1. The nature of the musician's role:
If the musician is a full-time employee of the church, a contract may be more appropriate. However, if they are a volunteer or are only performing on a limited basis, a contract may not be necessary.
2. The church's policies and procedures:
Some churches may have policies and procedures in place that outline the terms of employment for musicians, including whether or not they should have a contract.
3. The musician's preferences:
The musician may have their own preferences about whether or not they want a contract. Some musicians may feel more comfortable having a written agreement in place, while others may prefer to work on a more informal basis.
If it is determined that a church musician should have a contract, there are several deductions that may need to be made. These deductions may include:
1. Income taxes:
Church musicians are typically considered employees and must pay income taxes on their earnings. The church is responsible for withholding income taxes from the musician's wages and submitting them to the government.
2. Social Security and Medicare taxes:
Church musicians must also pay Social Security and Medicare taxes on their earnings. The church is responsible for withholding these taxes from the musician's wages and submitting them to the government.
3. Health insurance premiums:
If the musician has health insurance, the church may deduct a portion of the premium from their wages.
4. Other deductions:
The church may also deduct other amounts from the musician's wages, such as union dues or contributions to a retirement plan.
It is important to note that the specific deductions that may be made from a church musician's wages may vary depending on the individual circumstances and the church's policies and procedures.