SALARY AND RATE OF PAY. SALARY AND RATE OF PAY A. Salary payments shall be made at least twice per month through a direct deposit program directly into the employee’s checking or savings account. Exceptions may be made by the Superintendent or their designee on a case-by-case basis. If payday falls on a Saturday, Sunday or holiday, then employees shall be paid on the business day preceding the regularly scheduled payday. B. Paycheck stubs shall provide columns to readily identify overtime to include: 1. The total number of hours of overtime worked per period; 2. The overtime hourly rate of pay and gross overtime pay before taxes; and 3. The total number of hours that represent a stipend. C. Employees shall receive negotiated percentage (%) salary increases for each year of employment until the top of the salary range is reached. Employees who have reached the top of the pay range for their position will receive a negotiated raise separate from other employees in the same position; no staff member shall receive an amount that is less than they received for the performance of regular duties during the previous school year. This does not hold true if an employee voluntarily transfers to a lower paying position. This procedure will remain in effect unless the Board of Education declares a financial emergency that requires freezing all District employee salary schedules. D. Advance Salary Schedule Placement In an effort to attract trained staff, the Superintendent or their designee shall grant a maximum of ten (10) years previous experience for starting salary. Placement on the salary schedule is contingent upon job related experience. 1. Full-time employees who leave the District with a minimum of five (5) years of District experience and are rehired within six (6) months after leaving, to full-time employment shall receive the hourly rate they would have received as if they had never left. If they are rehired past the six (6) month period, they will be hired back at the previous hourly rate at which they left. This applies only to individuals who return to the same position. 2. Full-time employees, who retire from the District shall substitute at the hourly rate 34% above the starting pay for the position from which the employee retired. 3. In order to earn the negotiated salary increase, the employee must have been compensated for full-time employment, and worked 50% of the annual work calendar (July 1 to June 30). 4. Provisions of this policy are not retroactive. E. When an Instructional Assistant or Paraprofessional provides adult support to a student on the bus due to a verifiable shortage during the regular school year, that time shall be paid at their currently hourly rate of pay. If the IA or Paraprofessional will be in an overtime status, pre-approval for overtime is required through the Business Office. The employees supervisor shall notify the Business Office in the event that the employee will be in an overtime status. F. Instructional Assistants working in high needs positions (as defined by the Executive Director of Student Services) will receive a $500 stipend. The stipend will be paid in two $250 separate installments, the first paycheck in January and the last paycheck of May.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SALARY AND RATE OF PAY. SALARY AND RATE OF PAY
A. Salary payments shall be made at least twice per month through a direct deposit program directly into the employee’s checking or savings account. Exceptions may be made by the Superintendent or their designee on a case-by-case basis. If payday falls on a Saturday, Sunday or holiday, then employees shall be paid on the business day preceding the regularly scheduled payday.
B. Paycheck stubs shall provide columns to readily identify overtime to include:
1. The total number of hours of overtime worked per period;
2. The overtime hourly rate of pay and gross overtime pay before taxes; and
3. The total number of hours that represent a stipend.
C. Employees shall receive negotiated percentage (%) salary increases for each year of employment until the top of the salary range is reached. Employees who have reached the top of the pay range for their position will receive a negotiated raise separate from other employees in the same position; no staff member shall receive an amount that is less than they received for the performance of regular duties during the previous school year. This does not hold true if an employee voluntarily transfers to a lower paying position. This procedure will remain in effect unless the Board of Education declares a financial emergency that requires freezing all District employee salary schedules.
D. Advance Salary Schedule Placement In an effort to attract trained staff, the Superintendent or their designee shall grant a maximum of ten (10) years previous experience for starting salary. Placement on the salary schedule is contingent upon job related experience.
1. Full-time employees who leave the District with a minimum of five (5) years of District experience and are rehired within six (6) months after leaving, to full-time employment The employee shall receive the hourly rate they would have received as if they had never left. If they are rehired past the six (6) month period, they will be hired back at the previous hourly rate at which they left. This applies only to individuals who return to the same position.
2. Full-time employees, who retire from the District shall substitute at the hourly rate 342.0% above the starting pay salary for the position from which the employee retired.
3. In order to earn the negotiated salary increaseeach year of experience, the employee must have been compensated for full-time employment, and worked 50% of the annual work calendar (July 1 to June 30).
4. Provisions of this policy are not retroactive.
E. When an Instructional Assistant or Paraprofessional provides adult support to a student on the bus due to a verifiable shortage during the regular school year, that time shall be paid at their currently hourly rate of pay. If the IA or Paraprofessional will be in an overtime status, pre-approval for overtime is required through the Business Office. The employees supervisor shall notify the Business Office in the event that the employee will be in an overtime status.
F. Instructional Assistants working in high needs positions (as defined by the Executive Director of Student Services) will receive a $500 stipend. The stipend will be paid in two $250 separate installments, the first paycheck in January and the last paycheck of May.up ten
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SALARY AND RATE OF PAY. SALARY AND RATE OF PAY
A. Salary payments shall be made at least twice per month through a direct deposit program directly into the employee’s checking or savings account. Exceptions may be made by the Superintendent or their designee on a case-by-case basis. If payday falls on a Saturday, Sunday or holiday, then employees shall be paid on the business day preceding the regularly scheduled payday.
B. Paycheck stubs shall provide columns to readily identify overtime to include:
1. The total number of hours of overtime worked per period;
2. The overtime hourly rate of pay and gross overtime pay before taxes; and
3. The total number of hours that represent a stipend.
C. Employees shall receive negotiated percentage (%) salary increases for each year of employment until the top of the salary range is reached. Employees who have reached the top of the pay range for their position will receive a negotiated raise separate from other employees in the same position; no staff member shall receive an amount that is less than they received for the performance of regular duties during the previous school year. This does not hold true if an employee voluntarily transfers to a lower paying position. This procedure will remain in effect unless the Board of Education declares a financial emergency that requires freezing all District employee salary schedules.
D. Advance Salary Schedule Placement In an effort to attract trained staff, the Superintendent or their designee shall grant a maximum of ten five (105) years previous experience for starting salary. Placement on the salary schedule is contingent upon job related experience. The employee shall receive 2.5% above the starting salary for each year of experience, up to five years.
1. Full-time employees who leave the District with a minimum of five (5) years of District experience and are rehired within six (6) months after leaving, to full-time employment shall receive the hourly rate they would have received as if they had never left. If they are rehired past the six (6) month period, they will be hired back at the previous hourly rate at which they left. This applies only to individuals who return to the same position.
2. Full-time employees, who retire from the District shall substitute at the hourly rate 34% above the starting pay for the position from which the employee retired.
3. In order to earn the negotiated salary increase, the employee must have been compensated for full-time employment, and worked 50% of the annual work calendar (July 1 to June 30).
4. Provisions of this policy are not retroactive.
E. When an Instructional Assistant or Paraprofessional provides adult support to a student on the bus due to a verifiable shortage during the regular school year, that time shall be paid at their currently hourly rate of pay. If the IA or Paraprofessional will be in an overtime status, pre-approval for overtime is required through the Business Office. The employees supervisor shall notify the Business Office in the event that the employee will be in an overtime status.
F. Instructional Assistants working in high needs positions (as defined by the Executive Director of Student Services) will receive a $500 stipend. The stipend will be paid in two $250 separate installments, the first paycheck in January and the last paycheck of May.
Appears in 1 contract
Samples: Collective Bargaining Agreement
SALARY AND RATE OF PAY. SALARY AND RATE OF PAY
A. Salary payments shall be made at least twice per month through a direct deposit program directly into the employee’s checking or savings account. Exceptions may be made by the Superintendent or their designee on a case-by-case basis. If payday falls on a Saturday, Sunday or holiday, then employees shall be paid on the business day preceding the regularly scheduled payday.
B. Paycheck stubs shall provide columns to readily identify overtime to include:
1. The total number of hours of overtime worked per period;
2. The overtime hourly rate of pay and gross overtime pay before taxes; and
3. The total number of hours that represent a stipend.
C. Employees shall receive negotiated percentage (%) salary increases for each year of employment until the top of the salary range is reached. Employees who have reached the top of the pay range for their position will receive a negotiated raise separate from other employees in the same position; no staff member shall receive an amount that is less than they received for the performance of regular duties during the previous school year. This does not hold true if an employee voluntarily transfers to a lower paying position. This procedure will remain in effect unless the Board of Education declares a financial emergency that requires freezing all District employee salary schedules.
D. Advance Salary Schedule Placement In an effort to attract trained staff, the Superintendent or their designee shall grant a maximum of ten five (105) years previous experience for starting salary. Placement on the salary schedule is contingent upon job related experience. The employee shall receive 2.5% above the starting salary for each year of experience, up to five years.
1. Full-time employees who leave the District with a minimum of five (5) years of District experience and are rehired within six (6) months after leaving, to full-time employment shall receive the hourly rate they would have received as if they had never left. If they are rehired past the six (6) month period, they will be hired back at the previous hourly rate at which they left. This applies only to individuals who return to the same position.
2. Full-time employees, who retire from the District shall substitute at the hourly rate 34% above the starting pay for the position from which the employee retired.
3. In order to earn the negotiated salary increase, the employee must have been compensated for full-time employment, and worked 50% of the annual work calendar (July 1 to June 30).
4. Provisions of this policy are not retroactive.
E. When an Instructional Assistant or Paraprofessional provides adult support to a student on the bus due to a verifiable shortage during the regular school year, that time shall be paid at their currently hourly rate of pay. If the IA or Paraprofessional will be in an overtime status, pre-approval for overtime is required through the Business Office. The employees employee’s supervisor shall notify the Business Office in the event that the employee will be in an overtime status.
F. Instructional Assistants working in high needs positions (as defined by the Executive Director of Student Services) will receive a $500 stipend. The stipend will be paid in two $250 separate installments, the first paycheck in January and the last paycheck of May.
Appears in 1 contract
Samples: Collective Bargaining Agreement