ADDITIONAL PAY FOR NON-INSTRUCTIONAL EMPLOYEES
See below for more information regarding our Education Supplemental Pay Plan for non-instructional employees.
In order to receive credit for previous work experience, it is your responsibility to provide necessary information for all previous work experience for which you wish to receive salary credit. Refer to this year's salary schedules for current rates of pay.
Instructional: Provide documentation for all previous full-time teaching and related experience for which you wish to receive salary credit. Please note, most substitute teaching is NOT applicable.
School Related Personnel (Non-Instructional): Provide documentation for all previous work experience for which you wish to receive salary credit.
You must complete, sign, and send a Verification of Employment form to each employer in order to receive credit for prior work experience. Salary credit will be applied once verification is received and reviewed by the Office for Human Resources and Educator Quality. Approved salary credit will be applied retroactively to the first day of employment or the beginning of the school year, whichever is later. Verifications of Employment must be received within six (6) months from the first day of employment to be eligible for retroactive pay.
Non-Instructional Non-Bargaining (NNB), Professional Technical, and Administrative: Be sure to include all related work experience on your application. Placement within the range of the appropriate salary schedule will be based on an evaluation of experience, knowledge, and a comparative review of other employees with the same title by the Office for Human Resources & Educator Quality (Compensation) and the hiring administrator.
Many non-instructional positions (some NNB and most SRP) are eligible to receive extra pay for college hours earned from an accredited college or university. For eligible positions, credit hours earned beyond the minimum requirements of the position may qualify for additional pay. If you did not submit your transcripts during the application process, you will need to complete the Education Supplement Request form to receive payment. Please contact your Onboarding Rep if you have questions.
The Fair Labor Standards Act (FLSA) establishes standards for minimum wages, overtime pay, recordkeeping, and child labor. For the purpose of overtime compensation, employees are classified as either exempt or non-exempt. These exemptions are narrowly defined, and statutory overtime provisions may not be waived for those classified as non-exempt.
Non-Exempt: Employees in non-exempt positions are entitled to receive overtime compensation when they work more than 40 hours in a work week.
Exempt: Employees in exempt positions are not entitled to overtime compensation.
Non-exempt employees may be requested by their supervisor to work extra hours at times when workloads or unusual circumstances make it necessary. Employees will be paid their regular hourly rate of pay for all hours worked in excess of their contracted hours up to 40 hours in a work week. Employees will be paid one and one-half times their regular rate of pay for all hours worked in excess of 40 hours in a work week.
Only actual hours worked in a given workweek are included when determining which hours constitute overtime. For example, non-work holidays, vacation days, and other leave are not included. All overtime hours must be approved in advance, and working overtime without prior authorization may result in disciplinary action.