n o Texarkana Independent School District

n o i 6 t 1 a 0 2 s n 5 a n 1 l 0 e 2 p P m o C Texarkana Independent School District

Texarkana ISD Compensation Plan 2015-2016 Table of Contents Board of Trustees... 1 Central Office Administrative Staff... 1 Campus Administrative Staff... 2 Introduction... 4 2015-2016 Compensation Plan Highlights... 4 Goals of the Compensation Plan... 4 Pay Systems Description... 5 Job Classification... 6 Exempt/Nonexempt Pay Basis... 7 Overtime Compensation... 8 Work Calendars... 9 Compensable Time... 9 Docking Pay... 9 Employee Pay Increases... 10 Promotion Increases... 10 Hiring... 11 Demotion... 11 Adjusting Pay Structures... Supplemental Duty Pay... Other Compensation Programs... Teacher, Librarian, and Nurse Pay Schedule... 15 Auxiliary Pay Grades... 16 Para-Professional Pay Grades... 17 Information Technology Grades... 18 Professional Pay Grades... 19 Supplemental Pay/Stipend Schedule... 20 Policies Relating to Compensation... 23

BOARD OF TRUSTEES 2015-2016 President Paul Miller Vice President Wanda Boyette Secretary Bill Kimbro Members Amy Bowers Bryan DePriest Gerald Brooks Fred Norton, Jr. CENTRAL OFFICE ADMINISTRATIVE STAFF Superintendent Paul Norton Deputy Superintendent Autumn Thomas Assistant Superintendent of Alternative Education George Moore Assistant Superintendent of Community and Student Development Jo Ann Rice Chief Financial Officer Deidra Reeves, CPA Executive Directors Athletics Barry Norton Instructional Services Wes Kirkham Public Relations Tina Veal-Gooch Quality Assurance Nanette Power, CPA Support Operations Casey Nichols Directors Chief of Police Risk Management and Childcare Services Tony Dollarhide Georgette Duke Child Nutrition Special Programs and Title Beth Carson Shawn Davis Construction and Maintenance STEM Myron Stringer Ronda Jameson Human Resources Amy Nix Information Technology Rusty Ogburn Music Arnie Lawson Purchasing and Special Events David DeFoy

Campus Administrative Staff ACADEMIC LEARNING CENTER Adult Education 905 Martine Street 903-793-5632 Texarkana, Texas 75599 Fax 903-798-2132 Director Dean Ransdell OPTIONS & Virtual Academy 905 Martine Street 903-793-5632 Texarkana, TX 75599 Fax 903-798-2131 Principal Marsha Burris PAUL LAURENCE DUNBAR EARLY EDUCATION CENTER (PreK & Headstart) 2315 West 10 th Street 903-794-81 Texarkana, TX 75503 Fax 903-794-5841 Principal Lakesha Taylor HIGHLAND PARK ELEMENTARY (PreK-5) 401 West 25 th Street 903-794-8001 Texarkana, TX 75503 Fax 903-793-1702 Principal Jennifer Cross Assistant Principal Eric Norton MORRISS ELEMENTARY (K-5) 4826 University Park 903-791-2262 Texarkana, TX 75503 Fax 903-798-6875 Principal Brandy Debenport NASH ELEMENTARY SCHOOL (PreK-5) 100 Burton 903-838-4321 Nash, TX 75569 Fax 903-831-7158 Principal Patti O Bannon Assistant Principal Liliana Luna Assistant Principal Elodia Witterstaetter SPRING LAKE PARK ELEMENTARY (PreK-5) 4324 Ghio-Fish Boulevard 903-794-7525 Texarkana, TX 75503 Fax 903-794-0633 Principal Anne Slade Assistant Principal Amanda Graham

TEXAS HIGH SCHOOL (9-) 4001 Summerhill Road 903-794-3891 Texarkana, TX 75503 Fax 903-792-8971 Principal Brad Bailey Assistant Principals Julius Anderson Joni Kerby Cathy Klopper David Lee Laurie Pace Lindsey Skinner Richard Stahl Bettie Stark Josclyn Wiley TEXAS MIDDLE SCHOOL (6-8) 2100 College Drive 903-793-5631 Texarkana, TX 75503 Fax 903-792-2935 Principal Tim Lambert Associate Principal Karen Brown Assistant Principals Colby Boyce Natasha Jones Bryan Ledford Sandra Stone Sherry Young THERON JONES EARLY LITERACY CTR (Kindergarten-2) 2600 West 15 th Street 903-793-4871 Texarkana, TX 75503 Fax 903-793-7596 Principal Melodie White WAKE VILLAGE ELEMENTARY (PreK-5) 400 Wildcat Drive 903-838-4261 Wake Village, TX 75501 Fax 903-832-6809 Principal Mindy Gennings Assistant Principals LeeAnn Hampton Brandon Washington WESTLAWN ELEMENTARY SCHOOL (3-5) 410 Westlawn Drive 903-223-4252 Texarkana, TX 75503 Fax 903-223-4262 Principal Taryn Wells Assistant Principals Vanessa Buchanan Amy Maxey

INTRODUCTION The TISD Compensation Plan is produced for all TISD employees and community members. It is designed to provide employees and community members information about the district s compensation procedures. The content of this report will be updated each year to reflect any changes that are made. Employees may receive a copy of the TISD Compensation Plan upon request. Copies are also available to community members upon request. It is also available on the TISD web-site www.txkisd.net. All employees are welcomed, invited, and encouraged to bring to the attention of the Administration any concerns related to compensation. The information contained in this report is for the 2015-2016 fiscal year. The compensation plan will be updated and changed annually through a process that begins with the development of each year s budget. The TISD Board of Trustees will adopt a compensation plan each year. The Human Resources Department, regardless of any possible typographical errors contained in this or future compensation reports, shall determine final calculations of all wages and salaries. TISD employs both contractual and non-contractual staff. Nothing in this report should be construed as an alteration of either the term contract status of contractual positions or the at will status of non-contractual positions. 2015-2016 COMPENSATION PLAN HIGHLIGHTS We are pleased to provide raises and equity adjustments to district employees for the 2015-2016 school year. Teachers will receive their step raises. For employees with positions listed on the district paygrade salary system, the budget for 2015-2016 includes 3% of midpoint raises for employees that have received a satisfactory performance rating of 3.0 or above on their appraisal for the 2014-2015 school year as well as equity adjustments in variable amounts based on market rates for their position. Equity adjustments were applied to various job categories to remain competitive with the job market. Individuals who changed positions or duties received salary adjustments equivalent to their paygrade. GOALS OF THE COMPENSATION PLAN The goals of the TISD Compensation Plan are: Remain competitive with labor markets so that TISD can continue to recruit and retain highly qualified personnel. Reflect the varying and changing levels of knowledge, skill, effort, scope, and responsibility required of the different jobs within the school district. Reward outstanding performance of exemplary workers. Reflect compliance with all federal, state, and local laws and Board policies.

With these goals in mind, TISD has developed a job worth compensation system. A job worth system is designed to provide appropriate pay for the assessed market worth of individual jobs. The system takes into account the knowledge, skills, and effort needed to perform various jobs. PAY SYSTEMS DESCRIPTION Purpose and Authority The TISD compensation system is designed and administered for the purpose of attracting and retaining qualified employees to achieve the goals of the district. The Superintendent is responsible for the development, maintenance, and administration of employee pay systems in accordance with Board policies and administrative procedures in the district compensation plan. Description Classroom teachers and full-time librarians, counselors and nurses will be paid no less than the state minimum salary schedule based on years of experience. The local salary schedule for staff will be determined annually upon Board approval of the amount budgeted for pay increases. For other employees, the Superintendent will assign positions to pay ranges that set the minimum and maximum base pay for the position. Jobs are classified for pay purposes on the basis of qualifications and duties as defined by the district, and market surveys of competitive pay rates. All employees will be paid within the assigned pay range unless exceptions are granted by the Superintendent. Pay ranges are reviewed annually and adjusted as needed. Pay Distribution Employees will receive pay according to the district s payroll schedule. Paychecks are distributed at the employee work location during the school year to employees who have elected to receive paper paychecks. During the summer months of June and July, employees that have elected paper paychecks the paychecks are mailed to each employee s home address as listed in the Human Resources Department. Employees who have elected direct deposit may access their pay information through the TEAMS Employee Service Center at www.txkisd.net/esc The schedule of pay dates for the new school year is as follows. The dates in bold are early paydays due to school holidays. PAY DATES July 24, 2015 August 25, 2015 September 25, 2015 October 23, 2015 November 20, 2015 December 17, 2015 January 22, 2016 February 25, 2016 March 24, 2016 April 25, 2016 May 25, 2016 June 24, 2016

Direct Deposit Direct Deposit is the only way to ensure that you will receive your check on time. Direct deposit money is deposited to your bank account on the morning of payroll. In the event you are not on direct deposit, and you lose your check, or it is lost in the mail, it will take five business days to receive a replacement check. For more information regarding paycheck distribution, call the TISD Business Office at 903-794- 3651 ext. 1021. JOB CLASSIFICATION Classification Job classification determines the assigned pay range for a position and is based on an assessment of job qualifications and assigned duties. All jobs are classified on the basis of common factors that include the level of skill, effort and responsibility of assigned duties and working conditions. The Human Resources office has collected job information, evaluated jobs for pay classification purposes, conducted a market survey, and recommended pay-grade assignments. The Superintendent has final authority concerning job classifications. The basic classification system is organized in four major divisions: Professional Para-Professional Auxiliary Information Technology The compensable factors used in the job classification process include the following: Knowledge Amount of education required for the job Amount of expertise required for the job Amount of experience required for the job Amount of structure inherent in the job Level of difficulty in the job Level of supervision received in the job Decision Making Clarity of choices in decision making Scope of planning required in decision making Degree of interpersonal communications required Level of personal autonomy and responsibility Job Responsibility/Accountability Level of organizational impact of the job Level of responsibility for financial assets Level and scope of interpersonal, business and public communications Working Conditions Environment

Job Reclassification Pay-grade assignments may be changed based on changes in the job duties assigned or changes in the competitive job market. A job reclassification occurs when the same position is moved to a different pay grade. A job reclassification is not the same as an employee promotion to a different job. No immediate pay change may result from reclassification actions if the employees are already paid within the new pay range. An upward or downward job reclassification will result in greater or lesser potential for pay advancement. Review of job classifications initiated by the supervisor will be conducted as follows: 1. The immediate supervisor of a position may request a classification review during the time of the year designated by the Human Resources office. The designated time for classification review will be April 1 st through June 1 st. 2. The Human Resources office is responsible for reviewing the information, obtaining additional information if needed, and reevaluating the compensable job factors. 3. The Human Resources office will prepare a recommendation for final approval. The Human Resources office will notify the supervisor and employee(s) of any action taken and its effective date. New Positions New budgeted positions must have a written job description. The Human Resources office will recommend the initial pay grade classification of new positions based on the job description and consultation with the job supervisor. New positions must be classified in the pay system prior to hiring new employees. EXEMPT/NONEXEMPT PAY BASIS Classification All jobs will be classified as exempt or nonexempt in accordance with the requirements of the federal Fair Labor Standards Act. The Human Resources office will determine the classification of each position based on a description of assigned job duties and the method of compensation. Generally, an employee is exempt if the employee s primary duties are executive, administrative, or professional as defined in federal regulations and the employee is compensated on a salary basis. Exempt Pay Basis Exempt employees are paid on a monthly salary basis for the number of months in their annual employment period. Exempt employees are not entitled to overtime compensation. Exempt employees are paid to perform a job and compensation is not based on an hourly rate. Nonexempt Pay Basis Nonexempt employees are paid on an hourly or daily wage basis for all hours worked each week.

OVERTIME Overtime Compensation Nonexempt employees who physically work more than 40 hours in any work week will receive overtime compensation at time-and-a half rates in compensatory time off or pay. For nonexempt certified law enforcement employees, overtime calculation begins after 43 hours in any work week. Nonexempt employees shall not be allowed to work beyond their regular schedule without prior authorization from their supervisor. Required overtime will be compensated with compensatory time off whenever possible. An employee s regular work schedule may be adjusted during the week to prevent overtime. The district s workweek begins at :01 a.m. on Sunday and ends at :00 p.m. on Saturday. Official time records of all hours worked, including overtime, and all compensatory time earned and used each week shall be maintained within each department/campus for all nonexempt employees. Use of Compensatory Time Compensatory time may be accumulated up to a maximum limit of 80 hours at full value. Compensatory time must be taken prior to using other employee leave. Authorization of Overtime A supervisor must approve all overtime worked in advance. Supervisors are responsible for preventing unauthorized overtime. Prior authorization must be obtained. If the supervisor has not approved overtime in advance, the time will be considered unauthorized, and the employee may receive a written reprimand regarding working beyond the regular schedule. Supervisors of nonexempt employees must ensure an agreement or understanding with the employees regarding the form of compensation for overtime (compensatory time off or pay) prior to the employee working overtime hours. Time Clocks/Hourly Employees The Employee Identification Number, as listed on your badge, will serve as the employee ID for time clock purposes. This number is to be used to clock in and clock out. Time clocks and computer kiosks have been placed at various locations throughout the district, and employees must clock in and out on the clock that is designated by their supervisor. Be sure to follow the time shown on the time clock and not the time of other clocks. If your clocking terminal does not function properly, you should report this immediately to your supervisor. Only YOU may clock in and out for yourself. Violation of this policy is grounds for immediate involuntary termination of employment for the employee who clocks in for another employee, and for the employee who allows another employee to clock in for him/her. NEVER CLOCK ANOTHER EMPLOYEE S TIME FOR ANY REASON. Willful falsification of work or absence records is grounds for immediate involuntary termination of employment. If you leave the campus/department for a personal reason, you must clock out. You must have authorization from your supervisor to leave the campus/department for any reason during scheduled work time. You are expected to report to work promptly at your scheduled time. Students and the jobs of other workers are dependent on you to be timely and to be ready to work at your start time.

Hourly employees are not authorized to work in excess of their assigned schedule without prior approval from their supervisor. You may clock in up to five minutes before the start of your scheduled work time. If you clock in later than five minutes after your scheduled start time, the timekeeping system will record you as tardy. This five-minute grace period is to be used only on an occasional, emergency basis. Abuse of the grace period may result in corrective action. WORK CALENDARS Work calendars and required duty days are designated by the Superintendent. TISD has established seven work calendars designated as 10 month, 10½ month, 11 month, and month positions. They are as follows for the 2015-2016 school year. Ten Month 180 days August 24, 2015 through June 3, 2016 Ten Month 187 days August 17, 2015 through June 7, 2016 Ten and a Half Month 197 days August 10, 2015 through June 14, 2016 Eleven Month 207 days August 3, 2015 through June 21, 2016 Twelve Month days July 1, 2015 through June 30, 2016 Twelve Month 231 days July 1, 2015 through June 30, 2016 Twelve Month 261 days July 1, 2015 through June 30, 2016 COMPENSABLE TIME An exempt employee s salary includes compensation for all scheduled work days during the employment period. All salaries will be paid out over a twelve-month calendar period regardless of the number of months assigned to the position. Nonexempt employees are paid on an hourly or daily wage basis for all hours worked plus earned paid leave benefits. If breaks and meal periods of less than 30 minutes are provided, the time shall be included as compensable time worked for nonexempt employees. DOCKING PAY Purpose For exempt employees, pay will be reduced in hours equal to whole-day or half-day increments for absences that occur on a scheduled work day after all paid leave benefits have been exhausted. For docking purposes, annual salaries of exempt employees will be converted to daily increments on the basis of all compensable time during the salary period. For accrued hourly employees, time short of schedule in a monthly payroll will convert to leave balances. If there is no leave balance available, the employee will be docked any time short of schedule. This will be based on the hourly wage calculated by time short of schedule in the month. Dock Schedule For pre-approved medical leave, absence docks may be scheduled over a period ranging from one to six months following the absence(s). For all other absences, the total dock will be scheduled in the month immediately following the absence(s). Regardless of the docking

schedule, when an employee leaves employment with the district for any reason, the remaining dock balance will be deducted from the final paycheck. EMPLOYEE PAY INCREASES Purpose and Eligibility Employee salaries and wages are reviewed by the Superintendent annually for adjustment. An employee s performance must be satisfactory and Meet Expectations to receive a pay increase, unless exceptions are granted by the Board. General pay increases are given to employees to reward continued service to the district and to retain employees through competitive pay practices. Employees must have worked for the district for at least six months to be eligible for a general pay increase. In any event, classroom teachers and full-time librarians, counselors and nurses will be paid at least the minimum salary on the state salary schedule. Pay Increases/Budget The Superintendent will recommend an amount for employee pay increases to the Board each year as part of the annual budget process. Budget recommendations for pay increases will be based on available revenue, cost of living increases, changes in minimum pay laws, competitive job markets, and district compensation objectives. Employee pay increases will be based on the budget approved by the Board. General Pay Increases The percent increase approved by the Board will be applied to the mid-point of each employee s pay range to calculate general pay increases. No employee may be paid over the maximum of the assigned pay range without Superintendent or designee approval. An employee who is already at maximum pay will not receive a pay increase unless an adjustment to the pay range is made or an exception is granted. Pay increases for classroom teachers and full-time librarians, counselors and nurses will be planned in accordance with adjustments to the state minimum salary schedule. Equity Adjustments The Superintendent may make adjustments to individual employee salaries to correct identified pay deficiencies or inequities. Individual equity adjustments may not exceed the payroll budget approved by the Board. PROMOTION INCREASES Promotion Defined A promotion occurs when an employee is selected for a different job in a higher pay range. Reclassification of an existing job does not constitute a promotion. Promotions must be made effective at the beginning of a new payroll period. Promotion Increase A promotion increase is based on an employee s current base pay less any stipends paid for supplemental duties. Promotion increases are awarded in addition to any general annual pay raise given. The Superintendent or designee in accordance with these guidelines will determine promotion increases.

HIRING Position Control TISD has established a system for the hiring and transferring of employees. The TISD Position Control System precisely defines every position within the organization and systematically attaches every employee to a specific position. This system is established to set up a process for checks and balances between the Human Resources office and the annual budget. This system creates greater internal control, provides an instant overview of staffing, and ensures positions are not created without proper funding. It also simplifies the budget process, provides closer connection between the Human Resources and the Business office, and permits tracking of new employees and employee transfers. Salary Placement for Full-time Teachers, Librarians, Counselors and Nurses Hiring rates for full-time classroom teachers will be based on creditable years of experience according to state regulations and the district s salary schedule. Creditable experience is experience in accredited school districts, as determined by the Texas Education Agency and recorded on the employee s official service record. Salary schedules are subject to change each year. Other Personnel Hiring rates for all other employees will be determined on an individual basis based on job-related qualifications, salary history, and salaries of other employees in the position. Job postings may advertise a starting salary range for the position. Hiring rates for persons other than full-time teachers, librarians, counselors and nurses will be set in accordance with these guidelines: 1. New hires in positions that require little or no previous job experience will be placed at the minimum of the pay range whenever possible. 2. Persons with previous job experience or special skills may be hired at a rate comparable to their experience level. Starting pay will be determined with consideration given to each new employee s qualifications for the job, market competition and previous salary history. 3. Whenever possible, new employees will not start at pay rates above other district employees with comparable experience in the same position. DEMOTION Demotion Defined A demotion occurs when an employee is reassigned to a different job with a reduction in their base pay. Demotions may be voluntary or involuntary. A demotion does not occur as the result of general salary structure or position reclassification change or reassignment to another position that does not result in a base pay reduction. Pay Changes When a pay reduction is made, the employee s base rate will generally be reduced to the same relative position in the new pay range. Pay adjustments may also be made for a longer or shorter work year associated with the demotion.

ADJUSTING PAY STRUCTURES Adjustment Process District pay structures will be reviewed annually and adjusted as needed by the Superintendent with approval of the Board. Pay ranges will be adjusted on a regular basis to ensure that the pay structure remains competitive and maintains its value against inflation. The percent of structure adjustment will be applied equally to the minimum, mid-point, and maximum rate of each pay range to preserve the design of the structure. SUPPLEMENTAL DUTY PAY Supplemental Duty Compensation Supplemental pay occurs in addition to, but separate from, the employee s regular, contracted salary. Supplemental pay is authorized by the Board of Trustees on a year-to-year basis and is not a property right. Supplemental pay is discontinued upon cessation of the assignment originally generating it or upon the occurrence of any other event, which would cause the employee to become ineligible to receive the supplement. In the area of supplemental pay, as in other areas of compensation, TISD strives to maintain amounts that are competitive within our market. Exempt employees who are assigned supplemental duties that accrue extra pay will be compensated with salary stipends according to the district s supplemental duty pay schedule approved by the Board. Nonexempt employees who are assigned supplemental duties will be compensated on an hourly basis including overtime compensation when necessary. Stipend Pay Distribution Salary stipends in amounts less than $2500 may be paid in lump sum payments twice a year in December and May. Amounts greater than $2500 will be distributed in the employee s regular paycheck, unless the Superintendent or his/her authorized designee approves another arrangement. Before any salary stipends are distributed, the supervisor must sign and approve the supplemental duties. OTHER COMPENSATION PROGRAMS Texarkana ISD Tuition-Paid Master s Degree Programs Texas A&M University/Texarkana and TISD have joined together and developed a graduate degree program that is a Master of Education Degree in Curriculum and Instruction. This degree program requires 18 hours in professional educational pedagogy classes and 18 hours in a specified content area. The degree program will be focused on current best practices, successful research and strategies to increase student achievement in the classroom. Texarkana ISD has identified target areas in which the district will provide the option to pay for this master s degree program. This option is open to Westlawn Elementary teachers, Morriss Elementary STEM teachers, Texas Middle School STEM and IDEAS Academy teachers, and Texas High School STEM teachers. The first two courses have been designed specifically for our STEM and IDEAS Academy Teachers. All STEM and IDEAS Academy Teachers are required to complete these two courses within their first two years of hire.

The district will pay for the tuition and books for the required classes. Teachers must maintain a B average in each class or reimburse the district for tuition costs. They must also remain in the district for three years after the completion of the master s degree coursework or reimburse the district for the tuition paid for the program. Each year that a teacher remains in the district after the completion of the program is a year that pays back or forgives the tuition costs with all of the costs being negated after the third year of service after the completion of the program. Please contact Instructional Services at 903-793-7561, extension 1308 for additional information. TISD Master s Degree Program Frequently Asked Questions Will the district pay for the tuition and books? Yes, TISD will pay for the tuition costs and required books for each class. Tuition will be paid directly to the university. Are there any grade requirements in the graduate classes? Yes, students will be expected to make at least a B in each graduate course or reimburse the district for tuition costs for the class. What if the employee does not finish the program.what if they take 3 classes and then drop out? If an employee drops out of the program, they will be required to reimburse the district for tuition and book costs that had been spent up until that time. What if an employee completes the degree program but then leaves the district two years after completion of the degree (which does not meet the three year requirement to stay)? The employee would then have to reimburse the district for one year of tuition costs because the teacher only stayed two years after completion. Each year that an employee stays in the district after the completion of the degree, one year of tuition costs is forgiven for the employee. Teacher Performance Incentive Plan Perfect Attendance In the past, TISD staff members on campuses with an exemplary rating for the year based on the Texas AEIS accountability system received performance pay when official Texas AEIS campus ratings were released. Because of the changes in the accountability system being implemented by the state of Texas, and the current uncertainty of the standards to be met, the district is implementing a Performance Incentive for Teachers for Perfect Attendance. Teachers that are performing their jobs with outstanding work attendance that is perfect for the school year, will receive a $300 Teacher Performance Incentive in their July paycheck. TISD Pathway To Teaching Program Para-professionals employed with Texarkana ISD may apply to be part of the Pathway to Teaching Program. This program is for para-professionals that are interested in becoming a certified teacher. A focus on teacher shortage areas is a priority for this program. An annual application program is announced each year as funds are available. Para-professionals make application to the program and applicants are selected to be part of the program as funds are available. The program pays for tution and books toward teacher certification. After completion of teacher certification, employees are required to work at least three years within the district or repay the tution and book costs of the program. If an employee drops out of the program and do not complete certification, the money will be owed back to the district.

Teacher Shortage Stipends A shortage stipend of $3,500 per year will be paid to certified teachers who teach a full schedule of academic coursework in the following grade levels/subject areas: 8- Science or Special Education Science 8- Math or Special Education Math PK- 5 th Bilingual For the 2015-2016 school year, a new shortage stipend was added for the subject area of Secondary Foreign Language (6-) of $1,000. These stipends are due to the high market demand and need in these areas, given a limited supply of teaching candidates. Teachers must meet state certification and federal No Child Left Behind (NCLB) Highly Qualified teacher requirements in the subject assigned to be eligible to receive the shortage stipend amount. Teachers assigned to an approved shortage area without appropriate certification will receive half of the shortage stipend until full certification and NCLB highly qualified status are obtained. These stipend are not based on the value of one subject area over another, but based solely on supply and demand to enable us to compete in the market. A recent statewide survey of teacher market salaries determined that a majority of school districts with similar student enrollment pay shortage area stipends. There are also nine districts in our immediate area that pay this type of shortage stipend. If you are certified in either high school Math or Science, but are not currently teaching in these areas, and have an interest in teaching in high school math or science, we encourage you to contact the Human Resources office at 903-794-3651, ext. 10. Certified teachers wishing to obtain additional certification in secondary Math or Science may do so by taking and passing the appropriate TExES certification exam. If you are interested in registering for an exam, please visit www.texes.ets.org. For assistance or additional information regarding certification, please contact the Human Resources Office, at 903-794-3651 ext. 10.

2015-2016 Texarkana ISD Scale for Teachers, Nurses and Librarians Step / Years Completed TISD Bachelor's Scale TISD Master's Scale 0 $39,000 $40,000 1 $39,265 $40,265 2 $39,465 $40,465 3 $39,665 $40,665 4 $39,865 $40,865 5 $40,065 $41,065 6 $40,265 $41,265 7 $41,0 $42,0 8 $42,185 $43,185 9 $43,255 $44,255 10 $44,265 $45,265 11 $45,265 $46,265 $46,165 $47,165 13 $46,965 $47,965 14 $47,965 $48,965 15 $48,465 $49,465 16 $49,540 $50,540 17 $50,165 $51,265 18 $50,665 $51,765 19 $51,265 $52,365 20 $52,540 $53,540 21 $52,940 $54,265 22 $53,265 $54,665 23 $53,465 $54,965 24 $53,665 $55,165 25 $53,865 $55,365 26 $54,565 $55,565 + $1,000 Shortage Stipend for Secondary Foreign Language + $3,500 Shortage Stipend 8- Math and Science + $3,500 Shortage Stipend for PK-5th grade Bilingual Teachers

2015-16 Auxiliary Compensation Plan Texarkana ISD Pay *Annual amounts are based on 8 hours per day. Minimum Midpoint Maximum A-1 (301) Hourly $8.30 $10.00 $11.70 180 Days 11,952 14,400 16,848 Bus Monitor, Aide 180 A-2 (302) Hourly $8.64 $10.80 $.96 Catering Worker 232 175 Days,096 15,0 18,144 Child Nutrition Worker 150-183 180 Days,442 15,552 18,662 Crosswalk Guard 180 187 Days,925 16,157 19,388 General Labor, Maintenance 261 232 Days 16,036 20,045 24,054 Grounds Maintenance 261 261 Days 18,040 22,550 27,060 Helper, Transportation Mechanic Helper, Transportation Maintenance Helper, Child Nutrition 187 261 232 Security Guard A-3 (303) 187 Hourly $9.33 $11.66 $13.99 Asst Cafeteria Manager, Child Nutrition 180 Days 16,570 20,708 24,846 Building Maintenance 261 232 Days 17,316 21,641 25,965 Catering Coordinator, Child Nutrition 232 261 Days 19,481 24,346 29,211 Custodial Lead, Child Nutrition Delivery Driver, Child Nutrition Grounds Maintenance Lead, Maintenance Warehouse Delivery II, Intercampus Mail A-4 (304) 261 232 261 Hourly $10.07 $.59 $15.11 Bus Driver, (Shuttle, SPED) 180 180 Days 14,501 18,130 21,758 Bus Driver, Trip $10.07hr 187 Days 15,065 18,835 22,605 Building Maintenance Lead, Small School 261 261 Days 21,026 26,288 31,550 A-5 (305) Hourly $10.88 $13.60 $16.32 Cafeteria Manager, Child Nutrition 175,177,180 175 Days 15,232 19,040 22,848 Mechanic, Transportation 261 177 Days 15,406 19,258 23,109 261 Days 22,717 28,397 34,076 A-6 (306) Building Maintenance Lead, Large School Skilled Maintenance, Helper Technician, Support Services Warehouse Supervisor, Child Nutrition Hourly $11.64 $14.55 $17.46 261 187 Days 17,413 21,767 26,0 261 232 Days 21,604 27,005 32,406 187,261 261 Days 24,304 30,380 36,456 232 A-7 (307) Hourly $.81 $16.01 $19.21 Catering Chef 232 261 Days 26,747 33,429 40,110 Skilled Maintenance, Non Licensed 261 232 Days $23,775 $29,715 $35,654 Textbook Manager 261 A-8 (308) Hourly $14.09 $17.61 $21.13 Electrician, Licensed 261 261 Days 29,420 36,770 44,119 HVAC, Licensed 261 Plumber, Licensed 261 Police Officer 261 Skilled Maintenance, Child Nutrition Skilled Maintenance, Licensed A-9 (309) 261 Hourly $15.50 $19.37 $23.24 Foreman, Maintenance 261 261 Days 32,364 40,445 48,525 Skilled Trade, Master License 261

2015-2016 Para-Professional Compensation Plan Texarkana ISD Pay PP1 (201) *Annual amounts are based on 7.5 hours per day. Child Care Worker 261 Clerical Aide 187 187 Instructional Aide 187 261 Administrative Assistant, Child Nutrition Administrative Assistant, Childcare & Risk Management 261 Minimum Midpoint Hourly $9.21 $11.10 $.99 182 Days,572 15,152 17,731 Days,917 15,568 18,218 Days 18,029 21,728 25,428 Instructional Aide, Athletics 187 Instructional Aide, SPED 187 Fingerprinting Specialist PP2 (202) Hourly $9.86 $11.88 $13.90 Library Aide 187 187 Days 13,829 16,662 19,495 Special Assignment Aide 187 Special Assignment Aide, CATE 187 Special Assignment Aide, Computer Lab 187 Special Assignment Aide, EDAEP 187 Special Assignment Aide, ISS 187 Special Assignment Aide, PE 187 Special Assignment Aide, PIE 187 Special Assignment Aide, SPED 187 Student Attendance Aide, High School 187 Student Attendance Aide, Middle School 187 PP3 (203) Hourly $10.65 $.83 $15.01 Administrative Secretary I, Middle School 207 187 Days 14,937 17,994 21,052 Administrative Secretary I, Public Safety 207 207 Days 16,534 19,919 23,303 Aide, Secondary ISS 187 Days 17,732 21,362 24,992 Bilingual Aide, Instructional 187 261 Days 20,847 25,115 29,382 Child Care Asst Site Supervisor 261 Health Aide 187 Library Assistant, Middle School 187 Receptionist, Elem Campus 187 Receptionist, High School 207 Receptionist, Middle School 187, 207 Records and Certification Clerk, HR Student Attendance Clerk, Elem Campus PP4 (204) Hourly $13.84 $16.68 $19.52 Administrative Secretary II, High School Administrative Secretary II, Human Resources Administrative Secretary I, Instructional Services Administrative Secretary II, Middle School Administrative Secretary II, Options Administrative Secretary II, SDAEP Bookkeeper, High School Child Care Site Supervisor Print Shop Specialist Instructional Support Specialist, Adult Education Student Attendance Officer, High School Student Attendance Officer, Middle School 207, 207 Days 21,487 25,896 30,305 Days 23,044 27,772 32,501 261 Days 27,092 32,651 38,210 207 207 PP5 (205) Hourly $15.23 $18.35 $21.47 Administrative Assistant, College&Career Readiness 187 Days 21,360 25,736 30,1 261 207 207

Administrative Assistant, Elem Campus 207 Days 23,645 28,488 33,332 Administrative Assistant, High School 207, Days 25,358 30,553 35,748 Administrative Assistant, Instructional Services 261 Days 29,813 35,920 42,028 Administrative Assistant, Middle School Administrative Assistant, Quality Assurance Administrative Assistant, Student & Community Development Clerk, Accounting Receiving Manager Registrar, Middle School Specialist, Inventory Control, Child Nutrition PP6 (206) Hourly $16.76 $20.19 $23.62 Administrative Assistant, Athletics 187 Days 23,506 28,316 33,7 Administrative Assistant, HR/Deputy Super Days 27,905 33,616 39,327 Administrative Assistant, Purchasing 261 Days 32,807 39,522 46,236 Administrative Assistant, Technology Area Supervisor, Child Nutrition Behavioral Support Specialist Office Manager, Maintenance Print Shop Manager 187 261 Specialist, Accounts Payable Specialist, Food Service PP7 (207) Hourly $18.54 $21.81 $25.08 Communication Specialist 187 187 Days 26,002 30,589 35,175 Registrar, High School 207 Days 28,783 33,860 38,937 Student Services Specialist, Middle School 187 Days 30,869 36,314 41,758 PP8 (208) Hourly $20.02 $23.55 $27.08 Administrative Assistant, Superintendent & BOT 187 Days 28,078 33,029 37,980 Case Manager 207 207 Days 31,081 36,561 42,042 Deaf Education Interpreter 187 Days 33,333 39,211 45,088 Specialist, Comp & Position Control Specialist, Employee Benefits Specialist, Payroll PP9 (209) Hourly $21.02 $24.73 $28.44 187 Days 29,481 34,684 39,887 261

2015-2016 Information Technology Compensation Plan Texarkana ISD Pay Grade Job Title Calendars *Annual amounts are based on 7.5 hours per day. Minimum Midpoint Maximum IT - 1 (401) Hourly $10.80 $13.50 $16.20 Audio-Visual Technician, Technology 261 261 Days 21,141 26,426 31,7 IT-2 (402) Computer Technician Help Desk Manager, Technology Infrastructure Technician, Technology 261 Network Technician IT-3 (403) Applications Developer, Technology Systems Administrator, Technology Hourly $19.44 $24.30 $29.16 Days 32,368 40,460 48,551 261 Days 38,054 47,567 57,081 Daily $207.50 $250.00 $292.50 197 Days 40,878 49,250 57,623 207 Days 42,953 51,750 60,548 Days 46,065 55,500 64,935 IT - 4 (404) Daily $228.25 $275.00 $321.75 Sr Network Administrator, Technology Days 50,672 61,050 71,429 Sr Systems Administrator, Technology IT-5 (405) Daily $262.49 $316.25 $370.01 Director, Technology Days 58,273 70,208 82,142

Texarkana ISD 2015-2016 Professional Compensation Plan Pay Grade Job Title Calendars P-1 (101) Daily $ 156.00 $ 195.00 $ 234.00 Academic Advisor 187 Days 29,172 36,465 43,758 Coordinator, Child Care Services & Risk Management Days 34,632 43,290 51,948 Coordinator, Student Serv. & Character Education, SDAEP 10 261 Days 40,716 50,895 61,074 Coordinator, Student Services/PEIMS/Records Coordinator, Student Mentor Programs Coordinator, Nutrition Analysis/Edu/Training, Child Nutrition Family Liaison Specialist Instructor, (Athletics, Bilingual, Deaf Ed, ISS, SDAEP, SPED) 10 10 P-2 (102) Daily $ 190.90 $ 230.00 $ 269.10 Assistant Director, Maintenance 197 Days 37,607 45,310 53,013 Assistant Director, Transportation Days 42,380 51,060 59,740 Social Worker 10.5 261 Days 49,825 60,030 70,235 Specialist, Graphic Design Trainer, Athletics P-3 (103) Daily $ 234.81 $ 282.90 $ 330.99 Academic Support Specialist 187 Days 43,909 52,902 61,895 Assistant Principal, Elementary Campus 11 197 Days 46,258 55,731 65,205 Chief Accountant, Business Operations 207 Days 48,606 58,560 68,515 Comptroller, Child Nutrition Days 52,8 62,804 73,480 Coordinator, Quality Assurance Coordinator, Student Services Elem Campus Dean of Students, Middle School Assistant Superintendent, Alternative Education Assistant Superintendent, Student & Community Development Principal, High School P-9 (109) Exec Director, Instructional Services Chief Financial Officer Minimum Midpoint Maximum 261 Days 61,285 73,837 86,388 11 11 Counselor Diagnostician Director, Transportation Occupational Therapist Physical Therapist Principal, SDAEP Principal, TILC & EDEAP School Psychologist Licensed Specialist Speech Pathologist, Certified Assistant Director, Athletics 10.5, 11 10 10 10 11 10 11 P-4 (104) Daily $ 248.89 $ 299.87 $ 350.85 Assistant Principal, Middle School 11, 197 Days 49,031 59,074 69,117 Assistant Director, Food Service 207 Days 51,520 62,073 72,626 Associate Principal, Middle School Days 55,254 66,571 77,889 Chief of Police 261 Days 64,960 78,266 91,571 Coordinator, Academic Advancement High School Coordinator, Instructional Services Coordinator, SPED 11, Curriculum Coach, High School Curriculum Coach, Middle School 10.5, 11 Director, Adult Education Director, Risk Management/Childcare P-5 (105) Daily $ 263.82 $ 317.86 $ 371.90 Assistant Principal, High School 11, 207 Days 54,611 65,797 76,983 Associate Principal, High School Days 58,568 70,565 82,562 Director, Music and High School Band 261 Days 68,857 82,961 97,066 Director, Purchasing & Special Events Principal, Options P-6 (106) Daily Director, Elementary Campus Operations Director, Human Resources Director, STEM Education Director, Maintenance & Construction Director, Child Nutrition Exec Director, Public Relations Exec Director, Quality Assurance Exec Director, Support Operations Principal, Elem Campus P-7 (107) Daily Director, SPED and Federal Programs Exec Director, Athletics Principal, Middle School P-8 (108) Daily P-10 (110) Daily Deputy Superintendent $ 295.48 $ 356.00 $ 416.52 Days 65,597 79,032 92,467 261 Days 77,0 92,916 108,7 10 $ 316.16 $ 380.92 $ 445.68 Days 70,188 84,564 98,941 $ 338.29 $ 407.58 $ 476.87 Days 75,100 90,483 105,865 Daily $ 433.06 $ 509.48 $ 585.9 Days 96,139 113,105 130,070 $ 463.37 $ 545.14 $ 626.91 Days 102,868 1,021 139,174

Type of Supplemental Duty Stipend ATHLETICS Assistant Coach Major $ 1,500.00 Assistant Coach Minor $ 1,000.00 Assistant Head Coach $ 1,500.00 Assistant Varsity Football $ 3,000.00 Assistant Varsity Other $1,500/ $2,500/ $3,000 Assistant Girls Coordinator $ 1,000.00 Associate Head Coach $ 2,500.00 Athletic Fields $ 2,500.00 Coaching Kickers $ 1,500.00 Coordinator of Assigned Sport $ 2,500.00 Coordinator of Athletic Facilities (Multi-purpose, Tennis) $ 3,500.00 Defensive/Offensive Coordinator $ 4,000.00 Equipment Manager $ 2,500.00 Girls Athletic Coordinator $ 3,500.00 Head Coach Major: First Head Coach $ 3,000.00 Second Head Coach $ 2,000.00 Head Coach Minor: First Head Coach $ 2,000.00 Second Head Coach $ 1,000.00 Middle School Assistant $ 1,500.00 Middle School Base $ 2,000.00 Middle School Coordinator $ 2,500.00 Middle School Head Coach $ 3,000.00 Off-Season Coordinator $ 3,000.00 Scouting (High School) $ 500.00 Summer Programs $1,750/ $2,000/ $3,500 Varsity Major Base $ 2,500.00 Varsity Major Base/Football $ 3,500.00 Varsity Minor Base $ 2,000.00 CAREER and TECHNOLOGY Co-Curricular $ 3,000.00 Convergent Media Stipend $ 1,500.00 Landscaping/Facilities Management Stipend $ 3,000.00 Technology Coordinator $ 2,500.00 Tigervision $ 1,500.00 TISD Video, Media and other projects $ 14,700.00 HIGH SCHOOL Dual Credit Class (Each Additional) up to $5000 max $ 500.00 Dual Credit Class (First Section Taught) $ 1,500.00 HS Cheer Sponsor $ 3,500.00 HS Debate Sponsor $ 2,000.00 HS Department Chair $ 2,000.00 HS Department Chair PE $ 1,250.00 HS Department Chair SPED $ 1,000.00 HS Detention and Supervision $ 2,500.00 HS Drama Assistant Sponsor $ 3,000.00 HS Drama Sponsor $ 6,000.00 HS Grounds Improvement Program $ 2,500.00 HS Leadership $ 5,000.00 HS National Honor Society Sponsor $ 750.00 HS Operations and Facilities Management $ 3,000.00 HS REACH Coordinator $ 2,500.00 HS REACH Teacher $ 1,000.00 HS Rosebud Sponsor $ 750.00 HS Student Council $ 2,000.00 HS Student Council Co-Sponsor $ 2,500.00

HS TBOTS (Asst Coach, Design, Head Coach) $ 1,000.00 HS Theater Technical Director $ 6,000.00 HS UIL Academic Coordinator $ 3,000.00 HS Yearbook Sponsor $ 6,000.00 MIDDLE SCHOOL MS Cheerleader Coach $ 4,000.00 MS Cheerleader Teacher $ 3,000.00 MS Dance Club Sponsor $ 1,000.00 MS Interventions $2,000/ $3,000/ $4,000 MS National Honor Society Sponsor $ 600.00 MS Pep Squad Co-Chair $ 1,000.00 MS REACH Coordinator $ 1,500.00 MS REACH Teacher $ 1,000.00 MS Robotics Facilitator $ 750.00 MS Robotics Program (includes Club) $ 1,500.00 MS Student Council Co-Sponsor $ 2,500.00 MS Team Leader $ 1,000.00 MS Tiger Vision Junior $ 3,000.00 MS UIL Coach $ 300.00 MS UIL Coordinator $ 1,200.00 MS Yearbook Sponsor $ 3,000.00 MUSIC HS and MS Band Assistant Director $ 6,500.00 HS Band Director & Director of Percussion $ 8,000.00 HS Choir $ 5,000.00 HS Color Guard $ 3,500.00 HS Drill Team $ 5,000.00 MS and HS Band/Red Lick Band $ 7,000.00 MS Choir $ 5,000.00 MS Head Band Director $ 10,500.00 Strings Program $ 2,500.00 OTHER STIPENDS Alternative Facility Teacher Placement/Extended Day (EDAEP, SDAEP, TILC, RISE) $ 2,000.00 Bilingual Teacher (Certified, approved placement) $ 3,500.00 Bilingual/Translator Services (assigned staff at approved locations) $ 1,000.00 Campus Club Stipend (Student Development) $ 500.00 Campus PIE Contact $ 1,000.00 Director on-call Increment $ 1,200.00 Fine Arts $ 500.00 HS and MS Conference Period Buy-out/ Teaching per section $ 5,500.00 In-home Training (Special Populations) $ 3,500.00 Instructional Coach $ 4,000.00 Intramural Program $ 3,500.00 Lead Speech Language Pathologist and Medicaid Support $ 1,250.00 Lead Teacher (Bilingual, ESL) $ 1,000.00 Lead Teacher (Deaf Education) $ 2,500.00 Lead Teacher (Visually Impaired) $ 2,000.00 Performing Arts Center Coordination $ 2,500.00 Police Certification (Intermediate/Adv/Masters) $ 600/ 1,200/ 1,800 Police Crosswalk Coordinator $ 2,000.00 Police Internal Investigations $ 1,000.00 Police K-9 $ 3,000.00 Police Sergeant $ 4,000.00 Police Training and systems Monitoring $ 500.00 Robotics Coordinator Elementary Campus $ 1,500.00 Shortage Stipend (8th-th grade Math & Science, Certified approved placement) $ 3,500.00 Shortage Stipend (Secondary Foreign Language) $ 1,000.00 Testing Center Coordinator (ESL/ELL) $ 500.00

Texarkana ISD 019907 COMPENSATION AND BENEFITS WAGE AND HOUR LAWS DEA (LEGAL) FAIR LABOR STANDARDS ACT MINIMUM WAGE AND OVERTIME BREAKS FOR NONEXEMPT EMPLOYEES BREAKS FOR NURSING MOTHERS COMPENSATORY TIME ACCRUAL Unless an exemption applies, the District shall pay each of its employees not less than minimum wage for all hours worked. 29 U.S.C. 206(a)(1) Unless an exemption applies, the District shall pay an employee not less than one and one-half times the employee s regular rate of pay for all hours worked in excess of forty in any workweek. 29 U.S.C. 207(a)(1); 29 CFR pt. 778 Rest periods of up to 20 minutes must be counted as hours worked. Coffee breaks or time for snacks are rest periods, not meal periods. 29 CFR 785.18 Bona fide meal periods of 30 minutes or more are not counted as hours worked if the employee is completely relieved from duty. The employee is not relieved from duty if the employee is required to perform any duties, whether active or inactive, while eating. For example, an office employee who is required to eat at his or her desk is working while eating. It is not necessary that an employee be permitted to leave the premises if the employee is otherwise completely freed from duties during the meal period. 29 CFR 785.19 The District shall provide a nonexempt employee a reasonable break to express breast milk, each time the employee needs to express breast milk for her nursing child, for one year after the child s birth. The District shall provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. The District is not required to compensate the employee receiving reasonable break time for any work time spent for such purpose. A district that employs fewer than 50 employees is not subject to these requirements if the requirements would impose an undue hardship by causing the District significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the District. 29 U.S.C. 207(r) Nonexempt employees may receive, in lieu of overtime compensation, compensatory time off at a rate of not less than one and onehalf hours for each hour of overtime work, pursuant to an agreement or understanding arrived at between the employer and employee before the performance of the work. Such agreement or understanding may be informal, such as when an employee works overtime knowing that the employer rewards overtime with compensatory time. DATE ISSUED: 11/7/2011 1 of 5 UPDATE 92 DEA(LEGAL)-P

Texarkana ISD 019907 COMPENSATION AND BENEFITS WAGE AND HOUR LAWS DEA (LOCAL) 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. PAY ADMINISTRATION ANNUAL PAY INCREASES INDIVIDUAL PAY ACTIONS MID-YEAR PAY INCREASES CONTRACT EMPLOYEES NONCONTRACT EMPLOYEES CLASSIFICATION OF POSITIONS EXEMPT 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. The Superintendent shall recommend to the Board an amount for employee pay increases as part of the annual budget. Employees must have satisfactory performance to receive a pay increase, unless exceptions are granted by the Board. Annual pay increases, individual equity adjustments, promotion increases, and hiring rates for new employees shall be determined by the Superintendent in accordance with the approved budget and the District compensation plan. 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. [See DEAB for public hearing requirements] 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. 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 DATE ISSUED: 9/2/2008 1 of 2 LDU 2008.05 DEA(LOCAL)-X

Texarkana ISD 019907 COMPENSATION AND BENEFITS WAGE AND HOUR LAWS DEA (LOCAL) 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. 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. NONEXEMPT WORKWEEK DEFINED COMPENSATORY TIME 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 a 40-hour workweek and earn additional pay when working beyond the normally scheduled workweek for the position. If the nonexempt employee works more than 40 hours in a workweek the employee will be compensated by earning compensatory time off or will be paid overtime compensation. 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. Nonexempt employees who are assigned supplemental duties shall be compensated on an hourly basis, including overtime, if necessary. For purposes of FLSA compliance, the workweek for District employees shall be :01 a.m. Sunday until :00 a.m. Saturday. Compensation for overtime hours shall be awarded at one and a half times the employee s regular rate of pay or by time and a half earned in compensatory time. The employee shall be informed in advance if overtime hours shall accrue compensatory time rather than 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. DATE ISSUED: 9/2/2008 ADOPTED: 2 of 2 LDU 2008.05 DEA(LOCAL)-X

Texarkana ISD 019907 COMPENSATION AND BENEFITS WAGE AND HOUR LAWS DEA (LEGAL) An employee may accrue not more than 240 hours of compensatory time. If the employee s overtime work included a public safety activity, an emergency response activity, or a seasonal activity, the employee may accrue not more than 480 hours of compensatory time. After the employee has reached these limits, the employee shall be paid overtime compensation for additional overtime work. PAYMENT FOR ACCRUED TIME USE EXEMPT EMPLOYEES ACADEMIC ADMINISTRATORS Compensation paid to an employee for accrued compensatory time shall be paid at the regular rate earned by the employee at the time of payment. An employee who has accrued compensatory time off shall be paid for any unused compensatory time upon separation from employment at the rates set forth at 29 U.S.C. 207(o)(4). An employee who has requested the use of compensatory time shall be permitted to use such time within a reasonable period after making the request if the use of the compensatory time does not unduly disrupt the operations of the District. The Fair Labor Standards Act does not prohibit the District from compelling the use of accrued compensatory time. 29 U.S.C. 207(o); Christensen v. Harris County, 529 U.S. 576 (2000); Houston Police Officers Union v. City of Houston, 330 F.3d 298 (5th Cir. 2003) The minimum wage and overtime provisions do not apply to any employee employed in a bona fide executive, administrative, or professional capacity. 29 U.S.C. 213(a)(1) The term employee employed in a bona fide administrative capacity includes an employee: 1. Compensated for services on a salary or fee basis at a rate of not less than $455 per week exclusive of board, lodging, or other facilities, or on a salary basis that is at least equal to the entrance salary for teachers in the District by which employed; and 2. Whose primary duty is performing administrative functions directly related to academic instruction or training in the District or department or subdivision thereof. Performing administrative functions directly related to academic instruction or training means work related to the academic operations and functions in a school rather than to administration along the lines of general business operations. Such academic administrative functions include operations directly in the field of education. Jobs relating to areas outside the educational field are not within the definition of academic administration. DATE ISSUED: 11/7/2011 2 of 5 UPDATE 92 DEA(LEGAL)-P

Texarkana ISD 019907 COMPENSATION AND BENEFITS WAGE AND HOUR LAWS DEA (LEGAL) Employees engaged in academic administrative functions include: 1. The Superintendent or other head of an elementary or secondary school system, and any assistants, responsible for administration of such matters as curriculum, quality and methods of instructing, measuring and testing the learning potential and achievement of students, establishing and maintaining academic and grading standards, and other aspects of the teaching program; 2. The principal and any vice principals responsible for the operation of an elementary or secondary school; 3. Academic counselors who perform work such as administering school testing programs, assisting students with academic problems and advising students concerning degree requirements; and 4. Other employees with similar responsibilities. Jobs relating to building management and maintenance, jobs relating to the health of the students, and academic staff such as social workers, psychologists, lunch room managers, or dietitians do not perform academic administrative functions, although such employees may qualify for another exemption. 29 CFR 541.204 SALARY BASIS PARTIAL-DAY DEDUCTIONS To qualify as an exempt executive, administrative, or professional employee, the employee must be compensated on a salary basis, unless the employee is a teacher. Subject to the exceptions listed in the rule, an employee must receive the full salary for any week in which the employee performs any work, without regard to the number of days or hours worked. A district that makes improper deductions from salary shall lose the exemption if the facts demonstrate that the District did not intend to pay exempt employees on a salary basis. 29 CFR 541.600,.602(a),.603 A District employee who otherwise meets the salary basis requirements shall not be disqualified from exemption on the basis that the employee is paid according to a pay system established by statute, ordinance, or regulation, or by a policy or practice established pursuant to principles of public accountability, under which the employee accrues personal leave and sick leave and which requires the employee s pay to be reduced or the employee to be placed on leave without pay for absences for personal reasons or because of illness or injury of less than one workday when accrued leave is not used by an employee because: DATE ISSUED: 11/7/2011 3 of 5 UPDATE 92 DEA(LEGAL)-P

Texarkana ISD 019907 COMPENSATION AND BENEFITS WAGE AND HOUR LAWS DEA (LEGAL) 1. Permission for its use has not been sought or has been sought and denied; 2. Accrued leave has been exhausted; or 3. The employee chooses to use leave without pay. Deductions from the pay of a District employee for absences due to a budget-required furlough shall not disqualify the employee from being paid on a salary basis except in the workweek in which the furlough occurs and for which the employee s pay is accordingly reduced. 29 CFR 541.710 SAFE HARBOR POLICY TEACHERS If the District has a clearly communicated policy that prohibits improper pay deductions and includes a complaint mechanism, reimburses employees for any improper deductions, and makes a good faith commitment to comply in the future, the District will not lose the deduction unless the District willfully violates the policy by continuing to make improper deductions after receiving employee complaints. The best evidence of a clearly communicated policy is a written policy that was distributed to employees before the improper pay deductions by, for example, providing a copy of the policy to employees upon hire, publishing the policy in an employee handbook, or publishing the policy on the District s intranet. 29 CFR 541.603(d) The term employee employed in a bona fide professional capacity includes any employee with a primary duty of teaching, tutoring, instructing, or lecturing in the activity of imparting knowledge and who is employed and engaged in this activity as a teacher in an elementary or secondary school system by which the employee is employed. The salary basis requirements do not apply to teaching professionals. Exempt teachers include: 1. Regular academic teachers; 2. Teachers of kindergarten or nursery school pupils; 3. Teachers of gifted or disabled children; 4. Teachers of skilled and semi-skilled trades and occupations; 5. Teachers engaged in automobile driving instruction; 6. Home economics teachers; and DATE ISSUED: 11/7/2011 4 of 5 UPDATE 92 DEA(LEGAL)-P

Texarkana ISD 019907 COMPENSATION AND BENEFITS WAGE AND HOUR LAWS DEA (LEGAL) 7. Vocal or instrumental music instructors. Those faculty members who are engaged as teachers but also spend a considerable amount of their time in extracurricular activities such as coaching athletic teams or acting as moderators or advisors in such areas as drama, speech, debate, or journalism are engaged in teaching. Such activities are a recognized part of the schools responsibility in contributing to the educational development of the student. The possession of an elementary or secondary teacher s certificate provides a clear means of identifying the individuals contemplated as being within the scope of the exemption for teaching professionals. Teachers who possess a teaching certificate qualify for the exemption regardless of the terminology (e.g., permanent, conditional, standard, provisional, temporary, emergency, or unlimited) used by the state to refer to different kinds of certificates. However, a teacher who is not certified may be considered for exemption, provided that such individual is employed as a teacher by the employing school or school system. 29 CFR 541.303 WAGE AND HOUR RECORDS PAYDAY LAW EXEMPTION The District shall maintain and preserve payroll or other records for nonexempt employees containing the information required by the regulations under the Fair Labor Standards Act. 29 CFR 516.2(a) The Texas Payday Law does not apply to the state or a political subdivision. Labor Code 61.003 DATE ISSUED: 11/7/2011 5 of 5 UPDATE 92 DEA(LEGAL)-P