EMPLOYEE
HANDBOOK
2003-2004
03/04
Table of Contents Introduction (5)
Employee handbook receipt
District information (8)
Description of the district
Mission statement
District goals and objectives
Board of trustees
Administration
School directory Employment (12)
Equal employment opportunity
Job vacancy announcements
Employment after retirement
Contract and noncontract employment
Searches and alcohol and drug testing
First aid and CPR certification
Reassignments and transfers
Workload and work schedules
Notification of parents regarding certification status
Performance evaluation
Employee involvement
Staff development
Compensation and benefits (17)
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)
Unemployment compensation insurance
Teacher retirement
Tax-shelted annunity
Other benefit programs
Leaves and absences (22)
Personal leave
Sick leave
Use and recording of sick leave
Local leave
Sick Leave Pool
Temporary disability
Absence From Duty forms
Family and medical leave
Workers’ compensation benefits
Assault leave
Bereavement leave
Jury duty
Other court appearances
Military leave
Employee relations and communications (28)
Employee recognition and appreciation
District communications
Complaints and grievances (29)
Employee conduct and welfare (31)
Standards of conduct
Code of Ethics and Standard Practices for Texas Educators and enforceable standards
Harassment
Sexual harassment
Drug-abuse prevention
Dietary supplements
Reporting suspected child abuse
Associations and political activities
Safety
Meal charges by employees
Misuse of compensated time
Tobacco use
Employee arrests and convictions
Possession of firearms and weapons
Visitors in the workplace
Copyrighted materials
Intellectual properties
Computer use and data management
Seasonal decorations
Gifts and favors
Asbestos management plan
Pest control treatment
Use of district vehicle
Commercial Drivers License-part time drivers
Key Control
Parking at District Administrative Offices (CSS)
Housekeeping
Personal phone calls and cellular telephones
Animals in district buildings
Rumor control
General procedure s (46)
Bad weather closing
Emergencies
Purchasing procedures
Name and address changes
Personnel records
Building use
Termination of employment (48)
Resignations
Dismissal or nonrenewal of contract employees
Dismissal of noncontract employees
Exit interviews and procedures
Reports to the State Board for Educator Certification
Reports concerning court-ordered withholding
Student issues (50)
Equal educational opportunities
Student records
Parent and student complaints
Administering medication to students
Student discipline
Student attendance
Hazing
School Safety Resources (52)
School Calendar
Helpful Contacts
Introduction
The purpose of this Employee Handbook is to provide information to employees 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 the Deputy Superintendent for Administration.
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. District 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 manu als are located in the Principal’s Office at each c ampus or the District’s Administrative Offices and are available for employee review during normal working hours.
The Mount Pleasant Independent School District’s website has a complete copy of school board policies. The District’s website is https://www.doczj.com/doc/1c11487463.html,
NOTE: Employees whose English reading skills are limited may call 903-575-2000 and speak with a Spanish- speaking employee who may assist with an interpretation of provisions of this Employee Handbook.
NOTA: Los empleados cuyo conocimiento del inglés es limitado pueden llamar al 903-575-2000 y hablar con un empleado que hable espa?ol el cual les traducirá las estipulaciones del Folleto de Empleados.
Employee Handbook Receipt
Name ______________________________________
Campus/department __________________________
I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.
The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate 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 relationships are intended by this handbook.
I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, 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 your supervisor.
Employee Handbook Receipt
Name ______________________________________
Campus/department __________________________
I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.
The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate 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 relationships are intended by this handbook.
I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, 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 your supervisor.
District information
Description of the district
The Mount Pleasant Independent School District is located near the center of Titus County, 116 miles east of Dallas on Interstate 30. Titus County encompasses 230 square miles with a population of over
25,000. Mount Pleasant is the county seat and has a population of approximately 14,000.
The Board of Trustees and its administration are constantly seeking to improve an already-excellent school system. In 2000, the Mount Pleasant community overwhelmingly endorsed a significant capital improvement plan that has resulted in 3 new elementary schools, additions to the Junior High, a new Cafeteria Building at Mount Pleasant High School, new gynasiums, new football field, track, tennis courts, and renovations to the High School.
Instruction focuses on a comprehensive college preparatory and Career and Technology studies. The district is currently investing heavily in computer and multi media educational technology in a effort to meet the academic and occupational training demands of a highly competititve workplace. The curriculum of the Mount Pleasant ISD is continuously evaluated and updated in a effort to meet the needs of all students and the demands of the community, regional and national businesses, and industries. The district encourages and welcomes involvement from parents, civic organizations, industry, and local citizens to provide the best educational opportunities possible for its students.
Mission statement
Policy AE
Mt. Pleasant Independent School District will have high expectations for all students. The district will make every effort to attract and retain the most qualified teachers available who will enhance the positive image of our schools in the community. The caring atmosphere provided by these teachers will help promote the positive self-image for the students in the district. MPISD will encourage positive staff morale by providing clean and attractive campuses.
MPISD will emphasize a teaching/learning process t hat will enable students to see ―real life‖ connections. Students will become responsible, productive citizens by learning to act in a socially acceptable manner through problem-solving, creative thinking, and wise decision-making. Authentic career investigation coupled with current vocational programs will meet the needs of each student. Enriched programming will be designed to prepare students for success in their personal future in the Twenty-First Century. Technology will enhance every program throughout the district. State-of-the-art software and hardware will be available to every student on a daily basis. Students will learn how to access information from a variety of high-tech sources by becoming proficient users of computers and peripherals.
MPISD will address the important issues of ―time‖ and communication. The optimum use of instructional time will lead to enhanced programs for all students. Communication between schools, administration, school board, community, families, and students will be open and honest and constantly improving. Staff, parents, and community will be given an opportunity to be involved in decision-making as we work together through the Accelerated Schools process. These combined efforts will continue to make MPISD the best school district in the state of Texas.
District goals and objectives
Policies AB,AF
The mission of the Texas public system is to ensure that all Texas children have access to a quality education that enables them to achieve their full potential and fully participate now and in the future in the social, economic, and educational opportunities in our state and nation. That mission is grounded on the conviction that a general diffusion of knowledge is essential for the welfare of Texas and for the preservation of the liberties and rights of Texas citizens. It is further grounded in the conviction that a successful public education system is directly related to a strong, dedicated, supportive family and that parental involvement in the school is essential for the maximum educational achievement of a child.
The objectives of public education are:
1) Parents will be full partners with educators in the education of their children.
2) Students will be encouraged and challenged to meet their full educational potential.
3) Through enhanced dropout prevention efforts, all students will remain in school until they obtain a
diploma.
4) A well-balanced and appropriate curriculum will be provided to all students.
5) Qualified and highly effective personnel will be recruited, developed, and retained.
6) Texas students will demonstrate exemplary performance in comparison to national and international
standards.
7) School campuses will maintain a safe and disciplined environment conducive to student learning.
8) Educators will keep abreast of the development of creative and innovative techniques in instruction
and administration using those techniques as appropriate to improve student learning.
9) Technology will be implemented and used to increase the effectiveness of student learning,
instructional management, staff development, and administration.
Board of trustees
Policies BA, BAA, BBA, BBB, BBE, 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, facilities, and expansions. 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 com mitment to a strong educational program for the district’s children. Trust ees are elected at-large and serve three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district. MPISD Board members:
Dr. Mary Hearron President
Mike Reynolds Vice President
Ezeal McGill Secretary
Loyce Henry Assistant Secretary
Royce Carr Sergeant at Arms
Billy Wayne Flanagan Member
Clint Rivers Member
Trustees usually meet monthly on the fourth Monday of each month at 5:30 p.m.in the Board Room of the district, located in the Administration Building at 105 Riddle Street. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the Administration Building 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. Under the following circumstances, Texas law permits the board to
go into a closed session. Closed session may occur for such things as discussing prospective gifts or donations, real property acquisition, personnel issues including conferences with employees and employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.
Agenda
A regular school board meeting usually follows this agenda:
Open Forum
Education
Business
Bids/Price Quotes
Executive Session
Facility Reports
Personnel
Future Business
Administration
Superintendent of Schools Dr. Kenneth English
Deputy Superintendent of Administraton James W. DuBus
Deputy Superintendent of Instruction/Technology Pam Fite
Director of Business/Finance Stacie Thompson
Principals
Mount Pleasant High School Susy Wynn
Mount Pleasant Junior High School Lee Clay
Wallace Middle School Rodney Huffman
Francis Corprew Intermediate LaWanda McCowan
Annie Sims Elementary Bruce Gearing
Vivian Fowler Elementary Gwen Roberts
E.C. Brice Elementary Regina Conroy
Headstart/Early Childhood Deborah Cody
MPISD Literacy Center Debbie Malone
School Directory
Mount Pleasant High School (9-12) 2110 North Edwards 903-575-2020 Principal Susy Wynn
Assistant Principals Donald Patton Jason Marshall
Terry Giddens David Tyson
Counselors Mary Gail Karkoska Tracy Johnson
Danny Welch Kelly Cowan
Mount Pleasant Junior High School (7-8) 2801 Old Paris Road 903-575-2110 Principal Lee Clay
Assistant Principals Ronnie Holloway Estelle Deloney
Counselors Carmen Shavers Cherri Straus
Wallace Middle School (5-6) 504 Dunn Street 903-575-2040 Principal Rodney Huffman
Assistant Principal John Wilhite
Counselor Vicki Sinclair
Francis Corprew Intermediate School (3-4) 909 School Street 903-575-2050 Principal LaWanda McCowan
Assistant Principal Garry Dodd
Counselor Ann Allen
Vivian Fowler Elementary School (K-2) 502 North O’Tyson903-575-2070 Principal Gwen Roberts
Counselor Debra Williamson
E.C. Brice Elementary School (K-2) 311 Cedar 903-575-2057 Principal Regina Conroy
Counselor
Annie Sims Elementary (K-2) 1801 East First Street 903-575-2062 Principal Bruce Gearing
Counselor Pam McCain
Titus County Head Start (EC and Pre K) 1602 West Ferguson 903-575-2092 Director/Principal Deborah Cody
Titus County Early Head Start 201 Gibson 903-577-7645 Director Shelley Derrick
MPISD Community Learning Center 201 Gibson 903-575-2130 Director Debbie Malone
Employment
Equal employment opportunity
Policy DAA
The Mount Pleasant 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 appli cant’s job qualifications, experience, and abilities.
Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or m ilitary status should contact the Superintendent’s Office. Employees with questions or concerns about discrimination on the bases of a disability should contact the Superintendent’s Office.
Job vacancy announcements
Policy DC
To the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building.
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 certain strict conditions. Retirees may work in the following capacities without a loss of retirement benefits: As a principal or assistant principal on a full-time basis, if certified as a principal 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, provided they are not also employed as a substitute in that month. Half-time employ ment 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 annuities. Acute teaching shortage areas are determined by the Board of Trustees 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 the MPISD Human Resources Office for additional information or contact TRS by calling 800-223-8778 or 512-397-6400. TRS information is also available on the Web
(https://www.doczj.com/doc/1c11487463.html,).
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 of 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 probationary contracts during their first year of employment if they have not been previously employed by the district. Former employees who are hired after at least a two year lapse in district employment also may be employed by probationary contract. 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, 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 or continuing contracts after they have successfully completed the probationary period. Mount Pleasant ISD has no teachers employed through continuing contract. Cam-pus principals and central office administrators are employed under two-year term contracts. 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.
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.
Payroll Information. Before a paycheck can be issued to a new employee, all required forms must be completed and on file with the Payroll Department and/or the Personnel Department.
Searches and alcohol and drug testing
Policy DHE
Noninvestigatory 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 worksites or used in district business.
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 the MPISD Human Resources Office.
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 the University Interscholastic League 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/reassignment by the Superintendent. 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. When reassignments are due to enrollment shifts or program changes, the Superintendent has final placement authority. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a re-assignment may follow the process for employee complaints as outlined in 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 requ esting a transfer to another campus before the school year begins must submit their request by June 1 of that year. 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 employee’s supervisor and must be approved by the receiving supervisor. All such transfers are subject to approval by the Superintendent of Schools.
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 DBA, DK, EHBD
Texas law 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. Inappropriately certified or uncertified teachers includes 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.
In schools receiving Title I funds, the District is also 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. Employees who have questions about their certification status can call the MPISD Human Resources Office.
Performance evaluation
Policy DN, DNA, DNB
Evalu ation of an employee’s job performance is be a continual 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, Mount Pleasant ISD offers opportunities for involvement 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 District Central Administrative Building.
Staff development
Policy DMA
Staff development activities are organized to meet the needs of employees and the Mount Pleasant ISD. 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 noninstructional 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 adjust ed 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 provided compensatory time for each overtime hour worked. (See Overtime, page 18).
Salaries and wages are reviewed on an annual basis and adjusted according to the budgeted amounts approved by the board. 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 the MPISD Human Resources Office for more information about the district’s pay schedules or their own pay.
Paychecks
All employees are paid monthly. During the school year, paychecks are delivered to each campus. Paychecks will not be released to any person other than the district employee whose name is on the check without the employee’s written authorization. During summer breaks, paychecks will be picked up at the employee’s home campus or supervisor’s office.
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 2003-2004 school year follows:
August 20, 2003 January 20, 2004
September 19, 2003 February 20, 2004
October 20, 2003 March 19, 2004
November 20, 2003 April 20, 2004
December 19, 2003 May 20, 2004
June 17, 2004
July 20, 2004
August 20, 2004
Automatic payroll deposit
Employees can have paychecks electronically deposited into an account at a financial institution of their choice. A notification period of one month is necessary to activate this service. With automatic deposit, an employee’s pay is immediately available on the pay date. Contact the MPISD Employee Benefits Office for more information. If an employee has elected the option of direct deposit, the last check due an employee will be a standard ―paper check‖ and may be picked up at the Administration Office or their campus.
Payroll deductions
Policy CFEA
Automatic payroll deductions for the Texas Teacher Retirement System (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions slso are required for all employees hired after March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must have 457 contributions deducted.
Other payroll deductions employees may elect to include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; annuities; the Texas Tomorrow Constitutional Trust Fund; 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 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. Sunday and ends at midnight Saturday. 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 designated nonexempt employees for the purpose of wage and salary administration.
Travel expense reimbursement
Policy DEE
Before any travel e xpenses 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 be reimbursed for expenses other than mileage. Trip requests are available in the Principal’s Office.
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-ActiveCare.
The insurance plan year is from September 1 through August 31. New employees have 30 days from the first day of employment to select health insurance coverage through TRS-ActiveCare. Current employees can make changes in their insurance coverage during open enrollment periods each fall. Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are provided to all employees in a separate booklet. Emp loyees should contact the District’s Employee Benefits/Risk Manager for more information.
Supplemental insurance benefits
Policy CRG
At their own expense, employees may enroll in supplemental insurance programs for specific coverages areas. Insurance plans are available in areas such as dental, vision, supplemental life, catastrophic illness, disability, and cancer. Premiums for these programs can be paid by payroll deduction. Employees should contact the Employee Benefits/Risk Manager’s Office 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). A third-party administrator handles employee claims made on these accounts. 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. Unemployment compensation insurance
Policy CRE
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 the Employee Benefits/Risk Manager’s Office.
Teacher retirement
Policy DEG
All personnel employed on a regular basis for at least one-half of the normal work schedule are members of the Texas Teacher Retirement System (TRS). For new employees, there is a 91 day waiting period before membership in TRS begins. 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 the Employee Benefits Office as soon as possible. Information on the application procedures for TRS benefits are available from the Employee Benefits Office. 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 (https://www.doczj.com/doc/1c11487463.html,). See page 12 for information on restrictions of employment of retirees in Texas public schools.
Tax-sheltered annuity – 403(b)
This benefit allows employees to reduce their taxes by deferring their salary into a retirement fund.
What is a Tax-Sheltered Annuity? A Tax-Sheltered Annuity (TSA) is a retirement plan authorized by the Internal Revenue Service under Section 403(b). Through two types of plans, Section 403(b) allows employees to reduce their salary, before taxes, by an elected deferral.
What is the difference in the 403(b) Annuity and the 403(b)7 Annuity? The 403(b), a fixed annuity, is available from insurance companies with some consumer guarantees. Interest rates are shown at guarantees and current rates. Make sure both interest rates (current and guaranteed) and any bonus and/or additional interest on first-year deposits and annuity payouts are disclosed by the agent or financial planner. The 403(b)7 can be a variable annuity or a mutual fund. These plans are available from only insurance companies, brokers, and financial service organizations certified by the Teacher Retirement System (TRS).
How it works : The amount you contribute to a TSA is deducted before taxes from your salary. The MPISD does not match contributions by employees into a 403(b) plan. The minimum amount of contribution is usually determined by the investment company. The maximum contribution is determined by the exclusion allowance formula. This calculation’s limits are governed by years of service, gross income, prior contributions, etc. Contributions can be increased, decreased, started and/or