December 30, 2015

MinistryCPA Special Topic: Starting a WI Small Business

The State of Wisconsin launched a One Stop Business Portal to assist individuals in establishing a business in Wisconsin. The portal’s web address is www.openforbusinesswi.com. The portal walks the individual through the following steps.
  1. Entity Registration
  2. Business Tax Registration, which can include a seller’s permit and employee withholding tax number
  3. Unemployment Insurance Assessment

In addition, the website offers an Expanding Your Business page that reviews worker’s compensation requirements.

We have walked many clients through the process of starting a business, and the process can be a bit daunting to the client because of new terms, multiple registration websites, and lots of steps to complete the process. Maybe this Wisconsin portal is the beginning of a one-stop location to learn state requirements and to set up a new business.


December 21, 2015

2016 Standard Mileage Rates

The IRS issued the 2016 standard mileage rates. These rates for the use of a car (also vans, pickups or panel trucks) begin on January 1, 2016.
  • 54 cents per mile for business miles driven, down from 57.5 cents for 2015
  • 19 cents per mile driven for medical or moving purposes, down from 23 cents for 2015
  • 14 cents per mile driven in service of charitable organizations
More information is available on the IRS’s webpage.

December 17, 2015

Office-in-home Deduction for Overseas Missionary

Question:

I am a missionary overseas. I do not have an office at church, but I use a portion of my home as an office. What are the requirements for an Office in Home deduction?

Answer:

A home office qualifies for a deduction if the space is used “exclusively and regularly as your principal place of business” according to IRS Publication 587. In order to fulfill the exclusive use test, the office area must be limited to a separate and recognizable area that is limited only by business use. For example, if your wife and children use a desk in the corner of the living room for homeschooling and you use the same desk for ministry work, the entire living room office space is disqualified from the deduction since you partake in both personal and business use in the area. In order to fulfill the regular use test, the office space must be used on a consistent, regular basis. If the space is used only occasionally, it is disqualified from the deduction.

However, if the desk and additional office furniture, e.g., filing cabinet, is in the corner of your bedroom, and that area is used regularly and exclusively for ministry purposes, that area of your bedroom is deductible as a home office—however small the area truly is!

For further information on qualified home office deductions, refer to our prior blog postings:

Missionary Business Use of Home

“Exclusive Use Test” – Business Us of Home Deduction by a Minister Missionary

December 15, 2015

Church Commissioning a Missionary

Question:

What would constitute “duly commissioned” in the case of a church commissioning a missionary for ministerial service outside of the immediate context of the sending church? In addition, how is a commissioning substantiated to the IRS?

Answer:


Denomination polity differs on who is considered “duly ordained, commissioned, or licensed.” For example, Independent Baptist churches, in general, believe from a theological standpoint that only a local assembly of believers in Jesus Christ can recognize the call to the gospel ministry upon a qualified member of the church. The IRS has readily accepted this type of recognition as well. While the process of becoming ordained, commissioned, or licensed may differ, some churches do not differentiate between ordination, commissioning, or licensure for granting authority or recognizing a minister’s call to the gospel.

Missionaries are often ordained, commissioned, or licensed by a local church in anticipation of ministering outside of the sending church. Per IRS Publication 517, the minister must “have the authority to conduct religious worship, perform sacerdotal functions, and administer ordinances or sacraments according to the prescribed tenets and practices of that church or denomination.”

In addition, IRS Publication 517 states, “if a church or denomination ordains some ministers and licenses or commissions others, anyone licensed or commissioned must be able to perform substantially all the religious functions of an ordained minister to be treated as a minister for social security purposes.”

Whether a commissioned missionary is considered a minister for IRS tax purposes will be based upon the facts and circumstances of each denomination. Church documents (e.g., constitution, bylaws, certificates) are a good way to substantiate a commissioning to the IRS if requested or for purposes of opting out of social security (IRS Form 4361). In addition, a detailed job description of ministerial duties and responsibilities after commissioning may be helpful.

This response is a follow-up to the recent blog post, Commissioned Missionary and Housing Allowance.

December 11, 2015

Commissioned Missionary and Housing Allowance

Question:

I am a commissioned missionary of a local church. Do I qualify for a housing allowance tax exclusion?

Answer:

In order for any missionary or minister to qualify for a housing allowance, the individual must fit the IRS’s definition of a minister. Let’s review the qualifications of ministerial treatment as noted in the IRS’s Minister Audit Technique Guide.
Treas. Reg. § 1.1402(c)-5(b)(2) provides that service performed by a minister in the exercise of the ministry includes:

1. Ministration of sacerdotal functions;

2. Conduct of religious worship;

3. Control, conduct, and maintenance of religious organizations (including the religious boards, societies, and other integral agencies of such organizations), under the authority of a religious body constituting a church or denomination.

Treas. Reg. § 1.1402(c)-5(b)(2) also provides that whether service performed by a minister constitutes conduct of religious worship or ministration of sacerdotal functions depends on the tenets and practices of the particular religious body constituting the church or denomination.

Treas. Reg. § 1.107-1(a) also provides examples of specific services considered duties of a minister, including:

1. Performance of sacerdotal functions;

2. Conduct of religious worship;

3. Administration and maintenance of religious organizations and their integral agencies;

4. Performance of teaching and administrative duties at theological seminaries.

The duties performed by the individual are also important to the initial determination whether he or she is a duly ordained, commissioned, or licensed minister. Because religious disciplines vary in their formal procedures for these designations, whether an individual is “duly ordained, commissioned, or licensed” depends on these facts and circumstances.
Conclusion: A commissioned missionary qualifies for a minister’s housing allowance if he meets the IRS’s definition of a minister and performs services in the exercise of his ministry as noted above in Treasury Regulations Sections 1.107-1(a) and 1.1402(c)-5.

December 10, 2015

Proposed Change for Donor Written Acknowledgements

Question:

I recently attended a conference, and the speaker mentioned that donor social security numbers will need to be collected in the future. The social security numbers will then be included on donor contribution acknowledgements. Is this true?

Answer:

This is partly true. Published on September 17, 2015, the IRS issued proposed regulations for donee reporting. At the date of this blog posting, the regulations are still only proposed. In addition, if the regulations become final, the donee reporting with donor social security numbers will remain optional.

If a nonprofit chooses to use the optional donee reporting, the nonprofit will (1) file a specific-use form with the IRS by February 28 for contributions made in the prior calendar year and (2) provide a copy to the donor by the same February 28 date. The nonprofit will report on the IRS’s specific-use form all current required information (e.g., amount of cash, no goods or services disclosure) and the new required information: donor’s name, address, and social security number.

Rather than filing the IRS’s specific-use form, nonprofits may continue issuing the usual contemporaneous written donor acknowledgement after a donor contributes $250 or more, as currently required by the IRS under IRC Section 170(f)(8).

In our opinion, the proposed regulations if finalized and adopted by nonprofits will create a need to improve donor reporting processes and create a significant risk to both the nonprofit and the donor. First, the donor must be willing to trust the nonprofit with his or her social security number. Second, the nonprofit must have sufficient controls in place to protect the donor’s sensitive information. Most small nonprofits do not have checks and balances in place to protect such information.

August 26, 2015

Health Coverage and IRS Forms

Question:

I expect to have health insurance coverage for some or all of this year. What form(s) should I expect to receive in January?

Answer:

More than likely you will receive one or more Forms 1095-A, 1095-B, or 1095-C. You will use the Forms 1095 to report your Minimum Essential Coverage on your tax return. What forms you receive will depend on where you received health insurance coverage and on your size of employer.

  • You will receive Form 1095-A if you have coverage through the Federal or a State Marketplace.*
  • You will receive Form 1095-B if you receive coverage from your employer who has fewer than 50 full-time employees or if you self-purchased coverage through the individual insurance market (not the Marketplace).*
  • You will receive Form 1095-C if you receive coverage from your employer who has 50 or more full-time employees.*

You should receive your form(s) each year by January 31. But certain employers could request a 30-day extension.

Something to keep in mind… you could receive an alternative form(s) in lieu of the actual IRS Forms 1095. If you receive an alternative form, they will still meet IRS information requirements, but they may not look like a 1095.

*There are exceptions to what forms may be issued. If you are not sure, consult your tax professional or health insurance coverage provider.

June 25, 2015

1099-MISC Ministers and 403(b) Plans

Question:

I am treated as a 1099-MISC self-employed contractor by my U.S. mission agency. Should I consider establishing and contributing to a 403(b) retirement plan? Am I eligible? 

Answer:

This blog post will deal with the issue concerning a self-employed minister’s eligibility to establish a 403(b). Please bear with the very technical nature of this post.

Starting with IRS Publication 571, Tax-Sheltered Annuity Plans (403(b) Plans), we see two conflicting statements when taken at face value.

First Statement: “The following ministers are eligible employees for whom a 403(b) account can be established… Self-employed ministers. A self-employed minister is treated as employed by a tax-exempt organization that is a qualified employer.”

Second Statement: “Who Can Set Up a 403(b) Account? … A self-employed minister cannot set up a 403(b) account for his or her benefit. If you are a self-employed minister, only the organization (denomination) with which you are associated can set up an account for your benefit.”

How are these statements reconciled? According to Internal Revenue Code (IRC) Section 1.403(b)(8)(D), an eligible employer is a “minister described in section 414(e)(5)(A), but only with respect to a retirement income account established for the minister.” 

Per IRC Section 414(e)(5)(A)(i)(I), certain ministers may participate [in a church retirement plan]. These ministers include a “self-employed individual (within the meaning of section 401(c)(1)(B)).” A self-employed individual means an individual who has “earned income,” which is net earnings from employment.

Section 414(e)(5)(A)(ii) further reads that a self-employed minister as described in (i)(I) [as stated above] “shall be treated as employed by the minister’s own employer which is an organization described in section 501(c)(3) and exempt from tax under section 501(a).”

In layman’s terms, it appears that a self-employed minister is considered both the employee and employer for 403(b) plan purposes and should be eligible to establish the retirement plan.

April 24, 2015

Can I Deduct Travel Costs for a Mission Trip/Vacation?

Question:

How do I determine "significant personal time" when I am on a mission trip? Example: I travel overseas for a mission trip and work one week full-time for the mission. The next week, I explore and vacation in the area. As a charitable contribution, can I deduct any part of my airfare, lodging,  and food during the week I worked? Or have I lost the whole amount because I vacationed?

Answer:

Although the terms "significant personal time" in the question are not given specifically in IRS Publication 526, Charitable Contributions, the publication does describe when traveling costs are deductible for charitable purposes. Here is a quote from page 5 of the publication:
Generally, you can claim a charitable contribution deduction for travel expenses necessarily incurred while you are away from home performing services for a charitable organization only if there is no significant element of personal pleasure, recreation, or vacation in the travel.
However, the publication went on to say this:
The deduction for travel expenses will not be denied simply because you enjoy providing services to the charitable organization. Even if you enjoy the trip, you can take a charitable contribution deduction for your travel expenses if you are on duty in a genuine and substantial sense through the trip. However, if you have only nominal duties, or if for significant parts of the trip you do not have any duties (my emphasis), you cannot deduct your travel expenses.
So how does one determine if he or she had "significant parts of the trip" that were spent on personal pleasure? Well, Publication 526 does not give a black and white calculation. However, there are four example situations included in the publication that may help individuals work through the framework of the guideline. We encourage you to click on the link above and read each example.
 
In a quick search of tax resources, we found twenty four different court cases, IRS Revenue Rulings, and private letter rulings pertaining to this matter. Each situation portrayed a different answer depending on the facts and circumstances of each case. Individuals should contact their tax professional for guidance on this matter.

April 23, 2015

Midyear Housing Allowance Increase

Question:

A pastor has requested that the church increase his housing allowance for the rest of the year. Is it permissible for the church to change the pastor's housing allowance midyear?

Answer:

The minister's church or other qualified organization must designate the housing allowance pursuant to official action taken in advance of the payment. The new designation must be made prospectively, not retrospectively. In other words, the pastor can claim the new housing allowance designation only on the remaining pay periods of the year. 

There is often a prorated calculation that must take place when midyear housing allowance changes occur. Here is an example:

For 2015, Pastor Smith's salary is $48,000 ($4,000 per month). Of the $48,000, the church has designated a housing allowance of $12,000 ($1,000 per month). 

In June of 2015, Pastor Smith realizes that his actual housing expenses and the fair rental value of his home will far exceed $12,000 during the calendar year 2015, so he requests that the church increase his housing allowance to $18,000 for the entire year, with prorated calculations to take place on his July-December paychecks. 

Pastor Smith has already received six paychecks (January-June) totaling $24,000, of which $6,000 was designated as housing allowance. However, since the new housing allowance designation is $18,000 for the year, the church needs to prorate the difference of $12,000 ($18,000-$6,000) on the remaining portion of Pastor Smith's monthly paychecks. Since there are six months remaining, the new monthly housing allowance designation would be $2,000 ($12,000 / 6 months). Here is how the July-December paychecks would look for Pastor Smith:

Pastor's Cash Salary                = $ 2,000
Pastor's Housing Allowance      = $ 2,000
Total Monthly Take Home Pay   = $ 4,000  

Things would get less complicated in 2016. If the pastor requests that his housing allowance remain at $18,000, then the church can simply designate $1,500 of housing allowance per month ($18,000 / 12 months). 
  

April 16, 2015

Church Pays for Camp Fee - Is it Taxable?

Question:

Our church pays 100% of registration fees for our pastor staff's children to attend youth camp in the summer. The children of the staff do not have to complete an application to get the full registration scholarship. Staff children are responsible for paying their transportation fee. Would the cost of the camp registration be considered a taxable fringe benefit to the pastor? 

Answer:

Tax-free fringe benefits are so classified based on statutory authority. To our knowledge, there is no statutory authority on this benefit based to be nontaxable.

While the benefit is certainly generous and most likely appreciated by the staff families, the policy's current state leads to taxable income.

If staff members are receiving this benefit similar to other families of the church, however, it may be possible for them to enjoy tax-free assistance. For example, the church could establish a scholarship fund to sponsor children and teens of the church or local community to attend summer camp. Donations could be solicited from the membership and a proper policy could be applied.

March 06, 2015

Line Items of Church Budget


We (MinistryCPA) were recently asked our opinion on the setup of a church's budget.

Question:

A church wants to know if their budget should individually list the compensation of each staff person instead of combining employee salaries/wage for each type of employee that the church employs. For example, the church budget has a line for the pastor, youth minister, church secretary, etc., but then the budget combines all the part-time employees, such as nursery and accompanists. There have been discussions concerning the privacy of the employees, so how detailed should each line item be?

Answer:

In our experience, churches use a wide array of practices when it comes to budget and personnel. One extreme is including each employee's pay--even a breakdown of the compensation package. The opposite extreme is one number on the budget for the total of all the compensation, including benefits, of all the employees. 

We like the approach of developing a budget on a per-program basis. For example, a church could include the compensation of the youth staff and youth pastor in a budget for Total Youth Programs. Each program would still give a single budget for the compensation of each program.

Although we don't suggest listing out each employee's compensation package in complete detail, in most cases (we believe) members of the church should be given the opportunity to see the compensation breakdown if they desire. 

The Apostle Paul reminded the members of the Corinthian church that God had established "that they which preach the gospel should live of the gospel" (1 Corinthians 9:14). Many active members take this as both a corporate and individual responsibility and want to know whether "liveable" compensation is being provided.  

February 26, 2015

In-home Meal and Entertainment Expenses

Question:

A church pastor is wondering how to deduct meal and entertainment expenses when he and his wife host gatherings at their house. Is there a set amount he can deduct for each meal served? Or does he need to deduct the actual costs? 

Answer:

Meal and entertainment expenses are deductible or reimbursable (by the employer) if they are ordinary and necessary and are either directly related to or associated with the pastor's responsibilities. If the pastor is reimbursed by the church, he cannot claim the expenses as a deduction.

Since it is difficult to precisely document the cost of meals served in the home, a reasonable cost per meal is generally allowable. Here is a quote from page 67 of Worth's Income Tax Guide for Ministers, 2012 Edition

A reasonable amount per meal, depending on your actual circumstances and services practices, might vary between $8.00 to $11.00 per meal. Those afternoon meetings with refreshments, or after evening service snacks for the youth group, etc., might vary between $2.50 to $3.50 per snack.

We have generally found that Worth's per meal suggestions are greater than most pastors can justify. Her snack range is more typical. On a pastor's tax return, 50% of the costs of meals while entertaining is deductible.

February 16, 2015

403(b) Employer Contributions - Subject to FICA Tax?

Question:

Are 403(b) retirement plan contributions made on behalf of the minister by the church subject to FICA tax? (The amount contributed was not deducted from the minister's salary; it was made by the church as an employee benefit.)

Answer:

Simply put, employer contributions are not subject to FICA tax.

However, this is a good opportunity to review elective deferrals. Elective deferrals are monies chosen by employees to be deducted from their paychecks and contributed to the employer-sponsored retirement plan. 

Non-minister employees who choose elective deferrals do not reduce the amount of FICA wages that need to be reported. In other words, the elective deferrals are subject to FICA tax. 

Ministerial employees are not subject to FICA tax in the first place (read our March 21, 2011 blog post for more info). Therefore, any monies the minister defers to the employer-sponsored retirement plan are not subject to FICA tax. 

For a review on the 403(b) contribution limits for 2014-2015, read our November 24, 2014 blog post


February 12, 2015

Church Plan: 401(k) or 403(b)?

Question:

According to Revenue Rulings 58-359 and 63-156, retirement distributions to a pastor may be designated as housing allowance if they come from a church plan. Does a 401(k) plan sponsored by the church qualify as a church plan?

Answer:

Normally, non-profit organizations set up 403(b) retirement plans for its employees while for-profit organizations establish 401(k) retirement plans. For churches, one of the benefits of implementing a 403(b) plan is that the retirement distributions to a pastor can be designated as a housing allowance (tax-free compensation). Here are a couple of blog posts that we have written on the matter:

403(b) Retirement Distributed as Housing Allowance
Housing Designation of 403(b) Plan Retirement Distributions
  
According to The Minister Audit Techniques Guide, "...the retired minister may exclude from net earnings from self-employment any retirement benefits received from a church plan (our emphasis). Rev. Rul. 58-359, 1958-2 C.B. 422." 

So that leads to the the above question: Does a 401(k) plan qualify as a church plan?

Precedence tells us that 403(b) plans are the standard for most church plans. However, according to The Tax Magazine on December 1, 2011, a 403(b) or a 401(k) plan may be classified as church plans as long as other requirements of the above revenue rulings are satisfied. 

As always, churches should reach out to a tax professional when determining what type of retirement plan to set up for its employees. 

January 29, 2015

Review: Form 1099 Payments to 501(c)(3) Organizations

Question:

A church rented space from another church last year. Should it request a completed Form W-9 and issue Form 1099-MISC?

Answer:

We have written similar blog posts on this topic in the past (listed below), but we figured it was a good time for a review. 

Payments from one 501(c)(3) organization to another 501(c)(3) organization are not subject to Form 1099-MISC reporting. The 2015 Instructions for Form 1099-MISC state that "payments to a tax-exempt organization" are exempt from reporting a Form 1099-MISC. 

The following are typical examples of payments of $600 or more by a church which are subject to reporting a Form 1099-MISC:
  • Rent paid to an individual (non-corporation)
  • Payments for services rendered by individuals who are not employees (e.g. janitorial service, facilities, snow removal, guest speakers)
  • Support sent directly to missionaries
Here are some similar blog posts that we have written in the past:

Form 1099 for Payments to Other Ministries
Form 1099 for Non-profit?
Form 1099-MISC Rental Payment Reminders
Churches Issuing Form 1099-MISC to Landlords


January 19, 2015

When a Minister Earns Non-Minister Wages

Question

A church has recently hired a minister who will also work 5-10 hours each week as the church's custodian. Are all of the minister's wages exempt from FICA? Are there any issues the church should consider when issuing the minister his W-2? 

Answer

The church must understand that the minister is exempt from FICA taxes only for wages he earns performing ministerial duties. 

A review of the definition of a minister is helpful. The Internal Revenue Service's Minister Audit Technique Guide states the following:

Treas. Reg. 1.1402(c)-5(b)(2) provides that service performed by a minister in the exercise of the ministry includes:
  • Ministration of sacerdotal functions;
  • Conduct of religious worship;
  • Control, conduct, and maintenance of religious organizations (including the religious boards, societies, and other integral agencies of such organizations), under the authority of a religious body consulting a church or denomination.
If the minister performs other duties for the church that are outside of ministerial duties, he should be compensated as a non-minister. Therefore, FICA taxes should be withheld from his earnings as a custodian. 

For bookkeeping sake, it may be easier for the church to issue two separate checks to the minister each pay period. One check would report the custodian earnings (with FICA taxes withheld) and the other check would report the ministerial earnings. 

When issuing the minister's W-2, the church could either issue one W-2 or issue two W-2s. If the church issues one W-2, Box 3 and Box 5 should only report the total amount of custodian earnings.

From a tax preparation perspective, two From W-2s would be preferred. 

January 15, 2015

Religious Exemption from "Shared Responsibility Payment"

Question:

What qualifies as a religious exemption from the shared responsibility payment that individuals must pay if they do not have qualified health insurance? 

Answer:

Those who have stayed current with our blog have educated themselves on the fee ("shared responsibility payment") they will have to pay on their 2014 tax return if they do not have minimum essential health insurance. In our October 28, 2014 post, we gave an overview of the exemptions from the "shared responsibility payment." 

In our October 31, 2014 post, we discussed how health care sharing ministries offer the most common exemption that our readers may qualify for. A separate exemption, officially listed on HealthCare.gov, states that an individual does not have to pay the fee if the individual is "a member of a recognized religious sect with religious objections to insurance, including Social Security and Medicare." 

Deciphering who qualifies for this religious exemption may sound a little tricky. Practitioners of certain religions will be free from tax penalties. Under this exception, taxpayers must certify they are a member of a recognized religious sect. Qualified sects and required documentation are described in Internal Revenue Code Section 1402(g)(1).

For example, an exempt people must adhere to the established teachings of a sect that has been in continuous existence since 1950. Such people must be "conscientiously opposed" to accepting benefits from any private or public insurance that makes payments in the event of death, disability, old age or retirement, or that makes payments toward the cost of medical care. This includes Social Security. 

For instance, Amish people who are exempt from Social Security and Medicare taxes (and therefore do not accept any of their benefits) may be exempt from the health care mandate and tax penalties.

January 10, 2015

Health Care Sharing "Premiums" Do Not Qualfiy for Cafeteria Plans

Question:

Is it legal to use a Section 125 cafeteria plan or Health Reimbursement Arrangement (HRA) to pay the monthly "premiums" ("share payments") of a health care sharing ministry?

Answer:

First, let's discuss what a cafeteria plan is... Generally, the terms "Section 125 plans" and "cafeteria plans" are synonymous. According to a page on the  IRS website, a cafeteria plan is a separate written plan maintained by an employer for employees that meets the specific requirements of and regulations of Section 125 of the Internal Revenue Code. It provides participants an opportunity to receive certain benefits on a pretax basis. Participants in a cafeteria plan must be permitted to choose among at least one taxable benefit (such as cash) and one qualified benefit.

Second, let's discuss what an HRA is... An HRA is a tax-advantaged benefit that allows both employees and employers to save on the cost of healthcare. HRA plans are employer-funded medical reimbursement plans. The employer sets aside a specific amount of pre-tax dollars for employees to pay for health care expenses on an annual basis. One should ask his or her tax professional about the regulations concerning HRAs.     

Now, let's answer the question... HRAs or Section 125 cafeteria plan benefits cannot be used to reimburse individuals for share payments because they are not medical expenses as defined under Section 213; however, they can be used to pay medical expenses paid directly by the taxpayer, such as co-pays, prescriptions, and preventative care as permitted by Section 213. 

As a reminder, however, the Affordable Care Act has changed the requirements when reimbursements are allowed under a Section 125 plan or with an HRA. The ACA market reforms affect every employer having two or more participating employees in employer-sponsored health plans. DOL FAQs published on November 6, 2014 and IRS Notice 2013-54 provide details of ACA requirements. Individuals should contact their tax professional for guidance on this matter. 

One interesting state tax issue: According to the American Legislative Exchange Council, "In 2007, Missouri became the first state to amend its income tax code to allow a full personal deduction of health care sharing ministry expenses."

January 04, 2015

IRS Determination Letter for Church

Question:

Does a church need an IRS Determination Letter?

Answer:

Generally, a church is already considered tax exempt and is eligible to receive tax-deductible contributions; therefore, a determination letter is not needed. But sometimes a church does need an IRS Determination Letter. To ascertain if a church needs a letter, the church should consult an attorney or CPA. 

Requesting a 501(c)(3) IRS Determination Letter can be a time-intensive and costly process, if a letter is needed. Form 1023 needs to be filed to request the determination letter. The IRS's filing cost for Form 1023-EZ is $400. If a full Form 1023 is needed, the filing costs are higher. We encourage any nonprofit to work with a law firm or CPA firm when filing the Form 1023. 

Here is an excerpt from the Form 1023 Instructions:
Form 1023 not necessary. The following types of organizations may be considered tax exempt under section 501(c)(3) even if they do not file Form 1023. 
  • Churches, including synagogues, temples, and mosques.
  • Integrated auxiliaries of churches and conventions or associations of churches.
  • Any organization that has gross receipts in each taxable year of normally not more than $5,000. 
Even though the above organizations are not required to file Form 1023 to be tax exempt, these organizations may choose to file Form 1023 in order to receive a determination letter that recognizes their section 501(c)(3) status and specifies whether contributions to them are tax deductible.