STUDENT WORKERS 2018-19

This Policy is for all student workers between ages 14-17.

All Student Workers will earn minimum wage.  However, no District-sponsored benefit will be provided. (Including but not limited to: Retirement, Health Insurance, LTD, Sick Leave, Vacation, etc.)

The District will provide a safe and healthy place to work and will provide, at no cost to the student worker, safety gear such as ear plugs, gloves, safety glasses, or special clothing, if needed.

Student Workers under the age of 14 are not allowed. Student Workers under 18 years of age are prohibited from the following duties:

  1. Driving or operating anything with a motor on a public street as part of their job assignment.
  2. Drive, ride on, repair, or work from a forklift, bobcat, backhoe, powered hoist, or other powered machinery. Lawn mowers and utility vehicles are acceptable with proper training and supervision. 
  3. Use power tools and machinery like a circular saw, chain saw, wood chipper, box crusher, paper baler, meat slicer, and most bakery machines
  4. Work in wrecking, demolition, excavation, or roofing.

 

Student Workers 14-15 years of age are also prohibited from the following duties and hour restrictions:

  1. Bake or cook unless using electric or gas grills with no open flames
  2. Use most power-driven machinery including weed trimmers 
  3. Work on a ladder of scaffold
  4. Begin work before 7 a.m. or after 7 p.m. from Labor Day to June 1st
  5. Begin work before 7 a.m. or after 9 p.m. from June 1stto Labor Day
  6. Work during school hours
  7. When school is in session cannot exceed 18 hours a week but no more than 3 hours on any school day including Fridays.  May work up to 8 hours on Saturday or Sunday.
  8. Maximum of 40 hours a week and 8 hours a day when school is not in session.

It is recommended that any student desiring to work contact the building principal at the beginning of the school year.  The building principal will assign that student to a list and selection for new student workers will be made from that yearly list.  

No Student Worker may be hired without District Level approval.

 

SALARY POLICY FOR SCHOOL SECRETARIES 2018-19

Full-time, year-round secretaries earn 12 vacation days. Available for Corrections Education & YIC Only(Vacation is not accumulated and cannot be carried forward) 

   School secretaries shall work eight hours per day for 209 days.   The 209 days includes three weeks prior to the beginning of school and two weeks after the last day of school.  Part-time secretaries may work three weeks prior to the beginning of school and two weeks after the last day of school.   Also, at the request of the school principal, additional hours may be earned during the summer to retrieve the mail and process additional paperwork.  No overtime will be paid or comp time allowed.  However, in extreme cases, should overtime be earned, the hours must be approved beforehand by the Principal andBusiness Administrator. All Time-Force summaries and time sheets must be approved and/or signed by the Principal.

   Secretaries will increase one salary step at the beginning of each year of service within the South Sanpete School District.

   Substitute secretarial help will be paid at the hourly rate set by Step 0. Individuals currently employed by the District in other areas (such as a Paraprofessional) will be paid at their Paraprofessional hourly rate while performing secretarial duties.

    Prior experience credit will be determined by the Superintendent or Business Administrator up to Step 4.  Fractional parts of a year will not be considered.

   Secretaries who are employed fulltime and work 30 or more hours per week earn seven days of paid sick leave per year (accumulative to 126 days) and two personal leave days.  The two personal leave days will be added to the accumulated sick leave total if the two personal leave days are not used during the year.  

 In addition to the above compensation, the Board will provide Health and Accident Insurance, Group Term Life, and Long-Term Disability Insurance for employees who are employed full time, or who work 30 or more hours per week. Any employee who is eligible for the District-sponsored insurance plan who can provide proof of external insurance coverage, will be given the option of terminating the District-sponsored insurance plan and receiving an HSA or HRA. The employee must complete and sign an EMI Waiver Form prior to receiving this HSA/HRA benefit. This decision becomes irreversible during the contract year unless a qualifying event has occurred. This benefit will continue as long as the employee remains insurance eligible under District guidelines. The Board will provide Utah State Retirement in accordance with eligibility guidelines outlined by the Utah State Retirement System.

Any employee hired after 07/01/13 and working less than 30 hours per week will not receive anyemployer-sponsored benefits. (Including but not limited to; Retirement, Health Insurance, LTD, Sick Leave, Vacation, etc.)  

SALARY POLICY FOR PARAPROFESSIONALS 2018-19

Because the Board recognizes that the individual effectiveness of a teacher's paraprofessional is related to training and experience, the multi-level salary schedule shall apply to all employees classified as paraprofessional: Experience placement on the salary schedule will not exceed two steps above the education years.

            The placement on the Salary Schedule shall be determined by the Superintendent or Business Administrator. All time sheets must be signed by the Principal.

            All District paraprofessionals shall work on an as-needed basis as to be determined by the Superintendent.

            Substitute paraprofessionals will be paid at the hourly rate set by Step 0.  Former employees, having earned a higher rate while employed, will be paid the hourly rate set by Step 0 while substituting.  All non-substitute paraprofessionals must pass Para-Pro or remain on Step 0. 

            

            In addition to the above compensation, the Board will provide Health and Accident Insurance, Group Term Life, and Long-Term Disability Insurance for employees who are employed full time, or who work 30 or more hours per week. Any employee who is eligible for the District-sponsored insurance plan who can provide proof of external insurance coverage, will be given the option of terminating the District-sponsored insurance plan and receiving a HSA or HRA. The employee must complete and sign an EMI Waiver Form prior to receiving this HSA/HRA benefit. This decision becomes irreversible during the contract year unless a qualifying event has occurred. This benefit will continue as long as the employee remains insurance eligible under District guidelines. The Board will provide Utah State Retirement in accordance with eligibility guidelines outlined by the Utah State Retirement System.

Any employee hired after 07/01/13 and working less than 30 hours per week will not receive any employer-sponsored benefits. (Including but not limited to; Retirement, Health Insurance, LTD, Sick Leave, Vacation, etc.)  

            Sick leave shall be granted to full-time paraprofessionals who are assigned to work 30 or more hours per week and have not agreed to or signed a waiver of benefits.  Sick leave will be earned at the rate of six days of paid sick leave per year (accumulative to 126 days) and two personal leave days.   The two personal leave days will be added to the accumulated sick leave total if the two personal leave days are not used during the year.  All Time-Force summaries and time sheets must be approved and/or signed by the Principal

            Paraprofessionals provided by outside sources may have a different work day and rate of pay if the guidelines covering their employment so dictate.  (CETA employees must work 8 hours per day, for example.)

SALARY POLICY FOR CUSTODIANS 2018-19

     Student workers under the age 19 will earn minimum wage only except for summer as determined by the Superintendent or Business Administrator.  Custodial workers who have graduated from high school or are age 19 and have been working in the District for three to four hours per day for a minimum of one calendar year and are assigned to work eight hours per day in the summer will earn $2.00 above the minimum wage. These employees are considered seasonal employees and will remain at this hourly rate and will not move up or down on the salary schedule. (Amended 06/14/06 Board Meeting)

            

     The regular work-week for full-time custodians shall be 44 hours (5 eight-hour days and four hours on Saturday).  The four hours on Saturday will be paid at the overtime rate unless a portion of the previous 40 hours include paid vacation, and/or paid holiday, and/or paid sick leave.  Overtime beyond the 44 hours will be paid at the overtime rate but must be approved beforehand by the Principal and the Business Administrator or Superintendent. No comp time is allowed.  All Time-Force summaries and time sheets must be approved and/or signed by the Principal

     Substitute and temporary custodial help will be paid at the minimum hourly wage shown on the salary schedule as Step 0.  Former employees, having earned a higher rate while employed, will be paid the hourly rate set by Step 0 while substituting or working less than 3-4 hours/day each week.  Step 1 on the Custodians Lane will never exceed double the minimum wage.

     Full-time custodians earn one day of sick leave for every month of employment (accumulative to 126 days). Custodians working less than 30 hours per week will not receive pro-rated benefits. 

Any employee hired after 07/01/13 and working less than 30 hours per week will not receive any employer-sponsored benefits. (Including but not limited to; Retirement, Health Insurance, LTD, Sick Leave, Vacation, etc.)

     Each full-time custodian, working 30 or more hours per week,will be provided three pair of pants, three shirts, or other uniform clothing to be determined. The District Maintenance Director will work with each custodian regarding color, quality, type, and size of uniforms to be used.

Full-time custodians who turn in on their regular time sheets the following holidays will receive full compensation for these days: Labor Day, UEA (one day if they attend UEA custodian workshops), Thanksgiving and Friday following Thanksgiving, Christmas, New Years, Spring Vacation (one day), Presidents Day, Memorial Day, July 4th and July 24th. 

            In addition to the above compensation, the Board will provide Health and Accident Insurance, Group Term Life, and Long-Term Disability Insurance for employees who are employed full time, or who work 30 or more hours per week. Any employee who is eligible for the District-sponsored insurance plan who can provide proof of external insurance coverage, will be given the option of terminating the District-sponsored insurance plan and receiving a HSA or HRA. The employee waiving must complete and sign an EMI Waiver Form prior to receiving this HSA/HRA benefit. This decision becomes irreversible during the contract year unless a qualifying event has occurred. This benefit will continue as long as the employee remains insurance eligible under District guidelines. The Board will provide Utah State Retirement in accordance with eligibility guidelines outlined by the Utah State Retirement System.

     Each custodian working full-time will receive a one-week paid vacation after the first year and two weeks per year thereafter.  After 15 years of service, custodians will receive three weeks vacation per year.  Vacations are to be scheduled with the Principal and Superintendent when school is not in session and when the absence of the custodian will not interfere with the educational program of the District or limit thorough preparation of the building for the school program.  Part-time custodians will receive their pro-rated share of a paid vacation if they are employed for 30hours or moreper week.  Vacation days are to be used by June 30 of each year and are not accumulated.

 

SALARY POLICY FOR CHILD NUTRITION EMPLOYEES 2018-19

Substitute, temporary, and part-time Child Nutrition Employees will be paid at the minimum hourly wage listed as Step 0.  Former employees, having earned a higher rate while employed, will be paid the minimum hourly wage listed as Step 0. All Time-Force summaries and time sheets must be approved and/or signed by the Principal.

     Daily participation in the School Foods Program shall determine the number of Food Service Employees according to the following: Number of meals per day equals regular workers (75 meals = one worker).  Fractional participation greater than 49 may result in the employment of one part-time worker as assigned by the District School Food Supervisor.

     Food Service Employees shall receive their noon meal without charge on those days that lunch is served.  

     Child Nutrition Workers working 30 hoursor more per week earn six days of paid sick leave per year (accumulative to 126 days) and two personal leave days.   The two personal leave days will be added to the accumulated sick leave total if the two personal leave days are not used during the year.

     Work will begin for all regular workers two days prior to the opening of school and one day after the close of school to clean kitchens and make preparations for opening of school.

     Food Service Employees working over 30 hours per week will receive up to $150 towards the purchase of aprons, pants, shirts, and work shoes by providing proof of purchase during the months of September and October of each fiscal year. No remuneration is available after October 31st.   Any employee working less than 30 hours per week will not receive this benefit.  

     In addition to the above compensation, the Board will provide Health and Accident Insurance, Group Term Life, and Long-Term Disability Insurance for employees who are employed full time, or who work 30 or more hours per week. Any employee who is eligible for the District-sponsored insurance plan who can provide proof of external insurance coverage will be given the option of terminating the District-sponsored insurance plan and receiving a HSA or HRA. The employee waiving must complete and sign an EMI Waiver Form prior to receiving this HSA/HRA benefit. This decision becomes irreversible during the contract year unless a qualifying event has occurred. This benefit will continue as long as the employee remains insurance eligible under District guidelines. The Board will provide Utah State Retirement in accordance with eligibility guidelines outlined by the Utah State Retirement System.

    Any employee hired after 07/01/13 and working less than 30 hours per week will not receive any employer-sponsored benefits. (Including but not limited to; Retirement, Health Insurance, LTD, Sick Leave, Vacation, etc.)  

 

BUS DRIVERS' SALARY SCHEDULE 2018-19

The salary of bus drivers will be determined according to pre-trip inspections, basic runs, extra runs, activity runs and training.  

     The law requires that bus drivers have a physical examination every two years and that the examining physician complete and file with the District the results of his/her findings on the State form required.  The District will provide up to $30 reimbursement of co-pay for physical examinations for drivers. The driver must provide a doctor’s receipt of co-pay before reimbursement may be made. 

     Each bus driver is required to have in his/her possession a valid Commercial Drivers License with a School Bus Endorsement when driving a bus. This license must be renewed every five years. The expense of obtaining and maintaining the proper license will be borne by the driver. Failure to maintain a good and safe driving record will eliminate the driver from his/her bus driving duties in the District.

     The Board will provide Health and Accident Insurance, Group Term Life, and Long-Term Disability Insurance for employees who are employed full time, or who work 30 or more hours per week. Any employee who is eligible for the District-sponsored insurance plan who can provide proof of external insurance coverage, will be given the option of terminating the District-sponsored insurance plan and receiving a HSA or HRA. The employee waiving must complete and sign an EMI Waiver Form prior to receiving this HSA/HRA benefit. This decision becomes irreversible during the contract year unless a qualifying event has occurred. This benefit will continue as long as the employee remains insurance eligible under District guidelines. The Board will provide Utah State Retirement in accordance with eligibility guidelines outlined by the Utah State Retirement System.

 These benefits do notapply to substitute, part-time drivers and employees working less than 30hours a week driving to and from school. Part-time dual assignments exceeding 30 hours per week is not allowed.  Any employee hired after 07/01/13 and working less than 30 hours per week will not receive any employer-sponsored benefits. (Including but not limited to; Retirement, Health Insurance, LTD, Sick Leave, Vacation, etc.)  

     Regular bus drivers working 30hours or more a week driving to and from school earn six days of paid sick leave per year (accumulative to 126 days) and two personal leave days.   The two personal leave days will be added to the accumulated sick leave total if the two personal leave days are not used during the year. 

     Drivers who are asked to operate other organization's buses may do so only if it does not conflict with the needs of the District.

     In the summertime when school is not in session, the Supervisor of Transportation, or his/her designee, will allow a minimum of seven days notice by mail for activity trips.  When less time is available, personal contact (telephone or in person) will be made in arranging and scheduling trip requests.  As a courtesy, bus drivers leaving the area for vacations, etc., should notify the Supervisor of Transportation. All time sheets must be signed by the Supervisor of Transportation.

     Bus drivers are provided with an hourly-rate salary schedule. The hourly rate is applicable for behind-the-wheel driving time only.  This rate also applies to activity runs. Substitute bus drivers will earn $12/ hour.  In-service hours and training for drivers will be paid at$10/hour. Drivers required to stay overnight will receive per diem in accordance with policy DLCA. Layovertime will be paid at Minimum Wage ($7.25/hr).Layover time will be paid to the driver on all trips during the time the bus is parked and the activity is in progress, except if the activity is close to home and the driver returns home while the activity is in progress.On over-night trips, the layover time ends when the bus is parked at the hotel for the night, and then layover time will begin the next day after the students have been transported to the site of their activity/breakfast.Maximum paid layover time not to exceed ten (10) hours on any trip.

     Drivers will receive one extra hour per day for doing a pre-trip inspection, bus cleaning, and routine maintenance. This may apply to each day the driver is using his/her bus to transport students. Bus drivers are responsible to see that the bus charged to their use is clean inside and out and is in safe operating condition. The bus is an extension of the classroom and must be properly maintained and cleaned as such. The Supervisor of Transportation will make periodic bus inspections to ensure drivers are doing these duties.Pre-trip Inspection Reports must be accurate, complete and submitted to the District Office each month with the driver’s payroll in order to receive payment for Pre-Trip Inspections. 

      Due to changes in the State Transportation Formula, "to and from" time will be calculated by the State on a per-minute basis rather than time spent by the driver. Driving time for extra-curricular activities will be calculated by the District on a tenth-of-an-hour basis rather than time spent by the driver. 

 

SUBSTITUTE TEACHERS PAY SCHEDULE 2018-19

The following pay schedule and accompanying notes will determine the amount to be paid for a substitute teacher in the South Sanpete School District.

Substitute teachers will not receive any employer-sponsored benefits.

Substitute teachers will be classified into two categories: Substitute and Long-Term Substitute and must be substituting for a certified classroom teacher.

Regular Substitute:                                     $65 per day

                         

  Parts of day will be prorated accordingly.

 

Long-Term Substitute:                                $75 per day

Parts of day will be prorated accordingly.  To earn the Long-Term Substitute Rate, the employee must teach five consecutive days for the same teacher.  The Long-Term Rate will begin on the sixth day and continue until the regular teacher returns to his/her classroom or there is a change in the substitute.  At that point, a substitute will revert back to the Substitute Rate.

A substitute teacher who has a current Utah Teaching Certificate, is a retired teacher, or a person with a master’s degree or greater will be paid as a long-term substitute.  In this case, the rate ($75) will remain the same regardless of the number of days substituted.

Notes:  

Current paraprofessionals will earn the substitute rate for time worked substituting for a certified classroom teacher (not their paraprofessional hourly rate). 

            Full Day                                   $65.00

            Partial Day Elementary             $10.00 per hour (Based on a 6.5 hour day)

            Partial Day Secondary              $9.29 per hour (Based on a 7.0 hour day)

Any variations from this Policy must be approved by the Board.  The Board retains the right to make any waiver of this Policy or procedure if it finds it necessary or desirable in the operation and in the best interest of South Sanpete School District.

Reference:   POLICY GCE, “Part-Time and Substitute Professional Staff Employment”

FY19_Salary_Policies_Classified_Final.pdf

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