The board will establish compensation 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 licensed employee compensation.  The base wages of the licensed employees are 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 salary schedule advancement of such employees shall be followed.

 

Legal Reference:  

Iowa Code §§ 20.1, .4, .7, .9; 279.8        

Cross Refrence:

406.2    Licensed Employee Compensation Advancement

Approved:   12/9/1996             Reviewed:     02/13/2023                    Revised: 02/13/2023   

The board will determine if licensed employees will advance on the salary schedule for the 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 considerations as determined by the board.

It is the responsibility of the superintendent to make a recommendation to the board for the advancement of licensed employees on the salary schedule.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding salary schedule advancement of such employees shall be followed.

 

 

 

Legal Reference:      

Iowa Code §§ 20

Iowa Code § 279.8

 

 

Cross Reference:

406.1 Licensed Employee Compensation

 

Approved:   12/9/1996                  Reviewed:   02/13/2023                Revised:  02/13/2023

Continued education on the part of licensed employees may entitle them to advancement in compensation.  Licensed employees who have completed additional hours will be considered for advancement.  The board may determine which licensed employees will advance on the salary schedule for continued education 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 any other items deemed relevant by the board.

Licensed employees who wish to obtain additional education for advancement on the salary schedule must notify their supervisor by June 1 of the school year preceding the actual year when advancement occurs.  This additional education must be in the same area as the education that was required of the employee to hold the employee's current position with the school district.  For purposes of illustration only, a math teacher would advance on the salary schedule only if the additional education was in math courses.  The superintendent has the discretion to approve credit outside the employee's area of endorsement or responsibility.

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

The requirements stated in the Master Contract between licensed employees in a certified collective bargaining unit and the board regarding continued education credit of such employees shall be followed.

 

 

 

Legal Reference:      

Iowa Code §§ 20.1, .4, .7, .9; 279.8.

 

Cross Reference:

405 Licensed Employees - General

406 Licensed Employee Compensation and Benefits

 

Approved:  12/9/1996                  Reviewed:     02/13/2023                      Revised:  02/13/2023

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 may, in its sole discretion, establish compensation 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, for which extra compensation will be earned, will be posted to allow qualified licensed employees to volunteer for the extra duty.  If no licensed employee volunteers for extra duty, the superintendent will assign the extra duty positions to qualified licensed employees.  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 compensation for extra duty, for the board's review.

 

 

Legal Reference:          

     Iowa Code §§ 279.8, .13-.15, .19A-B.

 

 

 

 

                Approved:   12/9/1996                  Reviewed:  6/10/2024                  Revised: 7/10/2023

Licensed employees may be eligible for group benefits as determined by the board and required by law. The board will select the 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 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 per week are eligible to participate in life and long term disability group insurance plans. Employers should maintain documents regarding eligible employees' acceptance and rejection of coverage.

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

The requirements stated in the TEA Labor Handbook regarding the group insurance benefits of such employees shall be followed.

  

 

 

Legal Reference:     

           Iowa Code §§ 20.9; 85; 85B; 279.12, .27; 509; 509A; 509B.

           Internal Revenue Code §4980H(c); Treas. Reg §54.4980H-1(a)(21)(iii).

Shared Responsibility for Employers Regarding Health Coverage, 26 CFR Parts 1, 54 and 301, 78 Fed. 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 Defined

706.2  Payroll Deductions

 

 

 

Approved:   12/9/1996                 Reviewed: 02/13/2023                  Revised: 02/13/2023