Human Resources/Personnel Policies

Compensation Administration

Sample 1 - Sturgis

The compensation subcommittee of the Board of Trustees at Sturgis Charter School believes that fair compensation plans are necessary to attract and retain highly qualified men and women to administer and provide the quality educational program desired in the school for all students.  We also feel that any compensation should reflect the innovation intended for charter schools.  To this end, the benefits and salary options presented provide a fair and equitable system to support and promote professional growth and responsibility for the staff.

 

The Board of Trustees will annually review and set the salary of the executive director and assistant administrators and approve raises determined through an established salary budget.  Salary increases are not automatic; they may be earned on the basis of merit, seniority and recommendation of the director, and are subject to approval by the board.  Final decisions on all amounts and effective dates of the salary budget must be reviewed and approved by the board.

 

Level 1 - Salary range $33,500-43,500
A teacher at Level 1 is learning effective classroom instruction and management skills.  Teachers are developing classroom practices of effective instruction using the Principles of Effective Teaching, as adopted by the Massachusetts Board of Education, and those inherent to Sturgis Charter School.  Requirements for teachers at Level 1 include but are not limited to:

 

    • Bachelor’s degree
    • Pass MTEL in first year

 

Level 2 - Salary range $42,000-54,000
A teacher at Level 2 routinely uses effective classroom instruction and management skills from the Principles of Effective Teaching (See Addendum 1), Research for Better Teaching, and Sturgis Charter School practices.  For a teacher to be considered for Level 2, he or she should provide a portfolio documenting several of the following standards:

 

    • Master’s degree in relevant field or significant experience in area of need
    • 3 – 5 years experience as teacher
    • Mass. Certification, proof of certification, or NCLB highly qualified
    • Provide staff training
    • Special projects and contributions that enhance student learning and student life
    • Portfolio documenting contributions to the school

 

Level 3 - Salary range $52,500-64,500
A Level 3 teacher consistently incorporates best practices from the Principles of Effective Teaching, Research for Better Teaching, and Sturgis Charter School in all aspects of his or her work.  To be a Master Level teacher, a teacher must document increased student performance as a result of individualized/differentiated daily instruction; outreach to the extended community that has improved school, community, and/or home relationships; and internal and external dissemination of best practices.  Teachers must present a portfolio documenting significant personal academic growth and contributions to the school community:

 

    • Master’s degree plus 15 credits in relevant field, National Board Certification, or IB assistant examiner
    • 10+ years experience as teacher
    • Mentor other teachers as approved by director
    • Teach professional development courses
    • Special projects and contributions that enhance student learning and student life
    • Portfolio documenting contributions to the school

 

If an employee is interested in moving between levels, s/he may apply to a review board consisting of the Executive Director, Associate Director, and the Lead Teacher for the department.

 

Sample 2 - CLCS

The implementation, overall administration, and control of salary administration are the responsibility of the CLCS Principal and the Board.  Since both the CLCS and the labor market are dynamic and subject to constant change, the salary structure may not provide solutions to all salary problems, nor eliminate the need for judgment in the administration of salaries.  It does, however, provide a framework within which most salary matters can be handled.

 

The CLCS establishes all salaries at its sole discretion.  Applicants with qualifying experiences are normally hired at an average comparable market rate.  Individual staff salaries will be reviewed annually.  The CLCS determines the amount of annual cost of living increases, contingent on the availability of funds.  These increases, if awarded, are effective on August 1st  for the following contract period for teaching staff.  Administrative staff increases and contract periods are typically effective July 1st of each year.

 

Overtime - Pursuant to the provisions of the FLSA, a non-exempt employee will be paid at one-and-a-half times the staff’s regular rate for hours worked in excess of forty in a work week.   All overtime must be approved in advance by the appropriate supervising administrator. 

 

Payroll Deductions - The CLCS makes both mandatory federal and state withholding deductions and voluntary benefits-related deductions from staff paychecks.  The CLCS will also make deductions for child support pursuant to a child support enforcement order.

 

Each staff is required to submit a withholding allowance certificate (W-4) to the CLCS immediately upon accepting employment.  The withholding exemption form for state taxes (M-4) is not required if the same number of deductions are to be claimed for the federal Form W-4.

 

Voluntary deductions may include the following.  Any eligible staff may choose to have any or all of them withheld from salary:

 

    • Medical insurance premiums
    • Dental insurance premiums
    • Salary reduction agreements to 403(b)(7) accounts

 

Sample 3 - Abby

Overtime - By legal definition, overtime applies only to non-exempt employees and is considered to be time worked in excess of 40 hours per week. The overtime rate is 1 ½ times your hourly rate.

 

Overtime is computed only on hours actually worked and does not apply to any non-worked hours for which you may be compensated, such as sick days, holidays, vacation days, bereavement time, etc. All overtime must be approved in advance by your supervisor.

 

Employment Classification

Sample 1 – Excel

The School maintains standard definitions of employment status and classifies employees for purposes of personnel administration and related payroll transactions according to the following definitions:

 

    • Full Time - Employees regularly scheduled to work the School's normal, full-time schedule.  These employees are   eligible for the School's full benefit package, subject to the terms, conditions and limitations of each benefit program.    Full time employees may be "exempt" or "non-exempt" as defined below.
    • Part-Time - Employees regularly scheduled to work less than 30 hours per week.  These employees receive all legally   mandated benefits, such as Workers’ Compensation and Social Security benefits.  Part-time employees may be eligible   to participate in any of the other benefit programs depending on the eligibility standards for each benefit.
    • Temporary - Employees hired for a specific period of employment, or for a special project.  These temporary employees   do not receive any of the School’s benefits.
    • Exempt - Employees whose positions meet specific tests established by the Fair Labor Standards Act (FLSA) and state   law and who are exempt from overtime pay requirements.  Executives, professional employees (i.e. teachers), outside   sales representatives, and administrative positions are typically exempt.
    • Non-Exempt - Employees whose positions do not meet FLSA exemptions tests and are subject to the overtime   provision of the FLSA.  These employees will receive time and one-half (i.e., one and one-half times) their basic hourly   rate for all hours worked in excess of 40 hours actually worked in a workweek. All overtime hours must be pre   authorized by the Executive Director.

 

Leased employees, independent contractors and freelancers are not employees of the School and are not entitled to any benefits.

 

If you change positions during your employment as a result of a promotion, transfer or otherwise, you will be informed by the Operations Manager or Executive Director of any change in your exemption status.

 

    • Exempt:  means that an employee does not fall under the FLSA' s overtime requirements and, therefore, is not eligible for overtime pay.
    • Non-exempt:  means that an employee does fall under the FLSA' s overtime requirements and, therefore, must be paid for overtime.

 

All exempt (non-hourly) employees must complete a Report of Days Worked Sheet and submit it to the Human Resources at the end of each pay period. If you are unclear about the requirements needed to complete the time sheet, please see your supervisor, or Superintendent. (Falsification of a timesheet will result in termination.)

 

For non-exempt (hourly) employees, your supervisor will inform you of your scheduled hours and a time sheet will be provided to you on a bi-weekly basis as needed. To ensure that you are paid correctly, it is important that you complete timesheets correctly, paying close attention to the instructions. These timesheets must be completed and signed by you, then submitted to your supervisor in a timely fashion, at the end of each pay period, otherwise a paycheck will not be issued. If you are unclear about the requirements needed to complete the time sheet, please see your supervisor, or Superintendent. (Falsification of a timesheet will result in termination.)

 

Meal periods are 30 minutes and are not considered working time. However, if you are a non-exempt employee and you are required to remain at work during your meal period, you will be paid for that time.

 

Sample 4 – CDCPS

For the purpose of determining eligibility of benefits, all regular employees must be classified as full time or part time and as year-round or seasonal.  The term "regular" employee pertains to those employees (with the exception of temporary staff) who are hired as either year-round or seasonal employment for either part-time or full-time work.

 

Part time Employees are those who are hired to work 21 or less hours per week.  They are entitled to personal, sick and vacation days on a prorated basis.  Employees working less than 12 hours per week are entitled to no CDCPS benefits with the exception of holiday pay.  Part time employees are not eligible for medical insurance.

 

Full time Employees are those who are hired to work more than 21 hours per week.  They are entitled to the full   benefits of CDCPS on a prorated basis.

 

Year-round Employees are those who are hired to work on a continuous basis for 12 months per year.  Year-round employees accrue benefit time (see Sec. 5.3 - 5.4).

 

Seasonal Employees are those who are hired for a specified time period of between six and  eleven months per year.  These employees are not hired on a year round basis and are entitled to vacation and holidays, as determined by the yearly School calendar.

 

Seasonal employees who are restricted to the weeks that they may take vacations do not accrue their vacation time.  Therefore, references in these policies to vacation accrual do not apply to these employees.  Full-time seasonal employees may participate in the School health plan.  They are, however, responsible for assuming the employee    portion of the premium amount during the period that their seasonal employment is not in force, i.e. the summer months. CDCPS will continue to pay the employer portion of the health insurance for returning Charter School employees.  If an employee does not return in the Fall, any insurance monies paid by CDCPS must be reimbursed to the School.

 

Temporary Staff are those who are called in to work on an as-needed basis for a period of time of up to six months.  Temporary staff are not considered employees of the School and are therefore not entitled to employee benefits.  A regular employee who agrees to work additional hours on a temporary basis is entitled to only those benefits that accrue to his/her regular position.  A temporary staff that works five days per week for six months or longer is eligible to be paid for holidays if they fall within the week they worked. 

 

Former Employees who are re employed by the School are considered to be new employees with new anniversary dates and new employee benefits available according to classification.

 

Pay Days & Pay Periods

Sample 1 – Abby

As an employee of the School, you will be issued a paycheck on a bi-weekly basis, every other Friday. Your pay, if elected, will be direct deposited into a bank account that you designate. All employees are requested to provide the necessary banking information to the Human Resources Coordinator to establish direct deposit.

 

Sample 2 – CLCS

Staff members are paid on the 15th and 30th of the month (and on the previous Friday if these dates fall on a weekend).  Staff may pick up their checks at the office after 12 p.m., or have them mailed on Friday afternoon to their homes.  Staff may also elect to have direct deposit of payroll checks.  The Business Manager should be notified of the preferred distribution of checks.

 

Sample 3 – APR

The APR payroll schedule is semi-monthly.  Pay dates are the 15th and 30th of the month.  If the 15th or 30th is a holiday or a weekend date, the pay date is the previous workday.



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