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2018-2019 Legacy School Supply List

Understanding Your Pay

“What does ‘annualized salary’ mean?”

In a nutshell, it means that you will be paid the exact same gross figure, based on your annual salary, barring any docks or extra duty incurred throughout the school year.

 

“How is my salary annualized?”

When you are hired and accept the salary offered by Human Resource, that gross annual figure is divided evenly over the number of pay periods in the academic year (24).

 

“What is a prorated salary?”

A prorated salary occurs when an employee begins working for the district after their academic year has already begun.

Example: An aide is due to start the school year on August 1st, but isn’t hired until September 14th. The aide’s accepted annual salary is divided by the number of days they would ordinarily work in a school year to find a daily rate. That daily rate is then multiplied by the actual number of days the aide would work during that school year to obtain a prorated salary. That prorated salary is then divided evenly over the number of remaining pay periods in the academic year.

 

“Do we have paid holidays?” 

No. Since your salary is annualized (divided evenly over a 24 pay periods) it gives the appearance of being paid for holidays. In all actuality, you are only paid for the number of days that you physically work during the Academic Year (e.g. 194 days, 204 days, 226 days etc.) As a public entity using public funds, we cannot legally pay employees for time not worked.

 

“Do we have paid vacation?”

No. Again, this is the illusion behind your annualized salary. “Vacation” days are actually the non-duty days that remain at the end of your academic year. If you were to add the number of work days with the number of days the district is closed to all staff & students, you would not have 365 days. Non-duty or non-work days are the unpaid days that fill the gap between the current school year and the next.

 

“Are State & Local days paid time off?”

Yes. These days are used as a “trade-off” of sorts. When needed, you are able to request the use of your state and local time off allocation in or to be paid during your absence. Keep in mind, time off request are still subject to approval based on the needs of the campus.

 

“What is Comp Time?”

Comp time is additional time worked that is accrued by an employee and allocated for later use, rather than paid out to the employee.

 

“Who is eligible to receive comp time?”

Comp time can only be accrued by and allocated to non-exempt paraprofessional personnel when the employee has worked more than 40 hours in a Sunday – Saturday workweek. A paraprofessional is an employee who performs delegated professional administrative tasks in an unlicensed or non-certified position. This would include, Teacher’s Aide, Secretaries, & Clerks.

“When is overtime paid?”

When pre-approved by the Superintendent, overtime is paid only to auxiliary personnel for hours worked in excess of 40 hours. Auxiliary personnel are non-exempt employees who provide supplementary or additional help and/or support. This would include Custodians, Maintenance & Cafeteria Staff.

 

“How is comp time/overtime calculated during district closure or employee absence?

If an employee physically works more than 40 hours in a Sunday – Saturday work week, the time worked in excess of 40 hours is calculated at one and one-half times the actual hours worked.

 

Example #1 (Paraprofessional): A secretary works Monday through Thursday for 8 hours per day and 10 hours on Friday. This results in 2 hours of overtime. The secretary will be allocated 3 hours of comp time. (2 hours x 1.5 = 3 hours)

 

Example #2 (Auxiliary): A custodian works Monday through Thursday for 8 hours per day and 10 hours on Friday. This results in 2 hours of overtime. The custodian will be paid 3 hours of overtime. (2.5 hours x 1.5 = 3.75 hours)

 

If an employee is absent at any time during a Sunday – Saturday work week or the district is closed, the time worked in excess of 40 hours will be calculated then paid/allocated (respectively) at face value or “straight time”.

 

Example #1 (Paraprofessional): A secretary works Monday & Tuesday for 8 hours per day, is absent with PTO on Wednesday, works 10 hours on Thursday and district is closed Friday. This results in 2 hours of “straight time”. The secretary will be allocated 2 hours of comp time.

 

Example #2 (Auxiliary): A custodian works Monday & Tuesday for 8 hours per day, is absent with PTO on Wednesday, works 10 hours on Thursday and district is closed Friday. This results in 2 hours of “straight time”. The custodian will be paid 2 hours of straight time.

 

“Am I paid from my time sheet?”

No. Since your salary is annualized, we have already accounted for your working 40 hours each week. However, The Department of Labor Wage and Hour Division requires that all employers maintain time sheets on record for all non-exempt (hourly) personnel.

 

“Am I docked from my time sheet?”

Yes. Because we have annualized your salary and we have assumed you will work 40 hours each week, when less than 40 hours is worked we must adjust your pay to reflect the time not worked.

 

 

Important Standing Payroll Links & Info:

  • Do not email documents to payroll. Submit via fax at 214-570-3008 or provide to campus managers.
  • Salary & stipend rates are set by Human Resource
  • All late/incomplete payroll submissions will be processed on the following payroll.
  • Time sheets are due weekly on Friday afternoon.
  • All payroll & time off info can be viewed in Skyward Employee Access