Louise ISD

Employee Handbook

2006-2007

 

Table of contents

 

Introduction                                              pg. 4

Employee handbook receipt                               pg. 5

District information                                        pg. 6

....... Description of the district

....... District map

....... Mission statement

....... District goals and objectives

....... Board of trustees

....... Board meeting schedule for 2006–2007

....... Administration

....... School calendar

....... Helpful contacts

....... School directory

Employment                                                                        pg. 8

....... Equal employment opportunity

....... Job vacancy announcements

....... Employment after retirement

....... Contract and non-contract employment

....... Searches and alcohol and drug testing

....... First aid and CPR certification

....... Reassignments and transfers

....... Workload and work schedules

....... Notification of parents regarding qualifications

....... Outside employment and tutoring

....... Performance evaluation

....... Employee involvement

....... Staff development

Compensation and benefits                                pg. 16

....... Salaries, wages, and stipends

....... Paychecks

....... Automatic payroll deposit

....... Payroll deductions

....... Overtime compensation

....... Travel expense reimbursement

....... Health, dental, and life insurance

....... Supplemental insurance benefits

....... Cafeteria plan benefits (Section 125)

....... Workers’ compensation insurance

....... Unemployment compensation insurance

....... Teacher retirement

....... Other benefit programs

Leaves and absences            pg. 21            

....... Personal leave

....... Sick leave

....... Local leave

....... Temporary disability

....... Family and medical leave

....... Workers’ compensation benefits

....... Assault leave

....... Bereavement leave

....... Jury duty

....... Other court appearances

....... Military leave

Employee relations and communications                 pg. 26

....... Employee recognition and appreciation

....... District communications

Complaints and grievances                             pg. 27

Employee conduct and welfare                          pg. 28

....... Standards of conduct

....... Harassment

....... Harassment of students

....... Alcohol and Drug-abuse prevention

....... Reporting suspected child abuse

....... Fraud and financial impropriety

....... Conflict of interest

....... Gifts and favors

....... Associations and political activities

....... Safety

....... Tobacco used

....... Employee arrests and convictions

....... Possession of firearms and weapons

....... Visitors in the workplace

....... Copyrighted materials

....... Computer use and data management

....... Asbestos management plan

....... Pest control treatment

....... Other topics

General procedures                                       pg. 36

....... Bad weather closing

....... Emergencies

....... Cafeteria

....... Grading

....... Purchasing procedures

....... Name and address changes

....... Personnel records

....... Phone Use

....... Building use

....... Maintaining our Facilities

....... Substitutes

Termination of employment                   pg. 39

....... Resignations

....... Dismissal or non-renewal of contract employees

....... Dismissal of non-contract employees

....... Exit interviews and procedures

....... Reports to State Board for Educator Certification

....... Reports concerning court-ordered withholding

Student issues                                        pg. 42

....... Equal educational opportunities

....... Student records

....... Parent and student complaints

....... Administering medication to students

....... Dietary supplements

....... Psychotropic drugs

....... Student discipline

....... Corporal punishment

....... Student attendance

....... Hazing

....... Movies/Videos

 

 

 

Introduction

 

The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to Andy Peters.

 

This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manuals are located in the superintendent’s office and are available for employee review during normal work­ing hours.  The policy manual is also available online at http://www.tasb.org/policy/pol/private/241906/.

 

 

Employee handbook receipt

 

Name _______________________________________

 

Campus/department ____________________________

 

I hereby acknowledge receipt of my personal copy of the Louise ISD Employee Hand­book. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.

 

Employees have the option of receiving the handbook in electronic format or hard copy.

 

To access the electronic copy, please go to www.louiseisd.org

Click on Employee Handbook.

 

Please indicate your choice by checking the appropriate box below:

 

o  I choose to receive the employee handbook in electronic format and accept responsibility for accessing according to the instructions provided.

o  I choose to receive a hard copy of the employee handbook.

The information in this handbook is subject to change. I understand that changes in dis­trict policies may supersede, modify, or render obsolete the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.

 

I understand that no modifications to contractual relationships or alterations of at-will employment relationships are intended by this handbook.

 

I understand that I have an obligation to inform my supervisor or department head of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the Andy Peters if I have questions or concerns or need further explanation.

 

________________________________        _________________________

Signature                                                         Date

 

Note: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to Rebecca Taska.

 

 

District information

 

District map

Mission statement

Policy AE

 

The mission of Louise ISD, a progressive, rural district, is to empower lifelong learners who:

Have a vision of their future based on career choices;

Become responsible, caring, productive citizens in a multicultural and technological society; and

Have skills to be competent problem solver.

The District shall fulfill this mission by:

Providing positive role models and a nurturing environment;

Preparing for the technological challenges of the twenty-first century;

Providing innovative and diverse opportunities;

Beginning with the end in mind; and

Involving parents, community, and businesses in the educational process of ALL students.

 

 

District goals and objectives

Policies AB, AF

 

Board of trustees

Policies BA, BAA, BBA, BBB, BBE, BBF, BE, BEC, BED

 

Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations.

 

The board of trustees is elected by the citizens of the district to represent the commu­nity’s commitment to a strong educational program for the district’s children. Trustees are elected in May and serve three-year terms. Trustees serve without com­pensation, must be registered voters, and must reside in the district.

 

Current board members include:

 

Mr. Zack Williamson – President

Mr. Mark Wendel – Vice President

Ms. Debbie Townsend – Secretary

Mr. David Menefee – Secretary Pro-Tem

Mr. Jay Heard – Member

Mr. Pam Johnson – Member

Ms. Tim Benich - Member

 

The board usually meets on the third Monday of each month at 7:00 PM in the board room. In the event that large attendance is anticipated, the board may meet at cafeteria. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted on the elementary school glass doors at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.

 

All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-prop­erty acquisition, certain personnel matters including employee complaints, security mat­ters, student discipline, or to consult with attorneys regarding pending litigation.

 

Board meeting schedule for 2006-2007

September 18

October 16

November 20

December 18

January 22 * fourth Monday

February 19

March 26 * fourth Monday

April 16

May 21

June 18

July 16

August 20

 

Administration

 

From time to time, employees have questions or concerns. If those questions or concerns cannot be answered by supervisors or at the campus or department level, the employee is encouraged to contact the appropriate department as listed below.

 

Superintendent              Mr. Andrew Peters       Secretary, Mrs. Rebecca Taska

Secondary Principal                  Mrs. Diana Blumrick  Secretary, Mrs. Laurel Clements

Elementary Principal                 Mrs. Donna Kutac        Secretary, Mrs. Oralia Mendez

Athletic Director                       Mr. Rodney Dowell

Technology Coordinator           Mr. Ken Raska           

Network Administrator Mrs. Sandra Holik

Trans/Maint. Supervisor            Mr. James Obenhaus

Business Manager                     Mrs. Pam Wagner

Cafeteria Manager                    Mrs.  Veronica Obenhaus

District Counselor                     Mrs. Charlotte Dowell

District Nurse                           Mrs. Geraldine Stavinha

 

 

                                               

Employment

 

Equal employment opportunity

Policy DAA

 

The Louise ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

 

Employees with questions or concerns relating to discrimination on any of the basis listed above should contact the superintendent.

 

Job vacancy announcements

Policy DC

 

Announcements of job vacancies by position and location are dis­tributed on a regular basis and posted at the central administration building, campus offices, and on the district’s Web site.

 

Employment after retirement

 

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their bene­fits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date provided they meet specific conditions. Retirees may work in the following capacities without a loss of retirement benefits:

 

·             As a principal or assistant principal or teacher in an acute shortage area on a full-time basis, if appropriately certified and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded.

·             As a full-time bus driver (early age and disability retirees excluded).

·             As a substitute at no more than the established daily substitute pay rate. (Individu­als receiving disability retirement benefits may not work for more than 90 days in a school year.)

·             On a half-time or less basis during any month. Half-time employment cannot exceed the lesser of 50 percent of the position’s full-time load or 92 hours in a month.

·             On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following their retirement.

 

Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month.

 

Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restric­tions.

 

Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their TRS annuity benefits. Acute teaching shortage areas are determined by the board based on Commissioner of Education guidelines. When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eli­gible for full TRS benefits a retiree must meet the following criteria:

 

·             Have not been subject to a reduction in benefits for retirement at an early age or retired under disability provisions

·             Have a 12-month continuous break in public school service since retirement

·             Be appropriately certified for the position in the applicable school year

 

Employees can contact TRS by calling 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us ).

 

Contract and noncontract employment

Policies DC, DCA, DCB, DCC, DCD, DCE

 

State law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

 

Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary con­tract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experi­ence, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.

 

Term and continuing contracts. Full-time professionals employed in positions requir­ing certification and nurses will be employed by term after they have successfully completed the probationary period. The probationary period will be one to four years.  Campus principals and central office administrators are employed under one‑year term contracts. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies.

 

Noncertified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as noninstruc­tional administrators) are employed by a one-year contract that is not subject to the proce­dures for nonrenewal or termination under the Texas Education Code.

 

Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employ­ees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.

 

Searches and alcohol and drug testing

Policy DHE

 

Non-investigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on district premises or work sites or used in district business.

 

Suspicion Based Drug Testing

 

LISD employees, law enforcement officers, students, community members and parents may inform one of the authorized officials that they have observed an employee who demonstrates specific, contemporaneous, articulable evidence concerning the appearance, behavior, speech, or body odors, or indications of the chronic and withdrawal effects of controlled substances present in the employee.

 

Authorized officials shall determine whether the recommendation has merit based on specific training received on the physical, behavioral, speech, and performance indicators of probable alcohol misuse and use of controlled substances prior to implementing the medical examination. Prior to implementing the test, an authorized official will verify with the superintendent or designee the rationale for such a test. Receiving confirmation of the rationale from the superintendent or designee, the authorized official will proceed with the test.

 

NOTIFICATION

 

All employees will be informed at the beginning of the year that employees may be required to submit to a medical examination in the event an authorized official determines reasonable suspicion that merits such testing. Further, employees shall be informed of the medical examination procedures, possible consequences of the results of the tests, and consequences for refusal to submit to the medical examination. A record of this notice to employees and receipt of such notice shall be kept on file.

 

SUBMIT TO MEDICAL EXAM

 

Should an employee refuse to submit to a medical examination as authorized by the authorized official, the employee shall be suspended without pay pending a recommendation of termination consistent with Policy DCD or DFBA.

 

EXAMINIATION PROCEDURES

 

When an authorized official determines that there is reasonable suspicion of alcohol or controlled substance use and decides to conduct a medical examination to determine such use, evidence shall be collected from the employee in one of two ways: The sample will be collected by a health care professional from a laboratory that is SAMHSA certified, either on site at the school or by transporting the employee to the certified laboratory. Prior to sample collection, the employee will be asked to disclose all current medications and treatments. Such information shall be strictly confidential and shall be conveyed and held by the testing laboratory.

If it is impractical for a health care professional to collect the evidence, trained school employees shall collect the evidence necessary to conduct the medical examination. Evidence shall be collected as soon as possible after the determination of reasonable suspicion. Such evidence shall be a urine sample from the employee.

Collection of the evidence shall be performed in way to ensure as much as possible the dignity of the employee. Collection of the evidence shall be performed in a way to ensure the integrity of the evidence, consistent with standards established by the Substance Abuse and Mental Health Services Administration (SAMHSA).

Trained staff shall provide the employee with a specimen cup and send the employee to a prepared lavatory where toilet water is dyed blue and water to sinks is turned off. If the employee is unable to produce a specimen, school staff shall provide fluids to the employee and the employee shall wait in a controlled area until he or she can produce a specimen. Once the specimen is produced, the trained staff person shall check the temperature of the specimen to ensure the specimen is valid and no tampering has occurred. The staff member shall seal the specimen and the employee shall initial the specimen to ensure the chain of custody.

The collected evidence shall be conveyed to a medical laboratory certified by SAMHSA for testing. Tests conducted shall include the standard 10-panel test, though the authorized official based on specific, contemporaneous, articulable evidence may request additional tests.

 

TEST RESULTS AND CONSEQUENCES

 

Test results shall be delivered to the authorized official who implemented the test.

The results of the test shall be treated as confidential employee information, and placed in the employee’s file. The authorized official shall immediately notify the employee of the results, and call a meeting to discuss the consequences of the results.

Should the test results prove negative, that is, no evidence of use of alcohol or controlled substances are present as a result of the medical examination, the employee shall receive no consequences. Further, if the results prove negative, the employee shall not be referred for additional medical examinations for a period of at least 60 calendar days.

Should the test results prove positive, that is, evidence of use of alcohol or controlled substance is present as a result of the medical exam, a second test shall be administered by the laboratory using the same sample to confirm that the test results are positive. Should the confirmation test results prove positive, the authorized official will determine employee consequences using the following guidelines:

Alcohol or Prescribed Medicine Positive Test:

  If the test shows positive for alcohol consumption, but the employee is not at the time of the test under the influence of alcohol, there will be no consequences.

  If the test shows positive for a controlled substance that is a prescription medication, and the employee can produce a doctor’s prescription for the medication, there will be no consequences.

First Positive Test:

  If the test shows positive and the employee is under the influence of alcohol while at school or a school related event, or has used a controlled substance, the employee must show proof of receipt of drug counseling from a licenseddrug treatment center or a licensed counseling entity within ten calendar days of receiving the test results. The employee shall be placed on extended medical leave as described in Board Policy DEC (LOCAL) until such time as he or she can produce the evidence of receipt of counseling, but not more than ten days. If ten days expire without proof of receiving counseling, the employee shall be terminated consistent with Board Policy DCD or DFBA.

  If the employee enters counseling and demonstrates proof of counseling, the employee shall be reinstated. However, the employee will be subject to additional testing at the District’s discretion.

Second Positive Test:

  Should the employee test positive on a subsequent test, the employee shall be suspended without pay pending a recommendation of termination consistent with Policy DCD or DFBA.

 

Bus Drivers

 

Employees required to have a commercial driver’s license. Any employee who is required to have a commercial driver’s license (CDL) is subject to drug and alcohol test­ing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.

 

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a fol­low‑up measure. Testing may be conducted following accidents. Return‑to‑duty and fol­low‑up testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.

 

All employees required to have a CDL who are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational mate­rial should contact Andy Peters.

 

First aid and CPR certification

Policy DBA

 

Head marching band directors, head coaches, or chief sponsors of an extracurricular ath­letic activity (including cheerleading) that is sponsored or sanctioned by the district or University Interscholastic League (UIL) must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification.

 

Reassignments and transfers

Policy DK

 

All personnel are subject to assignment and reassignment by the superintendent or desig­nee when the superintendent determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassign­ments must be approved by the principal at the receiving campus except when reassign­ments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a reassign­ment may follow the district process for employee complaints as outlined in this hand­book and district policy DGBA (Local).

 

Employees with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. Teachers requesting a transfer to another campus before the school year begins must submit their request by March 1st. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the superintendent’s office and must be approved by the receiving supervisor.

 

Workload and work schedules

Policy DL

 

Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.

 

Classroom teachers will have planning periods for instructional preparation and confer­ences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teach­ers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The dis­trict may require teachers to supervise students one day a week when no other personnel are available.

 

Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their posi­tion on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.

 

Notification of parents regarding qualifications

Policy DK, EHBD

 

In schools receiving Title I funds, the district is required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by, a teacher who is not highly qualified.

 

Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental notification under NCLB is sent. Inappropriately certi­fied or uncertified teachers include individuals serving with an emergency permit (including individuals waiting to take the EXCET exam) or individuals who do not hold any certificate or permit. No later than the 30th instructional day after the date of assign­ment the superintendent or designee will send a written notice to parents. Information relating to teacher certification will be made available to the public upon request.

 

Employees who have questions about their certification status can call Mr. Peters or Mrs. Taska.

 

 

Outside employment and tutoring

Policy DBF

 

Employees who wish to accept outside employment or engage in other activities for profit must submit a written request to the superintendent. Approval for outside employment will be determined by the superintendent and based on whether outside employment interferes with the duties of the regular assignment. Teachers are not allowed to privately tutor their students for pay, except during the summer months.

 

Performance evaluation

Policy DN, DNA, DNB

 

Evaluation of an employee’s job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and get the opportunity to respond to the evaluation.

 

Employee involvement

Policy BQA, BQB

 

At both the campus and district levels, Louise ISD offers opportunities for input in matters that affect employees. As part of the district’s planning and decision-making process, employees are elected to serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office or from Mr. Peters.

 

Staff development

Policy DMA

 

Staff development activities are organized to meet the needs of employees and the        district. Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improve­ment plan, and approved by a campus-level advisory committee. Staff development for non-instructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.

 

Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.

 

Compensation and benefits

 

Salaries, wages, and stipends

Policy DEA

 

Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonex­empt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime com­pensation. Other employees are generally classified as nonexempt and are paid based on hourly wages or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek (See Over­time, page 16.)

 

All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the mini­mum state salary schedule. Contract employees who perform extracurricular or supple­mental duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule.

 

Employees should contact Mr. Peters or Mrs. Wagner for more information about the district’s pay schedules or their own pay.

 

Paychecks

 

All employees are paid monthly. Paychecks will not be released to any person other than the district employee named on the check.

 

An employee’s payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated.

 

The schedule of pay dates for the 2006–2007 school year follows:

 

Tuesday, August 15, 2006

Friday, Sept. 15, 2006

Friday, Oct. 13, 2006

Wednesday, November 15, 2006

Friday, Dec. 15, 2006

Monday, Jan. 15, 2007

Thursday, Feb. 15, 2007

Thursday, Mar. 15, 2007

Friday, April 13, 2007

Tuesday, May 15, 2007

Friday, June 15, 2007

Friday, July 13, 2007

Wednesday, August 15, 2007

 

 

Automatic payroll deposit

 

Employees can have their paychecks electronically deposited into a designated account. A notification period of two-weeks is necessary to activate this service. With automatic deposit, an employee’s pay is immediately available on the pay date. Contact Mrs. Wagner for more information about the automatic payroll deposit service.

 

Payroll deductions

Policy CFEA

 

Automatic payroll deductions for the Teacher Retirement System of Texas (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions also are required for all employees hired after March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must have their Social Security con­tributions deducted.

 

Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; annuities; higher educa­tion savings plans; and savings deposits and loan payments. Employees also may request payroll deduction for payment of membership dues to pro­fessional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.

 

Overtime compensation

Policy DEA

 

The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. All employees are classified as exempt or nonexempt for purposes of overtime compensation. Professional and administrative employees are ineligible for overtime compensation. Only nonexempt employees (hourly employees and paraprofes­sional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.

 

Overtime is legally defined as all hours worked in excess of 40 hours weekly and is not measured by the day or by the employee’s regular work schedule. Employees who must work beyond their normal schedule but less than 40 hours per week will be compensated in straight-time pay or equivalent time off in the same workweek. Employees must work more than 40 total hours in a week to earn overtime compensation. For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Saturday and ends at midnight Friday.

 

Employees may be compensated for overtime at time-and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to all nonexempt employees:

 

·             Employees can accumulate up to 60 hours of compensatory time.

·             Comp time must be used in the duty year that it is earned.

·             Use of comp time may be at the employee’s request with supervisor approval as workload permits.

 

An employee may be required to use comp time before using any other available paid leave (e.g., sick, personal, vacation).

Weekly time sheets will be maintained on all nonexempt employees for the           purpose of wage and salary administration.

 

Travel expense reimbursement

Policy DEE

 

Before any travel expenses are incurred by an employee, the employee’s supervisor and superintendent must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule estab­lished by the district. Employees must submit receipts, to the extent possible, to be reim­bursed for expenses other than mileage.  Meals will only be reimbursed when traveling overnight. Employees are encouraged to use district vehicles whenever possible.  Mileage must be “pre-approved.”

 

Mileage                                  35 cents per mile

Airfare                                    Coach

Lodging                                 Actual expense – expense over $80 per night must be approved by the superintendent in advance.

Employee Meals                   Breakfast               Up to $   7.00

                                                Lunch                     Up to $   9.00

                                                Dinner                    Up to $ 11.00

 

Meals will be reimbursed only when:

·                     an overnight stay is required,

·                     traveling on business extends the workday beyond the dinner hour; or

·                     a meal/banquet is held in conjunction with a conference workshop, and

·                     receipts are turned in to the business office within 30 days of the workshop.

 

 

Health, dental, and life insurance

Policy CRD

 

Group health insurance coverage is provided through TRS-ActiveCare, the statewide public school health insurance program. The district’s contribution to employee insur­ance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following:

 

·             Employees who are active, contributing TRS members

·             Employees who are not contributing TRS members and who are regularly sched­uled to work at least 10 hours per week

 

TRS retirees and employees who are not contributing TRS members that are regularly scheduled to work less than 10 hours per week are not eligible to participate in TRS-Active Care.

 

The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each spring. Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are pro­vided to all employees in a separate booklet. Employees should contact Pam Wagner for more information.

 

Supplemental insurance benefits

Policy CRG

 

At their own expense, employees may enroll in supplemental insurance programs. Premiums for these programs can be paid by payroll deduction. Employees should contact Mrs. Wagner for more information.

 

Cafeteria plan benefits (Section 125)

 

Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and dismemberment, cancer and dread disease, dental and additional term life insurance). First Financial Group, a third-party administrator handles employee claims made on these accounts. See http://www.ffga.com/ for additional information or contact Mrs. Wagner in the central office.

 

New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject this benefit on an annual basis and during the speci­fied time period.

 

Workers’ compensation insurance

Policy CRE

 

The district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work-related illness or are injured on the job. The district has workers’ compensation coverage.  Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case.

 

All work-related accidents or injuries should be reported immediately to your immediate supervisor and Pam Wagner. Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers’ compensation benefits, page 24 for information on use of paid leave for such absences.

 

Unemployment compensation insurance

Policy CRF

 

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits under the Texas Unemployment Com­pensation Act. Employees are not eligible to collect unemployment benefits during regu­larly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact Mrs. Wagner.

 

Teacher retirement

 

All personnel employed on a regular basis for at least one-half of the normal work sched­ule are members of the Teacher Retirement System of Texas (TRS). Substitutes not receiv­ing TRS service retirement benefits who work at least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account bal­ance for the year ending August 31, as well as an estimate of their retirement benefits.

 

Employees who plan to retire under TRS should notify Mrs. Wagner as soon as pos­sible. Information on the application procedures for TRS benefits are available. Additional inquiries should be addressed to: Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web ( www.trs.state.tx.us ). See page 9 for information on restrictions of employment of retirees in Texas public schools.

 

Other benefit programs

Policy DEB

 

You will be issued a Louise ISD athletic pass that will entitle you and your spouse to attend all athletic functions at our site.   We encourage all employees to support the efforts of our student athletes.

 

Leaves and absences

Policy DEC

 

The district offers employees paid and unpaid leaves of absence in times of personal need. This handbook describes the basic types of leave available and restrictions on leaves of absence. Employees who have personal needs that will require long leaves of absence should call Mrs. Wagner for counseling about leave options, continuation of benefits, and communicating with the district.

 

Employees who take an unpaid leave of absence may continue their insurance benefits at their own expense. Health care benefits for employees on leave authorized under the Family and Medical Leave Act will be paid by the district as they were when they were working. Otherwise, the district does not make benefit contributions for employees who are not on active payroll status.

 

Employees must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate leave request form. Any employee who is absent more than five days because of a personal or family illness must submit a medical certification from a qualified health care provider confirming the specific dates of the illness, the reason for the illness, and—in the case of personal illness—the employee’s fitness to return to work.

 

Personal and local sick leave is earned on an accrual basis. If an employee leaves the district before the end of the work year, the cost of any unearned leave days taken shall be deducted from the employee’s final paycheck.

 

Personal leave

 

State law entitles all employees to five days of paid personal leave per year. Personal leave is earned at a rate of one-half per 18 days of work. A day of earned personal leave is equivalent to an assigned workday. There is no limit on the accumulation of state personal leave, and it can be transferred to other Texas school districts and is generally transferable to education service centers. There are two types of personal leave: nondiscretionary and discretionary.

 

Nondiscretionary. Leave that is taken for personal or family illness, emergency, a death in the family, or active military service is considered nondiscretionary leave. This type of leave allows very little or no advance planning and will be granted to employees in the same manner as sick leave.

 

Discretionary. Leave that is taken at an employee’s discretion and that can be scheduled in advance is considered discretionary leave. An employee wishing to take discretionary personal leave must submit a notice of the request five days in advance of the antici­pated absence to his or her principal or supervisor. Discretionary personal leave will be granted on a first-come, first-served basis. The effect of the employee’s absence on the educational program or department operations, as well as the availability of substitutes, will be considered by the principal or supervisor. Use of discretionary leave shall be considered granted unless the principal (or her designee) or supervisor notifies the employee to the contrary within 24 hours of receipt of the request.

 

Leave shall not be allowed on the day before a school holiday, the day after a school holiday, days scheduled for end-of-semester or end-of-year exams, days scheduled for TAKS tests or professional or staff development days.  The duration of the leave cannot exceed three consecutive workdays.

 

Sick leave

 

Previously accumulated state sick leave is available for use and may be transferred to other school districts in Texas. Sick leave can be used only in ½ day increments except when coordinated with family and medical leave taken on an intermittent or reduced-schedule basis or when coordinated with workers’ compensation benefits.

 

If an employee uses more sick leave than he or she has earned, the cost of unearned sick leave will be deducted from the employee’s next paycheck.

 

Sick leave may be used for the following reasons only:

 

·             Employee illness

·             Illness in the employee’s immediate family

·             Family emergency (i.e., natural disasters or life-threatening situations)

·             Death in the immediate family

·             Active military service

 

Local Sick leave

In addition, beginning this year, the district allows employees to earn five additional local sick leave days.  Local leave is earned at a rate of one half a work day per 18 days of work. A day of earned local leave is equivalent to an assigned workday.  You can accumulate up to 20 local leave days.

 

Sick leave Pool

 

A sick leave pool can be established when an employee has a serious illness or complications resulting from pregnancy or a serious illness in the family.   To establish a pool, all available paid leave must be exhausted.  For more information contact Mrs. Wagner.

 

Temporary disability

 

Certified employees. Any full-time employee whose position requires certi