SUBJECT: SPECIAL TASK ADDITIONAL COMPENSATION (STIPEND PAYMENTS)

Transcription

1 I. PURPOSE: The Special Task Additional Compensation Process has been implemented to support school improvement efforts that focus on enhanced instruction, teacher quality, the growth of professional staff, and increased parent/community involvement. This process is used to pay current employees for performing additional tasks beyond the normal work day for programs that directly relate to the education of students. The PSTAR Create Stipend System is the pre-authorization to pay current employees for performing additional tasks beyond the normal work day. II. IMPLEMENTATION GUIDELINES: The below chart represents those positions that are either eligible/not eligible for Stipends, Compensatory Time per Union Negotiated Agreement, Compensatory Time per City Schools Policy, and/or Overtime policy. This chart should be used by City Schools Officers, Directors, Managers, and Supervisors when approving and paying for Special Task Additional Compensation. Position FLSA Stipends Compensatory Time Overtime Teachers (BTU 10/12 Exempt Eligible Month) Educational Associates (BTU 12 Month) Exempt Eligible (Weekend/Holiday Only) Exempt Eligible Staff Associate (BTU 10/12 Month) Teacher Mentor (BTU Exempt Eligible 10/12 Month) PSASA Employees Exempt Eligible (Please refer to Business Managers Exempt Eligible (Please refer to City Schools Compensatory Leave Policy) Paraprofessionals Non-Exempt Eligible Secretaries/Office Non-Exempt Eligible (Please refer to Eligible Assistants Food Service Workers Non-Exempt Eligible Custodial Workers Non-Exempt Eligible School Police Officers Non-Exempt Eligible (Please refer to Eligible Temporary Employees Non-Exempt Eligible Substitute Teachers N/A Parent Volunteers N/A All Other 10 month Salaried Exempt Eligible All Other 10/12 Month Hourly paid Employees All other 12 Month Salaried Employees Non-Exempt Eligible Exempt Eligible (Please refer to City Schools Compensatory 3/4/2011 PAGE 1

2 Eligible Employees: Current salaried 10 month employees performing activities during the School Year after their scheduled work hours. Current salaried 12 month Staff Associates, Educational Associates and Teacher Mentors, performing activities during the year after their scheduled work hours. Non-Eligible Employees: Current salaried 12 month employees are not eligible to receive stipends. Current hourly 10 and 12 month employees are not eligible to receive stipends - An hourly 10/12 month employee can work beyond their normal standard work hours; however, they must receive overtime in accordance with Fair Labor Standards Act (FLSA) and/or their collective bargaining agreement. Current Work Study Students are not eligible to receive stipends. City Schools Employees on an approved leave of absence are not eligible to receive stipends. Examples of Non-Eligible Employees: Secretaries, Office Assistants, Food Service Workers, Custodial Workers, School Police Officers, Hall Monitors, Temporary Employees, Substitute Teachers, Paraprofessionals, Work Study Students, and all other 10/12 month hourly paid employees. Business Managers, Principals, Assistant Principals, Directors, Executives, Administrative Assistants, Special Assistants, and all other 12 month salaried employees. Note: No employee should receive stipend payments for work performed during their regular work day. An eligible employee cannot work remotely without having the written authorization of the approving officer. Summer activities must be paid using the Summer Payroll Process (see FSF #134 Payroll Summer Learning 2011). 3/4/2011 PAGE 2

3 III. Pre-Approval Process Listed below are the steps that must be completed before work is performed by an employee (s): 1. The PSTAR Create Stipend Position process must be completed and approved by the appropriate principal or administrator. For demo of this process, please log on to the training UPK module. 2. An employee cannot begin working unless all mandated approvals have been completed and approved in advance of the work to be performed by the employee (s). 3. The below Stipend Types/Stipend Rates must be used for all eligible Exempt Employees. 4. The Stipend Rate for non-exempt employees is based on an average rate. Stipend Types Standard Stipend Rates I. Workshop/Training Participant $20.00 II. Instructional Professional Level Work For example, teaching, student support activities, workshop presenter, curriculum writing, etc. III. Related Services Provider Clinician providing professional services and/or consultation. IV. Lead Instructional Professional Level I Provides guidance and instruction to other professionals or coordinates site based program. V. Senior Instructional Professional Work Provides advanced subject matter expertise for systemic grant funded or special project/program. VI. Special Program/Project Coordination Responsible for site/project management of systemic grant funded program. $30.00 $35.00 $35.00 $50.00 $60.00 IV. Payment Process: Listed below are the steps that must be completed to compensate employee (s) for all work performed: 1. All hours for work performed in the Stipend Program must be submitted and approved via the Baltimore City Public Schools Time Entry System. 2. All attendance must be submitted no later than the period end date (please follow the pay period and processing schedule) and approved to ensure timely processing. 3/4/2011 PAGE 3

4 V. GOVERNING POLICY/REGULATORY IMPLICATIONS: Baltimore City Public Schools (City Schools) Compensatory Leave Policy. Exempt employees (those who are salaried and not eligible for cash overtime) are not normally eligible for comp time and are expected to work hours as necessary to perform the duties and responsibilities of their positions without additional compensation. However, in rare and occasional situations where extraordinary hours are to be required to complete an important project or activity, the responsible Officer may authorize an exempt employee to receive comp time for that specific project or activity. Authorization to receive comp time is to be approved in writing and in advance of the project or activity. Comp time is to be limited to special projects and shall not be authorized for an employee on a regular basis, or for the incidental extension of the normal workday. Exempt employees may accrue an hour of comp time for each hour worked over 40 hours in a work week for the extraordinary special project or activity. An exempt employee may accrue a maximum of 400 hours of comp time. Cash payment of accrued comp time is not permitted for exempt employees. All exempt employee comp time balances are to be forfeited upon termination of employment. PSASA Agreement on Compensatory Leave Article VII Benefits, D, Compensatory Time, states all employees required by the appropriate supervisor to work during non-operational days shall be eligible for compensatory time upon prior approval. Compensatory time shall be earned after 6:00p.m on operational days. Employees new to the unit on or after July 1, 1998, shall not accrue compensatory time during operational days. City Union of Baltimore (CUB) Agreement on Compensatory Leave Article 18, B states after (40) hours of work in a workweek, non-exempt employees shall have the option to receive overtime compensation as a cash payment or as compensatory leave. The maximum accumulation of compensatory time shall be twohundred forty (240) hours. The Fair Labor Standards Act (FLSA). Baltimore City Public Schools (City Schools) Code of Ethics Policy. Please refer to City Schools Board Docs, 3/4/2011 PAGE 4

5 Rationale: Consistent with the requirements as outlined in the Baltimore City Public Schools Employee Handbook, City Schools expects employees to devote their full time to the responsibilities of their assignments. It is understood that employees may from time to time be offered stipends for work done over and above their regular work assignments. So that employees are devoting their full time to the responsibilities of their principal work assignments, no work approved through the Educational Services Review Process may be performed during an employee s regular duty for their principal assignment, but may be worked during hours outside the normal duty day. All stipend paid assignments through the Educational Services Review Process should not in any way cause a conflict with the Code of Ethics or be in contravention of any law. EXCEPTIONS TO THIS GUIDANCE DOCUMENT MUST BE APPROVED BY THE CHIEF EXECUTIVE OFFICER (CEO) OR DESIGNEE. CONTACT INFORMATION: Name of Contact Person: Kimberley L. Womack, Director of Payroll Phone Number: (443) Contact kwomack@bcps.k12.md.us 3/4/2011 PAGE 5