There are significant new regulations coming about the hiring and compensation of employees that may well be beyond the ability of smaller UU congregations to handle.
One area of new regulation is the use of overtime. In order to declare an employee exempt from the overtime requirements of the Fair Labor Standards Act, the position must meet certain requirements. Those requirements are being tightened, both in terms of overall salary and job definition. The practice of treating some church staff as exempt or salaried employees, paid a certain amount regardless of the number of hours they worked, will be harder to do within the law.
It's all fiendishly complicated, of course, and that is the point of this story. All but the largest of our congregations do not have professional Human Resources personnel on their staff. Richard Nugent of the Office of Church Staff Finances thinks that many of our congregation are not in compliance with labor law already. And in our smallest congregations, these matters are handled by part-term administrative staffs, supervised by volunteer treasurers.
The economic sustainability of our ministries (in the broadest sense) depends on the infrastructure to collect revenue and to legally employ people in an increasingly regulated labor market. Our polity as a religious movement has distributed that infrastructure down to our smallest operating units -- the local congregation.
I don't think that that arrangement is going to work much longer.