Article 10 - Compensation

Article 10 – Compensation

10.01 -- Experience Credit: Previous work experience shall be verified as equivalent to the employee’s position pursuant to Board policy. Experience credit will be granted upon verification and will be retroactive to the initial hire date or the beginning of the fiscal year it was submitted, if submitted during a fiscal year after the fiscal year of the initial hire date. Current employees with less than the maximum placement within the salary range allowed for an entry level position due to a change in the standard in allowable experience credit shall receive the experience credit allowed under the standard upon verification. The SPALC Labor/Management Committee will provide input into the standards on an annual basis. The SPALC Labor/Management Committee may call for subsequent review of an area if a problem occurs. The entry rate for each position corresponds with a specific grade that defines a salary range and shall be considered the hiring rate for employees. However, employees may receive an adjustment to their starting rate within this range based on verified relevant experience.

1. Return to Rate of Pay
   1. If an employee terminates their employment and is rehired by the District within one year from the date of termination, they may be eligible for a return to rate of pay, if they are hired into the same position.
   2. If an employee terminates their employment and is rehired by the District into a position on the Grade/Step Range Salary Schedule, the employee will be paid based upon verified work experience or their last step compensation rate on record with the District, whichever is greater within the same position.

10.02 – Salary Schedules: All positions that are part of the bargaining unit will be included in a SPALC Salary Schedule appendix.

1. Differential Pay:
   1. SAC Chairman Supplement: An employee who is elected as Chairman of the School Advisory Committee (SAC) at their school shall be paid an additional amount of $525.00.
   2. ESE Instructional Support Supplement: Employees working in ESE job codes will receive an additional $1,000.00 per year to address the need to provide students assistance with self-care.
2. Controlling Document: Employees shall be paid in accordance with the salary schedule. In the event of a discrepancy between the salary schedule and this Agreement, the articles of this Agreement shall prevail.
3. Reclassifications:
   1. Grade/Range: Employees in job classifications that move down in Pay Grade will retain their compensation rate at the time of the change.
   2. Effective Date: Positions reviewed and recommended for reclassification shall receive compensation effective from the date of Board Approval of the reclassification. Such pay shall not be retroactive.
4. Promotions: No employee shall be deprived of their seniority as a condition for promotion or as the result of a demotion.

10.03 – Incentive and Bonus Programs: The District, with input from the SPALC Labor/Management Committee, will develop and implement a system for awarding all incentive and bonus programs that is in compliance with applicable laws. Availability of funding may impact the continuation of incentive and bonus programs.

1. District Incentive and Bonus Programs:
   1. ActiveLee Employee Wellness: ActiveLee seeks to provide a healthy work environment and enhance the quality of life for all District employees. ActiveLee provides engaging health programs, support resources, exercise classes, and wellness coaching to empower District employees to make healthier lifestyle choices. Incentives for District employees will be determined annually by the District.
   2. Longevity Pay: In order to acknowledge the dedicated service of District employees, longevity supplement amounts will be paid as follows:
      

      Years (L)	Amount
      10-14	$625.00
      15-19	$1,250.00
      20-24	$2,500.00
      25-29	$5,000.00
      30 or more	$6,250.00

      The longevity supplement will be distributed among all pay periods throughout the year.
   3. Safe Driving Award:
      1. Eligibility: An employee shall be eligible for a safe driving award provided that theemployee:
         1. Driving Time: works in a position in which one-half (1/2) the employee’s time is devoted to the operation of a motor vehicle;
         2. Employment Status: is employed and in good standing for a period of at least one (1) work day more than half the school year.
         3. Preventable Accidents: has not had a preventable accident as determined by the Safe Driver Plan or received a citation from a law enforcement officer for the moving traffic violation.
      2. Amount: The annual amount of the safe driver award will increase with each consecutive year the driver maintains a safe record as follows:
         

         Consecutive Years	Amount
         1st year	$100.00
         2nd year	$150.00
         3rd year	$200.00
         4th year	$250.00
         5th year	$300.00

         The safe driving years must be consecutive for the driver to be eligible to move to the next level. The cash award will be mailed to the employee not later than August 30 following the fiscal year in which the award is earned.
   4. Professional Development:
      1. Tuition Waiver / Reimbursement: Tuition shall be waived for employees who enroll in a supplemental vocational program. A supplemental vocational program is one that provides occupational training to maintain or upgrade employee’s skills and/or enables the employee to reenter an occupation, including house maker. Tuition shall also be waived for employees who enroll in Adult and Community Education courses. The District shall reimburse tuition for courses previously offered by the District through the Technical Colleges. Reimbursement is subject to successful completion of the course by the employee. The course must also be District work related. The employee must consult with their supervisor prior to taking a course for which they will seek reimbursement.
      2. Trade Certification: Trades employees who have a current license as a journeyman or who can provide written evidence of completion of comprehensive trade-related certification or degree program in the related area of their employment will receive a $300.00 supplement annually. This supplement will be paid to the employee on the next scheduled pay date following written notification from the department director to the SPALC Labor/Management Committee. Interested employees are required to seek prior approval of their eligibility for participation by submitting an application to the Principal or Director. Applications will be available upon request. Employees are not eligible to receive the Trade Certification Supplement and Training Incentive for the same activity.
      3. Training: As an incentive for employees to improve their proficiency on the job, or upgrade and enhance their skills and therefore, their employment opportunities with the District, a $125.00 stipend will be offered for personnel who have earned twenty-four (24) hours over a two (2) year period through participation in a job-related community college course, Staff Development course or Adult and Community Education course. The course must be taken on the employee’s personal (non-work) time. Three stipends per employee may be awarded per school year. Stipend(s) will be paid at the successful completion of each 24 hours of training and submission of the “SPALC, Confidential, and Supervisory/Technical Training Incentive Application”. Interested employees are required to seek verification of eligibility for training incentives by submitting an application to the Principal or Director indicating the course requested and justification of relevance to the employee’s position prior to enrolling in the course. Applications will be available at each work site and through the Curriculum and Staff Development Department. Employees are not eligible to receive the Trade Certification Supplement and the Training Incentive for the same activity.
2. State Incentive and Bonus Programs:
   1. Qualifying Adoptive Employee: Funds associated with this program are to be distributed in accordance with Florida Statute 409.1664.
      1. Child With Special Needs: A qualifying adoptive employee who adopts a child within the Florida child welfare system who has special needs is eligible to receive a lump sum monetary benefit in the amount of $10,000.00 per child, subject to applicable taxes.
      2. Child Without Special Needs: A qualifying adoptive employee who adopts a child within the Florida child welfare system who does not have special needs is eligible to receive a lump-sum monetary benefit in the amount of $5,000.00 per child, subject to applicable taxes.
      3. Disclaimer: Nothing herein shall be construed to expand the Qualifying Adoptive Employee Program beyond the limits of applicable state and federal law.

10.04 – Non-Standard Rate of Pay

1. Suspended Operations or Declared Emergency: During periods designated by the Superintendent as a Declared Emergency or Suspended Operations, employees shall be compensated as follows:
   1. Suspended Operations: If District operations are suspended, employees in regular full-time or part-time positions will be paid for a regular day. Failure to make up missed time, for which the employee was previously paid, during the scheduled work year or use appropriate leave on make up days will result in a loss of corresponding wages, with pay to be deducted from the employee’s paycheck for time missed. If an employee terminates employment prior to the end of the work year, pay will be deducted from their final paycheck.
   2. Declared Emergency: Employees required to work during a Declared Emergency will receive a one-time bonus by the end of the regularly scheduled work year equal to their base rate of pay (hourly rate) times the number of hours worked during the Declared Emergency. Declared Emergency status will be in effect until the Superintendent returns operations to normal status. Overtime will be paid in accordance with the Fair Labor Standards Act (FLSA).
2. Asbestos Control Team: Employees who are members of the Asbestos Control Team shall be paid an additional $5.21 per hour for time spent working in the asbestos abatement area dressed in complete protective gear.
3. Transportation Employees:
   1. Field Trips:
      1. Reimbursement for Expenses: For all out-of-county field trips of one day or less, and for all overnight trips when lodging is provided by the school or group, employees will be reimbursed for meals as provided by School Board Policy. For all out-of-county overnight trips when lodging is not provided by the school or group, the employee may file a travel expense report for reimbursement as provided by School Board policy. Reimbursement will be based on the time from which the operator begins the trip to the time when the operator parks the bus at the end of the trip. Requests for reimbursement shall be processed and paid within thirty (30) days following the submission of required paperwork. The prescribed reimbursement rate for meals when on trips shall be as provided to the employee.
      2. Field Trips: For all trips which cannot be accomplished during the minimum day except overnight trips, employees will be paid at their regular hourly rate. Field trips which occur between July 1 and the first student school day of the new school year will be paid at the employee’s regular hourly rate for the preceding school year. Employees will receive retroactive pay (when negotiated) for field trips occurring after the date of the opening of school. The number of hours to be paid for a field trip will be calculated from the time from which the employee begins the trip to the time when the employee parks the bus at the end of the trip.
      3. Overnight Field Trips: Compensation for all out-of-county overnight field trips shall be paid at the regular hourly rate, up to a minimum of twelve (12) hours pay for each calendar day the employee is away. Should the employee work more than twelve (12) hours, a log shall be kept and the employee will be paid for the hours recorded on the log.
      4. Field Trip Cancellation: When a field trip is canceled, and notification is not given to the employee until the actual day of the trip, the employee shall receive two (2) hours pay or actual time worked, whichever is greater, based on the regular hourly rate. Field Trip cancellations shall not count as a trip taken.
   2. Bus Preparation/Clean Up: Operators shall be paid one (1) additional hour per field trip for bus preparation and cleaning for out-of-county trips.

10.05 – Pay Delivery

1. Pay Delivery System: The District utilizes a payment in arrears system for employee payroll.
   1. Standard Pay Period: Employees will receive paychecks semi-monthly in an amount equal to their annual rate divided by twenty-four (24) pay periods. Employees may receive a pro-rated non-standard pay period amount, not to exceed the amount paid for a standard pay period.
      1. Bus Operators, Bus Attendants, and Bus Monitors: Bus Operators, Bus Attendants, and Bus Monitors shall be paid for actual hours worked each pay period for twenty (20) pay periods. The pay delivery schedule shall be determined by agreement of the parties in the Transportation Labor/Management Committee. Each paycheck will represent actual hours worked documented prior to the cut-off of the previous pay period.
   2. Summer School: Employees working summer school shall be paid according to the salary schedule in effect at the beginning of the summer school program and shall be paid consistent with the payment in arrears system for employee payroll.
   3. Payroll Dates: Paychecks will be issued on the fifteenth and last day of the month. If that day falls on a weekend or holiday, then paychecks will be issued on the business day prior to the weekend or holiday.
2. Payment Method: All employees shall be paid by direct deposit or District provided pay card.
3. Paycheck Adjustments: Employees and their immediate supervisor will be notified of a need for paycheck adjustments. Arrangements for handling paycheck adjustments will be made directly with the employee. Every effort will be made to resolve paycheck adjustments within the calendar year to ensure accurate reporting of wages for tax purposes.
   1. Leave Reporting: Leave shall be reported in the same pay period in which an absence occurs. Late submission of leave may result in an adjustment of pay.
4. Confidentiality: Information related to pay is sensitive in nature and shall be treated in accordance with Florida Statute, Chapter 119.
5. Overtime: Overtime shall be reported in the same pay period in which it occurs. Overtime shall be paid no later than the pay period after the hours were worked, provided there are at least eight (8) days between the hours worked and the next pay period. Employees working in two or more positions with different hourly rates will be paid overtime as required by the Fair Labor Standards Act (FLSA) and Board Policy.

10.06 – Changes in Compensation: Effective upon ratification for 2025-2026, support staff employed by the District will be eligible for increases as follows: