When deacons and deaconesses take it upon themselves to make church repairs, the Church becomes exposed should a parishioner or an invitee get injured because the repair work was poorly done. How can you minimize this exposure? Hire an independent contractor.
Florida law provides that a landowner who hires an independent contractor to make property repairs is typically not liable should someone get injured as a result of poor workmanship by the independent contractor. Additionally, should a person on the Church property be injured while the independent contractor is performing the repairs, the Church will typically not be responsible for the injury (i.e. a ladder falls and injures someone during roof repairs).
Hiring an independent contractor sounds easy: Find a contractor who does the needed repairs and hire that person to do the work. Most of the time, it is this simple. But where property owners get themselves into trouble and lose the protection of the law regarding independent contractors is in the area of “control”. If the Church is exercising sufficient control and direction over how the contractor performs the repairs, the contractor can lose the status of independent contractor, making the Church liable for the contractor’s negligence.
What is “control” over the actions of a contractor that could undermine the protections afforded with respect to independent contractors? Instructing the contractor on how to perform the repair work can be a big problem for a landowner. Setting the scope of work is not a problem and is expected of a landowner hiring an independent contractor. However, exercising control over how the work is performed by dictating the method and manner of performing the repair is just the type of control that can destroy the protection afforded a landowner hiring an independent contractor. This control piece underscores why it is unwise to simply have a Church volunteer do the work, and then pay the volunteer some monies for their time. The question of whether the Church was controlling the actions of the volunteer will exist, regardless of the fact that the volunteer was paid. A best practice is to formally hire by way of written contract the person or entity who is doing the work, establishing in the contract the fact that the laborer is an independent contractor. GrayRobinson can help you craft these contracts, and can review for accuracy a contractor’s proposed contract.
Volunteer service is a big part of a Church community. However, when it comes to repairs, the best practice is to hire an independent contractor, and then stay out of the contractor’s way when the repairs are being performed.
It happens all too often. In the middle of bible study the Church Elder is called away to assist a parishioner’s guest who has fallen on the church’s property. Whatever the cause of the fall, if the guest is hurt, chances are there will soon be a demand letter from an attorney blaming the church for the injury and seeking money damages. Is the church responsible to protect the guest? And if so, what are some good practice guidelines that can help avoid future falls?
During the hours when the religious organization is open to the public, the organization must exercise “reasonable care” to protect attendees from dangers that are known, or that should have been known, to exist on the property. The raised root in the parking lot that has been there for many months and that has caused parishioners to trip before should be removed immediately. The same goes for the large pothole in the parking lot, or the visible air vent leak; both conditions are known, or should be known to the organization, and must be remedied quickly.
What is reasonable care? Reasonable care is what a reasonable person would do under the circumstances to fix the danger. A reasonable person removes the root, fills the pothole and fixes the leak as soon as she identifies the danger.
Good practice dictates that a religious organization designate a person, or persons, who are responsible for ensuring the property is safe. Set clear policies for how that person or persons inspect the property on a regular basis, and how identified dangers are fixed. A slow leak from a pipe that is causing a carpet to become damp and slippery may not be obvious to the casual observer. But a regular inspection of the carpet will reveal this dangerous condition and allow the organization to fix the danger before an injury occurs. Remember, even though a dangerous condition might not be open and obvious to the organization, if the danger would have been known to the organization through a careful inspection, the organization will be responsible for injuries resulting from the danger. Routine property inspections will prevent hidden dangers from lingering, and should substantially reduce (if not eliminate) the number of avoidable falls.
Once the organization has a policy in place for regular inspections, make sure the policy is followed. A policy that requires routine inspections is useless if inspections do not timely take place. Attorneys bringing a claim on behalf of an injured guest will capitalize on an organization’s failure to follow its own policies.
Attention to the condition of a religious organization’s property, coupled with a timely response to located dangers, will substantially reduce exposures to the organization.
Fundamental to the constitutional rights of every citizen of the United States is the First Amendment right to freely exercise religious beliefs without court intervention. A product of this fundamental right is the right of a religious organization to hire and fire clergy without court intervention. Therefore, employment decisions concerning selection, hiring and firing of clergy type employees have been insulated from attacks in court. This is a powerful tool for religious organizations in that it protects the decision-making process from possible judicial second guessing as to who is fit to minister to a church’s parishioners.
What is surprising about the scope of this principle of law (often termed the “ministerial exception”) is that it does not solely apply to ordained ministers, or other ordained type clergy. Rather, courts have applied this First Amendment protection to employment decision concerning employees whose job duties include advancing a religious organization’s ideals and principles. By way of example, terminated school principals and choir directors, whose duties included advancing religious organizations’ beliefs, have been precluded from suing their religious employer for alleged wrongful termination. What is important for religious organizations to understand is who does, and who does not constitute clergy so that a religious organization making employment decisions can understand when their employment decisions will be protected by the First Amendment.