Compensation Plan Full-Time Non-Exempt Salaried Employees

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1 GENERAL McLANE SCHOOL DISTRICT Compensation Plan Full-Time Non-Exempt Salaried s This document is a summary of wages and benefits approved by the Board of Education for full-time salaried non-exempt employees. If there is a conflict between any law, regulation, contract or District policy and this document, the applicable law, regulation, contract or District policy will prevail. 1. Definitions A. s in the following job classifications are full-time hourly employees: 2. Wages i. Administrative Assistant II & III ii. Custodial Services Technician II iii. Information Technologist I, II & III iv. Maintenance I & II v. Manager - Custodial Services vi. Mechanic I & II A. Each year, at its May or June meeting, the Board of School Directors will: i. Establish a minimum and maximum salary or hourly wage for each job classification which will be effective July 1 of the subsequent fiscal year and, ii. Decide the percentage increase (if any) to salaries and hourly wage rates that will be granted to employees. The percentage increase may be the same for all job classifications or vary at the Board s sole discretion. B. An employee s salary increase will be less than the full percentage approved by the Board if the full percentage increase would result in a salary/wage greater than the established maximum for the employee s job classification. C. The Board will determine the salary/wage for a newly hired employee based on his/her knowledge, skills and abilities but the salary/wage will not be less than the minimum for the job classification. He/she will only be eligible for a pay increase on the July 1 following his/her hire date if he/she has worked at least 90 days as either a Board-approved long term substitute or a permanent employee. Revision: September 2017 Comp Plan FT Non-Exempt Salaried Page 1 of 5

2 D. For employees whose salary/wage is at the maximum for his/her job classification: i. If the Board has increased the maximum and awarded a pay increase to an individual s job classification for the upcoming year, the individual s salary/wage may be increased by the Board-approved job classification increase up to the new maximum (assuming his/her job performance is acceptable). ii. If the Board has not increased the maximum, it may nonetheless choose to grant a payment to any individual whose salary/wage is at the maximum. However, this payment will not be added to the individual s base salary/wage for purpose of future salary/wage adjustments. E. An employee who voluntarily resigns and is subsequently rehired at a later date is not guaranteed the salary/wage he/she was previously paid. 3. Vacation A. All full-time non-exempt salaried employees will earn two (2) weeks paid vacation annually after one year of employment. Beginning in the sixth year, employees will receive three (3) weeks of paid vacation. B. Vacation is allotted July 1 for all employees and must be used by the following June 30. C. Vacation is prorated during the first year of employment. 4. Sick Leave A. Each full-time non-exempt salaried employee is allotted ten (10) days per year with unlimited accumulation. B. The District will pay an employee in active service for accumulated unused sick leave at retirement or death if the employee meets one of the following criteria: i. At least 25 years of service in General McLane School District ( GMSD ) or, ii. Age 55 with at least 15 years of service in GMSD or, iii. With a disability retirement and at least 10 years of service in GMSD C. The payment will be calculated as follows: $55.00 x Actual number of accumulated unused sick days, but not to exceed 100 days. D. In the event of the employee s death, the sick leave payment will be made to the employee s estate or designated beneficiary. E. Except in cases of retirement due to illness or disability, the employee shall be required to notify the Board of the decision to retire by March 1 of the last year of employment. 5. Emergency/Personal Leave Revision: September 2017 Comp Plan FT Non-Exempt Salaried Page 2 of 5

3 A. Annual allowance two (2) days, accumulative to four (4) days, for the purpose of emergency or personal leave. B. Notice must be given to the Superintendent and/or Director of Business & Operations four (4) days in advance for personal leave, the only exception shall be each year one (1) day may be used for an emergency at which time the notice will be waived. C. Emergency leave definition. At the request of the employee, and with the approval of the Superintendent and/or Director of Business & Operations, an employee shall be granted emergency leave as provided above, for reasons resulting from sickness in the family, childbirth, fire, legal matters and other extenuating circumstances. Emergency leave shall not be for the purpose of a vacation. D. No more than twenty-five (25) percent of the staff in each support group in each building may use a combination of personal or emergency days on the same date. The twenty-five (25) percent limitation shall be on a first-come-first served basis. 6. Holidays A. Holidays are scheduled annually by the School Board. Each employee who is eligible for paid holidays will follow the calendar specific to his/her position in the appendix of the Non- Instructional Support Staff Handbook. If a holiday falls on a Saturday or a Sunday, the employee s day off will correspond with the Commonwealth s observance. (Ref Board Policy # 343) 7. Health Care A. Full-time non-exempt salaried employees hired prior to July 1, 2011 are eligible to enroll in individual, employee plus child(ren) or family coverage in the District's health care program with contributions through payroll deduction as follows: Family Annual Contribution $ $1, Number of Pay Periods Contribution per Pay Period $25.00 $50.00 B. Full-time non-exempt salaried employees hired after July 1, 2011 are eligible to enroll in individual or employee plus child(ren) coverage with contributions through payroll deduction as follows: +Child(ren) Annual Contribution $ $1, Number of Pay Periods Contribution per Pay Period $25.00 $42.31 Revision: September 2017 Comp Plan FT Non-Exempt Salaried Page 3 of 5

4 8. Dental Care A. All full-time non-exempt salaried employees hired prior to July 1, 2011 are eligible to enroll in individual or family coverage in the District's dental care program at no cost to the employee. B. Full-time, non-exempt salaried employees hired after July 1, 2011 are eligible for individual coverage. 9. Vision Care A. All full-time non-exempt salaried employees hired prior to July 1, 2011 are eligible for individual or family coverage in the District s vision program at no cost to the employee. B. All full-time non-exempt salaried employees hired after July 1, 2011 are eligible for individual coverage. 10. Life Insurance A. All full-time non-exempt salaried employees shall receive a $10,000 life insurance policy on the 1 st of the month following date of hire at no cost to the employee. 11. Long-Term Disability A. An employee may purchase, at his/her personal expense, long term disability insurance coverage comparable to specifications approved for instructional employees. 12. Bereavement Leave A. When a non-instructional employee is absent from duty because of a death in the immediate family, there shall be no deduction in salary for an absence of three (3) school days. The Board may extend the period of absence, at its discretion. Immediate family shall be defined as father, mother, brother, sister, son, daughter, husband, wife, parent-in-law, near relative who resides in the same household, or any person with whom the employee has made his/her home. B. When a non-instructional employee is absent because of the death of a near relative, there shall be no deduction in salary for absence on the day of the funeral. The Board may extend the period of absence, at its discretion. Near relative is defined as first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, son-in-law, daughter-in-law, brother-in-law or sister-in-law. (Ref Board Policy #336) 13. Family and Medical Leave Act ( FMLA ) A. To qualify for leave under FMLA, an individual must work at least 12 months and for 1,250 hours in the 12 months immediately preceding the request for leave. s may take up to 12 weeks of FMLA leave per 12 month period for the birth or adoption of a child; to care for a spouse, parent, or child with a serious health condition; or for the employee s own serious health condition. (Ref Board Policy # 335) 14. Uncompensated Leave A. An employee may ask the School Board to grant uncompensated leave only if he/she has used all his/her available paid leave. (Ref Board Policy # 339) Revision: September 2017 Comp Plan FT Non-Exempt Salaried Page 4 of 5

5 15. Mileage Allowance A. s will be reimbursed for personal automobile mileage at 85% of the Internal Revenue Service standard mileage rate for any school-related business authorized by the District Administration. 16. Jury Duty A. An employee will receive the difference between his/her regular pay and the compensation he/she receives for serving jury duty. (Ref Board Policy # 342) 17. Posting Job Vacancies A. The District will notify employees of job vacancies: 1) Via and, 2) By posting an electronic version of the vacancy on its web site and, 3) By posting a paper version of the vacancy on designated bulletin boards in each building. B. All current employees will be given the opportunity to apply for posted positions. C. Current employees will not be given preference over any other applicant for any position, but accumulated service in the District will be given consideration in the selection process. Revision: September 2017 Comp Plan FT Non-Exempt Salaried Page 5 of 5

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