COMPENSATION AND BENEFITS COMPENSATION PLAN

Transcription

1 COMPENSATION AND BENEFITS COMPENSATION PLAN DEA The Superintendent shall recommend an annual compensation plan for all District employees. The compensation plan may include wage and salary structures, stipends, benefits, and incentives. [See also DEAA] The recommended plan shall support District goals for hiring and retaining highly qualified employees. The Board shall review and approve the compensation plan to be used by the District. The Board shall also determine the total compensation package for the Superintendent. [See BJ series] PAY ADMINISTRATION The Superintendent shall implement the compensation plan and establish procedures for plan administration consistent with the budget. The Superintendent or designee shall classify each job title within the compensation plan based on the qualifications, duties, and market value of the position. ANNUALIZED The District shall pay all salaried employees over 12 months in SALARY equal monthly or bimonthly installments, regardless of the number of months employed during the school year. Salaried employees hired during the school year shall be paid in accordance with administrative regulations. PAY INCREASES 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 pay adjustments for individual employees, within the approved budget following established procedures. MID-YEAR PAY INCREASES the contract has begun only if authorized by the compensation plan CONTRACT nment or duties during the term of the contract that warrants addi- EMPLOYEES tional compensation. Any such changes in pay that do not conform with the compensation plan shall require Board approval. [See DEA(LEGAL) for provisions on pay increases and public hearing requirements] NON- The Superintendent may grant a pay increase to a noncontract CONTRACT employee after duties have begun because of a change in the em- EMPLOYEES ndent shall report any such pay increases to the Board at the next regular meeting. CLOSINGSAMPLE PAY DURING If the Board chooses to pay employees during an emergency closure for which the workdays are not scheduled to be made up at a later date, then that authorization shall be by resolution or other Board action and shall reflect the purpose served by the expenditure. [See EB for the authority to close schools] DATE ISSUED: 3/26/2015 ADOPTED: 1of 1 DEA-A

2 SAMPLE

3 COMPENSATION PLAN INCENTIVES AND STIPENDS DEAA STIPEND SUPPLEMENTAL DUTIES INCENTIVE AND INNOVATION PROGRAMS The Superintendent shall recommend a stipend pay schedule as part of the annual compensation plan of the District. [See DEA] The Superintendent or designee may assign noncontractual supplemental duties to personnel exempt under the Fair Labor Standards Act (FLSA), as needed. [See DK] The employee shall be compensated for these assignments according to the compensation plan of the District. The Superintendent shall have authority to submit plans and grant applications for incentive and innovation programs to TEA or other granting organizations on behalf of the Board. Incentive plans shall address teacher eligibility, including any exclusions. Locally developed incentive programs, if any, shall be addressed in the compensation plan of the District. SAMPLE DATE ISSUED: 3/26/2015 ADOPTED: 1of 1 DEAA-A

4 SAMPLE

5 COMPENSATION PLAN WAGE AND HOUR LAWS DEAB CLASSIFICATION OF POSITIONS EXEMPT NONEXEMPT WORKWEEK DEFINED COMPENSATORY TIME ACCRUAL The Superintendent or designee shall determine the classification of positions or employees as exempt or nonexempt for purposes of payment of overtime in compliance with the Fair Labor Standards Act (FLSA). 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. 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 up to and including a 40-hour workweek. 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. For purposes of FLSA compliance, the workweek for District employees shall begin at 12:00 a.m. Sunday and end at 11:59 p.m. Saturday. 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 compensatory time, the District shall require the employee to use the compensatory time, or at the District s option, the District shall pay the employee for the compensatory time. 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 duty year, the District shall pay the employee for the compensatory time. USE SAMPLE DATE ISSUED: 4/20/ of 2 DEAB-A

6 COMPENSATION PLAN WAGE AND HOUR LAWS DEAB 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] The District may require an employee to use compensatory time when in the best interest of the District. SAMPLE DATE ISSUED: 4/20/2015 ADOPTED: 2 of 2 DEAB-A