SRP: An eligible SRP employee's salary supplement will be 4% of their annual base contracted salary or $700 for full time employees and $350 for part time employees whichever is greater.
Instructional: An eligible Instructional employee's salary supplement will be 4% of their annual base contract salary.
The School Board approved payment of a 4% nonrecurring salary supplement based off annual salary to administrative, professional/technical, and NNB employees for the 2021-2022 school year to be paid on April 22, 2022.
Eligible employees must be actively employed on the date the economic proposal is signed, May 2, 2022, and remain employed through the date of Board ratification.
Eligibile employees must be actively employed on April 5, 2022, the date of the board approval, and actively employed through the payment date of April 22, 2022.
Although this supplement is non-recurring, it is included in each employees' 2021-2022 earning for FRS. The supplement will be taxed as regular earning instead of the bonus tax rate.
This will be determined as part of the ratification/bargaining process with USEP.
The state of Florida requirement for a $15.00 minimum wage will be implemented by Oct. 1, 2022. The requirement was updated in March 2022 legislative session.
Any employee who’s hourly salary is less than $15.00 will have their salary raised to $15.00 per hour.
Retirees are not eligible for the increase or retro. Any employee that has resigned prior to ratification will not be eligible for the increase or retro.
Any Pasco County instructional personnel's salary that is below the new minimum will have their salary adjusted to the new minimum salary of $45,200 (pending ratification). Florida state law defines instructional personnel as K-12 classroom teachers, student services personnel, librarians/media specialists, and other instructional staff members like resource teachers, academic coaches, behavior specialists and adjunct educators.
School districts must increase the minimum teacher salary to $47,500.00 the maximum achievable minimum salary. HB 641: Teacher Salary Increase
We have significant work to do to address the salaries of our employees who have been with the District for longer periods of time and are already making close to or more than these new required minimum salaries.
It is the employee's responsibility to provide required documentation in order to receive credit for previous work experience. Refer to this year's salary schedules for current rates of pay.
Instructional and School Related Personnel 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 personnel should include all related work experience on their 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 Educational Supplement Request form to receive payment. This form can be found in your TalentEd account, listed under "Available Forms."
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.
Most employees are paid every 2 weeks. For a listing of pay dates and pay periods, view the Payroll Calendars under Finance Services. Just click on the calendar that corresponds to your position. View your current salary information by viewing your paystub in Employee Self Service.
|For questions regarding....||Contact....|
|Administrative salaries||Sarah Apsey, Compensation Manager|
|Advanced degree pay or college supplements|