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B. Salary Schedule and Method of Payment

Salary schedules are updated periodically upon completion of the negotiations process. The most current salary schedules are found in the negotiated agreements.

Appendix A includes the pay dates for those employees who work the entire school year.

If a classified employee who works less than the 260-day calendar is hired after February 1 of the current school year, the employee will be final paid in June and will not receive a July and August paycheck.

All employees are required to have automatic deposit of their paycheck to financial institutions that will accept ACH deposits. The deposit will occur on payday (Appendix A). For automatic deposit, employees must complete an authorization form available from Payroll or in the buildings.

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C. Overtime (Policy Regulation 4600.2)

Lincoln Public Schools complies with the Fair Labor Standards Act (FLSA) to determine eligibility for overtime. Human Resources classifies all employees as either exempt or non-exempt based upon the job description.

Non-exempt employees must receive prior approval from their supervisor to work additional hours beyond their regular work schedule. Non-exempt employees must be paid for each hour worked in excess of 40 hours in a workweek. The regular workweek is from 12:00 a.m. on Monday through 11:59 p.m. on Sunday.

Overtime pay for non-exempt employees will be paid at the rate of not less than 1 1/2 times the employee's regular rate of pay for all hours worked in excess of the maximum workweek. Employees with two or more non-exempt positions may be eligible for overtime pay based upon the total number of hours worked in one workweek. Human Resources will determine if overtime pay is applicable. If applicable, the employee and a Human Resources representative will agree upon the overtime rate, in compliance with FLSA regulations.

The employee may request compensatory time in lieu of overtime pay, with approval of the employer, with the rate figured as 1 1/2 times the number of hours worked in excess of 40 hours in any work week. Compensatory time may be accumulated up to 40 hours upon approval by their supervisor. Any accumulation of compensatory time over 40 hours must be approved by Human Resources. FLSA limits the accumulation of compensatory time to 240 hours.

Exempt employees are not eligible for overtime or compensatory time according to the FLSA.

The District’s policy is to not permit improper deductions from the salary of exempt employees due to absences from work. An employee who feels an improper deduction affecting exemption status has occurred may submit a complaint to the Associate Superintendent for Human Resources or designee, who shall promptly investigate the complaint. Reimbursement shall be made and a good faith commitment to comply in the future will be given in the event it is determined that an improper deduction affecting overtime exemption has been made.

The District’s policy is to authorize unpaid disciplinary suspensions of a full day or more for infractions of workplace conduct rules and to apply such policy uniformly to all similarly situated employees, including all exempt employees. Unpaid disciplinary suspensions of a partial day or of a full day or more may be implemented for infractions of safety rules of major significance. Deductions of pay of a partial day or of a full day or more may be made for Family Medical Leave Act (FMLA) leaves and in the first and last weeks of employment.

In addition, based on principles of public accountancy, deductions from pay of a partial day or of a full day or more will be made for absences for illness, injury or personal reasons when accrued leave is not used or not available, and for absences due to any budget-required furlough.

A publication provided by the federal government which provides more information about the FLSA is attached as Appendix H to this handbook.

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D. Substitute and Additional Hours

For employees other than transportation employees, substitute hours and additional hours worked through the 10th of the month will be paid at the end of the month with the regular salary. Transportation employees will receive compensation for hours worked as per the schedule in Appendix A.

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VI. STAFF/PROFESSIONAL DEVELOPMENT (Policy 4930)

Professional development facilitates the personal and professional growth of all Lincoln Public Schools employees. The program provides opportunities for professional growth focused on increasing student success. The purpose of professional development is to support the career growth of all individuals in the district to improve their performance in their present job assignment, to increase job satisfaction, and to affect continuous academic improvement for all students.

Current emphases include: school improvement planning and implementation efforts which will include community members and parents; school-based initiatives; instructional improvement; building a community of learners through inclusive practices; multicultural education and integration of teaching and learning. Skill enhancement is the focus for each employee classification, which will result in excellence for all students in Lincoln Public Schools.

Staff development will be made available, at a minimum, in accordance with the terms of the applicable agreements. All employees may participate in district staff development courses.