border_color_top=”#c2c2c2″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” header_4_font=”||||||||” header_4_font_size=”22px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Education[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ disabled_on=”off|off|off” _builder_version=”4.22.1″ _module_preset=”default” max_width=”1094px” custom_padding=”0px||60px||false|false” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” custom_margin=”||||false|false” custom_margin_last_edited=”off|desktop” custom_css_main_element=”margin-bottom:0!important;” global_colors_info=”{}”]
Bachelor of Science in Business Management
University of Phoenix
San Jose State University
[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”]
Ventura County Criminal Justice Training Center
Department of Defense
S. Department of Justice
[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row disabled_on=”off|off|off” _builder_version=”4.22.1″ _module_preset=”default” max_width=”1094px” custom_padding=”70px||0px||false|false” border_width_top=”1px” border_color_top=”#c2c2c2″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” header_4_font=”||||||||” header_4_font_size=”22px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Affiliations[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ disabled_on=”off|off|off” _builder_version=”4.22.1″ _module_preset=”default” max_width=”1094px” custom_padding=”0px||||false|false” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.22.1″ _module_preset=”default” custom_css_main_element=”margin-bottom:0!important;” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”]
Society of Human Resource Managers
National Human Resources Association
University of Phoenix Alumni
Non-profit Resource Network
American Society for Industrial Security
[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.22.1″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”]
Christian Businesswomen’s Association
Crisis Consulting International
Ventura County Deputy Sheriff’s Association
Non-Profit Human Resource Network of Ventura County
Soft-Coated Wheaten Terrier Club of Southern California
[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” max_width=”1094px” custom_padding=”0px||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read Less [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”meet-the-team” _builder_version=”4.27.4″ background_color=”#800020″ custom_padding=”||||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_padding=”||60px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_2_font=”|600|||||||” header_2_text_align=”center” header_2_text_color=”#ffffff” header_2_font_size=”32px” global_colors_info=”{}”]Meet the Team[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2023/08/beth.jpg” alt=”Elyce Wyatt” title_text=”beth” align=”center” _builder_version=”4.27.4″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Beth Cheatham
Ministry Support Associate
[/et_pb_text][et_pb_text _builder_version=”4.27.2″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Beth brings a diverse professional background to the Church HR Network team, where she applies her creativity and interpersonal skills to deliver exceptional client service and contribute insightful articles. Her career includes roles at a liberal arts college, creating storyboards for retail, managing operations, and nurturing a love for design during her time in the fabric industry.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”]Born and raised in Ventura, California, Beth is an accomplished artist and writer. In 2020, her passion for storytelling led to the release of her debut novel. She and her husband are proud parents of six children and grandparents of two. In her free time, Beth enjoys cooking, gardening, raising chickens, and taking on backyard projects.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/12/IMG_0180-e1764974883138.jpeg” alt=”Elyce Wyatt” title_text=”IMG_0180″ align=”center” _builder_version=”4.27.5″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Caroline Grace
Employee Handbook, Policy & Compliance Specialist
[/et_pb_text][et_pb_text _builder_version=”4.27.2″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Caroline is an Employee Handbook, Policy & Compliance Specialist with a heart for helping teams thrive. Born and raised in Southern California, she developed an early love for people and community, which led her to study Psychology and Theology at Biola University. Before entering the field of Human Resources, she worked in ministry administration for both global and local initiatives, gaining hands-on experience that deepened her passion for equipping teams to work with clarity, purpose, and encouragement.[/et_pb_text][et_pb_text _builder_version=”4.27.2″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Outside the office, Caroline’s life is full and joyful. She is getting married in March to her fiancé, Joseph, and she spends her free time at the beach, at church, or enjoying coffee with friends. She brings warmth, care, and a people-first perspective to every project, striving to create supportive and thriving workplace environments.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”][/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2023/08/david.jpg” alt=”Elyce Wyatt” title_text=”david” align=”center” _builder_version=”4.22.1″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]David Bograd
IT Coordinator
[/et_pb_text][et_pb_text _builder_version=”4.22.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]David has a background in Project Management and Technology at the US Navy. He has extensive experience in Naval Weapon and Data Systems, Logistics, Contracting and developing Maintenance Facilities around the world. He applies his skills and experience as IT Coordinator for our Church HR Network team.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”]A frequent volunteer on worship teams, church orchestras, and community bands, David is a drummer and percussionist. He and his wife host a weekly couple’s Bible study in their home, often serving up his world-famous smoked chicken.David and his wife live in Southern California as almost-empty-nesters. They have five children, and most have launched as productive members of society. He is a Navy veteran and loves mountain biking, camping, and swimming.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/12/Dawn-Preferred-2-1.jpeg” alt=”Elyce Wyatt” title_text=”Dawn Preferred 2″ align=”center” _builder_version=”4.27.4″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Dawn Balcazar
Director of Human Resource Services[/et_pb_text][et_pb_text _builder_version=”4.27.2″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Dawn Balcazar is a seasoned HR leader with over 30 years of experience, including 14 years as Director of Human Resources for a large church and school. She specializes in strategic HR management, risk control, and integrating AI solutions, successfully managing HR operations for over 300 employees.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.27.4″ _module_preset=”default” min_height=”252.4px” global_colors_info=”{}”]She began her career in a leadership role at a national nonprofit, overseeing seminars, operations, and staff development. Dawn later transitioned to the entertainment industry, where she managed multi-million-dollar promotional contracts, collaborating with major global brands. Dawn holds a SHRM-CP certification and has pursued advanced studies in Legal Studies from the University of California, Riverside. Her expertise spans corporate and nonprofit sectors. She leads our client service team as they support our ministries’ HR needs and questions. In addition to her professional work, Dawn has been involved in worship leadership for over 40 years, bringing a collaborative approach to both her career and her community in Big Bear Lake, CA, where she resides with her husband.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/10/Ed-Eberhard.jpg” alt=”Elyce Wyatt” title_text=”Ed Eberhard” align=”center” _builder_version=”4.27.2″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Ed Eberhard
Chief Financial Officer[/et_pb_text][et_pb_text _builder_version=”4.27.2″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Eddie was born and raised in Ponca City, Oklahoma. Eddie and his wife Lynda have been married for 51 years and have 3 married sons and daughters-in-law and 7 grandchildren. Eddie has a Bachelor of Science degree in Mechanical Engineering with minors in Math and Industrial Management.
As a retired operational executive of 45 years, Eddie’s business background bridges 17 years of small business ownership with 28 years of corporate executive management. His strengths are leading operations through business development, personnel development, organizational design, change management, transition management, operational safety, and problem-solving.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.27.2″ _module_preset=”default” global_colors_info=”{}”]Eddie has been attending Ventura Missionary Church for 46 years and in leadership positions for over 40 of those years. Eddie’s spiritual gift is serving, and he has used that gift through ministries of leadership (Deacon Board, General Board Chair and Vice Chair, Elder Board) and administration at VMC. Eddie provided leadership in transitioning from a congregational governance to an Elder governance model. He was also instrumental in developing key operational processes, policies, and bylaws throughout his years of involvement at VMC.After retiring from business, Eddie spent 4 years on the VMC staff to support the organizational transition to a new leadership team. During this time as Operational Director, he had oversight responsibilities for Human Resources, Finance, Facilities, and the School Administration. This experience in the day-to-day operation of the church provided breadth and perspective to Eddie’s years of lay leadership involvement.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/11/Elyce.png” alt=”Elyce Wyatt” align=”center” _builder_version=”4.16″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.25.1″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Elyce Wyatt
Client Service Representative[/et_pb_text][et_pb_text _builder_version=”4.25.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Elyce is a seasoned ministry operations professional with a background in both business and ministry, with experience in human resources, customer service, employee relations, office and staff management, and church administration. With a keen ministry perspective, she is known for the ability to find solutions to clients’ HR and operations hurdles, bringing support and clarity into complicated areas where ministry, business, and compliance seem to collide.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”]Elyce loves her local church family, where she has attended since she was seven years old. She loves discipling girls in High School Impact Groups and serves in the Life Groups and Children’s Ministries.The hot central valley of California is home to Elyce, her husband Jason, and their two lovely girls. In her free time she is usually just searching for shade and loves having friends and family over for dinner and games.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/05/Fawn.jpg” alt=”Fawn Burns” align=”center” _builder_version=”4.25.1″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.25.1″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Fawn Burns
Client Service Representative[/et_pb_text][et_pb_text _builder_version=”4.25.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Fawn has extensive customer service experience as well as human resources and administrative experience. Add that to more than 20 years of ministry involvement and coordination and an outgoing, capable personality, and you’ve got an essential member of our client support team! Fawn uses her dedication to detail and her drive for excellence to provide quality HR guidance to our ministries.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”]Fawn has been a pastor’s wife for almost 20 years. She lives in Bakersfield, California with her husband Eric and their three children, Brayden, Brynlee, and Brooklyn. At church you can find them all plugged into many different ministries. Their favorite place to go is anywhere together but especially the beach. Fawn loves travelling, reading, and a clean house.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/10/John-Schaefer.jpg” alt=”Katrina Blanc” title_text=”John Schaefer” align=”center” _builder_version=”4.27.2″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]John Schaefer
Pastor of Ministry Relations[/et_pb_text][et_pb_text _builder_version=”4.27.2″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Before joining the Church HR Network team, John worked in municipal government, primarily in law enforcement. Throughout his government career, he served as Chief of Police in two different cities and concluded his municipal service as a City Manager. In addition to his government roles, John has held various ministry positions, including Elder, Elder Board Chairman, Church Treasurer, and chaplain for both the Orange County Probation Department and the Fullerton Police Department. His vocational ministry experience includes serving as Pastor on the staff of two California churches, where he oversaw a range of ministry and administrative functions.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.27.2″ _module_preset=”default” global_colors_info=”{}”]John holds a Bachelor’s degree in Criminal Justice from California State University, Long Beach, and a Master’s in Public Administration from the University of Southern California. He is also a graduate of the California POST Commission’s Command College.John and his wife have been married for 47 years and have three grown daughters, four grandchildren, two cats, one dog, and a tortoise.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ background_color=”#ffffff” min_height=”817.7px” custom_margin=”|auto|60px|auto|false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”60px|20px|60px|20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2023/03/Ken-Klopman-sized.jpg” alt=”Ken Klopman” title_text=”Ken Klopman-sized” align_tablet=”center” align_phone=”center” align_last_edited=”on|tablet” _builder_version=”4.20.2″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.20.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Ken Klopman
Director of Safety & Security[/et_pb_text][et_pb_text _builder_version=”4.22.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Now Director of Safety and Security for Church HR Network, Ken retired as a police sergeant from the Oxnard Police Department after 37 years in public service. His assignments included field services/patrol sergeant; training officer; traffic motor officer, coordinator, and investigator; beat coordinator; youth services sergeant; Police Activities League officer; citizens academy, police explorer academy, police academy, and youth academy instructor; and police chaplains’ corps sergeant. His experience includes extensive work with public and private schools and churches around conducting site vulnerability assessments, developing safety response plans, and coordinating contingency training and drills for emergency evacuations, active shooters, and lockdowns. Ken has also authored eleven state and federal grants, bringing nearly $2.5M to his community for violence reduction efforts. He has an Associate of Science degree in Administration of Justice.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”]Ken’s most meaningful and impactful years on the job were as a youth officer at the Oxnard Police Activities League mentoring young people and as a detective in the Sex Crimes and Child Abuse Unit, where he investigated sexual assaults and child abuse cases, requiring him to conduct delicate, challenging, and strategic forensic interviews and investigations to help survivors of child abuse and sexual assault pursue justice. Ken and his wife, Lyz, have given a large part of their lives serving children of abuse, abandonment, and neglect as they led Royal Family KIDS Camp of Ventura Missionary Church for 18 years, where Ken served as the Camp Director.Ken was born in Inglewood, California, but lived most of his life in Ventura County. He is now very happily retired from law enforcement and resides in southern Washington with his wife of over 30 years and their two teenage children. In his free time, Ken enjoys nature walks, hiking, travel, photography, boating, and hand-crafting coffee beverages for family and friends. [/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”|20px||20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/04/Lisa-Baeza-Headshot.png” alt=”Lyz Klopman” title_text=”Lisa Baeza Headshot” align=”center” _builder_version=”4.27.4″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Lisa Baeza
Client Service Representative[/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Lisa  has a deep desire to make a difference in the lives of others. With 11 years of experience in customer service in the medical field and 5 years in children’s ministry, she has built a strong foundation of empathy and care. Most recently, she has worked in special education, where her patient and nurturing approach has made a meaningful impact. Lisa’s diverse experiences, combined with her attention to detail and genuine compassion, inspire her to bring her skills to the Church HR Network team. She is driven by a true passion for helping others and making a positive, lasting difference.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”]She values quality time with her family, whether it’s embarking on new hiking trails or relaxing at home. In recent years, she’s discovered a profound passion for serving on missions. She is a dedicated member of her local church and actively participates in various service opportunities where she can be of assistance. During her free time, she finds immense joy in experimenting with new recipes, organizing, and undertaking home improvement projects.Lisa resides in Bakersfield, California, with her husband of 21 years. Together, they have three children, Joshua, Sophie, and Nicholas, who are their greatest source of inspiration.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”|20px||20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/05/Lyz.jpg” alt=”Lyz Klopman” title_text=”Lyz” align=”center” _builder_version=”4.25.1″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Lyz Klopman
Vice President of Operations[/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Lyz Klopman is a highly experienced business operations professional with a remarkable career spanning over 30 years. She brings our team a wealth of knowledge in operations, employee relations, marketing, recruiting, construction, property management, and negotiations. Her role involves building relationships with new and existing clients and supporting them as they manage their day-to-day HR and operations, managing our employee handbook projects, marketing, operations, and more.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”]Throughout her career, Lyz has excelled in developing, implementing, and coordinating employee policies and procedure manuals. She has also been instrumental in crafting security plans, utilizing on-site staff and collaborating with local government agencies. Known for her strong work ethic, thoroughness, and unwavering commitment, she has earned the respect of both clients and colleagues.Lyz is a family-oriented individual, married with two children and residing in Washington. Her passion for travel and hosting dinners reflects her love for creating memorable experiences with family and friends. Notably, Lyz and her husband have dedicated 18 years to serving children who have faced adversity, specifically those who have been abused, abandoned, and neglected, through their involvement with the Royal Family Kids Camp of Ventura. In addition to her philanthropic work, she actively gives back to her church and community and holds the role of Vice President in her son’s high school football booster club.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”|20px||20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2023/08/marcela.jpg” alt=”Lyz Klopman” title_text=”marcela” align=”center” _builder_version=”4.22.1″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.2″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Marcela Szybisty
Client Service Representative
[/et_pb_text][et_pb_text _builder_version=”4.22.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Marcela has a background in both business and ministry. Born and raised in South America, she gained her experience in Human Resources working in the corporate world. She moved to the US in 2008, and since then she has been devoted to learning the ins and outs of the trade as it applies to ministry and faith-based organizations.[/et_pb_text][et_pb_code module_class=”more-about” _builder_version=”4.22.1″ _module_preset=”default” global_colors_info=”{}”]Marcela’s accomplishments in the ministry environment include assisting in setting up human resources departments nationally and internationally, bringing ministries into compliance with federal and state requirements, conducting audits, and creating organizational policies. She puts her skills and passion for helping ministries to work on the Church HR Network team as a Client Relations Representative.Marcela resides in the San Gabriel Valley of California with her husband Marcel and their two adorable pets, Luna and Emilia. They attend church in LA, where they can be found serving on Sundays. They also love spending time at the beach, hosting gatherings at home, and cooking their favorite dishes for family and friends.[/et_pb_code][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Read More 
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”|20px||20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/05/Nick.jpg” alt=”Nicholas Nord” align=”center” _builder_version=”4.25.1″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.25.1″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Nicholas Nord
Handbook Editor[/et_pb_text][et_pb_text _builder_version=”4.25.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]As a mechanical engineering student, Nick has an eye for detail and accuracy. He puts these to good use on our team as an editor on our employee handbook projects. Nick loves music – he plays the piano and guitar and can often be found writing music or leading worship at his church where he grew up.  [/et_pb_text][et_pb_code disabled_on=”on|on|on” module_class=”more-about” _builder_version=”4.25.1″ _module_preset=”default” disabled=”on” global_colors_info=”{}”]Marcela’s accomplishments in the ministry environment include assisting in setting up human resources departments nationally and internationally, bringing ministries into compliance with federal and state requirements, conducting audits, and creating organizational policies. She puts her skills and passion for helping ministries to work on the CHRN team as a Client Relations Representative.Marcela resides in the San Gabriel Valley of California with her husband Marcel and their two adorable pets, Luna and Emilia. They attend church in LA, where they can be found serving on Sundays. They also love spending time at the beach, hosting gatherings at home, and cooking their favorite dishes for family and friends.[/et_pb_code][et_pb_text disabled_on=”on|on|on” _builder_version=”4.25.1″ disabled=”on” global_colors_info=”{}”]Read More Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_4,3_4″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||60px||false|false” custom_padding=”60px|50px|60px|50px|true|true” custom_padding_tablet=”60px|50px|60px|50px|true|true” custom_padding_phone=”|20px||20px|true|true” custom_css_main_element=”align-items: center;” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”1_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/05/Renee.jpg” alt=”Renee Wyatt” title_text=”Renee” align=”center” _builder_version=”4.25.1″ border_radii=”on|50%|50%|50%|50%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.25.1″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” header_4_font=”||on||||||” header_4_font_size=”21px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Renee Wyatt
Handbook Editor[/et_pb_text][et_pb_text _builder_version=”4.25.1″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Renee is a college student majoring in biblical counseling at The Master’s University in Santa Clarita, CA. She supports our team by using her talent for words and language as an editor on our employee handbook projects. Renee is very active at her church, volunteering on leadership teams and in the Children’s Ministry Department. In her free time, she hand-letters cards for friends and loved ones, listens to all genres of music, and writes movie reviews on Letterboxd.[/et_pb_text][et_pb_code disabled_on=”on|on|on” module_class=”more-about” _builder_version=”4.25.1″ _module_preset=”default” disabled=”on” global_colors_info=”{}”]Marcela’s accomplishments in the ministry environment include assisting in setting up human resources departments nationally and internationally, bringing ministries into compliance with federal and state requirements, conducting audits, and creating organizational policies. She puts her skills and passion for helping ministries to work on the CHRN team as a Client Relations Representative.Marcela resides in the San Gabriel Valley of California with her husband Marcel and their two adorable pets, Luna and Emilia. They attend church in LA, where they can be found serving on Sundays. They also love spending time at the beach, hosting gatherings at home, and cooking their favorite dishes for family and friends.[/et_pb_code][et_pb_text disabled_on=”on|on|on” _builder_version=”4.25.1″ disabled=”on” global_colors_info=”{}”]Read More Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ background_color=”#ffffff” max_width=”945px” custom_margin=”||-250px||false|false” custom_padding=”70px|30px|70px|30px|false|false” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font=”||||||||” header_2_font_size=”40px” text_orientation=”center” custom_margin=”||20px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]We get it – and we’re here to help[/et_pb_text][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Book a call and we will answer your pressing HR ministry needs.[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Learn about HR Subscriptions[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”200px||0px||false|false” global_colors_info=”{}”][/et_pb_section]

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## Employee Handbooks for Ministries
URL: https://churchhrnetwork.com/project-services/employee-handbooks-for-ministries/

[et_pb_section fb_built=”1″ _builder_version=”4.27.4″ background_color=”#f9f5ee” custom_padding=”60px||60px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.0″ custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” header_line_height=”1.2em” text_orientation=”center” max_width=”900px” module_alignment=”center” custom_margin=”||0px||false|false” header_font_size_tablet=”42px” header_font_size_phone=”32px” header_font_size_last_edited=”on|phone” global_colors_info=”{}”]Employee Handbook Services for Ministries & Faith-Based Organizations[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”100px||0px||false|false” custom_padding_tablet=”80px||||false|false” custom_padding_phone=”50px||0px||false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”off|desktop” module_class=”flexrow” _builder_version=”4.27.4″ width=”90%” custom_padding=”0px||0px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/05/Employee-Handbook-Protection.jpg” alt=”Woman reading large document in office” title_text=”Employee Handbook – Protection” align=”center” force_fullwidth=”on” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_margin=”||||false|false” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” max_width=”560px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|tablet” custom_margin=”||10px||false|false” global_colors_info=”{}”]Is Your Employee Handbook Protecting Your Ministry?[/et_pb_text][et_pb_text _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||0px||false|false” global_colors_info=”{}”]Or putting your statutory exemptions and protections at risk? Many ministries unknowingly include policies that could compromise their legal protections.
An employee handbook is more than just a collection of policies—it serves as a solid foundation for your ministry’s workplace culture, compliance, and operational consistency. It clearly defines expectations, safeguards your ministry, and fosters consistency in managing staff, all while aligning with your ministry’s mission and values.
But crafting a handbook that reflects your faith while adhering to employment laws can be challenging. That’s where Church HR Network comes in.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”100px||100px||false|false” custom_padding_tablet=”80px||||false|false” custom_padding_phone=”50px||50px||false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”off|desktop” module_class=”flexrow reverse” _builder_version=”4.27.4″ width=”90%” custom_padding=”0px||0px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” max_width=”560px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|tablet” custom_margin=”||10px||false|false” global_colors_info=”{}”]How Church HR Network Can Help[/et_pb_text][et_pb_text _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||0px||false|false” global_colors_info=”{}”]At Church HR Network, we specialize in creating and updating employee handbooks tailored specifically for ministries. Some ministries have faced legal challenges because standard employment language conflicts with their faith-based hiring practices.
We help you navigate these complexities by replacing secular policies with language that reflects your ministry’s religious beliefs while maintaining compliance with employment laws. Our approach ensures that your handbook supports both your mission and your religious protections.[/et_pb_text][et_pb_code _builder_version=”4.27.4″ custom_padding=”30px||||false|false” text_orientation_tablet=”” text_orientation_phone=”” text_orientation_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]Book a Free Discovery CallAsk a Question [/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/05/Employee-Handbook-Help.jpg” alt=”Employee and Employer talking about handbook” title_text=”Employee Handbook – Help” align=”center” force_fullwidth=”on” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_margin=”||||false|false” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ background_color=”#f9f5ee” custom_padding=”100px||100px||false|false” custom_padding_tablet=”100px||100px||false|false” custom_padding_phone=”50px||40px||false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” module_class=”flexrow” _builder_version=”4.27.4″ _module_preset=”default” width=”90%” custom_padding=”0px||60px||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/05/Employee-Handbook-Update.jpg” alt=”Woman reviewing handbook in front of laptop” title_text=”Employee Handbook – Update” align=”center” force_fullwidth=”on” disabled_on=”off|off|off” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_margin=”||3px|||” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” max_width=”560px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|tablet” custom_margin=”||10px||false|false” global_colors_info=”{}”]Why an Up-to-Date Employee Handbook Matters[/et_pb_text][et_pb_text ul_item_indent=”30px” _builder_version=”4.27.5″ link_font=”|700|||on||||” custom_margin=”||20px||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]Laws and regulations change frequently at both the state and federal levels. By keeping your handbook current, you ensure that your policies remain compliant while staying true to your ministry’s mission and values. Outdated or overly broad statements can create legal risk, especially when religious protections are not clearly defined.
To further protect your ministry and meet training requirements, many organizations pair a strong handbook with harassment prevention training that equips staff and leadership to recognize and reduce workplace harassment[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” module_class=”flexrow reverse” _builder_version=”4.27.4″ _module_preset=”default” width=”90%” custom_padding=”0px||0px||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” max_width=”560px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|tablet” custom_margin=”||10px||false|false” custom_padding=”||0px|||” global_colors_info=”{}”]What Makes a Ministry Handbook Different?[/et_pb_text][et_pb_text ul_item_indent=”30px” _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||0px||false|false” global_colors_info=”{}”]Faith-based employers have unique legal exemptions that differ from standard employment law. A well-crafted handbook helps:

Define these protections
Gives leadership clear direction on where compliance is required
Ensures they have the freedom to operate in alignment with their faith-based mission
[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/05/Employee-Handbook-Difference.jpg” alt=”Closed handbook on table” title_text=”Employee Handbook – Difference” align=”center” force_fullwidth=”on” disabled_on=”off|off|off” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” hover_enabled=”0″ custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}” sticky_enabled=”0″][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”100px||100px||false|false” custom_padding_tablet=”100px||100px||false|false” custom_padding_phone=”50px||50px||false|false” locked=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”off|desktop” module_class=”flexrow” _builder_version=”4.27.4″ width=”90%” custom_padding=”0px||0px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/05/Employee-Handbook-Mission.jpg” alt=”Employee’s Holding each others backs” title_text=”Employee Handbook – Mission” align=”center” force_fullwidth=”on” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_margin=”||||false|false” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” max_width=”560px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|tablet” custom_margin=”||10px||false|false” global_colors_info=”{}”]Reinforce Culture, Values, and Mission[/et_pb_text][et_pb_text _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||20px||false|false” global_colors_info=”{}”]Beyond compliance, an effective handbook should clearly express your ministry’s identity. By articulating your Statement of Faith, employee expectations, and cultural distinctives, your handbook becomes a unifying tool that aligns your team with your ministry’s vision and values.[/et_pb_text][et_pb_code _builder_version=”4.27.4″ custom_padding=”10px||||false|false” text_orientation_tablet=”” text_orientation_phone=”” text_orientation_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]Book a Free Discovery CallAsk a Question [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” _builder_version=”4.27.4″ background_color=”#f9f5ee” custom_padding=”100px||60px||false|false” custom_padding_tablet=”100px||60px||false|false” custom_padding_phone=”50px||60px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ width=”90%” custom_padding=”0px||50px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” text_orientation=”center” max_width=”700px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|tablet” module_alignment=”center” custom_margin=”||0px||false|false” text_orientation_tablet=”center” text_orientation_phone=”left” text_orientation_last_edited=”on|phone” global_colors_info=”{}”]Partner with Church HR Network to Strengthen Your Employee Handbook[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” module_class=”flexrow reverse” _builder_version=”4.27.4″ _module_preset=”default” width=”90%” custom_padding=”0px||60px||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text ul_item_indent=”30px” _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||20px||false|false” global_colors_info=”{}”]At Church HR Network, we understand that your employee handbook is more than just a set of rules—it’s a reflection of your ministry’s values, culture, and commitment to compliance. Whether you’re building a handbook from the ground up or updating an existing one, our team is dedicated to helping you craft a compliant, faith-centered handbook tailored to your ministry’s specific needs.
Our team specializes in creating handbooks that not only ensure compliance with employment laws but also align with the unique mission and culture of your organization. From addressing employment policies to incorporating faith-based principles, we guide you every step of the way to ensure your handbook serves as a comprehensive, practical tool for both staff and leadership.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/05/Employee-Handbook-Partner.jpg” alt=”Close up of signing paperwork” title_text=”Employee Handbook – Partner” align=”center” force_fullwidth=”on” disabled_on=”off|off|off” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” z_index=”10″ width_tablet=”” width_phone=”90%” width_last_edited=”on|phone” module_alignment=”center” custom_margin=”||-170px||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]      Need assistance with your employee handbook?    Whether you’re starting from scratch or updating an existing handbook, we do the heavy lifting. Just send us what you have—or nothing at all—and our team will craft a compliant, ministry-aligned handbook with your full input every step of the way.    Call  1-888-807-CHRN (2476) [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” module_id=”employee-conflicts” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”180px||50px||false|false” custom_padding_tablet=”200px||50px||false|false” custom_padding_phone=”200px||0px||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” max_width=”620px” custom_padding=”0px||50px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” header_2_line_height=”1.2em” custom_margin=”||40px||false|false” global_colors_info=”{}”]Frequently Asked Questions[/et_pb_text][et_pb_toggle title=”Why does my ministry need an employee handbook?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”Why is harassment prevention training important for ministries?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”0px|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]An employee handbook provides clarity on policies, ensures compliance, and communicates the rights and responsibilities of both employees and employers. It also serves as an essential foundation to protect your ministry’s religious liberties and exemptions.[/et_pb_toggle][et_pb_toggle title=”How often should we update our ministry’s employee handbook?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”Is this training tailored to faith-based organizations?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]It is recommended to review and update your handbook regularly to ensure it remains current with legal and organizational changes.[/et_pb_toggle][et_pb_toggle title=”Can our employee handbook reflect our ministry’s religious beliefs?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”How do we get started with Church HR Network’s training?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Absolutely! Your employee handbook should not only align with your ministry’s Statement of Faith, Mission, and Values, but it is also critical that it does so to protect your organization. Integrating your religious beliefs ensures that your ministry can make faith-based employment decisions while maintaining compliance with applicable employment laws.[/et_pb_toggle][et_pb_toggle title=”Can the Church HR Network help us draft a custom employee handbook?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”What is included in Church HR Network’s harassment prevention training?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Yes! We specialize in creating and revising employee handbooks to meet the unique needs of ministries. Contact us today at 888-807-2476.[/et_pb_toggle][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” header_4_font_size=”20px” custom_padding=”40px||10px||false|false” global_colors_info=”{}”]Have any questions?[/et_pb_text][et_pb_code _builder_version=”4.27.4″ text_orientation=”center” custom_margin=”0px||||false|false” custom_padding=”0px||||false|false” global_colors_info=”{}”]Book a Free Discovery CallContact Us [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section]

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## Project Services
URL: https://churchhrnetwork.com/project-services/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#800020″ custom_padding=”||||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_padding=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”Project Services” _builder_version=”4.16″ _module_preset=”default” header_text_align=”center” header_text_color=”#FFFFFF” header_font_size=”42px” header_2_font=”|600|||||||” header_2_line_height=”44px” custom_margin=”||10px||false|false” global_colors_info=”{}”] HR Project Services for Churches & Faith-Based Organizations [/et_pb_text][et_pb_text _builder_version=”4.16″ text_text_color=”#FFFFFF” text_orientation=”center” max_width=”810px” module_alignment=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]From conflict negotiation and operational audits to church safety and security, all of our HR services are uniquely tailored to ministry and faith-based organizations[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Icon-Handshake.png” title_text=”Icon-Handshake” show_bottom_space=”off” align=”center” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||-40px||false|false” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ background_color=”#ffffff” custom_margin=”||-250px||false|false” custom_padding=”70px|30px|70px|30px|false|false” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text admin_label=”Our HR Project-Based Services ” _builder_version=”4.16″ text_font_size=”18px” header_2_font=”|600|||||||” header_2_font_size=”32px” text_orientation=”center” custom_margin=”||20px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]Protecting Your Ministry Through Proper HR Foundations[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font_size=”40px” text_orientation=”center” max_width=”805px” module_alignment=”center” global_colors_info=”{}”]There are many aspects of Human Resources that uniquely apply in a faith-based setting, which is why it’s so important to understand the risks involved with compliance and avoid jeopardizing your faith-based protections and exemptions. With our project services, we’ll help you build the foundation for ministry to happen.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f9f5ee” custom_padding=”200px||||false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”off|desktop” _builder_version=”4.16″ custom_padding=”70px||||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-1.png” title_text=”Services-Image-1″ disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.27.5″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||15px||false|false” global_colors_info=”{}”]Comprehensive Training Solutions[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]We offer several workshops and training sessions, both in-person or on Zoom. We can also provide custom training and workshops that are personalized to your unique ministry’s needs.[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||||false|false” global_colors_info=”{}”]See some of the training workshops we provide below.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-1.png” title_text=”Services-Image-1″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Icon-Trainings.png” title_text=”Icon-Trainings” show_bottom_space=”off” align=”center” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||-40px||false|false” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ background_color=”#ffffff” max_width=”1095px” custom_margin=”||60px||false|false” custom_padding=”70px|30px|60px|30px|false|false” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font=”||||||||” header_3_font_size=”18px” text_orientation=”center” custom_margin=”||20px||false|false” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”off|desktop” global_colors_info=”{}”]In-Person Trainings[/et_pb_text][et_pb_code _builder_version=”4.27.5″ _module_preset=”default” text_orientation=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]- Sexual Harassment Training    – Mandated Reporter Training    – Leadership Training– Civil Treatment for Managers    – All Hazard Response Training    – Security Trainings  [/et_pb_code][et_pb_text _builder_version=”4.16″ header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Learn More [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”off|tablet” _builder_version=”4.16″ custom_padding=”50px||50px||true|false” custom_padding_tablet=”||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-2.png” title_text=”Services-Image-2″ disabled_on=”off|off|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text admin_label=”Audits” _builder_version=”4.27.5″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||15px||false|false” global_colors_info=”{}”]Audits[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]Our audits help ensure your organization is running smoothly and staying compliant. The types of audits we perform include:[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]
Exempt/Non Exempt Classification Audits
Operational Audits
Personnel File Audits
[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Learn More[/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”off|desktop” _builder_version=”4.16″ custom_padding=”50px||50px||true|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-3.png” title_text=”Services-Image-3″ disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text admin_label=”Workplace Investigations” _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||15px||false|false” global_colors_info=”{}”]Workplace Investigations[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]We can perform a variety of workplace investigations which are designed to assess the situation and determine what next steps might be necessary. We can help with the following investigations:[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]
Workplace Harassment Investigation
Other Workplace Investigation
[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Learn More[/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-3.png” title_text=”Services-Image-3″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”off|tablet” _builder_version=”4.16″ custom_padding=”50px||50px||true|false” custom_padding_tablet=”||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-4.png” title_text=”Services-Image-4″ disabled_on=”off|off|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text admin_label=”Conflict Negotiation” _builder_version=”4.27.5″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||15px||false|false” global_colors_info=”{}”]Conflict Negotiation[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]Our employee conflict negotiation services are unique to faith-based organizations, and include: [/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]
	Employee Conflict
	Elder Board Conflict
[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Learn More[/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”off|desktop” _builder_version=”4.16″ custom_padding=”50px||50px||true|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-5.png” title_text=”Services-Image-5″ disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text admin_label=”Creating HR Materials & Systems” _builder_version=”4.27.5″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||15px||false|false” global_colors_info=”{}”]Creating HR Materials & Systems[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]We can help build your HR foundation from the ground up, and create customized HR materials for your organization including: [/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]
	Development of HR Policies & Procedures
	Employee Handbook Review & Revision
	Customized Employee Onboarding Packets
[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Learn More[/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-5.png” title_text=”Services-Image-5″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”off|tablet” _builder_version=”4.16″ custom_padding=”50px||50px||true|false” custom_padding_tablet=”||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-6.png” title_text=”Services-Image-6″ disabled_on=”off|off|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text admin_label=”Church Safety & Security” _builder_version=”4.27.5″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||15px||false|false” global_colors_info=”{}”]Church Safety & Security[/et_pb_text][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]We offer programs that help ensure your church’s safety and security at all times. A few of the programs we offer include: [/et_pb_text][et_pb_text _builder_version=”4.27.5″ header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]
Safety & Security Team Training
Child Protection Policies / Manuals
Sexual Predator Training
Sex Offender Accountability
Active Shooter Training
Site Vulnerability Assessments
Youth Ministry Manuals
[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Learn More[/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#800020″ custom_padding=”||||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” _builder_version=”4.16″ custom_padding=”||100px||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-7.png” title_text=”Services-Image-7″ disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.27.2″ text_text_color=”#ffffff” header_font=”||||||||” header_2_font=”|600|||||||” header_2_text_color=”#ffffff” header_2_font_size=”32px” custom_margin=”||15px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]Ongoing HR Services[/et_pb_text][et_pb_text _builder_version=”4.27.2″ text_text_color=”#FFFFFF” header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]We offer ongoing HR services, including HR360 and HR Coaching and Mentoring.[/et_pb_text][et_pb_text _builder_version=”4.27.2″ text_text_color=”#FFFFFF” header_2_font=”||||||||” header_2_text_color=”#800020″ custom_margin=”||25px||false|false” global_colors_info=”{}”]With HR360, we’re here on-call to support you at any time with employee crises, HR emergencies, rapidly changing compliance issues, compensation, and many other valuable tools.[/et_pb_text][et_pb_code _builder_version=”4.27.2″ global_colors_info=”{}”]More About Ongoing HR Services[/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Services-Image-7.png” title_text=”Services-Image-7″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ background_color=”#ffffff” max_width=”945px” custom_margin=”||-250px||false|false” custom_padding=”70px|30px|70px|30px|false|false” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font=”||||||||” header_2_font_size=”40px” text_orientation=”center” custom_margin=”||20px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]We get it – and we’re here to help[/et_pb_text][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Book a call and we will answer your pressing HR ministry needs.[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.27.4″ text_font_size=”18px” header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Ask a Question [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”200px||0px||false|false” global_colors_info=”{}”][/et_pb_section]

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## Church Safety & Security
URL: https://churchhrnetwork.com/church-safety-security/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f9f5ee” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text admin_label=”Church Safety & Security” _builder_version=”4.16″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” text_orientation=”center” max_width=”785px” module_alignment=”center” custom_margin=”||||false|false” global_colors_info=”{}”] Faith-Based Safety, Security & Support Services[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.16″ _module_preset=”default” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/safer-space.png” title_text=”safer-space” align=”center” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”44px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Creating a Safer Space for Your Faith-Based Organization[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin=”||20px||false|false” global_colors_info=”{}”]When it comes to your faith-based organization, nothing is more important than the safety and security of your employees, congregation, and other team members. However, as a religious employer, it can be difficult to know where to start – and how to best prepare your staff for potentially dangerous situations.[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]At Church HR Network, we specialize in helping faith-based organizations prepare for the unthinkable. We’re proud to act as your partner, and will help guide you through every step of the process.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” max_width=”1094px” module_alignment=”center” custom_margin=”||-160px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]              Book a Free Discovery Call    To learn more about how we can help optimize the safety and security of your faith-based organization.    Free Discovery Call [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” background_color=”#f4f4f4″ global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”on|tablet” _builder_version=”4.16″ custom_padding=”80px||||false|false” custom_padding_tablet=”120px||0px||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/assessment.png” title_text=”assessment” align=”center” disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text admin_label=”Site Vulnerability Assessments” _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”44px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Site Vulnerability Assessments[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]A site vulnerability assessment provides you with a suite of mitigation strategies to reduce risk and protect your building and your members from danger.[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]We’ll complete a thorough walk-through study of your facilities, grounds, and existing operational procedures. Together, we’ll examine your organization from the inside out to find and identify risks and vulnerabilities.[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]We’ll then come up with a comprehensive plan, based on your unique environment, to strengthen the security of your building. Through this process, your representatives will be trained to recognize both existing and future potential vulnerabilities.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/assessment.png” title_text=”assessment” disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”custom-safety” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”Custom Safety & Security Manuals ” _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” header_2_line_height=”44px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Custom Safety & Security Manuals[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]We create a variety of custom safety and security manuals for faith-based organizations, including child protection manuals.[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||||false|false” global_colors_info=”{}”]These manuals are a great way to obtain a higher level of coverage with liability insurance, and to put in place policies and procedures for the safety of children. These manuals can also include standard operating procedures like check-in/out procedures, reunification areas, and other protocols.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]A few examples of the custom manuals we can help with include:[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]
Handling a sex offender in church
Child pickup and drop off procedures
Persons of interest policies
Child and youth protection manuals
[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_font_size=”18px” text_orientation=”center” max_width=”770px” module_alignment=”center” global_colors_info=”{}”]Want to learn more? Contact us today![/et_pb_text][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_orientation=”center” global_colors_info=”{}”]Ask a Question [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#800020″ custom_padding=”||||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.16″ custom_padding=”||70px||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Safety-Trainings.png” alt=”An instructor going through safety trainings with a class” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text admin_label=”Safety Trainings” _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_color=”#FFFFFF” header_2_font_size=”32px” header_2_line_height=”44px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Safety Trainings[/et_pb_text][et_pb_text _builder_version=”4.16″ text_text_color=”#FFFFFF” custom_margin=”||20px||false|false” global_colors_info=”{}”]We offer a variety of Safety Trainings, including Live Mock Scenario Trainings, which can also be customized and typically cover:[/et_pb_text][et_pb_code _builder_version=”4.16″ _module_preset=”default” custom_margin=”||0px||false|false” global_colors_info=”{}”]      Medical emergency response    Active shooter training    Mentally ill disturbance    Safety team training        Non-custodial parent picking up a child    Live scenario training    Customized safety & security training  [/et_pb_code][et_pb_text _builder_version=”4.16″ text_text_color=”#FFFFFF” custom_margin=”||20px||false|false” global_colors_info=”{}”]During these training sessions, we’ll help you and your staff prepare for emergency and potentially dangerous situations.[/et_pb_text][et_pb_text _builder_version=”4.16″ text_text_color=”#FFFFFF” custom_margin=”||20px||false|false” global_colors_info=”{}”]Most importantly, we’ll help you identify possible situations that may become high-risk, how to proactively respond to different situations, and how to protect your employees and congregation members from any threats. [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Icon-Protect.png” title_text=”Icon-Protect” show_bottom_space=”off” align=”center” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||-40px||false|false” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ background_color=”#ffffff” max_width=”950px” custom_margin=”||-250px||false|false” custom_padding=”70px|30px|70px|30px|false|false” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font=”|600|||||||” header_2_font_size=”32px” text_orientation=”center” custom_margin=”||20px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]We’ll help protect your organization[/et_pb_text][et_pb_text _builder_version=”4.27.4″ header_2_font_size=”40px” text_orientation=”center” max_width=”730px” module_alignment=”center” global_colors_info=”{}”]In addition to creating a safer space, having the right safety and security procedures in place can also help you get a higher level of insurance coverage for your ministry – which is essential when it comes to protecting your faith-based organization.[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.27.4″ text_font_size=”18px” header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Ask a Question [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”200px||0px||false|false” global_colors_info=”{}”][/et_pb_section]

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## Home 1.5
URL: https://churchhrnetwork.com/

[et_pb_section fb_built=”1″ disabled_on=”off|off|on” _builder_version=”4.16″ custom_padding=”0px||0px||false|false” bottom_divider_style=”curve” bottom_divider_color=”#800020″ bottom_divider_height=”50px” bottom_divider_flip=”vertical” bottom_divider_height_tablet=”” bottom_divider_height_phone=”25px” bottom_divider_height_last_edited=”on|phone” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ width=”100%” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/10/church-hr-network-hero-mobil.jpg” title_text=”church-hr-network-hero-TM” force_fullwidth=”on” src_tablet=”https://churchhrnetwork.com/wp-content/uploads/2025/04/church-hr-network-hero-TM.webp” src_phone=”https://churchhrnetwork.com/wp-content/uploads/2025/04/church-hr-network-hero-TM.webp” src_last_edited=”on|phone” disabled_on=”off|off|on” _builder_version=”4.27.4″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” _builder_version=”4.27.4″ background_image=”https://churchhrnetwork.com/wp-content/uploads/2025/04/home-header-1.webp” background_enable_mask_style=”on” background_mask_style=”arch” background_mask_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” background_mask_transform=”flip_horizontal|invert” background_mask_size=”custom” background_mask_width=”80%” background_mask_height=”100%” custom_padding=”||||false|false” custom_padding_tablet=”0px||0px||false|false” custom_padding_phone=”” background_color_tablet=”#800020″ background_last_edited=”on|tablet” background_enable_color_tablet=”on” background_enable_image_tablet=”off” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22background_mask_color%22%93}”][et_pb_row column_structure=”2_5,3_5″ _builder_version=”4.16″ custom_padding=”||||false|false” global_colors_info=”{}”][et_pb_column type=”2_5″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ text_text_color=”#ffffff” link_text_color=”#ffffff” header_text_color=”#ffffff” header_font_size=”42px” header_2_text_color=”#FFFFFF” header_2_font_size=”36px” width=”100%” custom_margin=”||||false|false” custom_padding=”|0px||0px|false|false” header_font_size_tablet=”” header_font_size_phone=”28px” header_font_size_last_edited=”on|phone” header_2_font_size_tablet=”36px” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]Empowering Churches & Ministries with Expert HR Solutions
At Church HR Network, we offer comprehensive HR, operations, and safety and security services for faith-based organizations, including churches, nonprofits, schools, camps, colleges, faith-based charities and mission-sending organizations, both nationally and internationally.
 Learn More[/et_pb_text][/et_pb_column][et_pb_column type=”3_5″ _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”off|desktop” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#1e76c2″ use_background_color_gradient=”on” background_color_gradient_direction=”26deg” background_color_gradient_stops=”#1e76c2 62%|#29c4a9 100%” background_enable_image=”off” background_size=”contain” background_position=”center_right” custom_padding=”|0px||0px|true|true” custom_padding_tablet=”80px||||false|true” custom_padding_phone=”60px||||false|true” hover_enabled=”0″ background_last_edited=”on|desktop” background_enable_image_phone=”off” global_colors_info=”{}” disabled_on=”on|on|on” disabled=”on” sticky_enabled=”0″][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px||0px|true|true” custom_css_free_form=”selector {||  align-items: center;||}” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_text_color=”#FFFFFF” header_text_color=”#FFFFFF” header_font_size=”48px” header_line_height=”1.3em” header_2_text_color=”#FFFFFF” header_2_font_size=”44px” header_2_line_height=”1.3em” max_width=”460px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|tablet” custom_padding=”||||false|false” custom_padding_last_edited=”off|desktop” header_font_size_tablet=”40px” header_font_size_phone=”28px” header_font_size_last_edited=”on|phone” header_2_font_size_tablet=”44px” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]HR Bootcamp 2026: It’s All Happening at the Zoo
HR Bootcamp 2026 is a fast paced, ministry specific HR and compliance workshop for California church leaders. Get the latest legal updates, practical checklists, and tools for resilient ministry.[/et_pb_text][et_pb_code _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”||||false|false” custom_padding_last_edited=”off|desktop” global_colors_info=”{}”]	Get Tickets[/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_video src=”https://www.youtube.com/watch?v=1Cq6ZH87Ruo&t=6s” image_src=”https://churchhrnetwork.com/wp-content/uploads/2025/12/2025-12-04-12_38_57-.png” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][/et_pb_video][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|on” _builder_version=”4.16″ _module_preset=”default” background_color=”#f9f4ee” custom_padding=”35px||35px||false|false” disabled=”on” global_colors_info=”{}”][et_pb_row column_structure=”2_5,3_5″ make_equal=”on” _builder_version=”4.16″ _module_preset=”default” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”2_5″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2022/02/bootcamp-2023.jpg” title_text=”bootcamp-2023″ align=”right” align_tablet=”center” align_phone=”center” align_last_edited=”on|tablet” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”3_5″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_orientation_tablet=”center” text_orientation_phone=”center” text_orientation_last_edited=”on|tablet” global_colors_info=”{}”]Stay Tuned for HR Bootcamp 2023Our featured experts will provide insight and training on current HR hot topics and new regulations impacting your ministry.[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin_tablet=”|auto||auto|false|true” custom_margin_phone=”|auto||auto|false|true” custom_margin_last_edited=”on|tablet” text_orientation_tablet=”center” text_orientation_phone=”center” text_orientation_last_edited=”on|tablet” global_colors_info=”{}”]Learn More[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text module_id=”our-approach” _builder_version=”4.16″ header_2_text_align=”center” header_2_font_size=”36px” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]Our Approach to Ministry HR[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|tablet” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/10/home-image-1-1.jpg” disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]We are deeply and personally involved in ministry, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today; from Operational Audits to Conflict Negotiation and comprehensive Training Solutions, we’re here to help you build the foundation so ministry can happen.
Plus with our Ongoing HR Services, you can get HR support when you need it.[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]  Project Services	Ongoing HR Services[/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/10/home-image-1-1.jpg” disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|tablet” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/10/home-image-2-1.jpg” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]There are a lot of HR products and services out there, but very few understand the nuances of faith-based ministry. That’s why we have built our services specifically for religious organizations – without sacrificing any effectiveness or professionalism.
We know how hard it can be to navigate where ministry and compliance collide, and that’s why we’re here. Simply put, we get it; and helping faith-based organizations lies at the very core of who we are.[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_image=”https://churchhrnetwork.com/wp-content/uploads/2021/10/home-resources-bg-2-2.jpg” background_color_tablet=”#f9f4ee” background_last_edited=”on|tablet” background_enable_color_tablet=”on” background_enable_image_tablet=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/10/home-resources-bg-3.jpg” disabled_on=”off|off|on” _builder_version=”4.16″ border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ header_2_font_size=”36px” max_width=”460px” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|tablet” custom_margin=”||10px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]Experienced Ministry HR Professionals[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]As active participants in the faith-based community, we understand the very heartbeat of the church and other faith-based organizations; and in turn, we’re able to bring a true insider’s perspective to the unique challenges that surround the church and other religious organizations as an employer.There are many aspects of Human Resources that uniquely apply in a faith-based setting, which is why you must understand the risks involved in order to avoid jeopardizing your ministry protections and exemptions.[/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_2_font_size=”36px” text_orientation=”center” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]Comprehensive HR Services
Our HR services for churches and religious organizations include:[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.16″ background_color=”#f4f4f4″ max_width=”1095px” custom_padding=”|40px||40px|false|false” custom_css_main_element=”align-items: center;” border_radii=”on|5px|5px|5px|5px” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/10/home-image-6.png” align=”right” force_fullwidth=”on” align_tablet=”center” align_phone=”center” align_last_edited=”on|tablet” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_3_text_color=”#800020″ header_3_font_size=”28px” header_3_font_size_tablet=”” header_3_font_size_phone=”24px” header_3_font_size_last_edited=”on|phone” global_colors_info=”{}”]Ongoing HR Services
Get Your HR Ministry Needs Met Our Ongoing HR Services offer support when you need it – so that you’ll have all the tools necessary to make ministry to happen.[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]  Learn More	Free Discovery Call [/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ max_width=”1095px” custom_padding=”80px||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_2_font=”||||||||” header_2_text_align=”center” header_2_text_color=”#800020″ header_2_font_size=”28px” custom_padding=”||10px||false|false” border_width_bottom=”2px” border_color_bottom=”#cfcfcf” global_colors_info=”{}”]Project Services[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_3,1_3,1_3″ use_custom_gutter=”on” gutter_width=”4″ module_id=”services-links” _builder_version=”4.16″ max_width=”1095px” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]
HR Training Solutions
Creating Custom HR Materials & Systems
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Providing Church Safety & Security Solutions
Employee Conflict Negotiation
[/et_pb_text][/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]
Workplace Investigations
Operational & Exempt / Non-Exempt Audits
[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_padding=”0px||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_orientation=”center” global_colors_info=”{}”]View All Services [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”#f9f5ee” custom_padding=”100px||100px||false|false” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” header_2_font_size=”36px” global_colors_info=”{}”]Testimonials[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”on|tablet” _builder_version=”4.27.4″ _module_preset=”default” width=”100%” custom_padding=”60px|30px|60px|30px|false|false” custom_padding_tablet=”40px|30px|40px|30px|false|false” custom_padding_phone=”40px|30px|40px|30px|false|false” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”#FFFFFF” custom_padding=”40px|40px|40px|40px|false|false” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Anna Barnett Indian Hills Camp

“We appreciate the assistance from Church HR Network through their extensive resource library and their quick responses”.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” background_color=”#FFFFFF” custom_padding=”40px|40px|40px|40px|false|false” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||5px||false|false” custom_padding=”0px|||||” global_colors_info=”{}”]Suzanne DoerenCenterpoint Church

“I recommend them all the time and without a doubt, our membership is worth every penny”.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” width=”100%” module_alignment=”center” custom_padding=”0px|30px|0px|30px|false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.27.4″ _module_preset=”default” text_orientation=”center” global_colors_info=”{}”]View all Testimonials[/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#800020″ custom_padding=”||||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” _builder_version=”4.16″ custom_padding=”||100px||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/10/home-image-4.jpg.png” title_text=”home-image-4″ _builder_version=”4.24.0″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_text_color=”#ffffff” header_2_text_color=”#ffffff” header_2_font_size=”36px” custom_margin=”||0px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]About Church HR Network[/et_pb_text][et_pb_code _builder_version=”4.21.0″ global_colors_info=”{}”]Church HR Network was founded by Leslie DeMattia. Leslie and her team have more than two hundred years of experience combined in faith-based operations.After founding DeMattia Consulting in 2015, a consulting firm that works with faith-based organizations and faith-based charities, Leslie and her team hope to bring that same passion to faith-based organizations through Church HR Network.[/et_pb_code][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_code][et_pb_code _builder_version=”4.21.0″ global_colors_info=”{}”]More About Us[/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ background_color=”#ffffff” max_width=”945px” custom_margin=”||-250px||false|false” custom_padding=”70px|30px|70px|30px|false|false” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font=”||||||||” header_2_font_size=”40px” text_orientation=”center” custom_margin=”||20px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]We get it – and we’re here to help[/et_pb_text][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Book a call and we will answer your pressing HR ministry needs.[/et_pb_text][et_pb_code _builder_version=”4.21.0″ global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.16″ header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Learn about HR Subscriptions  [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.21.0″ background_color=”#f4f4f4″ custom_padding=”200px||0px||false|false” custom_padding_tablet=”||20px||false|false” custom_padding_phone=”||20px||false|false” global_colors_info=”{}”][et_pb_row module_id=”home-resources” _builder_version=”4.27.4″ _module_preset=”default” custom_margin_tablet=”||||false|false” custom_margin_phone=”||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”80px||80px||false|false” border_color_bottom=”#cfcfcf” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.21.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” header_2_text_align=”center” header_2_font_size=”36px” header_2_line_height=”36px” header_2_text_align_last_edited=”off|desktop” header_2_font_size_tablet=”36px” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” header_2_line_height_tablet=”36px” header_2_line_height_phone=”36px” header_2_line_height_last_edited=”on|phone” global_colors_info=”{}”]Articles[/et_pb_text][et_pb_blog posts_number=”3″ show_more=”on” show_author=”off” show_date=”off” show_categories=”off” show_excerpt=”off” show_pagination=”off” module_class=”resources” _builder_version=”4.21.0″ _module_preset=”default” header_font=”Montserrat|600|||||||” header_font_size=”20px” header_line_height=”130%” read_more_font=”|700|||on||||” custom_margin=”||60px||false|false” global_colors_info=”{}”][/et_pb_blog][et_pb_code _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”]See All Articles[/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”0px||60px||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” header_2_text_align=”center” header_2_font_size=”36px” header_2_line_height=”36px” custom_margin=”||0px||false|false” header_2_text_align_last_edited=”off|desktop” header_2_font_size_tablet=”36px” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” header_2_line_height_tablet=”36px” header_2_line_height_phone=”36px” header_2_line_height_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]Frequently Asked Question[/et_pb_text][et_pb_toggle title=”Are general workplace posters sufficient for ministries?” open_toggle_text_color=”#3c3f45″ open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”#3c3f45″ closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”#800020″ toggle_icon=”||fa||900″ open_icon_color=”#800020″ open_toggle_icon=”||fa||900″ module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#3c3f45″ title_font=”|700|||||||” title_font_size=”16px” title_line_height=”28px” closed_title_font=”|700|||||||” closed_title_line_height=”28px” body_font=”Open Sans|600|||||||” body_text_color=”#3c3f45″ body_line_height=”27px” body_link_font=”Open Sans|700|||||||” body_link_text_color=”#003189″ max_width=”800px” module_alignment=”center” custom_margin=”||0px||false|false” custom_css_free_form=”.chrntoggle.et_pb_toggle .et_pb_toggle_title{||  font-size: 16px;||  padding-left:40px;||  padding-right:0px;||  line-height:1.5;||}||.chrntoggle.et_pb_toggle .et_pb_toggle_title:before{||  font-weight:900!important;||  left:0;||  right:auto;||}||.chrntoggle.et_pb_toggle.et_pb_toggle_close .et_pb_toggle_title:before{||    content:url(‘https://churchhrnetwork.com/wp-content/uploads/2024/09/ToggleClose-Icon.svg’)!important;||}||  .chrntoggle.et_pb_toggle.et_pb_toggle_open .et_pb_toggle_title:before{||    content:url(‘https://churchhrnetwork.com/wp-content/uploads/2024/09/ToggleOpen-Icon.svg’)!important;||  }” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”#800020″ global_colors_info=”{}”]Standard workplace posters are designed for secular employers and include language and legal references that simply don’t apply to religious organizations. In fact, some of the content directly conflicts with your religious exemptions. Ministries need customized workplace posters that ensure compliance while protecting their unique legal rights.[/et_pb_toggle][et_pb_toggle title=”Can we only hire individuals that align with our religious beliefs?” open_toggle_text_color=”#3c3f45″ open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”#3c3f45″ closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”#800020″ toggle_icon=”||fa||900″ open_icon_color=”#800020″ open_toggle_icon=”||fa||900″ module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#3c3f45″ title_font=”|700|||||||” title_font_size=”16px” title_line_height=”28px” closed_title_font=”|700|||||||” closed_title_line_height=”28px” body_font=”Open Sans|600|||||||” body_text_color=”#3c3f45″ body_line_height=”27px” body_link_font=”Open Sans|700|||||||” body_link_text_color=”#003189″ max_width=”800px” module_alignment=”center” custom_margin=”||0px||false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”#800020″ global_colors_info=”{}”]Yes. As a religious organization, you are exempt from certain anti-discrimination laws, and your hiring decisions can reflect your religious beliefs. Safeguarding your ministry’s exemptions is essential to protecting your mission and your ability to operate according to faith-based principles.[/et_pb_toggle][et_pb_toggle title=”Why should ministries avoid participating in state disability programs?” open_toggle_text_color=”#3c3f45″ open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”#3c3f45″ closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”#800020″ toggle_icon=”||fa||900″ open_icon_color=”#800020″ open_toggle_icon=”||fa||900″ module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#3c3f45″ title_font=”|700|||||||” title_font_size=”16px” title_line_height=”28px” closed_title_font=”|700|||||||” closed_title_line_height=”28px” body_font=”Open Sans|600|||||||” body_text_color=”#3c3f45″ body_line_height=”27px” body_link_font=”Open Sans|700|||||||” body_link_text_color=”#003189″ max_width=”800px” module_alignment=”center” custom_margin=”||0px||false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”#800020″ global_colors_info=”{}”]Opting into a state-run disability insurance program may seem like a simple way to offer benefits—but for ministries, it can lead to long-term complications. Participation may subject your organization to government oversight, potential audits, and compliance obligations that could put your religious exemptions at risk. Church HR Network and other experts strongly recommend protecting your ministry’s autonomy and exploring alternative benefit options that better align with your faith-based structure and mission.[/et_pb_toggle][et_pb_toggle title=”Are you handling ministerial taxes correctly?” open_toggle_text_color=”#3c3f45″ open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”#3c3f45″ closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”#800020″ toggle_icon=”||fa||900″ open_icon_color=”#800020″ open_toggle_icon=”||fa||900″ module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” title_text_color=”#3c3f45″ title_font=”|700|||||||” title_font_size=”16px” title_line_height=”28px” closed_title_font=”|700|||||||” closed_title_line_height=”28px” body_font=”Open Sans|600|||||||” body_text_color=”#3c3f45″ body_line_height=”27px” body_link_font=”Open Sans|700|||||||” body_link_text_color=”#003189″ max_width=”800px” module_alignment=”center” custom_margin=”||0px||false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”#800020″ global_colors_info=”{}”]Ministerial employees are treated differently under tax law, and many ministries are surprised to learn that they cannot withhold Social Security and Medicare (FICA) from a minister’s paycheck. Instead, ministers are responsible for paying these taxes themselves under the Self-Employment Contributions Act (SECA). Understanding how to properly classify, compensate, and handle tax reporting for ministers is essential to staying compliant and avoiding costly mistakes.[/et_pb_toggle][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”newsletter-signup” _builder_version=”4.27.4″ background_enable_color=”off” background_enable_image=”off” background_size=”contain” background_position=”top_right” custom_padding=”0px||0px||false|false” background_last_edited=”off|desktop” background_enable_image_tablet=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.27.5″ width=”100%” max_width=”100%” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.5″ custom_padding=”60px||60px|80px|false|false” custom_padding_tablet=”|10%||10%|false|false” custom_padding_phone=”60px|10%|30px|10%|false|false” custom_padding_last_edited=”on|phone” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.5″ header_2_font_size=”36px” max_width=”600px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|desktop” module_alignment=”right” custom_margin=”||10px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” module_alignment_tablet=”center” module_alignment_phone=”center” module_alignment_last_edited=”on|tablet” global_colors_info=”{}”]Subscribe to our Newsletter!
Join our community to get the latest updates.[/et_pb_text][et_pb_code module_class=”newsletter” _builder_version=”4.27.5″ _module_preset=”default” max_width=”600px” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|desktop” module_alignment=”right” module_alignment_tablet=”center” module_alignment_phone=”center” module_alignment_last_edited=”on|tablet” custom_css_free_form=”selector .gform-footer {||  padding-bottom: 0;||}||||selector .gform-footer input {||  margin-bottom: 0;||}” global_colors_info=”{}”]

                
                        
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[/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.27.5″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/12/iStock-1254273853.jpg” title_text=”team people hands” force_fullwidth=”on” module_class=”newsletter-image” _builder_version=”4.27.5″ _module_preset=”default” height=”100%” height_last_edited=”off|tablet” max_height=”100%” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section]

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## HR Materials & Systems
URL: https://churchhrnetwork.com/project-services/hr-materials-systems/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f9f5ee” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text admin_label=”HR Materials & Systems” _builder_version=”4.16″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” text_orientation=”center” max_width=”785px” module_alignment=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]HR Materials, Policies & Systems Services for Faith-Based Organizations[/et_pb_text][et_pb_text _builder_version=”4.16″ max_width=”785px” module_alignment=”center” global_colors_info=”{}”]There comes a time when a church needs to make sure its house is in order – that legal documents are in place, required state and federal filings have been made and are up to date, and operational policies and procedures are accessible – and that’s where we come in.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”customized” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” max_width=”570px” module_alignment=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]Custom HR Solutions Built for Churches[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_orientation=”center” max_width=”595px” module_alignment=”center” global_colors_info=”{}”]At Church HR Network, we specialize in the unique needs associated with faith-based organizations. We can help you with: [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.16″ _module_preset=”default” max_width=”1000px” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Icon-handbook.png” title_text=”Icon-handbook” align=”center” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||25px||false|false” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|700|||||||” text_font_size=”19px” text_orientation=”center” max_width=”275px” module_alignment=”center” custom_css_main_element=”line-height: 30px;” global_colors_info=”{}”]Employee Handbook Review & Revision[/et_pb_text][/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Icon-customized.png” title_text=”Icon-customized” align=”center” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||25px||false|false” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_font=”|700|||||||” text_font_size=”19px” text_orientation=”center” max_width=”275px” module_alignment=”center” custom_css_main_element=”line-height: 30px;” global_colors_info=”{}”]Customized Employee Onboarding Packets[/et_pb_text][/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Icon-dev.png” title_text=”Icon-dev” align=”center” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||25px||false|false” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_font=”|700|||||||” text_font_size=”19px” text_orientation=”center” max_width=”275px” module_alignment=”center” custom_css_main_element=”line-height: 30px;” global_colors_info=”{}”]Development of HR Policies & Procedures[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_orientation=”center” max_width=”650px” module_alignment=”center” global_colors_info=”{}”]Because faith-based organizations have such unique HR needs, it’s important to keep materials up-to-date and edit/review them regularly. Employee laws also change frequently, depending what state your organization is in.[/et_pb_text][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|700|||||||” text_font_size=”18px” text_orientation=”center” global_colors_info=”{}”]Ask a Question [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#800020″ custom_padding=”||||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” _builder_version=”4.16″ custom_padding=”||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/HR-Materials-Systems.png” alt=”Three women working on a laptop together” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_text_color=”#ffffff” header_2_font=”|600|||||||” header_2_text_color=”#ffffff” header_2_font_size=”31px” custom_margin=”||10px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]Helping You Make Ministry Happen[/et_pb_text][et_pb_code _builder_version=”4.27.4″ global_colors_info=”{}”]An in-depth        target=”_blank”      style=”color: #ffffff !important; text-decoration: underline;”    operational audit     identifies key areas of vulnerability and provides recommendations to ensure compliance.   Church HR Network will provide you with our comprehensive audit findings,   along with detailed recommendations for new procedures and protocols, an up-to-date employee handbook, and more.We are proud to be your HR partner, and can customize many of our HR services to your organization. After we’ve helped you create the HR materials and systems your church needs, you’ll have everything you need to make ministry happen![/et_pb_code][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_code][et_pb_code _builder_version=”4.27.4″ global_colors_info=”{}”]  Book a Free Discovery Call 	Ask a Question [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section]

---

## Training Solutions
URL: https://churchhrnetwork.com/project-services/training-solutions/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” background_color=”#800020″ global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_text_align=”center” header_text_color=”#FFFFFF” header_font_size=”42px” header_line_height=”1.3em” max_width=”700px” module_alignment=”center” global_colors_info=”{}”]Faith-Based HR & Compliance Training Services[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|tablet” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image1.png” title_text=”Image1″ disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_font_size=”32px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Workshops and Training Sessions for Your Organization[/et_pb_text][et_pb_text _builder_version=”4.27.4″ custom_margin=”||20px||false|false” global_colors_info=”{}”]At Church HR Network, we offer several workshops and training for faith-based organizations; including Harassment Prevention Training, Conflict Negotiation Training, Mandated Reporter Training, and Security Trainings.[/et_pb_text][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]We can also provide custom training and workshops, including virtual and in-person options, that are personalized to your unique ministry’s needs. [/et_pb_text][et_pb_code _builder_version=”4.27.4″ global_colors_info=”{}”]  Book a Free Discovery Call 	Ask a Question [/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image1.png” title_text=”Image1″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” background_color=”#f9f5ee” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”||60px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_font_size=”32px” text_orientation=”center” max_width=”450px” module_alignment=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]Online Trainings for Faith-Based Organizations[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_orientation=”center” max_width=”780px” module_alignment=”center” global_colors_info=”{}”]The church is called to a higher standard. At Church HR, we understand that you don’t just want any training – you want training that highlights your beliefs and values.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row make_equal=”on” module_id=”harassment-prevention” _builder_version=”4.16″ background_color=”#FFFFFF” max_width=”1095px” custom_padding=”50px|40px|0px|40px|false|false” custom_css_main_element=”align-items: center;” border_radii=”off|5px|5px||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_3_text_color=”#800020″ header_3_font_size=”26px” text_orientation=”center” header_3_font_size_tablet=”” header_3_font_size_phone=”24px” header_3_font_size_last_edited=”on|phone” global_colors_info=”{}”]Harassment Prevention Training[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.16″ background_color=”#FFFFFF” max_width=”1095px” custom_padding=”|40px||40px|false|false” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”||20px||false|false” global_colors_info=”{}”]Our Harassment Prevention Training, commonly known as sexual harassment training, is tailored specifically to faith-based organizations, and combines the values of your faith with real-world scenarios and an educational dialogue. For this training, we have California compliant training and all states’ training.[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]Handling allegations or receiving a report of an incident that may have involved your staff is challenging, but it even happens in ministry and requires a careful approach.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin=”||20px||false|false” global_colors_info=”{}”]Because allegations within your staff or against your staff are serious and require investigation, having a third-party available to consult with can create a more supportive environment. [/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]That’s why our harassment investigation program is customized specifically to your faith-based organization. By integrating your values into our educational training, we’ll provide you with the tools needed to handle any situation with care.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row make_equal=”on” _builder_version=”4.16″ background_color=”#FFFFFF” max_width=”1095px” custom_margin=”||40px||false|false” custom_padding=”0px|40px|50px|40px|false|false” custom_css_main_element=”align-items: center;” border_radii=”off|||5px|5px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_3_text_color=”#800020″ header_3_font_size=”28px” text_orientation=”center” max_width=”490px” module_alignment=”center” header_3_font_size_tablet=”” header_3_font_size_phone=”24px” header_3_font_size_last_edited=”on|phone” global_colors_info=”{}”]Have a current misconduct or harassment allegation? Need Investigation Services?[/et_pb_text][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_3_text_color=”#800020″ header_3_font_size=”28px” text_orientation=”center” header_3_font_size_tablet=”” header_3_font_size_phone=”24px” header_3_font_size_last_edited=”on|phone” global_colors_info=”{}”]Book a Free Discovery Call [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” module_id=”mandated-reporter” _builder_version=”4.16″ background_color=”#FFFFFF” max_width=”1095px” custom_padding=”|40px||40px|false|false” custom_css_main_element=”align-items: center;” border_radii=”on|5px|5px|5px|5px” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image2.png” title_text=”Image2″ align=”right” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||0px||false|false” header_3_font_size_tablet=”” header_3_font_size_phone=”24px” header_3_font_size_last_edited=”on|phone” global_colors_info=”{}”]Mandated Reporter Training[/et_pb_text][et_pb_code _builder_version=”4.16″ _module_preset=”default” custom_margin=”||10px||false|false” global_colors_info=”{}”] Also offered in-person[/et_pb_code][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” custom_margin=”||10px||false|false” global_colors_info=”{}”]The term “mandatory reporter” refers to those who are required by state law to report suspected child abuse. Behaviors that may be covered by mandatory reporting laws may include:[/et_pb_text][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” custom_margin=”||10px||false|false” global_colors_info=”{}”]
Child abuse and neglect
Vulnerable adult abuse and neglect
Abuse and neglect of mentally or physically disabled individuals
[/et_pb_text][et_pb_code _builder_version=”4.27.4″ locked=”off” global_colors_info=”{}”]Learn More[/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”60px||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_orientation=”center” max_width=”770px” module_alignment=”center” global_colors_info=”{}”]Laws vary widely state-by-state as to who is required to report such behaviors. At Church HR Network, we can help you navigate these laws and determine the appropriate training required for your particular organization. [/et_pb_text][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font_size=”18px” text_orientation=”center” global_colors_info=”{}”]Ask a Question [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_font_size=”32px” text_orientation=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]In-Person Training Solutions[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” text_orientation=”center” max_width=”740px” module_alignment=”center” global_colors_info=”{}”]Our in-person training workshops are a great way for your faith-based organization to come together and learn something new. [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”on|tablet” module_id=”sexual-harassment” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image3.png” title_text=”Image3″ disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_3_font=”|700|||||||” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Sexual Harassment Training[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Our sexual harassment training meets all state standards, so you can be sure your organization is staying compliant. It also incorporates faith-based principles to align with your ministry’s values while addressing real-world workplace scenarios. Our engaging and interactive approach helps ensure that employees and leadership understand their responsibilities in fostering a respectful and legally compliant work environment.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image3.png” title_text=”Image3″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”on|tablet” module_id=”leadership-training” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image4.png” title_text=”Image4″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_3_font=”|700|||||||” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Leadership Training[/et_pb_text][et_pb_text _builder_version=”4.27.4″ custom_margin=”||20px||false|false” global_colors_info=”{}”]The right leadership training can contribute to a cohesive partnership between pastor, board, and staff. Beyond the biblical mandate to train up fellow-elders and leaders, training draws people together.[/et_pb_text][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Our Leadership Training workshop will provide your staff with the knowledge they need to become better leaders, making communication easier and more meaningful.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”on|tablet” module_id=”civil-treatment” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image5.png” title_text=”Image5″ disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_3_font=”|700|||||||” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Civil Treatment for Managers Training[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Our Civil Treatment for Managers Training is designed to address the issues that your faith-based organization might face on a daily basis. The workshop will help avoid disparate treatment and provide your staff with resources to create a more civil, inclusive, and productive workplace.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image5.png” title_text=”Image5″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”on|tablet” module_id=”all-hazard” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Image6.png” title_text=”Image6″ disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_3_font=”|700|||||||” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||10px||false|false” global_colors_info=”{}”]All-Hazard Response Training[/et_pb_text][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]Whether the problem is severe weather, a security threat, disaster, medical emergency, churches need to have a plan for the unexpected. With our All-Hazard Response Training, your staff will be adequately prepared to face any size problem.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” max_width=”1094px” module_alignment=”center” custom_margin=”||-120px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]              Book a Free Discovery Call    If you’re looking for a more customized solution, we also offer personalized workshops and training sessions. Contact us for a quote or more information today.    Free Discovery Call [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”120px||0px||false|false” global_colors_info=”{}”][/et_pb_section]

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## Conflict Negotiation
URL: https://churchhrnetwork.com/project-services/conflict-negotiation/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f9f5ee” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” text_orientation=”center” max_width=”785px” module_alignment=”center” custom_margin=”||20px||false|false” header_font_size_tablet=”42px” header_font_size_phone=”40px” header_font_size_last_edited=”on|phone” global_colors_info=”{}”]Faith-Based Conflict Negotiation & Resolution Services[/et_pb_text][et_pb_text _builder_version=”4.16″ text_orientation=”center” max_width=”730px” module_alignment=”center” global_colors_info=”{}”]At Church HR Network, we can help with a variety of conflict negotiations; including, elder board conflicts, employee conflicts and harassment negotiations.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”off|desktop” _builder_version=”4.16″ custom_padding=”||50px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/conflict-1.png” alt=”A ministry leader helping to resolve a conflict” disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.4em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Providing the Tools for Effective Conflict Resolution[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Ministry leaders deal with conflict from time to time – whether it’s from the elder board or between staff members; situations will always arise where conflict negotiation might be necessary.[/et_pb_text][et_pb_text _builder_version=”4.27.5″ global_colors_info=”{}”]In order to be effective ministry leaders and maintain the balance of your faith-based organization, it’s important to be equipped with the right tools for conflict resolution, and that’s where we come in. In addition to conflict negotiation, we also provide harassment prevention training that equips teams to mitigate workplace tensions before they escalate[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/conflict-1.png” alt=”A ministry leader helping to resolve a conflict” disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” max_width=”1094px” module_alignment=”center” custom_margin=”||-170px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]              Book a Free Discovery Call    To learn more about how we can help with conflict resolution for your faith-based organization.    Free Discovery Call [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”150px||||false|false” global_colors_info=”{}”][et_pb_row module_id=”elder-conflicts” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” header_2_line_height=”1.4em” global_colors_info=”{}”]Elder Conflicts within the Church[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.16″ _module_preset=”default” custom_padding=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/conflict-2.png” alt=”Elders working through a conflict together” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Whether you are a pastor, church leader, or elder, you may not be sure how to proceed or where to turn when your church is in conflict. At Church HR Network, we can help you faithfully address threats to the viability and effectiveness of your ministry. [/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]We understand that church leaders, pastors, and elders all face daily challenges in leading individuals. Knowing how to navigate the relationships between team members and elders by addressing the differences that naturally exist within all leadership teams can make a world of difference when it comes to resolving conflict – and that’s where we can help. Book a free discovery call with us to get started.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”employee-conflicts” _builder_version=”4.16″ _module_preset=”default” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” custom_margin=”||20px||false|false” global_colors_info=”{}”]Resolving Employee Conflicts[/et_pb_text][et_pb_text _builder_version=”4.16″ text_orientation=”center” max_width=”730px” module_alignment=”center” custom_margin=”||20px||false|false” global_colors_info=”{}”]Unfortunately, employee conflicts can happen anywhere – even within the ministry. We understand the ins and outs of balancing conflict resolution with the church, which is why our conflict resolution process is unique to faith-based organizations.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” custom_padding_last_edited=”on|tablet” _builder_version=”4.16″ custom_padding_tablet=”0px||||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/conflict-3.png” alt=”An employee explaining their conflict to a ministry leader” disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Our conflict resolution service is a unique faith-based process that identifies key areas of tension and misunderstanding and provides a path towards reconciliation. Our services include:[/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]
Responding to general HR questions and requests
Navigating the conflict with a unique faith-based process that includes:

Identifying key areas of tension/conflict
Meeting with parties separately/collectively
Ensuring that parties agree to specified conduct during the process and until resolution

[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/conflict-3.png” alt=”An employee explaining their conflict to a ministry leader” disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/Icon-conflict.png” title_text=”Icon-conflict” show_bottom_space=”off” align=”center” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||-40px||false|false” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ background_color=”#800020″ max_width=”950px” custom_margin=”||-250px||false|false” custom_padding=”70px|30px|70px|30px|false|false” border_radii=”on|6px|6px|6px|6px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font_size=”18px” header_2_font=”|600|||||||” header_2_text_color=”#FFFFFF” header_2_font_size=”32px” text_orientation=”center” custom_margin=”||20px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]We can help when conflict arises[/et_pb_text][et_pb_text _builder_version=”4.16″ text_text_color=”#FFFFFF” header_2_font_size=”40px” text_orientation=”center” max_width=”760px” module_alignment=”center” global_colors_info=”{}”]When conflict arises in the ministry, it can often be difficult to know where to begin. Outsourcing employee conflict resolution can be a helpful step towards resolution, particularly because it offers staff members a neutral third party to confide in.[/et_pb_text][et_pb_code _builder_version=”4.16″ global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.27.4″ text_font_size=”18px” header_2_font_size=”40px” text_orientation=”center” global_colors_info=”{}”]Ask a Question [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”200px||0px||false|false” global_colors_info=”{}”][/et_pb_section]

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## Mandated Reporter and Volunteer Training
URL: https://churchhrnetwork.com/project-services/mandated-reporter-and-volunteer-training/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f9f5ee” custom_padding=”60px||60px|||” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.0″ custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.0″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” header_line_height=”1.2em” text_orientation=”center” max_width=”785px” module_alignment=”center” custom_margin=”||0px||false|false” header_font_size_tablet=”42px” header_font_size_phone=”40px” header_font_size_last_edited=”on|phone” global_colors_info=”{}”]Mandated Reporter Training andVolunteer Training for Churches[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”60px||||false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”off|desktop” module_class=”flexrow” _builder_version=”4.27.0″ width=”90%” custom_padding=”0px||50px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/09/Ministry-Specific-Mandated-Reporter-Compliance.jpg” alt=”Minister and child talking side by side” title_text=”Ministry-Specific Mandated Reporter Compliance” align=”center” force_fullwidth=”on” _builder_version=”4.27.0″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_margin=”||||false|false” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.4em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Ministry-Specific Mandated Reporter Compliance[/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Church HR Network provides ministry-specific Mandated Reporter Training and Child Abuse Recognition and Reporting Training for Volunteers and Employees.From start to finish, we’ll guide you through the training and compliance process.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”on|tablet” module_class=”flexrow” _builder_version=”4.27.0″ width=”90%” custom_margin=”||||false|false” custom_padding=”50px||50px||false|false” custom_padding_tablet=”0px||0px||false|false” custom_padding_phone=”” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/09/Understanding-Mandated-Reporter-Training.jpg” alt=”Woman and child talking about mandated training.” title_text=”Understanding Mandated Reporter Training” align=”center” force_fullwidth=”on” disabled_on=”off|off|on” _builder_version=”4.27.0″ height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.27.0″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.4em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Understanding Mandated Reporter Training[/et_pb_text][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”]Our Mandated Reporter Training and Child Abuse Recognition and Reporting Training for Volunteers ensure your staff and volunteers fully understand their responsibility to protect children. Our training is from a unique ministry perspective that is unmatched.
Both employees and volunteers will learn how to recognize signs of abuse and follow proper procedures dictated by best practice and child abuse reporting laws. We tailor our training to the unique needs of religious organizations, providing guidance on balancing ministry care with legal obligations.[/et_pb_text][et_pb_code _builder_version=”4.27.4″ custom_padding=”30px||||false|false” text_orientation_tablet=”” text_orientation_phone=”” text_orientation_last_edited=”on|phone” global_colors_info=”{}”]Book a Free Discovery CallAsk a Question [/et_pb_code][/et_pb_column][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/09/Understanding-Mandated-Reporter-Training.jpg” alt=”Woman and child talking about mandated training.” title_text=”Understanding Mandated Reporter Training” align=”center” disabled_on=”on|on|off” _builder_version=”4.27.0″ border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”100px||||false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” module_class=”flexrow” _builder_version=”4.27.0″ _module_preset=”default” width=”90%” custom_padding=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/09/California-AB-506-Compliance-for-Youth-Service-Organizations.jpg” alt=”Arm on child for youth service and ab 506 compliance” title_text=”California AB 506 Compliance for Youth Service Organizations” align=”center” force_fullwidth=”on” _builder_version=”4.27.0″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.0″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.4em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]California AB 506 Compliance for Youth Service Organizations[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]California’s AB 506 law (Business and Professions Code 18975) requires Live Scan for most everyone working with minors. Trust us to walk you through AB 506 compliance, from getting your DOJ ORI number to Live Scan to policy creation.
We’ll make sure your organization meets California Business and Professions Code 18975 requirements, protecting children and maintaining compliance.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” z_index=”10″ module_alignment=”center” custom_margin=”||-170px||false|false” custom_padding=”39px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.27.0″ _module_preset=”default” global_colors_info=”{}”]              We’re Your Partner in Compliance    Church HR Network is here to guide you through the process and equip you to become compliant. Call 1-888-807-CHRN to see how we can help you.    1-888-807-CHRN [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”employee-conflicts” _builder_version=”4.16″ _module_preset=”default” custom_padding=”191px||50px|||” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.0″ _module_preset=”default” max_width=”620px” custom_padding=”||50px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” custom_margin=”||20px||false|false” global_colors_info=”{}”]Frequently Asked Questions[/et_pb_text][et_pb_toggle title=”What is Mandated Reporter Training?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ module_class=”chrntoggle” _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”0px|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Mandated Reporter Training is a legal requirement in many states for employees working with children to recognize and report signs of abuse. It is essential for compliance with state laws and the safety of children in your ministry.[/et_pb_toggle][et_pb_toggle title=”What is Child Abuse Recognition and Reporting Training for Volunteers?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ module_class=”chrntoggle” _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]This training equips volunteers with the knowledge to recognize and report signs of child abuse or neglect. In California, a regular volunteer (one who works 16 hours a month or 32 hours a year) is required to go through Child Abuse Recognition and Reporting Training for Volunteers.[/et_pb_toggle][et_pb_toggle title=”What does AB 506 require for youth service organizations?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ module_class=”chrntoggle” _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]AB 506 (Business and Professions Code 18975) is a California law that requires five things for youth service organizations:

Live Scan for all employees and regular volunteers.
Training in the recognition and reporting of child abuse and neglect.
To the greatest extent possible, two mandated reporters present whenever there is direct contact or supervision with a child.
Reports of child abuse need to be reported outside the organization to law enforcement or Child Protective Services.
Written child protection plan.
[/et_pb_toggle][et_pb_toggle title=”How can Church HR Network help my ministry stay compliant with child protection laws?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ module_class=”chrntoggle” _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Church HR Network services include online training modules, guidance with AB 506 (Business and Professions Code 18975) compliance, and creation of custom child protection plans. When you partner with us, we’ll assist you with the complexities of compliance so you can focus on your ministry.[/et_pb_toggle][et_pb_toggle title=”What is included in a Child Protection Plan?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ module_class=”chrntoggle” _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]A Child Protection Plan is an in-depth policy and procedure manual for your nursery, children’s, and youth ministries, covering everything from safety and security considerations to AB 506 compliance. A well-developed Child Protection Plan demonstrates your organization’s commitment to complying with the legal requirements.[/et_pb_toggle][et_pb_toggle title=”Does AB 506 apply to every state?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ module_class=”chrntoggle” _builder_version=”4.27.0″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]No; while other states may have similar statutory requirements regarding child safety and protection, AB 506 applies only to youth service organizations in California.[/et_pb_toggle][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” header_4_font_size=”20px” custom_padding=”40px||10px||false|false” global_colors_info=”{}”]Have any Questions?[/et_pb_text][et_pb_code _builder_version=”4.27.4″ text_orientation=”center” custom_margin=”0px||||false|false” custom_padding=”0px||||false|false” global_colors_info=”{}”]Book a Free Discovery CallContact Us [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section]

---

## Harassment Prevention Training
URL: https://churchhrnetwork.com/project-services/harassment-prevention-training/

[et_pb_section fb_built=”1″ _builder_version=”4.27.4″ background_color=”#f9f5ee” custom_padding=”60px||100px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.0″ custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” header_line_height=”1.2em” text_orientation=”center” max_width=”785px” module_alignment=”center” custom_margin=”||0px||false|false” header_font_size_tablet=”42px” header_font_size_phone=”40px” header_font_size_last_edited=”on|phone” global_colors_info=”{}”]Harassment Prevention Training 
for Faith-Based Organizations[/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_orientation=”center” max_width=”720px” module_alignment=”center” global_colors_info=”{}”]We provide harassment training from a faith-based perspective with applicable scenarios for the ministry environment. We provide you with the tools needed to handle these situations with care.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”100px||||false|false” custom_padding_tablet=”80px||||false|false” custom_padding_phone=”100px||0px||false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”off|desktop” module_class=”flexrow” _builder_version=”4.27.4″ width=”90%” custom_padding=”0px||50px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/01/woman-put-hand-another-woman.jpg” alt=”woman put hand another woman shoulder” title_text=”woman-put-hand-another-woman” align=”center” force_fullwidth=”on” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_margin=”||||false|false” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Why Does Harassment Prevention Matter in Churches?[/et_pb_text][et_pb_text _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||0px||false|false” global_colors_info=”{}”]Many state laws mandate harassment prevention training, with specific requirements varying by organization size and location. Our harassment prevention for faith-based organizations trains employees and supervisors to recognize, report and take steps to prevent harassment.
Harassment prevention protocols protect your organization from liability while fostering a professional environment. From reporting to investigations, we’ve got you covered.[/et_pb_text][et_pb_code _builder_version=”4.27.4″ custom_padding=”30px||||false|false” text_orientation_tablet=”” text_orientation_phone=”” text_orientation_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]Book a Free Discovery CallAsk a Question [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ background_color=”#f4f4f4″ custom_padding=”100px||100px||false|false” custom_padding_tablet=”100px||100px||false|false” custom_padding_phone=”50px||100px||false|false” global_colors_info=”{}”][et_pb_row custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ _module_preset=”default” width=”90%” custom_padding_tablet=”0px||||false|false” custom_padding_phone=”0px||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” header_2_line_height=”1.2em” module_alignment=”center” custom_margin=”||10px||false|false” header_2_text_align_tablet=”center” header_2_text_align_phone=”left” header_2_text_align_last_edited=”on|tablet” header_2_font_size_tablet=”32px” header_2_font_size_phone=”32px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]Key Components of Our Harassment Prevention Training[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” module_class=”flexrow reverse” _builder_version=”4.27.4″ _module_preset=”default” width=”90%” custom_padding=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/01/woman-training-people.jpg” alt=”woman talking to other people” title_text=”California AB 506 Compliance for Youth Service Organizations” align=”center” force_fullwidth=”on” disabled_on=”off|off|on” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][et_pb_text ul_item_indent=”30px” _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||20px||false|false” global_colors_info=”{}”]Our ministry harassment prevention program educates employees and supervisors on identifying and preventing all forms of harassment. Faith-based harassment prevention includes cultivating a respectful culture, understanding types of harassment, and reporting procedures.
You can expect:

Educational ministry scenarios
Options in California-compliant training and all states’ training
Clear, actionable reporting procedures and response protocols
Certificates of completion provided when training is done

When these types of challenging situations arise, the right training and protocols make all the difference. Having our experienced team available as a third-party consultant creates a more supportive environment and ensures a careful, thorough approach to sensitive situations.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/01/woman-training-people.jpg” alt=”woman talking to other people” title_text=”California AB 506 Compliance for Youth Service Organizations” align=”center” force_fullwidth=”on” disabled_on=”on|on|off” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” z_index=”10″ width_tablet=”” width_phone=”90%” width_last_edited=”on|phone” module_alignment=”center” custom_margin=”||-170px||false|false” custom_padding=”39px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]              We Help You Protect What Matters    We’re here to keep churches and ministries compliant and safe. Contact Church HR Network to learn more about our harassment prevention training courses for faith-based organizations.    Free Discovery Call [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”191px||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” custom_padding_last_edited=”off|desktop” module_class=”flexrow” _builder_version=”4.27.4″ width=”90%” custom_padding=”0px||0px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”flex-stretch” _builder_version=”4.27.0″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2025/01/people-talking-to-each-other.jpg” alt=”People talking to each other ” title_text=”Ministry-Specific Mandated Reporter Compliance” align=”center” force_fullwidth=”on” _builder_version=”4.27.4″ _module_preset=”default” height_tablet=”350px” height_phone=”350px” height_last_edited=”on|tablet” custom_margin=”||||false|false” custom_padding_tablet=”||30px||false|false” custom_padding_phone=”||30px||false|false” custom_padding_last_edited=”on|tablet” custom_css_free_form=”selector img{||  object-fit:cover;||}” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.2em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Tailored Harassment Prevention Training for Faith-Based Organizations[/et_pb_text][et_pb_text _builder_version=”4.27.4″ link_font=”|700|||on||||” custom_margin=”||20px||false|false” global_colors_info=”{}”]Church HR Network understands faith communities. That’s why we offer harassment prevention training created specifically for churches and faith-based ministries.[/et_pb_text][et_pb_code _builder_version=”4.27.4″ custom_padding=”30px||||false|false” text_orientation_tablet=”” text_orientation_phone=”” text_orientation_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]Book a Free Discovery CallAsk a Question [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” module_id=”employee-conflicts” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”100px||100px||false|false” custom_padding_tablet=”100px||100px||false|false” custom_padding_phone=”59px||0px||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” max_width=”620px” custom_padding=”0px||50px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” header_2_line_height=”1.2em” custom_margin=”||40px||false|false” global_colors_info=”{}”]Frequently Asked Questions[/et_pb_text][et_pb_toggle title=”Why is harassment prevention training important for ministries?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”Why is harassment prevention training important for ministries?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”0px|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Many states now mandate specific harassment prevention protocols for organizations, often including churches and religious institutions. Failing to train your staff in harassment prevention requirements exposes your ministry to serious consequences including organizational liability. Our harassment prevention training program helps ensure your ministry maintains full compliance.[/et_pb_toggle][et_pb_toggle title=”Is this training tailored to faith-based organizations?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”Is this training tailored to faith-based organizations?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Yes, our harassment prevention training courses for churches and faith-based ministries speak specifically to these environments. We understand that religious organizations require specialized approaches that uphold their beliefs and principles.[/et_pb_toggle][et_pb_toggle title=”How do we get started with Church HR Network’s training?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”How do we get started with Church HR Network’s training?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]You can subscribe to an HR360 membership today or book a free discovery call to discuss your needs, and we’ll help you set up the right training for your organization. Our team will guide you through a simple onboarding process tailored to your church’s specific requirements.[/et_pb_toggle][et_pb_toggle title=”What is included in Church HR Network’s harassment prevention training?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”What is included in Church HR Network’s harassment prevention training?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Our training includes education for employees and supervisors on identifying and preventing various forms of harassment and understanding the importance of a harassment-free workplace environment. We use real ministry scenarios to help recognize problematic behaviors early on. All content in our online training is regularly updated to reflect current compliance requirements.[/et_pb_toggle][et_pb_toggle title=”How does sexual harassment prevention training for ministries promote a safe environment?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”How does sexual harassment prevention training for ministries promote a safe environment?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Our church harassment prevention training emphasizes educating employees and supervisors on harassment awareness, respectful interactions, and proactive prevention strategies. This approach keeps employees safe and maintains compliance with harassment prevention laws and workplace safety regulations.[/et_pb_toggle][et_pb_toggle title=”Does anti-harassment training for churches and faith-based ministries cover policies for handling complaints?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”How does sexual harassment prevention training for ministries promote a safe environment?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Yes, our faith-based supervisor harassment prevention training includes guidance on implementing clear policies and procedures for addressing and managing harassment complaints in accordance with legal requirements. This ensures that church employees and supervisors are prepared to handle complaints fairly and promptly, promoting trust and maintaining proper documentation.[/et_pb_toggle][et_pb_toggle title=”Who should participate in harassment prevention training for faith-based organizations?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”Who should participate in harassment prevention training for faith-based organizations?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Our harassment prevention training for faith-based organizations is beneficial for all employees and supervisors as it equips everyone with the knowledge to identify, prevent, and respond to harassment effectively. This allows a ministry to build a unified, proactive approach to mitigating harassment.[/et_pb_toggle][et_pb_toggle title=”What is the focus of the harassment prevention training provided?” open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_text_color=”gcid-heading-color” closed_toggle_background_color=”RGBA(255,255,255,0)” icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” toggle_icon=”L||divi||400″ open_icon_color=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” open_toggle_icon=”K||divi||400″ admin_label=”What is the focus of the harassment prevention training provided?” module_class=”chrntoggle” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”|0px|30px|0px|false|false” border_width_all=”0px” border_width_bottom=”1px” border_color_bottom=”gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f” global_colors_info=”{%22gcid-30e6e90d-1ab2-4398-8768-ed8756f91b1f%22:%91%22icon_color%22,%22open_icon_color%22,%22border_color_bottom%22%93,%22gcid-heading-color%22:%91%22closed_toggle_text_color%22%93}”]Our harassment prevention training courses for faith-based organizations address the challenges faced by churches, schools, and other ministries and ensure compliance with state-specific training mandates while protecting your religious exemptions. The training educates employees and supervisors on recognizing, preventing, and addressing sexual harassment. It also covers clear reporting protocols and encourages a culture of accountability.[/et_pb_toggle][et_pb_text _builder_version=”4.27.0″ _module_preset=”default” header_4_font_size=”20px” custom_padding=”40px||10px||false|false” global_colors_info=”{}”]Have any Questions?[/et_pb_text][et_pb_code _builder_version=”4.27.4″ text_orientation=”center” custom_margin=”0px||||false|false” custom_padding=”0px||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]Book a Free Discovery CallContact Us [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section]

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## Testimonials
URL: https://churchhrnetwork.com/testimonials/

[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” _builder_version=”4.27.4″ background_color=”#f9f5ee” custom_margin=”0px|0px|0px|0px|false|false” custom_padding=”60px||60px||false|false” custom_padding_tablet=”40px||40px||false|false” custom_padding_phone=”40px||40px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ custom_margin=”0px||0px||false|false” custom_padding=”0px||0px|0px|false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” text_orientation=”center” max_width=”785px” module_alignment=”center” custom_margin=”||||false|false” global_colors_info=”{}”]Testimonials from Churches and Ministries We Serve[/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]Our HR support has helped churches and ministries stay compliant, strengthen their internal operations, and protect what matters most—their people and their mission. From ongoing HR services and customized training programs to conflict resolution support and HR audits, we’ve guided faith-based organizations through a wide range of real-world HR challenges. Below, you’ll find stories and testimonials from churches and ministries that have experienced the difference of partnering with Church HR Network firsthand.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” module_id=”clipped-text” _builder_version=”4.27.4″ custom_padding=”100px|30px|20px|30px|false|false” custom_padding_tablet=”40px|30px|0px|30px|false|false” custom_padding_phone=”40px|30px|0px|30px|false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.27.4″ width=”100%” max_width=”1180px” custom_margin=”0px||60px||false|false” custom_margin_tablet=”0px||40px||false|false” custom_margin_phone=”0px||40px||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”0px||0px||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ custom_padding_tablet=”||40px||false|false” custom_padding_phone=”||40px||false|false” custom_padding_last_edited=”on|tablet” border_width_bottom=”0px” border_color_bottom=”#cfcfcf” border_width_bottom_tablet=”1px” border_width_bottom_phone=”1px” border_width_bottom_last_edited=”on|tablet” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Maggie BatesTrinity Baptist Church of Healdsburg

“Church HR Network has been invaluable to me as a sole administrator in a small church.”
Church HR Network has been invaluable to me as a sole administrator in a small church. They have guided me through the Live Scan process, given me expert direction in how to comply with State and Federal regulations in several HR matters and been my go-to place whenever I am at a loss in anything pertaining to sound church policy.  They have so many resources available on their website that spell things out in easy to understand terms. And beside all that they are a joy to talk and pray with. I don’t want to forget Lunch with Leslie, so many good questions asked and expertly answered.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“My subscription to Church HR Network has been one of my best HR investments.”
My subscription to Church HR Network has been one of my best HR investments. Church HR Network truly has a heart for the churches, continually looking for ways to best serve them. The training courses, document library, and stellar customer support team are worth the monthly subscription fee! Church HR Network is very responsive to customer feedback and concerns. I’ve seen this demonstrated through Lunch with Leslie sessions, website improvements, and a very responsive customer support team! Navigating changing HR issues is time consuming and stressful. Thank you Church HR Network for being a phone call away![/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read MoreRead Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.27.4″ width=”100%” max_width=”1180px” custom_margin=”0px||60px||false|false” custom_margin_tablet=”0px||40px||false|false” custom_margin_phone=”0px||40px||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”40px||0px||false|false” custom_css_main_element=”align-items: center;” border_width_top=”1px” border_color_top=”#cfcfcf” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.27.4″ custom_padding_tablet=”||40px||false|false” custom_padding_phone=”||40px||false|false” custom_padding_last_edited=”on|tablet” border_color_bottom=”#cfcfcf” border_width_bottom_tablet=”1px” border_width_bottom_phone=”1px” border_width_bottom_last_edited=”on|tablet” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Jenna TorresSt. John’s Lutheran Church

“The training modules, videos, and documents are easy to use and packed with great information.”
Church HR Network has been a huge blessing to our ministry. Anytime we have an HR-related question, we simply email support and receive an answer within hours. The staff is always very friendly and helpful. The webinars are always packed with valuable information. The training modules, videos, and documents are easy to use and packed with great information. They make my job in HR easier.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“It is great to have the training documented and to be notified when it is due again.”
Church HR Network has been a resource for answering questions in response to personnel challenges. The responses come quickly. In addition, the church I serve is using their Harassment Prevention Training and Mandated Reporter Training for our employees. It is great to have the training documented and to be notified when it is due again. I am also grateful for the online resources.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“I recommend them all the time and without a doubt, our membership is worth every penny.”
I simply would NOT want to do the HR part of my job anymore without the support from Church HR Network! The resources including forms and templates have been such a valuable time saver. The best part is quick answers to my specific questions either by email or phone. The training portal is amazing and having it all in one place for our staff and volunteers helps me to be more organized. They are constantly making improvements, and I trust them to keep up with what I need to know! I recommend them all the time and without a doubt, our membership is worth every penny.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“We appreciate the assistance from Church HR Network through their extensive resource library and their quick responses.”
We appreciate the assistance from Church HR Network through their extensive resource library and their quick responses. It can be difficult to navigate all the new compliance changes that go on throughout the year, but thanks to Church HR Network, we are informed ahead of time so we can be adequately prepared for all of our organizational compliance needs.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“We have access to a team that is responsive, understanding, and helpful.”
Church HR Network has been an exceptional resource to help us build a healthy workplace culture and successfully navigate complex HR issues. The ability to reach out to a faith-based organization, when something comes up and we’re not quite sure how to handle it has been invaluable. Today, we have more security, knowing that with just a quick phone call or email, we have access to a team that is responsive, understanding, and helpful. Access to additional resources like their training courses and document library have added strength to our ministry in more ways than one. We are forever grateful for our growing partnership with Church HR Network![/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“They are approachable and kind no matter the issue.”
Church HR Network has been the support I needed when moving into a new role without prior HR experience. For me, having someone to call who is knowledgeable and understands the nuances of HR for a church/private school is invaluable. Even now, with a little more experience under my belt, knowing they are just a call away is tremendously helpful when a question arises, a second opinion is needed, or I just need to process something that comes across my desk. I wouldn’t want to do ministry without them!We called on Church HR Network when our handbook needed an overhaul, and I am so glad we did! Elyce and the team were knowledgeable and open to dialogue about some of our unique practices. In the end I have an up-to-date handbook that fits us well and feel equipped to keep it that way.I always love it when the professional I call for help feels like a friend. I feel this way about our healthcare broker, but especially about Church HR Network. They are approachable and kind no matter the issue. They are definitely an important part of my Team![/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“Excited to empower my volunteers with some new tools.”
I really appreciate you spending time on the phone coaching me through some best safety practices. Thank you for the resources. Excited to empower my volunteers with some new tools.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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Destiny Christian School

“Their expertise has not only bolstered my confidence but has also validated several HR-related concerns I had.”
I would like to express my appreciation for the exceptional support provided by the employees at Church HR Network. Their expertise has not only bolstered my confidence but has also validated several HR-related concerns I had. I look forward to reaching out for assistance each time the need arises.I’ve discovered that every time I reach out to confirm what I already know, there’s always a little nugget of information that takes me by surprise! It’s like finding that missing piece of a puzzle that helps complete the whole picture, and it’s been incredibly enlightening in so many ways!I’m excited to go back to my supervisors and share with them not only that I have the answer to the information they need, but that I’ve also confirmed it with the Church HR Network![/et_pb_text][et_pb_text _builder_version=”4.27.4″ locked=”off” global_colors_info=”{}”]Read More
Read Less [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”on|tablet” _builder_version=”4.27.4″ width=”100%” max_width=”1180px” custom_margin=”0px||60px||false|false” custom_margin_tablet=”0px||0px||false|false” custom_margin_phone=”0px||0px||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”40px||0px||false|false” custom_padding_tablet=”0px||40px||false|false” custom_padding_phone=”0px||40px||false|false” custom_css_main_element=”align-items: center;” border_width_top=”1px” border_color_top=”#cfcfcf” border_width_top_tablet=”0px” border_width_top_phone=”0px” border_width_top_last_edited=”on|tablet” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_3_text_color=”#800020″ header_3_font_size=”26px” custom_margin=”||5px||false|false” global_colors_info=”{}”]Sharon PeirceJourney of Faith

“Working with Church HR Network is like having a coach or mentor in your corner as an HR leader.”
The library of forms, templates, and videos are a gold mine. Those resources have saved me hours in creating documents and policies for my organization.The training videos are the best tool especially for Harassment Prevention and Mandated Reporter requirements. The content is informative, creative, interesting and relevant to the church environment. Examples used are relatable which makes the training so powerful.Working with CHRN is like having a coach or mentor in your corner as an HR leader. The breadth of knowledge and access to church HR specific resources elevates what I can do within my organization. I couldn’t do my job without Leslie and her team.CHRN empowers me to be a better HR professional. With the wisdom and guidance of Leslie and her team plus the resources created and shared through the portal, I know I am informed and up-to-date with the latest laws and information needed to protect my church and improve internal operations.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“Having Leslie in my corner has given me strength and confidence in leading the operations of the church.”
Having Leslie in my corner has given me strength and confidence in leading the operations of the church. She stays current with all  things HR and responds quickly. Every church should have Leslie on their team![/et_pb_text][et_pb_text _builder_version=”4.27.4″ locked=”off” global_colors_info=”{}”]Read More
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“Every member of your staff that we have contact with has been knowledgeable, friendly, and easy to work with.”
Thank you so much for the beautiful, thorough document your company has provided for us. We appreciate the quality and all of the effort that was put forth to make this possible for us. Every member of your staff that we have contact with has been knowledgeable, friendly, and easy to work with.We appreciate Church HR Network. It is truly a blessing to have you on our team to assist us with HR information and documents. “Thank you” doesn’t quite say enough to express our gratitude.[/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“Being able to receive materials and participate in online webinars has been invaluable to us!”
Being able to receive materials and participate in online webinars has been invaluable to us! I especially find the Coffee with Ken sessions to be extremely informative & helpful! Your Director of Safety & Security not only provides important & very relevant information, but he also makes these sessions fun with his coffee making information! The last session on “How to Keep Your Ministry Safe & Secure” was outstanding, and extremely valuable for our team!Well done!Blessings to you and the Church HR Network team![/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
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“Your team has assisted me countless times as I venture into this new journey providing knowledge, support, and valuable resources.”
I want to express my sincere appreciation to Church HR Network for taking the time to assist with our organizational needs.  In addition, I would personally like to thank all the staff at Church HR Network for your support during my growth period.  I bring over 10 years of experience in Human Resources within the public and private sector; however, I am new to the ministerial sector.Your team has assisted me countless times as I venture into this new journey providing knowledge, support, and valuable resources. Thank you for your outstanding contribution to our needs and for going above and beyond to ensure we receive accurate, timely, and specialized guidance for our organization.Church HR Network, your professionalism and your commitment to delivering the best resources have been truly a blessing.  Your personal dedication does not go unnoticed.Our organization extends its sincere gratitude to you![/et_pb_text][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}”]Read More
Read Less [/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.27.4″ custom_padding_tablet=”40px||||false|false” custom_padding_phone=”40px||||false|false” custom_padding_last_edited=”on|tablet” border_color_top=”#cfcfcf” border_width_all_tablet=”” border_width_all_phone=”” border_width_all_last_edited=”on|tablet” border_width_top_tablet=”1px” border_width_top_phone=”1px” border_width_top_last_edited=”on|tablet” global_colors_info=”{}”][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ _module_preset=”default” custom_margin=”0px||169px||false|false” custom_margin_tablet=”0px||169px||false|false” custom_margin_phone=”0px||0px||false|false” custom_margin_last_edited=”on|phone” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.4″ _module_preset=”default” z_index=”10″ width=”100%” module_alignment=”center” custom_margin=”||||false|false” custom_padding=”0px||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]              We Help You Protect What Matters    We’re here to keep churches and ministries compliant and safe. Contact Church HR Network to learn more about our harassment prevention training courses for faith-based organizations.    Free Discovery Call [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section]

---

## Audits
URL: https://churchhrnetwork.com/project-services/audits/

[et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f9f5ee” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ header_font=”|700|||||||” header_text_color=”#800020″ header_font_size=”42px” text_orientation=”center” module_alignment=”center” custom_margin=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]HR Audits for Faith-Based Organizations[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” custom_padding_last_edited=”off|desktop” _builder_version=”4.16″ custom_padding=”||50px||false|false” custom_padding_tablet=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/image-mission.png” alt=”A team planning out on a board with sticky notes” disabled_on=”off|off|on” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.4em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Your Ministry’s Operational Health is Our Mission[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]There comes a time when the church needs to ensure its house is in order – that legal documents are in place, that required state and federal filings have been made and are up to date, and that operational policies and procedures are in place to guide the organization through day-to-day ministry.[/et_pb_text][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]That’s where we come in. Your operational health is our mission, so that you can focus on the important work – furthering the kingdom.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/image-mission.png” alt=”A team planning out on a board with sticky notes” disabled_on=”on|on|off” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” max_width=”1094px” module_alignment=”center” custom_margin=”||-170px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]              Book a Free Discovery Call    To learn more about how we can help optimize the operational policies and procedures of your organization.    Free Discovery Call [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f4f4f4″ custom_padding=”150px||||false|false” global_colors_info=”{}”][et_pb_row module_id=”operational” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_font=”|600|||||||” header_2_text_align=”center” header_2_font_size=”32px” header_2_line_height=”1.4em” max_width=”470px” module_alignment=”center” global_colors_info=”{}”]Operational Audits for Faith-Based Organizations[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” gutter_width=”2″ make_equal=”on” _builder_version=”4.16″ _module_preset=”default” custom_padding=”0px||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/image-operational.png” title_text=”image-operational” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]At Church HR Network, we specialize in the unique HR needs associated with churches, ministries, and other faith-based organizations and conduct regular operational audits for our clients. During your Operational HR Audit, we’ll conduct a thorough review of your existing organizational standing from top to bottom.[/et_pb_text][et_pb_text module_id=”personnel” _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Our operational audits include a review of the following:[/et_pb_text][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]      501c3 organization documentation and by-laws    Insurance verification    Workers comp policy    Human Resource compliance    Personnel files on record        Employee handbook    Status of financial audits    Employee classification audit    Congregational-specific required records    Federal, state, and legal documents  [/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_orientation=”center” max_width=”790px” module_alignment=”center” custom_margin=”||||false|false” global_colors_info=”{}”]Alongside ensuring legal compliance and strong policies, sometimes an audit uncovers relational tensions—if so, we can support you through formal conflict negotiation to resolve disputes. Once our audit is completed, we will review our entire record of audit findings with you and work to address any key areas of non-compliance, best-practice shortfalls and provide solutions to any issues we identify. If needed, we can also help you create an injury illness and prevention plan and COVID-19 response plans and protocols.[/et_pb_text][et_pb_code _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]Book a Free Discovery Call[/et_pb_code][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font_size=”18px” text_orientation=”center” global_colors_info=”{}”]Ask a Question [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_row column_structure=”3_5,2_5″ make_equal=”on” _builder_version=”4.25.1″ _module_preset=”default” custom_css_free_form=”selector {||  align-items: center;||}” global_colors_info=”{}”][et_pb_column type=”3_5″ _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/05/pexels-vanessa-garcia-6325904-3.jpg” title_text=”pexels-vanessa-garcia-6325904″ disabled_on=”off|off|on” _builder_version=”4.25.1″ _module_preset=”default” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ header_2_font=”|600|||||||” header_2_font_size=”32px” header_2_line_height=”1.4em” max_width=”560px” custom_margin=”||10px||false|false” global_colors_info=”{}”]Your Ministry’s Operational Health is Our Mission[/et_pb_text][et_pb_text _builder_version=”4.25.1″ global_colors_info=”{}”]At Church HR Network, we specialize in reviewing, revising, and creating vital organizational documents such as bylaws and policy manuals (e.g., for boards, schools, etc.). A thorough evaluation of these documents is crucial for establishing a strong foundation for your ministry. Our review process is highly collaborative, guaranteeing close cooperation with you at every step, guiding you through the entire process.[/et_pb_text][/et_pb_column][et_pb_column type=”2_5″ disabled_on=”on|on|off” _builder_version=”4.25.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2024/05/pexels-vanessa-garcia-6325904-2.jpg” title_text=”pexels-vanessa-garcia-6325904″ _builder_version=”4.25.1″ _module_preset=”default” border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ module_id=”exempt-nonexempt” _builder_version=”4.16″ background_image=”https://churchhrnetwork.com/wp-content/uploads/2021/12/image-exempt.png” background_color_tablet=”#f9f4ee” background_last_edited=”on|tablet” background_enable_color_tablet=”on” background_enable_image_tablet=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/image-exempt-mobile.png” title_text=”image-exempt-mobile” disabled_on=”off|off|on” _builder_version=”4.16″ border_radii=”on|10px|10px|10px|10px” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.16″ header_2_font=”|600|||||||” header_2_font_size=”32px” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|tablet” custom_margin=”||10px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]Exempt & Non-Exempt Audits[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Over the last several years the US Department of Labor has increased its efforts to audit employers, including churches, for compliance with the Fair Labor Standards Act (FLSA). If your church was audited and found to be out of compliance, you could be subject to significant penalties and fines.[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]Essentially, “exempt” positions are excluded from minimum wage, overtime regulations, and other rights and protections afforded nonexempt workers. Employers must pay a specified salary rather than an hourly wage for a position for it to be exempt, as well as meet specific duties requirements.[/et_pb_text][et_pb_text _builder_version=”4.16″ custom_margin=”||20px||false|false” global_colors_info=”{}”]On the other hand, “non-exempt” employees are not exempt from FLSA requirements. We know that navigating the Exempt/Non-Exempt Classification in the church world can be sticky – but we’re here to help.[/et_pb_text][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#800020″ custom_padding=”||||false|false” custom_css_main_element=”z-index:9;” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ make_equal=”on” _builder_version=”4.16″ custom_padding=”||||false|false” custom_css_main_element=”align-items: center;” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://churchhrnetwork.com/wp-content/uploads/2021/12/image-help.png” title_text=”image-help” _builder_version=”4.16″ global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_text_color=”#ffffff” header_2_font=”|600|||||||” header_2_text_color=”#ffffff” header_2_font_size=”32px” custom_margin=”||20px||false|false” header_2_font_size_tablet=”” header_2_font_size_phone=”30px” header_2_font_size_last_edited=”on|desktop” global_colors_info=”{}”]We’re Here to Help[/et_pb_text][et_pb_text _builder_version=”4.16″ text_text_color=”#FFFFFF” custom_margin=”||20px||false|false” global_colors_info=”{}”]There are many aspects of Human Resources that uniquely apply in a faith-based setting, which is why it’s so important to understand the risks involved with compliance and avoid jeopardizing your faith-based protections and exemptions.[/et_pb_text][et_pb_text _builder_version=”4.16″ text_text_color=”#FFFFFF” custom_margin=”||||false|false” global_colors_info=”{}”]It’s essential to ensure your organization is complying with FLSA laws and regulations, especially when it comes to employees; and that’s where we come in.[/et_pb_text][et_pb_code _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]  Book a Free Discovery Call 	Ask a Question [/et_pb_code][/et_pb_column][/et_pb_row][/et_pb_section]

---

## HR 360 Membership
URL: https://churchhrnetwork.com/product/hr-360-membership/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.



HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

For more information, download our informational PDF

---

## HR on-call add-on
URL: https://churchhrnetwork.com/product/hr-on-call-add-on/



---

## DISCOUNT – HR 360 Membership 16-25 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-16-25-employees-discounted/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.



HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## DISCOUNT – HR 360 Membership 301-500 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-301-500-employees-discounted/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## DISCOUNT – HR 360 Membership 151-300 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-151-300-employees-discounted/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## DISCOUNT – HR 360 Membership 61-150 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-61-150-employees-discounted/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## DISCOUNT – HR 360 Membership 41-60 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-41-60-employees-discounted/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## DISCOUNT – HR 360 Membership 26-40 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-26-40-employees-discounted/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## DISCOUNT – HR 360 Membership 0-5 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-0-5-employees-discounted/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## HR 360 Membership 301-500 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-301-500-employees/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## HR 360 Membership 151-300 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-151-300-employees/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## HR 360 Membership 61-150 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-61-150-employees/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## HR 360 Membership 41-60 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-41-60-employees/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## HR 360 Membership 26-40 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-26-40-employees/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## HR 360 Membership 16-25 employees
URL: https://churchhrnetwork.com/product/hr-360-membership-16-25-employees/

As the exclusive HR support pillar for your organization, Church HR Network acts as your go-to for all of your urgent and complex HR needs.

Whether you have 5 full-time equivalent employees or 150, we can help. Our tiered Membership pricing makes this service an affordable option for faith-based organizations of all sizes, ensuring you receive the HR assistance you need.


HR 360 members will get exclusive access to:

 	Training sessions with certifications
 	Essential documents – including forms, templates, opinion letters, job descriptions and much more
 	HR On-Call (Dedicated Team for HR)



How HR 360 will help your faith-based organization:
We are deeply involved in the ministry personally, so we are truly passionate about guiding churches and faith-based organizations through the unique HR challenges that they face today.

That’s why our HR 360 Membership is designed to offer support when you need it – and that you’ll always have a team available when problems or conflicts arise.

---

## Performance Management Training
URL: https://churchhrnetwork.com/courses/performance-management-training/



---

## Mandated Reporter Training for Schools K-12 (CA only)
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/



---

## Trip & Fall Hazards
URL: https://churchhrnetwork.com/courses/trip-fall-hazards/



---

## Reporting Workplace Hazards
URL: https://churchhrnetwork.com/courses/reporting-workplace-hazards/



---

## Volatile Situations
URL: https://churchhrnetwork.com/courses/volatile-situations/



---

## Suspicious Persons
URL: https://churchhrnetwork.com/courses/suspicious-persons/



---

## The Ins and Outs of Personnel Files
URL: https://churchhrnetwork.com/courses/the-ins-and-outs-of-personnel-files/



---

## Conducting a Site Vulnerability Assessment of your Campus
URL: https://churchhrnetwork.com/courses/conducting-a-site-vulnerability-assessment-of-your-campus/



---

## Harassment Prevention Training (All States Other than CA)
URL: https://churchhrnetwork.com/courses/anti-harassment-states-outside-of-ca/



---

## Recruiting Employees for Faith-Based Organizations
URL: https://churchhrnetwork.com/courses/recruiting-employees-for-faith-based-organizations/



---

## SECA vs. FICA Training
URL: https://churchhrnetwork.com/courses/124188/



---

## Don’t Waive Your Ministry’s Statutory Protections Training
URL: https://churchhrnetwork.com/courses/124182/



---

## Ministry Press Relations
URL: https://churchhrnetwork.com/courses/ministry-press-relations/



---

## The Art of De-escalation & Diffusion
URL: https://churchhrnetwork.com/courses/the-art-of-de-escalation-diffusion/



---

## The Art of Interacting with Persons with Mental Illness
URL: https://churchhrnetwork.com/courses/the-art-of-interacting-with-persons-with-mental-illness/



---

## The Art of Managing Critical Incidents
URL: https://churchhrnetwork.com/courses/the-art-of-managing-critical-incidents/



---

## The Art of Observation
URL: https://churchhrnetwork.com/courses/the-art-of-observation/



---

## Travel Time for Non-Exempt Employees Training
URL: https://churchhrnetwork.com/courses/124190/



---

## Ministry Volunteers Training
URL: https://churchhrnetwork.com/courses/124186/



---

## Leadership Selection Process Training
URL: https://churchhrnetwork.com/courses/124184/



---

## Advanced Child Protection Training (for all states)
URL: https://churchhrnetwork.com/courses/child-protection-training/

← Back to Courses

---

## Hiring Red-Flags
URL: https://churchhrnetwork.com/courses/124180-2/



---

## Interns Training
URL: https://churchhrnetwork.com/courses/124180/



---

## Spanish Mandated Reporter Training (CA only)
URL: https://churchhrnetwork.com/courses/spanish-mandated-reporter-training/



---

## Mandated Reporter Training (CA only)
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-2/



---

## Mandated Reporter Training K-12 – Lesson 11
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-11/



---

## Mandated Reporter Training K-12 – Lesson 10
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-10/



---

## Mandated Reporter Training K-12 – Lesson 9
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-9/



---

## Mandated Reporter Training K-12 – Lesson 8
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-8/



---

## Mandated Reporter Training K-12 – Lesson 7
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-7/



---

## Mandated Reporter Training K-12 – Lesson 6
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-6/



---

## Lesson
URL: https://churchhrnetwork.com/lessons/lesson-8/



---

## Mandated Reporter Training K-12 – Lesson 5
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-5/



---

## Mandated Reporter Training K-12 – Lesson 4
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-4/



---

## Lesson
URL: https://churchhrnetwork.com/lessons/lesson-7/



---

## Mandated Reporter Training K-12 – Lesson 3
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-3/



---

## Mandated Reporter Training K-12 – Lesson 2
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-2/



---

## Mandated Reporter Training K-12 – Lesson 1
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-1/



---

## Lesson
URL: https://churchhrnetwork.com/lessons/lesson-4/



---

## Suspicious Persons – Lesson 1
URL: https://churchhrnetwork.com/courses/suspicious-persons/lessons/suspicious-persons-lesson-1/



---

## Trip & Fall Hazards – Lesson 1
URL: https://churchhrnetwork.com/courses/trip-fall-hazards/lessons/trip-fall-hazards-lesson-1/



---

## Reporting Workplace Hazards – Lesson 1
URL: https://churchhrnetwork.com/courses/reporting-workplace-hazards/lessons/reporting-workplace-hazards-lesson-1/



---

## Volatile Situations – Lesson 1
URL: https://churchhrnetwork.com/courses/volatile-situations/lessons/volatile-situations-lesson-1/



---

## Colorado FAMLI Part 6
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-6/



---

## Colorado FAMLI Part 5
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-5/



---

## Colorado FAMLI Part 4
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-4/



---

## Colorado FAMLI Part 3
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-3/



---

## Colorado FAMLI Part 2
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-2/



---

## Colorado FAMLI Part 1
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-1/



---

## Conducting SVA Final Quiz
URL: https://churchhrnetwork.com/courses/conducting-a-site-vulnerability-assessment-of-your-campus/lessons/conducting-sva-final-quiz/



---

## Mandated Reporter Training K-12 – Part 10
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-10/topic/mandated-reporter-training-k-12-part-10/



---

## Mandated Reporter Training K-12 – Part 9
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-9/topic/mandated-reporter-training-k-12-part-9/



---

## Mandated Reporter Training K-12 – Part 8
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-8/topic/mandated-reporter-training-k-12-part-8/



---

## Mandated Reporter Training K-12 – Part 7
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-7/topic/mandated-reporter-training-k-12-part-7/



---

## Mandated Reporter Training K-12 – Part 6
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-6/topic/mandated-reporter-training-k-12-part-6/



---

## Mandated Reporter Training K-12 – Part 5
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-5/topic/mandated-reporter-training-k-12-part-5/



---

## Mandated Reporter Training K-12 – Part 4
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-4/topic/mandated-reporter-training-k-12-part-4/



---

## Mandated Reporter Training K-12 – Part 3
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-3/topic/mandated-reporter-training-k-12-part-3/



---

## Mandated Reporter Training K-12 – Part 2
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-2/topic/mandated-reporter-training-k-12-part-2/



---

## Mandated Reporter Training K-12 – Part 1
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-1/topic/mandated-reporter-training-k-12-part-1/



---

## Mandated Reporter Training K-12 – Final Test
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-11/topic/mandated-reporter-training-k-12-final-test/



---

## Mandated Reporter Training K-12 – Quiz 10
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-10/topic/mandated-reporter-training-k-12-quiz-10/



---

## Mandated Reporter Training K-12 – Quiz 9
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-9/topic/mandated-reporter-training-k-12-quiz-9/



---

## Mandated Reporter Training K-12 – Quiz 8
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-8/topic/mandated-reporter-training-k-12-quiz-8/



---

## Mandated Reporter Training K-12 – Quiz 7
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-7/topic/mandated-reporter-training-k-12-quiz-7/



---

## Mandated Reporter Training K-12 – Quiz 6
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-6/topic/mandated-reporter-training-k-12-quiz-6/



---

## Topic
URL: https://churchhrnetwork.com/topic/topic-12/



---

## Topic
URL: https://churchhrnetwork.com/topic/topic-11/



---

## Mandated Reporter Training K-12 – Quiz 5
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-5/topic/mandated-reporter-training-k-12-quiz-5/



---

## Topic
URL: https://churchhrnetwork.com/topic/topic-8/



---

## Mandated Reporter Training K-12 – Quiz 4
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-4/topic/mandated-reporter-training-k-12-quiz-4/



---

## Mandated Reporter Training K-12 – Quiz 3
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-3/topic/mandated-reporter-training-k-12-quiz-3/



---

## Mandated Reporter Training K-12 – Quiz 2
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-2/topic/mandated-reporter-training-k-12-quiz-2/



---

## Topic
URL: https://churchhrnetwork.com/topic/topic-10/



---

## Mandated Reporter Training K-12 – Quiz 1
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-1/topic/mandated-reporter-training-k-12-quiz-1/



---

## Ministry Volunteers Quiz
URL: https://churchhrnetwork.com/courses/124186/lessons/124232/topic/124486/quizzes/124174/



---

## Mandated Reporter Training K-12 – Quiz 1
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-1/topic/mandated-reporter-training-k-12-quiz-1/quizzes/mandated-reporter-training-k-12-quiz-1-2/



---

## Mandated Reporter Training K-12 – Final Test
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-11/topic/mandated-reporter-training-k-12-final-test/quizzes/mandated-reporter-training-k-12-final-test/



---

## Mandated Reporter Training K-12 – Quiz 10
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-10/topic/mandated-reporter-training-k-12-quiz-10/quizzes/mandated-reporter-training-k-12-quiz-10/



---

## Mandated Reporter Training K-12 – Quiz 9
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-9/topic/mandated-reporter-training-k-12-quiz-9/quizzes/mandated-reporter-training-k-12-quiz-9/



---

## Mandated Reporter Training K-12 – Quiz 8
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-8/topic/mandated-reporter-training-k-12-quiz-8/quizzes/mandated-reporter-training-k-12-quiz-8/



---

## Mandated Reporter Training K-12 – Quiz 7
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-7/topic/mandated-reporter-training-k-12-quiz-7/quizzes/mandated-reporter-training-k-12-quiz-7/



---

## Mandated Reporter Training K-12 – Quiz 6
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-6/topic/mandated-reporter-training-k-12-quiz-6/quizzes/mandated-reporter-training-k-12-quiz-6/



---

## Mandated Reporter Training K-12 – Quiz 5
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-5/topic/mandated-reporter-training-k-12-quiz-5/quizzes/mandated-reporter-training-k-12-quiz-5/



---

## Mandated Reporter Training K-12 – Quiz 4
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-4/topic/mandated-reporter-training-k-12-quiz-4/quizzes/mandated-reporter-training-k-12-quiz-4/



---

## Mandated Reporter Training K-12 – Quiz 3
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-3/topic/mandated-reporter-training-k-12-quiz-3/quizzes/mandated-reporter-training-k-12-quiz-3/



---

## Mandated Reporter Training K-12 – Quiz 2
URL: https://churchhrnetwork.com/courses/mandated-reporter-training-for-schools-k-12-ca-only/lessons/mandated-reporter-training-k-12-lesson-2/topic/mandated-reporter-training-k-12-quiz-2/quizzes/mandated-reporter-training-k-12-quiz-2/



---

## Quiz
URL: https://churchhrnetwork.com/quizzes/quiz-5/



---

## Quiz
URL: https://churchhrnetwork.com/quizzes/quiz-4/



---

## Mandated Reporter Training K-12 – Quiz 1
URL: https://churchhrnetwork.com/quizzes/mandated-reporter-training-k-12-quiz-1/



---

## Reporting Workplace Hazards – Quiz
URL: https://churchhrnetwork.com/courses/reporting-workplace-hazards/lessons/reporting-workplace-hazards-lesson-1/topic/reporting-workplace-hazards-quiz/quizzes/reporting-workplace-hazards-quiz/



---

## Suspicious Persons – Quiz
URL: https://churchhrnetwork.com/courses/suspicious-persons/lessons/suspicious-persons-lesson-1/topic/suspicious-persons-quiz/quizzes/suspicious-persons-quiz/



---

## Trip & Fall Hazards – Quiz
URL: https://churchhrnetwork.com/courses/trip-fall-hazards/lessons/trip-fall-hazards-lesson-1/topic/trip-fall-hazards-quiz/quizzes/trip-fall-hazards-quiz/



---

## Hiring Red-Flags Quiz
URL: https://churchhrnetwork.com/courses/124180-2/lessons/hiring-red-flags-lesson-1/topic/hiring-red-flags-2/quizzes/hiring-red-flags-quiz/



---

## Volatile Situations Quiz
URL: https://churchhrnetwork.com/courses/volatile-situations/lessons/volatile-situations-lesson-1/topic/volatile-situations-quiz/quizzes/volatile-situations-quiz/



---

## Colorado FAMLI Quiz 2
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-2/topic/colorado-famli-quiz-2/quizzes/colorado-famli-quiz-2/



---

## The Ins and Outs of Personnel Files – Quiz 3
URL: https://churchhrnetwork.com/courses/the-ins-and-outs-of-personnel-files/lessons/the-ins-and-outs-of-personnel-files-part-3/topic/the-ins-and-outs-of-personnel-files-quiz-3/quizzes/the-ins-and-outs-of-personnel-files-quiz-3/



---

## Colorado FAMLI Quiz 6
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-6/topic/colorado-famli-quiz-6/quizzes/colorado-famli-quiz-6/



---

## Colorado FAMLI Quiz 5
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-5/topic/colorado-famli-quiz-5/quizzes/colorado-famli-quiz-5/



---

## Colorado FAMLI Quiz 4
URL: https://churchhrnetwork.com/courses/colorado-famli-understanding-family-and-medical-leave-insurance/lessons/colorado-famli-part-4/topic/colorado-famli-quiz-4/quizzes/colorado-famli-quiz-4/



---

## Church HR Certificate V2 – Annual
URL: https://churchhrnetwork.com/certificates/church-hr-certificate-v2-annual/

Certificate of Completion
 
has successfully completed the

on 
This certificate will expire one year from completion
Compliant with SB848

---

## Church HR Mandated Reporter Certificate
URL: https://churchhrnetwork.com/certificates/church-hr-mandated-reporter-certificate-2/

Certificate of Completion
 
has successfully completed the
Mandated Reporter Training
on 
This certificate will expire two years from completion

---

## Church HR Certificate Expiration – 2 years
URL: https://churchhrnetwork.com/certificates/church-hr-certificate-pdf-2/

Certificate of Completion
 
has successfully completed the

on 
This certificate will expire two years from completion

---

## Church HR Certificate V2
URL: https://churchhrnetwork.com/certificates/church-hr-certificate-duplicate/

Certificate of Completion
 
has successfully completed the

on

---

## Church HR Certificate Expiration #2
URL: https://churchhrnetwork.com/certificates/church-hr-certificate-pdf/

Certificate of Completion

has successfully completed the

---

## Church HR Certificate
URL: https://churchhrnetwork.com/certificates/church-hr-certificate/

Certificate of Completion

 
has successfully completed the

on

---

## Whittier Area Community Church – Whittier CA
URL: https://churchhrnetwork.com/groups/whittier-area-community-church/



---

## Altamont Bible Church – Livermore, CA
URL: https://churchhrnetwork.com/groups/altamont-bible-church-livermore-ca/



---

## Valley Bible Church – Pleasanton CA
URL: https://churchhrnetwork.com/groups/group-39670/



---

## West Valley Presbyterian Church – San Jose, CA
URL: https://churchhrnetwork.com/groups/west-valley-presbyterian-church-san-jose-ca/



---

## Grace River City Church – Sacramento, CA – CSBC
URL: https://churchhrnetwork.com/groups/grace-river-city-church-sacramento-ca/



---

## Bethany Slavic Missionary Church – Sacramento, CA
URL: https://churchhrnetwork.com/groups/bethany-slavic-missionary-church-inc-sacramento-ca/



---

## Church of the Nazarene – Sacramento CA District Office – NAZSAC
URL: https://churchhrnetwork.com/groups/group-59433/



---

## Vinewood Community Church – Lodi CA
URL: https://churchhrnetwork.com/groups/praise-center-church/



---

## Resurrection Lutheran Church – Redondo Beach CA (Sub on hold – CC update needed)
URL: https://churchhrnetwork.com/groups/resurrection-lutheran-church/



---

## Triumphant Life Camp – Eureka CA (Sub on hold – CC update needed)
URL: https://churchhrnetwork.com/groups/group-39917/



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## Desert Reign Assembly of God – Downey CA (Sub on hold)
URL: https://churchhrnetwork.com/groups/group-56917/



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## Destiny Christian Fellowship – Fremont, CA (sub on hold)
URL: https://churchhrnetwork.com/groups/destiny-christian-fellowship-fremont-ca/



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## Crenshaw Christian Center – Los Angeles CA – Expired 02.17.2026
URL: https://churchhrnetwork.com/groups/group-9019/



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## South Pointe Church – Abilene, TX – Expired 02.17.2026
URL: https://churchhrnetwork.com/groups/south-pointe-church-abilene-tx/



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## Oroville Church of the Nazarene – Oroville CA – NAZSAC
URL: https://churchhrnetwork.com/groups/group-16763/



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## Wilmington Church of Christ – Wilmington, OH – Cancelled 02.09.2026
URL: https://churchhrnetwork.com/groups/wilmington-church-of-christ-wilmington-oh/



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## Buddhist Churches of America (Headquarters) – San Francisco, CA – Expired 02.16.2026
URL: https://churchhrnetwork.com/groups/buddhist-churches-of-america-san-francisco-ca/



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## Heritage Baptist Church & Academy – Antioch CA – Cancelled 01.26.2026
URL: https://churchhrnetwork.com/groups/group-23891/



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## Calvary Chapel – Yorba Linda CA (Cancelled 11/6/25)
URL: https://churchhrnetwork.com/groups/group-39633/



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## Calvary Chapel – Mission Viejo CA (Cancelled 2.05.26)
URL: https://churchhrnetwork.com/groups/group-37124/



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## Calvary Chapel – Costa Mesa CA (Cancelled 10.29.22)
URL: https://churchhrnetwork.com/groups/calvary-chapel-costa-mesa/



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## American Lutheran Church – Filley NE – Lightwell (Cancelled 1.15.26)
URL: https://churchhrnetwork.com/groups/american-lutheran-church-filley-ne/



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## Kingdom Builders International Ministries – Newport Beach, CA
URL: https://churchhrnetwork.com/groups/kingdom-builders-international-ministries-inc-newport-beach-ca/



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## Vancouver Church – Vancouver WA – Cancelled 02.11.2026
URL: https://churchhrnetwork.com/groups/group-61817/



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## Dunlap Bible Fellowship – Renton WA – Cancelled 02.08.2026
URL: https://churchhrnetwork.com/groups/141219/



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## ChurchWest Virtual
URL: https://churchhrnetwork.com/venue/churchwest-virtual/



---

## Church HR Virtual
URL: https://churchhrnetwork.com/venue/church-hr-virtual/



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## ChurchWest
URL: https://churchhrnetwork.com/organizer/churchwest/



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## Church HR Network
URL: https://churchhrnetwork.com/organizer/church-hr-network/



---

## Video Popup
URL: https://churchhrnetwork.com/?post_type=popup&p=58667

Full Strength Network Supports Ministry Leaders
Learn about our partner Full Strength Network and their mission to help ministry leaders thrive.


More About Full Strength Network

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## Maintenance
URL: https://churchhrnetwork.com/?post_type=popup&p=21378

Our site is currently under maintenance. Thank you for your patience.

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## PDP – Learn More
URL: https://churchhrnetwork.com/?post_type=popup&p=2228

How to Calculate Your Number of Full-Time Equivalents (FTE)

First look at all part-time employees your organization has and add up the average total number of part-time hours worked per week. This includes even “very part-time” employees like childcare workers and Sunday musicians.
Divide the total number by 40. If that answer renders a partial amount, round up.
Add that number to the number of full-time employees your organization has.
That total is your FTE.


Still unsure? Call us at 1-888-807-CHRN (2476)

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## Example: Auto-opening announcement popup
URL: https://churchhrnetwork.com/?post_type=popup&p=2227

You can see how this popup was set up in our step-by-step guide: https://wppopupmaker.com/guides/auto-opening-announcement-popups/

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## HR 360 Beta Signup
URL: https://churchhrnetwork.com/?post_type=popup&p=890



---

## Example: Auto-opening announcement popup
URL: https://churchhrnetwork.com/?post_type=popup&p=889

You can see how this popup was set up in our step-by-step guide: https://wppopupmaker.com/guides/auto-opening-announcement-popups/

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## Default Theme
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=881



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## Light Box
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=882



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## Enterprise Blue
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=883



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## Hello Box
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=884



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## Cutting Edge
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=885



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## Framed Border
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=886



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## Floating Bar – Soft Blue
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=887



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## Content Only – For use with page builders or block editor
URL: https://churchhrnetwork.com/?post_type=popup_theme&p=888



---

## SB 683 Use of Likeness Consent Form
URL: https://churchhrnetwork.com/news-articles/documents/use-of-likeness-consent-form/



---

## Injury & Illness Prevention Plan (IIPP) with Workplace Violence Prevention Plan (WVPP), Indoor Heat Illness Prevention Plan (IHIPP), and Outdoor Heat Illness Prevention Plan (OHIPP)
URL: https://churchhrnetwork.com/news-articles/documents/injury-and-illness-prevention-plan-iipp-with-workplace-violence-prevention-plan-wvpp/



---

## SB 294 Emergency Contacts List (CA)
URL: https://churchhrnetwork.com/news-articles/documents/emergency-contacts-list-sb-294/



---

## Know Your Rights Notice (CA)
URL: https://churchhrnetwork.com/news-articles/documents/know-your-rights-notice-ca/



---

## Employment Application Form
URL: https://churchhrnetwork.com/news-articles/documents/employment-application/



---

## Child Wellness Body Diagram
URL: https://churchhrnetwork.com/news-articles/documents/child-wellness-body-chart/



---

## Legal Posting & Pamphlet Time-of-Hire Acknowledgments
URL: https://churchhrnetwork.com/news-articles/documents/legal-posting-pamphlet-time-of-hire-acknowledgments/



---

## Emergency Operations Plan (EOP) for Schools Associated With Ministries (All States) SB 848-Complaint
URL: https://churchhrnetwork.com/news-articles/documents/emergency-operations-plan-eop-for-schools-associated-with-ministries-all-states/



---

## Emergency Operations Plan (EOP) for Ministries With No School (All States)
URL: https://churchhrnetwork.com/news-articles/documents/emergency-operations-plan-eop-template-all-states/



---

## B&P §18975/AB 506 Quick-Start Compliance Guide (CA)
URL: https://churchhrnetwork.com/news-articles/documents/ca-live-scan-compliance-quick-start-guide/



---

## Offer Letter Sample (All States)
URL: https://churchhrnetwork.com/news-articles/documents/offer-letter-sample-all-states/



---

## State Leave & Anti-Discrimination Tracker
URL: https://churchhrnetwork.com/news-articles/documents/state-leave-anti-discrimination-tracker/



---

## New Hire Checklist
URL: https://churchhrnetwork.com/news-articles/documents/new-hire-checklist-2/



---

## Ministerial Exception Checklist
URL: https://churchhrnetwork.com/news-articles/documents/ministerial-exception-checklist-2/



---

## Mandated Reporter Policy (CA)
URL: https://churchhrnetwork.com/news-articles/documents/ca-mandated-reporter-policy/



---

## AB 495 (Family Preparedness Plan Act of 2025) Checklist (CA)
URL: https://churchhrnetwork.com/news-articles/documents/ab-495-family-preparedness-plan-act-of-2025-checklist-ca/



---

## SB 848 Egregious Misconduct List of Offenses (CA)
URL: https://churchhrnetwork.com/news-articles/documents/sb-848-egregious-misconduct-list-of-offenses-ca/



---

## SB 848 Private Schools Checklist (CA)
URL: https://churchhrnetwork.com/news-articles/documents/sb-848-private-schools-checklist-ca/



---

## Ministry Family Leave (CA)
URL: https://churchhrnetwork.com/news-articles/documents/ministry-family-leave-ca/



---

## Sick Leave Policy (CA)
URL: https://churchhrnetwork.com/news-articles/documents/ca-sick-leave-policy/



---

## Emergency Contact List
URL: https://churchhrnetwork.com/news-articles/documents/emergency-contact-list/



---

## Live Scan Audit FAQs (CA)
URL: https://churchhrnetwork.com/news-articles/documents/live-scan-audit-faqs-ca/



---

## Live Scan FAQs (CA)
URL: https://churchhrnetwork.com/news-articles/documents/ca-live-scan-faqs/



---

## 2026 Minimum Wage by State
URL: https://churchhrnetwork.com/news-articles/documents/2026-minimum-wage-by-state/



---

## Elder Board Evaluation for Elders
URL: https://churchhrnetwork.com/news-articles/documents/elder-board-evaluation-for-elders/



---

## Quick Tip: Exempt vs Non-Exempt CA
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-exempt-vs-non-exempt/



---

## Quick Tip: Understanding Anti-Discrimination Laws
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-understanding-anti-discrimination-laws/



---

## Quick Tip: FEMA Non-Profit Security Grant Program
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-fema-non-profit-security-grant-program/



---

## Quick Tip: Understanding Site Vulnerability Assessments
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-understanding-site-vulnerability-assessments/



---

## Quick Tip: The Importance of Employee Handbooks
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-the-importance-of-employee-handbooks/



---

## Quick Tip: Mass Casualty Incident Kits
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-mass-casualty-incident-kits/



---

## Quick Tip: Communicating Sensitive Safety & Security Information
URL: https://churchhrnetwork.com/news-articles/videos/quick-tips-communicating-sensitive-safety-security-information/



---

## Quick Tip: Incident Command
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-incident-command/



---

## Quick Tip: The Ministerial Exception
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-the-ministerial-exception/



---

## Quick Tip: Harassment & Bullying
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-harassment-bullying/



---

## Quick Tip: Emergency Reference Cards
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-emergency-reference-cards/



---

## Quick Tips: A Healthy HR Team
URL: https://churchhrnetwork.com/news-articles/videos/quick-tips-a-healthy-hr-team/



---

## Quick Tip: Sexual Misconduct Incidents
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-sexual-misconduct-incidents/



---

## Quick Tip: Privacy in Employment
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-privacy-in-employment/



---

## Quick Tip: FLSA in Arizona
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-flsa-in-arizona/



---

## Quick Tip: Report Writing
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-report-writing/



---

## Quick Tip: California Live Scan vs. Background Checks
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-california-live-scan-vs-background-checks/



---

## Quick Tip: Equal Wages in Arizona
URL: https://churchhrnetwork.com/news-articles/videos/equal-wages-in-arizona/



---

## Quick Tip Bomb Threat Response
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-bomb-threat-response/



---

## Quick Tip: Performance Management
URL: https://churchhrnetwork.com/news-articles/videos/quick-tip-performance-management/



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