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The Superintendent shall recommend to the Board for
approval compensation plans for all District employees. Compensation plans
may include wage and salary structures, stipends, benefits, and incentives. |
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PAY ADMINISTRATION |
The Superintendent shall administer the compensation plans
consistent with the budget approved by the Board. The Superintendent or
designee shall classify each job title within the compensation plans based on
the qualifications and duties of the position. Within these classifications,
the Superintendent or designee shall determine appropriate pay for new
employees and employees reassigned to different positions. |
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The Superintendent shall recommend to the Board an amount
for employee pay increases as part of the annual budget. The Superintendent
or designee shall determine annual increases for individual employees, within
budgeted amounts. |
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A contract employee's pay shall not be increased after performance
on the contract has begun unless there is a change in the employee's job
assignment or duties that warrants additional compensation. Any such changes
in pay during the term of the contract shall require Board approval. |
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The Superintendent may grant a pay increase to a noncontract employee after duties have begun only when
there is a change in the employee's job assignment or duties, or when an
adjustment in the market value of the job warrants additional compensation.
The Superintendent shall report any such pay increases to the Board at the
next regular meeting. |
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CLASSIFICATION OF POSITIONS |
The Superintendent or designee shall determine the
classification of positions or employees as "exempt" or
"nonexempt" for pur-poses of payment of
overtime in compliance with the Fair Labor Standards Act (FLSA). |
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The District shall pay employees who are exempt from the
overtime pay requirements of the FLSA on a salary basis. The salaries of
these employees are intended to cover all hours worked, and the District
shall not make deductions that are prohibited under the FLSA. An employee who believes deductions have been made from his or her salary
in violation of this policy should bring the matter to the District's
attention, through the District's complaint policy. [See DGBA] If improper
deductions are confirmed, the District will reimburse the employee and take
steps to ensure future compliance with the FLSA. |
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The Superintendent or designee may assign noncontractual supplemental duties to personnel exempt
under the FLSA, as needed. [See DK(LOCAL)] The employee shall be compensated
for these assignments according to the District's compensation plans. |
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Nonexempt employees may be compensated on an hourly basis
or on a salary basis. Employees who are paid on an hourly basis shall be
compensated for all hours worked. Employees who are paid on a salary basis
are paid for a 40-hour workweek and do not earn additional pay unless the
employee works more than 40 hours. A nonexempt employee shall have the approval of his or her supervisor
before working overtime. An employee who works overtime without prior
approval is subject to discipline but shall be compensated in accordance with
the FLSA. |
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For purposes of FLSA compliance, the workweek for District
employees shall be 12:00 a.m. Saturday until 11:59 p.m. Friday. |
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At the District's option, nonexempt employees may receive
compensatory time off, rather than overtime pay, for overtime work. The
employee shall be informed in advance if overtime hours will accrue
compensatory time rather than pay. Compensatory time earned by nonexempt employees may not accrue beyond a
maximum of 60 hours. If an employee has a balance of more than 60 hours of
overtime, the employee will be required to use compensatory time or, at the
District's option, will receive overtime pay. |
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An employee shall use compensatory time within the duty
year in which it is earned. If an employee has any unused compensatory time
remaining at the end of a fiscal year, the employee shall receive overtime
pay. Compensatory time may be used at either the employee's or the District's
option. An employee may use compensatory time in accordance with the
District's leave policies and if such use does not unduly disrupt the
operations of the District. [See DEC (LOCAL)] The District may require an
employee to use compensatory time when in the best interest of the District. |
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DATE ISSUED: 06/07/2006 |
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This online presentation of your
district's policy is an electronic representation of TASB's
record of the district's currently adopted policy manual. It does not reflect
updating activities in progress. The official, authoritative manual is
available for inspection in the office of the Superintendent. [See BF (LOCAL)
for further information.] |