Issue Date: 9/12/96 Updated: 4/13/23
Compensation for teaching homebound or hospitalized students, (and mileage for those students who live more than two (2) miles from school), shall be paid according to rates/amounts established by the Board. All homebound projects must be cleared and approved in writing before they go into effect. The Superintendent’s signature is required for approval of any project.
3.0311.04 SUBSTITUTES Issue Date: 9/12/96 Updated: 11/14/19
Certificated Employees Substitutes: Whenever an individual substitutes for one teacher for ten (10) or more consecutive days, said individual will be paid an additional $10.00 per day, after the tenth (10th) consecutive day. Classified/Support Personnel Substitutes: Whenever an individual substitutes for the same Classified/Support Services Employee for twenty (20) or more consecutive days, said individual will be paid at the beginning rate, from the Classified Employee Salary Schedule, of the person for which s/he is substituting (Bus Driver, Custodian, etc.) instead of the regular substitute rate of pay. This is to be retroactive to the first substitute day once the 20th day has been worked.
CLASSIFIED PERSONNEL
3.0311.05 MULTI-ASSIGNMENT POLICY Issue Date: 9/12/96 Updated: 3/9/23
It is the intent/purpose of the Board that classified employees be hired to work no more than eight (8) hours per day, forty (40) hours per week. Administrators, supervisors and directors are expected to consider this policy in budgeting and planning for the various programs or departments in the District and hire personnel accordingly.
3.0311.06 OVERTIME POLICY Issue Date: 9/12/96 Updated: 11/14/19
A “non-exempt employee” is an employee who is entitled to over-time based upon the Fair Labor Standards Act (FLSA). Any overtime worked by employees of the District must be approved by the employee’s immediate supervisor in writing. Overtime is discouraged except in cases of emergency. Unapproved overtime is not allowed and employees working unauthorized overtime will be subject to disciplinary action. All supervisory personnel are to insure that non-exempt employees do not work (as defined in the Federal Labor Standards Act (FLSA)) “suffered or permitted to work” extra time; also, to insure that employees are not reporting contracted time to the District while maintaining a separate accounting of unapproved extra time worked.
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