The board will establish base wage for licensed employees' positions keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and other factors deemed relevant by the board.

It is the responsibility of the superintendent to make a recommendation to the board annually regarding the base wage.  The base wage shall be subject to review and modification through the collective bargaining process.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding base wages of such employees will be followed.

 

 

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2017).

Cross Reference:  405    Licensed Employees - General
                                      406.2  Licensed Employee Salary Schedule Advancement

Approved:  Feb. 11, 1985, Dec. 17, 2012, February 19, 2018               
Reviewed:  Aug. 24, 2005, Nov. 9, 2012, January 15, 2018    
Revised:  Feb. 10, 1997, Nov. 9, 2012, January 15, 2018    

 

The board will determine which licensed employees will advance, keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and other considerations as determined by the board.

It is the responsibility of the superintendent to make a recommendation to the board for the advancement of a licensed employee.

 

 

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2011).

Cross Reference:  405  Licensed Employees - General
                                      406  Licensed Employee Compensation and Benefits

Approved:  Feb. 11, 1985, Dec. 17, 2012, February 19, 2018               
Reviewed:  Aug. 24, 2005, Nov. 9, 2012, January 15, 2018      
Revised:  Feb. 10, 1997, Nov. 9, 2012, January 15, 2018 

 

Continued education on the part of licensed employees may entitle them to advancement.  Licensed employees who have completed additional hours will be considered for advancement. 

Licensed employees who wish to obtain additional education for advancement must complete the online course approval process with the superintendent prior to taking these courses.  For an employee to advance, the employee will file official transcripts for graduate credit from an accredited college or university within their teaching field or graduate level courses related to their teaching skills within their teaching field with the superintendent no later than October 1.

It is the responsibility of the superintendent to make a recommendation to the board for the advancement of a licensed employee.

 

 

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2017).

Cross Reference:  405  Licensed Employees - General
                                      406  Licensed Employee Compensation and Benefits

Approved:  Feb. 11, 1985, Dec. 17, 2012, February 19, 2018              
Reviewed:  Aug. 24, 2005, Nov. 9, 2012, January 15, 2018          
Revised:  Feb. 10, 1997, Nov. 9, 2012, January 15, 2018       

 

A licensed employee may volunteer or be required to take on extra duty, with the extra duty being secondary to the major responsibility of the licensed employee.  The board will establish a base wage for extra duty licensed employee positions, keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and other considerations as determined by the board.

Vacant extra duty positions will be posted to allow qualified licensed employees to apply for the extra duty. The licensed employee will receive compensation for the extra duty required to be performed.

It is the responsibility of the superintendent to make a recommendation to the board annually as to which licensed employees will have the extra duty, and the base salary schedule for extra duty, for the board's review.

 

 

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8, .13-.15, .19A-B (2017).

Cross Reference:  405  Licensed Employees - General
                                      406  Licensed Employee Compensation and Benefits

Approved:  Feb. 11, 1985, Dec. 17, 2012, February 19, 2018              
Reviewed:  Aug. 24, 2005, Nov. 9, 2012, January 15, 2018               
Revised:  Feb. 10, 1997, Nov. 9, 2012, January 15, 2018   

 

Licensed employees may be eligible for group benefits as determined by the board and required by law.  The board will select group benefit program(s) and the insurance company or third party administrator which will provide or administer the program.

In accordance with the Patient Protection and Affordable Care Act (ACA), the board will offer licensed employees who work an average of at least thirty (30) hours per week or one hundred thirty (130) hours per month, based on the measurement method adopted by the board, with minimum essential coverage that is both affordable and provides the minimum value.  The board will have the authority and right to change or eliminate group benefit programs, other than the group health plan, for its licensed employees.

Licensed employees who work an average of at least thirty (30) hours per week or one hundred thirty (130) hours per month, based on the measurement method adopted by the board, are eligible to participate in the group health plan.  Licensed employees who work 30 hours per week are eligible to participate in the health and major medical, and long-term disability group insurance plans.  Employers should maintain documents regarding eligible employees' acceptance and rejection of coverage.

Normally health insurance benefits run from September through August depending on the employee's start date.  The effective date of health insurance is the first of the month following the first day of service.  If the employee resigns from his/her position before completing a full year of service, district paid health insurance will be discontinued at the end of the month following the last day of service.  A full year of service is defined as one hundred twenty consecutive days of service.  COBRA rights will become effective following the discontinuation of district paid benefits.

Licensed employees and their spouse and dependents may be allowed to continue coverage of the school district's group health insurance program if they cease employment with the school district by meeting the requirements of the insurer.

 

If an employee is unable to perform his/her duties consider this flowchart:

 

 

 

Legal Reference:  Iowa Code §§ 20.9; 85; 85B; 279.12, .27; 509; 509A; 509B (2017).
                                       Internal Revenue Code § 4980H(c)(4); Treas. Reg. § 54.4980H-1(a)(21)(ii).
                                       Shared Responsibility for Employers Regarding Health Coverage, 26 CFR Parts 1, 54 and 301, 78 Fed. Reg. 217, (Jan 2, 2013).
                                       Shared Responsibility for Employers Regarding Health Coverage, 26 CFR Parts 1, 54 and 301, 79 Fed. Reg. 8543 (Feb. 12, 2014)

Cross Reference:  405.1    Licensed Employee
                                      706.2     Payroll Deductions

Approved: Feb. 11, 1985, Dec. 17, 2012, May 20, 2013, May 13, 2015, Sep 21, 2015, February 19, 2018, May 20, 2019
Reviewed:  Aug. 24, 2005, Nov. 9, 2012, Apr. 5, 2013, Mar 16, 2015, Jul 27, 2015, January 15, 2018, April 15, 2019
Revised: Feb. 10, 1997, Nov. 9, 2012, Apr. 5, 2013, Mar 16, 2015, Jul 27, 2015, January 15, 2018, May 20, 2019

 

The board authorizes the administration to make a payroll deduction for licensed employees' tax sheltered annuity premiums purchased from a company or program affiliated with the state approved program.

Licensed employees wishing to have payroll deductions for tax sheltered annuities will make a written request to the business manager.

The requirements stated in the Employee Handbook between employees in that certified collective bargaining unit and the board regarding the tax sheltered annuities of such employees will be followed.

 

 

Legal Reference:  Small Business Job Protection Act of 1996, Section 1450(a), repealing portions of IRS REG § 1.403(b)-1(b) (3).
                                              Iowa Code §§ 20.9; 260C; 273; 294.16 (2017).
                                     1988 Op. Att'y Gen. 38.
                                     1976 Op. Att'y Gen. 462, 602.
                                     1966 Op. Att'y Gen. 211, 220.

Cross Reference:  706 Payroll Procedures

Approved:  Feb. 11, 1985, Dec. 17, 2012, February 19, 2018               
Reviewed:  Aug. 24, 2005, Sep. 14, 2009, Nov. 9, 2012, January 15, 2018                        
Revised:  Feb. 10, 1997, Oct. 12, 2009, Nov. 9, 2012, January 15, 2018