July 1, 2020 – June 30, 2022
HINCKLEY-FINLAYSON PUBLIC SCHOOLS
HINCKLEY-FINLAYSON SUPPORT STAFF AGREEMENT
The Hinckley-Finlayson Public Schools Support Staff Personnel Policies manual is a handbook provided to all support staff employees and contains the employer’s policies and procedures. The employer’s policies and procedures are subject to change with or without notice.
The Support Staff Personnel Policies manual does not constitute a contract of employment, nor does anything in this manual alter your at-will employment relationship with the school district.
Both the employer and employee have the right to terminate employment with or without cause, consistent with the concept of at-will employment.
HOLIDAYS
Section 1. Paid Holidays: Full time (12 month) employees shall be granted the following paid holidays:
1. July 4th 6. Christmas Day
2. Labor Day 7. New Years Day
3. Thanksgiving Day 8. President’s Day *
4. Thanksgiving Friday 9. Good Friday *
5. Christmas Eve Day (1/2 day) 10. Memorial Day
The following part-time employees, who work less than twelve months and are on an hourly basis shall be granted the above holidays on a pro-rata basis. (Proportional to the percentage of time they work, rounded off to the nearest half day.) The District shall determine which holidays from the list above will be paid on an individual basis.
1. Elementary Principal’s Secretary 4. Lead Lunch Clerk
2. High School Principal’s Secretary 5. Finlayson Elementary Custodian
3. Head Cook
Other part-time employees covered by this handbook will be granted two holidays paid per year - Thanksgiving Day and Christmas Day. Other part-time employees that had holiday benefits while employed in 1995-96 will be allowed to keep those holidays benefits.
*The days listed above are considered as holidays for eligible employees who will not be required to work if school is not in session and if certified personnel are not required to work. In the event school is in session, employees will be required to work, but a day when school is not in session may be substituted upon the approval of the Superintendent.
Section 2. Weekends: Holidays that fall on weekends will be observed on a day established by the school district.
Section 3. School in Session: The School district reserves the right, if school is in session, to cancel any of the above holidays and establish another holiday in lieu thereof. Any legal holiday or holiday which falls within an employee’s vacation period shall not be counted as a vacation day.
Section 4. Application: In order to be eligible for holiday pay, an employee must have worked his regular workday before and after the holiday unless s/he is on excused illness, leave, or on vacation under these provisions.
Section 5, Eligibility: Holiday benefits as defined herein shall apply only to full time employees (regular employed on a twelve (12) month basis and forty (40) hour week) except as noted herein.
VACATIONS
Section 1. Eligibility: This shall apply only to employees who are regularly employed on a twelve (12) month
basis and a forty (40) hour week.
Section 2. Earned Vacation: Full time employees under these provisions shall accrue vacation as follows:
- 5 days vacation in the first year of service in the school district after, probation period.
- 10 days vacation after completing one (1) year of service in the school district.
- 15 days vacation after completing five (5) years of service in the school district.
- 20 days vacation after completing twelve (12) years of service in the school district.
- 25 days vacation after completing twenty (20) years of service in the school district.
Section 3. Application:
Subd. 1. Vacations shall be determined as of July 1 of each year. Employees hired between January 1 and July 1 are not eligible for vacation until July 1 of the following year.
Subd. 2. If the employee resigns before completing a full year of service s/he shall not be entitled to
any vacation pay and s/he shall have the salary paid for any vacation days taken deducted from
his/her final check. An employee who has completed at least one year of service shall be entitled to
receive pay for unused vacation time (to a maximum of 30 days) provided such employee provides the school district with at least two (2) weeks advance notice of his/her resignation time.
Subd. 3. The scheduling of all vacation time shall be determined by the school district.
Subd. 4. No employee may accumulate more than 30 days of unused vacation. Days in excess of 30 shall
be lost without compensation.
GROUP INSURANCE
Section 1. Health and Hospitalization Insurance: Support staff personnel who are employed a minimum of 30 hours per week for the school year will be eligible for district contribution for medical hospitalization insurance. The school district shall contribute a sum not to exceed the following:
Individual Coverage Family Coverage
$7,272 2020-2021 $14,256
$7,272 2021-2022 $14,256
The above amount is for twelve month, full-time employees who qualify for and are enrolled in the district group health and hospitalization plan. Any additional cost of the premium shall be borne by the employee and paid by payroll deduction. The District may require a married couple (both employed by the District) to each select single coverage, rather than family coverage IF they will not have less beneficial insurance coverage as a result and will pay the same or less in premium contribution.
Subd. 1. Selection of Carrier: The selection of the insurance carrier and policy shall be made by the school district as provided by law.
Subd. 2. Claims Against the School District: It is understood that the school district’s only obligation is
to purchase an insurance policy and pay such amounts as agreed to herein and no claim shall be made against the school district as a result of a denial on insurance benefit by an insurance carrier.
Subd. 3. Duration of Insurance Contribution: An employee is eligible for school district contribution as provided herein as long as the employee is employed by this school district. Upon termination,
all district contribution shall cease.
Subd. 4. Eligibility: Support staff personnel who are employed a minimum of 30 hours per week for the
school year will be eligible for District contribution for medical-hospitalization insurance. Benefits provided are designed for full time personnel. Employees who are scheduled to work fewer than forty hours per week and twelve months per year, will have the district contribution pro-rated based on their
scheduled work hours and months.
Support staff who have spouses who are participating in dependency coverage through a different employer shall not be eligible for health and hospitalization coverage.
Section 2. Life Insurance
Subd. 1. Coverage: The district shall contribute a sum not to exceed $108.00 ($9.00 per month) for each of
the 2020-21 and 2021-22 school years toward the premium of a term life insurance policy of $50,000 for full-time support staff members employed by the District. Any additional cost of the premium shall be borne by the employee and paid by payroll deduction.
Subd. 2. Selection: The selection of the insurance carrier and policy shall be by the District.
Subd. 3. Claims Against the District: It is understood that the District’s only obligation is to purchase an insurance policy and pay such amounts as agreed herein and no claim shall be made against
the District as a result of a denial of insurance benefits by an insurance carrier.
Subd. 4. Eligibility: Support staff personnel who are employed a minimum of 30 hours per week for the school year will be eligible for District contribution for life insurance. Benefits provided are designed for full time personnel. Employees who are scheduled to work fewer than forty hours per week and twelve months per year, will have the district contribution pro-rated based on their scheduled work hours and months. All part-time support staff who work at least thirty (30) hours per week, with ten (10) years of service in the district shall be eligible for district paid contribution (in Subd.1.) with evidence of insurability required by district and/or life insurance carrier.
Support staff, working under 30 hours per week during the school year, that received the life insurance benefit during the 2003-04 school year, will be allowed to keep the life insurance benefit.
Subd. 5. Duration of Insurance Contribution: Upon termination of employment, all district participation and contribution shall cease effective on the last working day.
Section 3. Dental Insurance:
Subd. 1. Coverage: The district shall contribute a sum not to exceed $43.75 a month for the 2020-21 and 2021-22 years toward the premium for dental insurance for full time support staff members employed by the District. Any additional cost of the premium shall be borne by the employee and paid by payroll deduction. (Family dental coverage may be purchased by the employee)
Subd. 2. Selection: The selection of the insurance carrier and policy shall be by the District.
Subd. 3. Claims Against the District: It is understood that the District’s only obligation is to purchase an insurance policy and pay such amounts as agreed herein and no claim shall be made against the District as a result of a denial of insurance benefits by an insurance carrier.
Subd. 4. Eligibility: Support staff personnel who are employed a minimum of 30 hours per week for the school year will be eligible for District contribution for dental insurance. Benefits provided are designed for full time personnel. Employees who are scheduled to work fewer than forty hours per week and twelve months per year, will have the district contribution pro-rated based on their scheduled work hours and months.
Subd. 5. Duration of Insurance Contribution: Upon termination of employment, all district participation and contribution shall cease effective on the last working day.
Section 4. Long-Term Disability Insurance:
Subd. 1. Coverage: The cost of the premium will be paid by the employee.
Subd. 2. Selection: The selection of the insurance carrier and policy shall be by the District.
Subd. 3. Claims Against the District: It is understood that the District’s only obligation is to purchase an insurance policy and that no claim shall be made against the District as a result of denial of insurance benefits by an insurance carrier.
Subd. 4. Eligibility: Benefits provided are designed for full time personnel.
Subd. 5. Upon termination of employment, all employee participation in this group shall cease effective on the last working day.
Section 5. Severance Pay:
Subd.1. Full-time support staff hired before December 31, 2011 who have attained the age of 59 and have at least 20 consecutive years of service as of June 30 in the school year during which an application for severance is made, or are eligible under the PERA “Rule of 90” (with 20 consecutive years of service) but not under the age of 55, will be eligible for pay pursuant to the following provisions.
Subd. 2. An employee meeting the above requirements shall be eligible for severance pay. Application for severance, by means of a written resignation to the Board shall be submitted 90 days prior to the date of anticipated retirement. In emergency situations or disability the 90 day written letter may be waived.
Subd. 3. Full-time support staff shall be eligible for severance pay ($13,500 maximum) based upon the amount of the employee’s accumulated and unused sick leave determined as of June 30 of the school year during which application is made. The number of such days shall be compensated at the employee’s daily rate of pay as of the time of his/her resignation, but the amount shall not exceed $13,500. The severance payment will be made to the Minnesota State Retirement System on behalf of the employee.
Subd. 4. Severance shall not be paid to any employee who is discharged from the district.
Subd. 5. Any amount of unemployment insurance which the employee receives after retirement and for which the District is required to pay into the unemployment compensation fund will be deducted by the District from the amount of the severance or recovered by the District from the employee up to the amount of the severance.
Subd.6. Payment will be made to the eligible employee within 60 days of retirement.
Subd.7. Part-time support staff who have attained the age of 60 and have at least 20 consecutive years of service as of June 30 in the school year during which an application for severance is made will be eligible for pay pursuant to the following provisions.
Subd.8. An employee meeting the above requirements shall be eligible for severance pay. Application for severance, by means of a written resignation letter to the Board must be submitted 90 days prior to the date of anticipated retirement. In emergency situations or disability the 90 day written letter may be waived.
Subd.9. Part-time support staff shall be eligible for $1,200 severance pay provided they have 90 days sick leave accumulated at the date of retirement. The severance will be made to the Minnesota State Retirement System on behalf of the employee.
Subd.10. Part-time support staff who have attained the age of 60 and completed fifteen (but not 20) years of service will receive $600 of severance upon retirement and meeting requirements of subdivision 8.
Subd.11. Severance shall not be paid to any employee who is discharged from the district.
Subd.12. Payment will be made within 60 days of retirement.
Section 6. 403(b) Matching Annuity Program
Subd. 1. Full time employees hired after December 31, 2011 do not qualify for severance (Section 5).
Such employees shall only be eligible for 403(b) annuity matching program. The district shall match employee contributions according to subd. 2,3,4,5,6.
Subd. 2. Any full time employee eligible for severance in section 5 shall have severance pay reduced by the total amount of the district contribution to 403(b) matching annuity program.
Subd. 3. Employee participation – eligible employee must elect to participate in the 403(b) annuity matching program by July 15 of each plan year.
Subd. 4. Employee match – Eligible and participating employees will have the district match (by June 30 of the plan year) as follows:
Full Time Part Time
1-3 years experience - no match 1-4 years experience – no match
4-7 years experience $500 5-9 years experience - $300
8-11 years experience $750 10+ years experience - $500
12-15 years experience $1,000
over 16 years experience $1,200
Subd. 5. Over the course of the employee’s career with the school district, the school district shall not make a cumulative matching contribution for an employee in excess of $6,000.
Subd. 6. Approved plans – the district will make matching contributions only to annuity plans offered by vendors chosen by the district.
LEAVE OF ABSENCE
Section 1. Sick Leave
Subd. 1. Full time Staff will be granted 1.00 days of leave of absence without loss of pay per completed month of service, a maximum of twelve (12) days per year accumulative to 110 days. * Part-time employees are eligible for sick leave benefits on a pro-rated basis of full-time personnel.
Subd.2 Pursuant to M.S.181.9413 an employee may use sick leave benefits for (1) personal illness of the employee (2) an illness or injury to the employee’s child for a reasonable period as the employee’s attendance with the child is necessary (on the same terms the employee is able to use sick leave benefits for his/her own illness or injury) or (3) serious emergency involving the spouse or employee (not to exceed three days).
Subd.3. Sick leave with pay shall be allowed whenever an employee’s absence is found to have been due
to the employee’s illness and/or disability which prevented attendance at school and performance of duties on that day or days. Pursuant to M.S. 181.9413, an employee who performs services for at least 12
consecutive months preceding the request, and for an average number of hours per week equal to one-half the full-time equivalent position in the employee’s job classification as defined by the district’s personnel policies or practices during those 12 months, may use sick leave for absence due to an illness of the employee’s actual or adoptive child for such reasonable periods as the employee’s attendance may be necessary on the same terms the employee is able to use sick leave benefits for the employee’s own absence.
Subd. 4. The school district may require an employee to furnish a medical certification from a qualified
physician as evidence of illness, indication from a qualified physician as evidence of illness, indication such absence was due to illness, in order to qualify for sick leave pay. However, the final determination
as to the eligibility of an employee for sick leave is reserved to the school district. In the event that a medical certificate will be required, the employee will be so advised.
Subd. 5. Sick leave allowed shall be deducted from the accrued sick leave days earned by the employee.
Subd. 6. Timeliness of reporting sick and emergency leaves: Staff are required to enter leaves as soon as the need for the leave is known on the District’s electronic attendance system. When an emergency of illness prevents staff from completing the electronic form before the absence takes place, the staff must complete the electronic form within five (5) duty days of returning to work or the leave will be considered Leave Without Pay. The District will provide confirmation of receipt for the leave.
Subd. 7. Sick leave may be utilized during a period of physical disability resulting from a condition of
pregnancy. The employee shall provide the district with a physician’s statement certifying the dates of disability. Subject to the requirements of applicable laws, an unpaid leave for childcare purposes may be granted at the discretion of the school district.
Section 2. Bereavement Leave
Subd. 1. Full-time support staff personnel may be allowed up to five days leave per incident for
death of a member of the immediate family of the employee (husband, wife, children, parents), or
three days leave per incident of other relatives (grandparents, uncles, aunts, nephews, nieces, grandchildren, or siblings of the employee or the employee’s spouse). The specific amount of leave allowed is subject to the discretion of the superintendent depending on the circumstances.
Subd. 2. Time used will be deducted from accumulated sick leave.
Subd. 3. Part-time employees are eligible for bereavement leave benefits on a pro-rata basis of full- time employees.
Section 3. Emergency Leave
Subd. 1. Full-time support staff personnel may be allowed one day per year accumulative to three days for emergencies which include unavoidable events which are urgent and cannot be taken care of outside the normal school hours without unusual hardships. Appropriate emergency leave examples include but are not limited to: car not starting, frozen pipes, funeral of a friend, childcare emergency. Such emergency leave will be granted upon approval of the Superintendent and approved by the Board of Education. These days will also be deducted from sick leave. Whenever possible, emergency leave should be requested in advance and in writing to the Superintendent. Emergency leave will be approved only at the discretion of the Superintendent.
Subd. 2. Requests for emergency leave must be made in writing to the Superintendent at least three days in advance whenever possible. Leaves must have prior written approval from the Superintendent with final Board approval.
Subd. 3. Part-time employees are eligible for emergency leave benefits on a pro-rata basis of full time employees.
Section 4. Personal Leave
Subd. 1. Paraprofessionals, cooks, and part-time secretaries will be allowed one personal day each year.
Subd. 2. Time used will be deducted from accumulated sick leave. This leave may not be used in half-day increments. One (1) day of personal leave may be carried over, totaling up to two days per year. Staff may also turn in for one (1) or two (2) days if it was carried over the year before for pay at the end of the year.
Subd. 3. This leave must have administrative approval at least three work days in advance, except under emergency circumstances.
Subd. 4. Only one employee per building may be granted this leave per day.
Subd. 5. Employees may use Emergency and/or Bereavement days before their personal days are used. Employees will be required to use their personal leave, prior to or in conjunction with, leave without pay.
Subd. 6. Staff who do not use emergency or sick leave may be paid $75 by written request to Superintendent by June 1st.
Section 5. Leave Without Pay
Subd. 1. A short term leave without pay for emergency situations/very special circumstances may be granted upon approval by the Superintendent.
Subd. 2. A leave without pay for vacation will be granted up to five (5) days over a two year period. August 2020 – June 2022. Each circumstance must be approved by building principal and superintendent two (2) weeks in advance of leave without pay. This is tracked through the Skyward Employee Access System, and employees are responsible to keep an accurate count of vacation days taken, and days still available.
Subd. 3. When a leave without pay is granted the employee’s pay will be deducted. In addition the district’s contribution toward health, dental and life insurance will also be deducted. (calculated on a daily basis.)
Section 6. Worker’s Compensation
Subd. 1. Pursuant to M.S. 176, an employee injured on the job in the service of the school district and collecting worker’s compensation insurance, may draw sick leave salary to be reduced by an amount equal to the insurance payments and only that fraction of the days not covered by insurance will be deducted from accrued sick leave.
Section 7. Child Education Leave – Pursuant to MS 181.9412, employees may take up to 16 hours per year of unpaid leave to attend conferences or school activities for their children. This leave is included in the maximum of five (5) total leave without pay days over the two year period.
Section 8. Attendance Incentive – Any support staff member that uses less than 2.0 days of sick leave and/or emergency leave is eligible for a bonus. The staff member can “sell back” two sick days to the district in exchange for $150.00 bonus. In order to qualify, employees must submit a request by June 1st after checking their attendance via Skyward.
HOURS OF SERVICE AND DUTY YEAR
Section 1. Basic Work Week: A regular work week shall consist of 40 hours, exclusive of lunch, for full time employees.
Section 2. Basic Work Year: A regular work year shall consist of twelve (12) month’s employment.
Section 3. Part-Time Employees: The school district reserves the right to employ such personnel as it deems desirable or necessary on a part-time or casual basis.
Section 4. Shifts and Starting Time: All employees will be assigned starting time and shifts as determined by the school district.
Section 5. Lunch Period: Employees shall be provided an unpaid, duty free lunch period of at least 30 minutes.
Section 6. School Closing: In the event that school is closed for any reason and the employees are not required
to perform services, the employee’s compensation shall be reduced accordingly.
Section 7. Payment by Direct Deposit: Salary payments will be direct deposited to the specific financial institutions and funds will be made available the morning of the 15th and last day of each month. If that day falls on a weekend or holiday, funds will be available the last working day preceding that weekend or holiday.
RATES OF PAY
Section 1. Rates of Pay
Subd. 1. The wages and salaries reflected in Schedule A, attached hereto, shall be for the period commencing July 1, 2020 to June 30, 2022.
Subd. 2. Placement and advancement on the salary schedule shall be subject to the terms specified herein. An employee shall be compensated according to the current rate until a successor salary schedule is adopted.
A. A new employee shall be placed on the step of the salary schedule as agreed between the District and employee.
B. An employee transferring to another job category shall be placed on the salary schedule as agreed between the District and the employee, but normally shall be placed at the beginning level.
C. The District has the right to withhold increment advancement or other salary and fringe benefits
for unsatisfactory performance of assigned duties.
D. New employees shall be placed on the new salary schedule as agreed between the District and the employee.
E. Bus drivers will be compensated for the cost of a necessary physical examination to renew drivers licenses and the cost of the driver license after the first year of employment. (compensation for bus drivers license only, not the cost of renewing the regular license).
F. Bus drivers must maintain good driving records. Any driver who is cited for a serious driving violation is subject to suspension without pay and if found guilty of the violation, is subject to continued suspension without pay or termination. A driver who is cited for a DWI infraction is subject to immediate suspension without pay and if found guilty of the violation will be terminated.
G. Criminal background checks, as required by law and district policy, will be conducted.
H. Drug-alcohol testing, as required by law and local policy, will be required for all bus drivers.
Section 2. Compensation Time
1. Compensation time will be granted at 1 1/2 hours for every hour worked more than 40 hours in a week. The calculation of the hours will be based on hours actually worked, and would not include time such as sick leave, holiday time, or vacation time used. For the purpose of counting hours, a work week will be defined as 12:01 a.m. Monday through 12:00 midnight on Sunday.
2. The earning of all compensation time must be pre-approved by the employee’s supervisor. The use, of compensation time will be granted by the supervisor unless it will cause an undue disruption in the work place.
3. The District may require the employee to use the compensation time at a specific time.
4. The maximum compensation time an employee may have is 5 days. (40 hours), however only three days may be taken at one time.
5. The district may pay the employee the value of the accumulative compensation at anytime it determines.
6. Upon separation of employment the District will pay to the employee the value of any accumulated and unused compensation time.
7. Custodians who are assigned to check the facilities on non-school days or work days will be granted three hours of compensation time for the two hours of “building check” time they work per day.
REPORTING REQUIREMENT
Any employee who has been arrested for a crime must report the following information to the Superintendent no later than the end of the first work day following the arrest: (1) date, time and location of the arrest; (2) reason for the arrest as stated to the employee by the arresting officer. If directed to do so by the Superintendent, the employee must provide additional information pertaining to the arrest.
SCHEDULE A
RANGES - HOURLY RATES
2020-2021
I II III IV V VI VII VIII IX
0 $13.53 $14.60 $15.42 $15.98 $17.13 $17.65 $17.86 $18.56 $19.78
1 13.69 15.07 15.96 16.47 17.65 18.14 18.57 19.20 20.11
2 13.84 15.57 16.51 16.90 18.15 18.64 19.24 19.87 20.84
3 13.88 16.03 17.04 17.37 18.66 19.15 19.79 20.50 21.53
4 13.76 16.53 17.62 17.81 19.19 19.66 20.47 21.18 22.19
5 13.93 17.01 18.14 18.25 19.71 20.13 21.04 21.80 22.96
6 18.72 20.21 20.62 21.60 22.45 23.68
7 21.17 22.10 23.11 24.33
8 23.78 25.10
25.70
2021-2022
I II III IV V VI VII VIII IX
0 $13.80 $14.89 $15.73 $16.30 $17.47 $18.00 $18.22 $18.93 $20.18
1 13.96 15.37 16.28 16.80 18.00 18.50 18.94 19.58 20.51
2 14.12 15.88 16.84 17.24 18.51 19.01 19.62 20.27 21.26
3 14.16 16.35 17.38 17.72 19.03 19.53 20.19 20.91 21.96
4 14.32 16.86 17.97 18.17 19.57 20.05 20.88 21.60 22.63
5 14.49 17.35 18.50 18.62 20.10 20.53 21.46 22.24 23.42
6 19.09 20.61 21.03 22.03 22.90 24.15
7 21.59 22.54 23.57 24.82
8 24.26 25.60
26.21
Range I ECFE Para
Range II Food Service Worker
Range III Pool Attendant, Cooks Assistant
Range IV Management Para, Media Para, Educational Para, Custodian
Range V Bus Driver, Cook
Range VI Lead Custodian, Lead Cook, HS Office Assistant, HES Office Assistant
Range VII District Office Administrative Assistant, Music Para, Community Ed Coordinator, Head Cook, Elementary Principal Administrative Assistant, Lead Lunch Clerk, HES Lead Custodian, Mechanic, Due Process Administrative Assistant.
Range VIII Lead HS Office Administrative Assistant
Range IX Superintendent Administrative Assistant/Payroll Clerk, MARSS Coordinator/Lead HS Principal Administrative Assistant, Technology Assistant, Intervener/Interpreter, Smart Mentor
*Longevity Pay - Employees that have completed 15 years of consecutive service to the district will be entitled to an additional $.15 an hour annually (added to their current step after their 15th consecutive year) The calculation will be as of July 1 for full-time employees, and for 9 or 10 month employees the calculation will be determined from the start of their school year. (The maximum added to a step will be $.15, not $.15 in the first year, $.30 in the second year, etc.) Employees that have completed 20 years of consecutive service to the district will be entitled to an additional $.20 an hour annually (added to their current step after their 20th year). Employees that have completed 30 years of consecutive service to the district will be entitled to an additional $.30 an hour annually (added to their current step after their 30th year). Employees that have completed 40 years of consecutive service to the district will be entitled to an additional $.40 an hour annually (added to their current step after their 40th year).
*Cell phone reimbursement- Full time support staff are eligible for cell phone reimbursement. Staff may turn in up to $100 annually for cell phone or data plans, with receipt, on district reimbursement form.
*Split Shift Differential - Any position that requires an employee to work a split shift (at least five hours between assignments) will be entitled to an additional 23% per hour in 2020-21 and 23% per hour in 2021-22.
POOL PERSONNEL
2020-2021 2021-2022
Life Guard I $10.45 $10.65
Life Guard II 11.00 11.20
Life Guard III 11.50 11.75
Life Guard IV 12.00 12.25
BUS DRIVERS
(includes the split shift differential & 4.25 hours per day)
2020-21 2021-22
Hourly Daily Hourly Daily
0 21.06 89.52 0 21.48 91.31
1. 21.71 92.25 1. 22.14 94.09
2. 22.32. 94.85 2. 22.76 96.75
3. 22.95 97.54 3. 23.41 99.49
4. 23.60 100.31 4. 24.07 102.32
5. 24.24 103.00 5. 24.72 105.06
6. 24.85 105.60 6. 25.34 107.71
2020-2021 2021-2022
Electrical Allowance $175 $200
Activity Route $20.75 $20.75
Extra-Curricular $18.00 $18.00
Cell Phone $100 $100
Meeting Pay $13.00 $14.00
Sub Pay $45.00 $50.00
Extra Curricular with trailer $50.00 flat rate ext per trip $50.00 flat rate ext per trip
Short Run/Extra Driving/
Type 3Drivers 90 minute minimum 90 minute minimum
(regular extra-curricular
rate during non-driving hours)
*ASSIGNMENTS - The district reserves the right to assign whatever drivers AND buses to whatever route or activity run it deems necessary.
*WASHING - Drivers who wash their buses at home will be compensated $12.00 monthly. (minimum = once a month)
BUS DRIVER BONUS POINT SYSTEM
This is only for regular route drivers who drive the entire year. Mid-year hires and drivers that do not complete the year are not eligible for bonus pay.
A $375 bonus will be paid to each bus driver that loses no points for the entire school year. Bonus points deductions will be $1.00 per point. Drivers must thoroughly clean (inside and out) and return the bus to the supervisor within five days after the end of their regular school year. Bonus checks will then be issued when the bus is inspected by supervisor.
I. Employment – (100 points = $100) will be awarded to a driver who completes the entire year. A driver who is terminated or resigns before the last day of school is ineligible for all of the bonus pay.
II. Attendance – (150 points = $150) will be awarded to a driver with excellent attendance. One day may be excused for vacation/personal day and one day may be excused for an emergency (frozen pipes, funeral for a friend) at the Superintendent’s discretion. 25 points will be deducted for each half-day missed for the first two instances and 50 points for any other instances of absence.
III. Accidents (75 points = $75) will be deducted for any chargeable accident. This includes backing into anything, hitting the mirrors, damaging the bus. This can include exercising poor judgment and/or getting the bus stuck). This deduction can happen more than once.
IV. Pre/Post Trip – (25 points = $25) will be deducted for failure to complete pre-trip inspections or the careless completion of an inspection. This includes having first aid kits and fire extinguishers on board the bus at all times. The “empty” sign must be displayed after every trip. This deduction can happen more than once.
V. Bus Meetings (25 points = $25) will be deducted if a driver misses any bus meetings.
Total $375/375
TYPE 3 DRIVER BONUS POINT SYSTEM
A $300 bonus will be paid to each regular type 3 driver that loses no points for the entire school year. Drivers are responsible for attendance and turning in vehicle in a clean condition (inside and out) at the end of the school year. Bonus checks will be issued when the bus is inspected by the Transportation Supervisor.
I. Employment- (50 points = $50) will be awarded to a type 3 driver who completes the entire year. A driver who is terminated or resigns before the last day of school is ineligible for all of the bonus pay.
II. Attendance- (50 points = $50) will be awarded to a type 3 driver with excellent attendance. One day may be excused for personal day & one day may be excused for an emergency (frozen pipes, funeral for a friend) at the Superintendent’s discretion. 25 points will be deducted for each half-day missed for the first two instances and 50 points for any other instances of absence.
III. Accidents- (75 points = $75) will be deducted for any chargeable accident. This includes backing into anything, hitting mirrors, damaging the vehicle. This can include exercising poor judgment and/or traffic violations. This deduction can happen more than once.
IV. Pre/ Post Trip- (25 points = $25) will be deducted for failure to complete pre-trip inspections or the careless completion of an inspection. This includes having first aid kits and fire extinguishers on board the vehicle at all times.
V. Bus Meetings- (25 points = $25) will be deducted if a driver misses any bus meetings.
VI. Cleanliness/Communication (75 points= $75) will be deducted if the vehicle is not maintained to a clean standard, without damage to interior of vehicle such as stains, and good communication with other staff that uses the vehicle.
Total $300/300 points
HINCKLEY-FINLAYSON PUBLIC SCHOOLS
HINCKLEY-FINLAYSON SUPPORT STAFF AGREEMENT
The Hinckley-Finlayson Public Schools Support Staff Personnel Policies manual is a handbook provided to all support staff employees and contains the employer’s policies and procedures. The employer’s policies and procedures are subject to change with or without notice.
The Support Staff Personnel Policies manual does not constitute a contract of employment, nor does anything in this manual alter your at-will employment relationship with the school district.
Both the employer and employee have the right to terminate employment with or without cause, consistent with the concept of at-will employment.
HOLIDAYS
Section 1. Paid Holidays: Full time (12 month) employees shall be granted the following paid holidays:
1. July 4th 6. Christmas Day
2. Labor Day 7. New Years Day
3. Thanksgiving Day 8. President’s Day *
4. Thanksgiving Friday 9. Good Friday *
5. Christmas Eve Day (1/2 day) 10. Memorial Day
The following part-time employees, who work less than twelve months and are on an hourly basis shall be granted the above holidays on a pro-rata basis. (Proportional to the percentage of time they work, rounded off to the nearest half day.) The District shall determine which holidays from the list above will be paid on an individual basis.
1. Elementary Principal’s Secretary 4. Lead Lunch Clerk
2. High School Principal’s Secretary 5. Finlayson Elementary Custodian
3. Head Cook
Other part-time employees covered by this handbook will be granted two holidays paid per year - Thanksgiving Day and Christmas Day. Other part-time employees that had holiday benefits while employed in 1995-96 will be allowed to keep those holidays benefits.
*The days listed above are considered as holidays for eligible employees who will not be required to work if school is not in session and if certified personnel are not required to work. In the event school is in session, employees will be required to work, but a day when school is not in session may be substituted upon the approval of the Superintendent.
Section 2. Weekends: Holidays that fall on weekends will be observed on a day established by the school district.
Section 3. School in Session: The School district reserves the right, if school is in session, to cancel any of the above holidays and establish another holiday in lieu thereof. Any legal holiday or holiday which falls within an employee’s vacation period shall not be counted as a vacation day.
Section 4. Application: In order to be eligible for holiday pay, an employee must have worked his regular workday before and after the holiday unless s/he is on excused illness, leave, or on vacation under these provisions.
Section 5, Eligibility: Holiday benefits as defined herein shall apply only to full time employees (regular employed on a twelve (12) month basis and forty (40) hour week) except as noted herein.
VACATIONS
Section 1. Eligibility: This shall apply only to employees who are regularly employed on a twelve (12) month
basis and a forty (40) hour week.
Section 2. Earned Vacation: Full time employees under these provisions shall accrue vacation as follows:
- 5 days vacation in the first year of service in the school district after, probation period.
- 10 days vacation after completing one (1) year of service in the school district.
- 15 days vacation after completing five (5) years of service in the school district.
- 20 days vacation after completing twelve (12) years of service in the school district.
- 25 days vacation after completing twenty (20) years of service in the school district.
Section 3. Application:
Subd. 1. Vacations shall be determined as of July 1 of each year. Employees hired between January 1 and July 1 are not eligible for vacation until July 1 of the following year.
Subd. 2. If the employee resigns before completing a full year of service s/he shall not be entitled to
any vacation pay and s/he shall have the salary paid for any vacation days taken deducted from
his/her final check. An employee who has completed at least one year of service shall be entitled to
receive pay for unused vacation time (to a maximum of 30 days) provided such employee provides the school district with at least two (2) weeks advance notice of his/her resignation time.
Subd. 3. The scheduling of all vacation time shall be determined by the school district.
Subd. 4. No employee may accumulate more than 30 days of unused vacation. Days in excess of 30 shall
be lost without compensation.
GROUP INSURANCE
Section 1. Health and Hospitalization Insurance: Support staff personnel who are employed a minimum of 30 hours per week for the school year will be eligible for district contribution for medical hospitalization insurance. The school district shall contribute a sum not to exceed the following:
Individual Coverage Family Coverage
$7,272 2020-2021 $14,256
$7,272 2021-2022 $14,256
The above amount is for twelve month, full-time employees who qualify for and are enrolled in the district group health and hospitalization plan. Any additional cost of the premium shall be borne by the employee and paid by payroll deduction. The District may require a married couple (both employed by the District) to each select single coverage, rather than family coverage IF they will not have less beneficial insurance coverage as a result and will pay the same or less in premium contribution.
Subd. 1. Selection of Carrier: The selection of the insurance carrier and policy shall be made by the school district as provided by law.
Subd. 2. Claims Against the School District: It is understood that the school district’s only obligation is
to purchase an insurance policy and pay such amounts as agreed to herein and no claim shall be made against the school district as a result of a denial on insurance benefit by an insurance carrier.
Subd. 3. Duration of Insurance Contribution: An employee is eligible for school district contribution as provided herein as long as the employee is employed by this school district. Upon termination,
all district contribution shall cease.
Subd. 4. Eligibility: Support staff personnel who are employed a minimum of 30 hours per week for the
school year will be eligible for District contribution for medical-hospitalization insurance. Benefits provided are designed for full time personnel. Employees who are scheduled to work fewer than forty hours per week and twelve months per year, will have the district contribution pro-rated based on their
scheduled work hours and months.
Support staff who have spouses who are participating in dependency coverage through a different employer shall not be eligible for health and hospitalization coverage.
Section 2. Life Insurance
Subd. 1. Coverage: The district shall contribute a sum not to exceed $108.00 ($9.00 per month) for each of
the 2020-21 and 2021-22 school years toward the premium of a term life insurance policy of $50,000 for full-time support staff members employed by the District. Any additional cost of the premium shall be borne by the employee and paid by payroll deduction.
Subd. 2. Selection: The selection of the insurance carrier and policy shall be by the District.
Subd. 3. Claims Against the District: It is understood that the District’s only obligation is to purchase an insurance policy and pay such amounts as agreed herein and no claim shall be made against
the District as a result of a denial of insurance benefits by an insurance carrier.
Subd. 4. Eligibility: Support staff personnel who are employed a minimum of 30 hours per week for the school year will be eligible for District contribution for life insurance. Benefits provided are designed for full time personnel. Employees who are scheduled to work fewer than forty hours per week and twelve months per year, will have the district contribution pro-rated based on their scheduled work hours and months. All part-time support staff who work at least thirty (30) hours per week, with ten (10) years of service in the district shall be eligible for district paid contribution (in Subd.1.) with evidence of insurability required by district and/or life insurance carrier.
Support staff, working under 30 hours per week during the school year, that received the life insurance benefit during the 2003-04 school year, will be allowed to keep the life insurance benefit.
Subd. 5. Duration of Insurance Contribution: Upon termination of employment, all district participation and contribution shall cease effective on the last working day.
Section 3. Dental Insurance:
Subd. 1. Coverage: The district shall contribute a sum not to exceed $43.75 a month for the 2020-21 and 2021-22 years toward the premium for dental insurance for full time support staff members employed by the District. Any additional cost of the premium shall be borne by the employee and paid by payroll deduction. (Family dental coverage may be purchased by the employee)
Subd. 2. Selection: The selection of the insurance carrier and policy shall be by the District.
Subd. 3. Claims Against the District: It is understood that the District’s only obligation is to purchase an insurance policy and pay such amounts as agreed herein and no claim shall be made against the District as a result of a denial of insurance benefits by an insurance carrier.
Subd. 4. Eligibility: Support staff personnel who are employed a minimum of 30 hours per week for the school year will be eligible for District contribution for dental insurance. Benefits provided are designed for full time personnel. Employees who are scheduled to work fewer than forty hours per week and twelve months per year, will have the district contribution pro-rated based on their scheduled work hours and months.
Subd. 5. Duration of Insurance Contribution: Upon termination of employment, all district participation and contribution shall cease effective on the last working day.
Section 4. Long-Term Disability Insurance:
Subd. 1. Coverage: The cost of the premium will be paid by the employee.
Subd. 2. Selection: The selection of the insurance carrier and policy shall be by the District.
Subd. 3. Claims Against the District: It is understood that the District’s only obligation is to purchase an insurance policy and that no claim shall be made against the District as a result of denial of insurance benefits by an insurance carrier.
Subd. 4. Eligibility: Benefits provided are designed for full time personnel.
Subd. 5. Upon termination of employment, all employee participation in this group shall cease effective on the last working day.
Section 5. Severance Pay:
Subd.1. Full-time support staff hired before December 31, 2011 who have attained the age of 59 and have at least 20 consecutive years of service as of June 30 in the school year during which an application for severance is made, or are eligible under the PERA “Rule of 90” (with 20 consecutive years of service) but not under the age of 55, will be eligible for pay pursuant to the following provisions.
Subd. 2. An employee meeting the above requirements shall be eligible for severance pay. Application for severance, by means of a written resignation to the Board shall be submitted 90 days prior to the date of anticipated retirement. In emergency situations or disability the 90 day written letter may be waived.
Subd. 3. Full-time support staff shall be eligible for severance pay ($13,500 maximum) based upon the amount of the employee’s accumulated and unused sick leave determined as of June 30 of the school year during which application is made. The number of such days shall be compensated at the employee’s daily rate of pay as of the time of his/her resignation, but the amount shall not exceed $13,500. The severance payment will be made to the Minnesota State Retirement System on behalf of the employee.
Subd. 4. Severance shall not be paid to any employee who is discharged from the district.
Subd. 5. Any amount of unemployment insurance which the employee receives after retirement and for which the District is required to pay into the unemployment compensation fund will be deducted by the District from the amount of the severance or recovered by the District from the employee up to the amount of the severance.
Subd.6. Payment will be made to the eligible employee within 60 days of retirement.
Subd.7. Part-time support staff who have attained the age of 60 and have at least 20 consecutive years of service as of June 30 in the school year during which an application for severance is made will be eligible for pay pursuant to the following provisions.
Subd.8. An employee meeting the above requirements shall be eligible for severance pay. Application for severance, by means of a written resignation letter to the Board must be submitted 90 days prior to the date of anticipated retirement. In emergency situations or disability the 90 day written letter may be waived.
Subd.9. Part-time support staff shall be eligible for $1,200 severance pay provided they have 90 days sick leave accumulated at the date of retirement. The severance will be made to the Minnesota State Retirement System on behalf of the employee.
Subd.10. Part-time support staff who have attained the age of 60 and completed fifteen (but not 20) years of service will receive $600 of severance upon retirement and meeting requirements of subdivision 8.
Subd.11. Severance shall not be paid to any employee who is discharged from the district.
Subd.12. Payment will be made within 60 days of retirement.
Section 6. 403(b) Matching Annuity Program
Subd. 1. Full time employees hired after December 31, 2011 do not qualify for severance (Section 5).
Such employees shall only be eligible for 403(b) annuity matching program. The district shall match employee contributions according to subd. 2,3,4,5,6.
Subd. 2. Any full time employee eligible for severance in section 5 shall have severance pay reduced by the total amount of the district contribution to 403(b) matching annuity program.
Subd. 3. Employee participation – eligible employee must elect to participate in the 403(b) annuity matching program by July 15 of each plan year.
Subd. 4. Employee match – Eligible and participating employees will have the district match (by June 30 of the plan year) as follows:
Full Time Part Time
1-3 years experience - no match 1-4 years experience – no match
4-7 years experience $500 5-9 years experience - $300
8-11 years experience $750 10+ years experience - $500
12-15 years experience $1,000
over 16 years experience $1,200
Subd. 5. Over the course of the employee’s career with the school district, the school district shall not make a cumulative matching contribution for an employee in excess of $6,000.
Subd. 6. Approved plans – the district will make matching contributions only to annuity plans offered by vendors chosen by the district.
LEAVE OF ABSENCE
Section 1. Sick Leave
Subd. 1. Full time Staff will be granted 1.00 days of leave of absence without loss of pay per completed month of service, a maximum of twelve (12) days per year accumulative to 110 days. * Part-time employees are eligible for sick leave benefits on a pro-rated basis of full-time personnel.
Subd.2 Pursuant to M.S.181.9413 an employee may use sick leave benefits for (1) personal illness of the employee (2) an illness or injury to the employee’s child for a reasonable period as the employee’s attendance with the child is necessary (on the same terms the employee is able to use sick leave benefits for his/her own illness or injury) or (3) serious emergency involving the spouse or employee (not to exceed three days).
Subd.3. Sick leave with pay shall be allowed whenever an employee’s absence is found to have been due
to the employee’s illness and/or disability which prevented attendance at school and performance of duties on that day or days. Pursuant to M.S. 181.9413, an employee who performs services for at least 12
consecutive months preceding the request, and for an average number of hours per week equal to one-half the full-time equivalent position in the employee’s job classification as defined by the district’s personnel policies or practices during those 12 months, may use sick leave for absence due to an illness of the employee’s actual or adoptive child for such reasonable periods as the employee’s attendance may be necessary on the same terms the employee is able to use sick leave benefits for the employee’s own absence.
Subd. 4. The school district may require an employee to furnish a medical certification from a qualified
physician as evidence of illness, indication from a qualified physician as evidence of illness, indication such absence was due to illness, in order to qualify for sick leave pay. However, the final determination
as to the eligibility of an employee for sick leave is reserved to the school district. In the event that a medical certificate will be required, the employee will be so advised.
Subd. 5. Sick leave allowed shall be deducted from the accrued sick leave days earned by the employee.
Subd. 6. Timeliness of reporting sick and emergency leaves: Staff are required to enter leaves as soon as the need for the leave is known on the District’s electronic attendance system. When an emergency of illness prevents staff from completing the electronic form before the absence takes place, the staff must complete the electronic form within five (5) duty days of returning to work or the leave will be considered Leave Without Pay. The District will provide confirmation of receipt for the leave.
Subd. 7. Sick leave may be utilized during a period of physical disability resulting from a condition of
pregnancy. The employee shall provide the district with a physician’s statement certifying the dates of disability. Subject to the requirements of applicable laws, an unpaid leave for childcare purposes may be granted at the discretion of the school district.
Section 2. Bereavement Leave
Subd. 1. Full-time support staff personnel may be allowed up to five days leave per incident for
death of a member of the immediate family of the employee (husband, wife, children, parents), or
three days leave per incident of other relatives (grandparents, uncles, aunts, nephews, nieces, grandchildren, or siblings of the employee or the employee’s spouse). The specific amount of leave allowed is subject to the discretion of the superintendent depending on the circumstances.
Subd. 2. Time used will be deducted from accumulated sick leave.
Subd. 3. Part-time employees are eligible for bereavement leave benefits on a pro-rata basis of full- time employees.
Section 3. Emergency Leave
Subd. 1. Full-time support staff personnel may be allowed one day per year accumulative to three days for emergencies which include unavoidable events which are urgent and cannot be taken care of outside the normal school hours without unusual hardships. Appropriate emergency leave examples include but are not limited to: car not starting, frozen pipes, funeral of a friend, childcare emergency. Such emergency leave will be granted upon approval of the Superintendent and approved by the Board of Education. These days will also be deducted from sick leave. Whenever possible, emergency leave should be requested in advance and in writing to the Superintendent. Emergency leave will be approved only at the discretion of the Superintendent.
Subd. 2. Requests for emergency leave must be made in writing to the Superintendent at least three days in advance whenever possible. Leaves must have prior written approval from the Superintendent with final Board approval.
Subd. 3. Part-time employees are eligible for emergency leave benefits on a pro-rata basis of full time employees.
Section 4. Personal Leave
Subd. 1. Paraprofessionals, cooks, and part-time secretaries will be allowed one personal day each year.
Subd. 2. Time used will be deducted from accumulated sick leave. This leave may not be used in half-day increments. One (1) day of personal leave may be carried over, totaling up to two days per year. Staff may also turn in for one (1) or two (2) days if it was carried over the year before for pay at the end of the year.
Subd. 3. This leave must have administrative approval at least three work days in advance, except under emergency circumstances.
Subd. 4. Only one employee per building may be granted this leave per day.
Subd. 5. Employees may use Emergency and/or Bereavement days before their personal days are used. Employees will be required to use their personal leave, prior to or in conjunction with, leave without pay.
Subd. 6. Staff who do not use emergency or sick leave may be paid $75 by written request to Superintendent by June 1st.
Section 5. Leave Without Pay
Subd. 1. A short term leave without pay for emergency situations/very special circumstances may be granted upon approval by the Superintendent.
Subd. 2. A leave without pay for vacation will be granted up to five (5) days over a two year period. August 2020 – June 2022. Each circumstance must be approved by building principal and superintendent two (2) weeks in advance of leave without pay. This is tracked through the Skyward Employee Access System, and employees are responsible to keep an accurate count of vacation days taken, and days still available.
Subd. 3. When a leave without pay is granted the employee’s pay will be deducted. In addition the district’s contribution toward health, dental and life insurance will also be deducted. (calculated on a daily basis.)
Section 6. Worker’s Compensation
Subd. 1. Pursuant to M.S. 176, an employee injured on the job in the service of the school district and collecting worker’s compensation insurance, may draw sick leave salary to be reduced by an amount equal to the insurance payments and only that fraction of the days not covered by insurance will be deducted from accrued sick leave.
Section 7. Child Education Leave – Pursuant to MS 181.9412, employees may take up to 16 hours per year of unpaid leave to attend conferences or school activities for their children. This leave is included in the maximum of five (5) total leave without pay days over the two year period.
Section 8. Attendance Incentive – Any support staff member that uses less than 2.0 days of sick leave and/or emergency leave is eligible for a bonus. The staff member can “sell back” two sick days to the district in exchange for $150.00 bonus. In order to qualify, employees must submit a request by June 1st after checking their attendance via Skyward.
HOURS OF SERVICE AND DUTY YEAR
Section 1. Basic Work Week: A regular work week shall consist of 40 hours, exclusive of lunch, for full time employees.
Section 2. Basic Work Year: A regular work year shall consist of twelve (12) month’s employment.
Section 3. Part-Time Employees: The school district reserves the right to employ such personnel as it deems desirable or necessary on a part-time or casual basis.
Section 4. Shifts and Starting Time: All employees will be assigned starting time and shifts as determined by the school district.
Section 5. Lunch Period: Employees shall be provided an unpaid, duty free lunch period of at least 30 minutes.
Section 6. School Closing: In the event that school is closed for any reason and the employees are not required
to perform services, the employee’s compensation shall be reduced accordingly.
Section 7. Payment by Direct Deposit: Salary payments will be direct deposited to the specific financial institutions and funds will be made available the morning of the 15th and last day of each month. If that day falls on a weekend or holiday, funds will be available the last working day preceding that weekend or holiday.
RATES OF PAY
Section 1. Rates of Pay
Subd. 1. The wages and salaries reflected in Schedule A, attached hereto, shall be for the period commencing July 1, 2020 to June 30, 2022.
Subd. 2. Placement and advancement on the salary schedule shall be subject to the terms specified herein. An employee shall be compensated according to the current rate until a successor salary schedule is adopted.
A. A new employee shall be placed on the step of the salary schedule as agreed between the District and employee.
B. An employee transferring to another job category shall be placed on the salary schedule as agreed between the District and the employee, but normally shall be placed at the beginning level.
C. The District has the right to withhold increment advancement or other salary and fringe benefits
for unsatisfactory performance of assigned duties.
D. New employees shall be placed on the new salary schedule as agreed between the District and the employee.
E. Bus drivers will be compensated for the cost of a necessary physical examination to renew drivers licenses and the cost of the driver license after the first year of employment. (compensation for bus drivers license only, not the cost of renewing the regular license).
F. Bus drivers must maintain good driving records. Any driver who is cited for a serious driving violation is subject to suspension without pay and if found guilty of the violation, is subject to continued suspension without pay or termination. A driver who is cited for a DWI infraction is subject to immediate suspension without pay and if found guilty of the violation will be terminated.
G. Criminal background checks, as required by law and district policy, will be conducted.
H. Drug-alcohol testing, as required by law and local policy, will be required for all bus drivers.
Section 2. Compensation Time
1. Compensation time will be granted at 1 1/2 hours for every hour worked more than 40 hours in a week. The calculation of the hours will be based on hours actually worked, and would not include time such as sick leave, holiday time, or vacation time used. For the purpose of counting hours, a work week will be defined as 12:01 a.m. Monday through 12:00 midnight on Sunday.
2. The earning of all compensation time must be pre-approved by the employee’s supervisor. The use, of compensation time will be granted by the supervisor unless it will cause an undue disruption in the work place.
3. The District may require the employee to use the compensation time at a specific time.
4. The maximum compensation time an employee may have is 5 days. (40 hours), however only three days may be taken at one time.
5. The district may pay the employee the value of the accumulative compensation at anytime it determines.
6. Upon separation of employment the District will pay to the employee the value of any accumulated and unused compensation time.
7. Custodians who are assigned to check the facilities on non-school days or work days will be granted three hours of compensation time for the two hours of “building check” time they work per day.
REPORTING REQUIREMENT
Any employee who has been arrested for a crime must report the following information to the Superintendent no later than the end of the first work day following the arrest: (1) date, time and location of the arrest; (2) reason for the arrest as stated to the employee by the arresting officer. If directed to do so by the Superintendent, the employee must provide additional information pertaining to the arrest.
SCHEDULE A
RANGES - HOURLY RATES
2020-2021
I II III IV V VI VII VIII IX
0 $13.53 $14.60 $15.42 $15.98 $17.13 $17.65 $17.86 $18.56 $19.78
1 13.69 15.07 15.96 16.47 17.65 18.14 18.57 19.20 20.11
2 13.84 15.57 16.51 16.90 18.15 18.64 19.24 19.87 20.84
3 13.88 16.03 17.04 17.37 18.66 19.15 19.79 20.50 21.53
4 13.76 16.53 17.62 17.81 19.19 19.66 20.47 21.18 22.19
5 13.93 17.01 18.14 18.25 19.71 20.13 21.04 21.80 22.96
6 18.72 20.21 20.62 21.60 22.45 23.68
7 21.17 22.10 23.11 24.33
8 23.78 25.10
25.70
2021-2022
I II III IV V VI VII VIII IX
0 $13.80 $14.89 $15.73 $16.30 $17.47 $18.00 $18.22 $18.93 $20.18
1 13.96 15.37 16.28 16.80 18.00 18.50 18.94 19.58 20.51
2 14.12 15.88 16.84 17.24 18.51 19.01 19.62 20.27 21.26
3 14.16 16.35 17.38 17.72 19.03 19.53 20.19 20.91 21.96
4 14.32 16.86 17.97 18.17 19.57 20.05 20.88 21.60 22.63
5 14.49 17.35 18.50 18.62 20.10 20.53 21.46 22.24 23.42
6 19.09 20.61 21.03 22.03 22.90 24.15
7 21.59 22.54 23.57 24.82
8 24.26 25.60
26.21
Range I ECFE Para
Range II Food Service Worker
Range III Pool Attendant, Cooks Assistant
Range IV Management Para, Media Para, Educational Para, Custodian
Range V Bus Driver, Cook
Range VI Lead Custodian, Lead Cook, HS Office Assistant, HES Office Assistant
Range VII District Office Administrative Assistant, Music Para, Community Ed Coordinator, Head Cook, Elementary Principal Administrative Assistant, Lead Lunch Clerk, HES Lead Custodian, Mechanic, Due Process Administrative Assistant.
Range VIII Lead HS Office Administrative Assistant
Range IX Superintendent Administrative Assistant/Payroll Clerk, MARSS Coordinator/Lead HS Principal Administrative Assistant, Technology Assistant, Intervener/Interpreter, Smart Mentor
*Longevity Pay - Employees that have completed 15 years of consecutive service to the district will be entitled to an additional $.15 an hour annually (added to their current step after their 15th consecutive year) The calculation will be as of July 1 for full-time employees, and for 9 or 10 month employees the calculation will be determined from the start of their school year. (The maximum added to a step will be $.15, not $.15 in the first year, $.30 in the second year, etc.) Employees that have completed 20 years of consecutive service to the district will be entitled to an additional $.20 an hour annually (added to their current step after their 20th year). Employees that have completed 30 years of consecutive service to the district will be entitled to an additional $.30 an hour annually (added to their current step after their 30th year). Employees that have completed 40 years of consecutive service to the district will be entitled to an additional $.40 an hour annually (added to their current step after their 40th year).
*Cell phone reimbursement- Full time support staff are eligible for cell phone reimbursement. Staff may turn in up to $100 annually for cell phone or data plans, with receipt, on district reimbursement form.
*Split Shift Differential - Any position that requires an employee to work a split shift (at least five hours between assignments) will be entitled to an additional 23% per hour in 2020-21 and 23% per hour in 2021-22.
POOL PERSONNEL
2020-2021 2021-2022
Life Guard I $10.45 $10.65
Life Guard II 11.00 11.20
Life Guard III 11.50 11.75
Life Guard IV 12.00 12.25
BUS DRIVERS
(includes the split shift differential & 4.25 hours per day)
2020-21 2021-22
Hourly Daily Hourly Daily
0 21.06 89.52 0 21.48 91.31
1. 21.71 92.25 1. 22.14 94.09
2. 22.32. 94.85 2. 22.76 96.75
3. 22.95 97.54 3. 23.41 99.49
4. 23.60 100.31 4. 24.07 102.32
5. 24.24 103.00 5. 24.72 105.06
6. 24.85 105.60 6. 25.34 107.71
2020-2021 2021-2022
Electrical Allowance $175 $200
Activity Route $20.75 $20.75
Extra-Curricular $18.00 $18.00
Cell Phone $100 $100
Meeting Pay $13.00 $14.00
Sub Pay $45.00 $50.00
Extra Curricular with trailer $50.00 flat rate ext per trip $50.00 flat rate ext per trip
Short Run/Extra Driving/
Type 3Drivers 90 minute minimum 90 minute minimum
(regular extra-curricular
rate during non-driving hours)
*ASSIGNMENTS - The district reserves the right to assign whatever drivers AND buses to whatever route or activity run it deems necessary.
*WASHING - Drivers who wash their buses at home will be compensated $12.00 monthly. (minimum = once a month)
BUS DRIVER BONUS POINT SYSTEM
This is only for regular route drivers who drive the entire year. Mid-year hires and drivers that do not complete the year are not eligible for bonus pay.
A $375 bonus will be paid to each bus driver that loses no points for the entire school year. Bonus points deductions will be $1.00 per point. Drivers must thoroughly clean (inside and out) and return the bus to the supervisor within five days after the end of their regular school year. Bonus checks will then be issued when the bus is inspected by supervisor.
I. Employment – (100 points = $100) will be awarded to a driver who completes the entire year. A driver who is terminated or resigns before the last day of school is ineligible for all of the bonus pay.
II. Attendance – (150 points = $150) will be awarded to a driver with excellent attendance. One day may be excused for vacation/personal day and one day may be excused for an emergency (frozen pipes, funeral for a friend) at the Superintendent’s discretion. 25 points will be deducted for each half-day missed for the first two instances and 50 points for any other instances of absence.
III. Accidents (75 points = $75) will be deducted for any chargeable accident. This includes backing into anything, hitting the mirrors, damaging the bus. This can include exercising poor judgment and/or getting the bus stuck). This deduction can happen more than once.
IV. Pre/Post Trip – (25 points = $25) will be deducted for failure to complete pre-trip inspections or the careless completion of an inspection. This includes having first aid kits and fire extinguishers on board the bus at all times. The “empty” sign must be displayed after every trip. This deduction can happen more than once.
V. Bus Meetings (25 points = $25) will be deducted if a driver misses any bus meetings.
Total $375/375
TYPE 3 DRIVER BONUS POINT SYSTEM
A $300 bonus will be paid to each regular type 3 driver that loses no points for the entire school year. Drivers are responsible for attendance and turning in vehicle in a clean condition (inside and out) at the end of the school year. Bonus checks will be issued when the bus is inspected by the Transportation Supervisor.
I. Employment- (50 points = $50) will be awarded to a type 3 driver who completes the entire year. A driver who is terminated or resigns before the last day of school is ineligible for all of the bonus pay.
II. Attendance- (50 points = $50) will be awarded to a type 3 driver with excellent attendance. One day may be excused for personal day & one day may be excused for an emergency (frozen pipes, funeral for a friend) at the Superintendent’s discretion. 25 points will be deducted for each half-day missed for the first two instances and 50 points for any other instances of absence.
III. Accidents- (75 points = $75) will be deducted for any chargeable accident. This includes backing into anything, hitting mirrors, damaging the vehicle. This can include exercising poor judgment and/or traffic violations. This deduction can happen more than once.
IV. Pre/ Post Trip- (25 points = $25) will be deducted for failure to complete pre-trip inspections or the careless completion of an inspection. This includes having first aid kits and fire extinguishers on board the vehicle at all times.
V. Bus Meetings- (25 points = $25) will be deducted if a driver misses any bus meetings.
VI. Cleanliness/Communication (75 points= $75) will be deducted if the vehicle is not maintained to a clean standard, without damage to interior of vehicle such as stains, and good communication with other staff that uses the vehicle.
Total $300/300 points