Common use of Salary Checks and Deductions Clause in Contracts

Salary Checks and Deductions. Exempt Article 4516.1 The District will provide accurate compensation in compliance with all applicable state and federal laws. To ensure that no improper deductions are taken and proper payment is made for all time worked, employees must correctly record all work time and review paychecks promptly to identify and to report any errors. Paycheck Review Every effort is made to ensure correct salary payments. In the event of inadvertent mistakes, the District will promptly make any correction necessary to provide entitled pay as required by law. Employees should immediately review each pay stub when received to ensure accuracy and report any suspected errors as outlined below. Exempt Employees Exempt employees receive a salary, which is compensation for all hours worked for the District. This salary is established at the time of hire and classification as an Exempt Employee. This salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of work performed and may be subject to review and modification periodically, such as during salary review times. Salary is subject to certain deductions under federal and state law. Absent contrary state law requirements or a specific employment contract executed by a duly authorized representative of the District, salary can be reduced for any of the following reasons: ● Full day absences for personal reasons ● Full day absences for sickness or disability (which absence my otherwise be paid through Policy 4320.2 if applicable). ● Full day disciplinary suspensions for infraction of the District's written policies and procedures. ● Full day disciplinary suspensions for violations of workplace safety rules of major significance. ● Family and Medical Leave Act absences (either full or partial day absences). ● To offset amounts received as payment for jury and witness fees or military pay. ● The first or last week of employment in the event of less than a full week of work. Salary may also be reduced for certain types of deductions such as the family portion of health, dental or life insurance premiums; state, federal or local taxes, social security; or, voluntary contributions to a 403(b) or pension plan. In any workweek in which work is performed, salary will not be reduced for any of the following reasons: ● Partial day absences for personal reasons, sickness or disability. ● Absence on the day before or after a paid holiday or because the facility is closed on a scheduled workday. ● Absences for jury duty, attendance as a witness, or military leave in any week in which any work is performed. ● Any other deductions prohibited by state of federal law. An employee's accrued personal or other forms of paid time off may be reduced (deducted) for full or partial day absences for personal reasons, sickness or disability. The District does not permit any payroll deductions unless approved by the Human Resources Office and all deductions made from any exempt employee's salary will be made in good faith and in compliance with applicable law. No supervisor or other employee of the District has the authority to order any deductions from an exempt employee's compensation without the approval of the Human Resources Office. Questions about any deduction from a salary check should be immediately directed to the Human Resources Office. Suspicions that improper deductions have been made or pay does not accurately reflect hours worked should be immediately reported to the Assistant Superintendent of Human Resources and to the immediate supervisor. A District Pay Deduction Investigation Request form must be completed to specify the circumstances of the pay deduction and whether it has occurred on other occasions. The District will fully investigate every report of a potentially improper pay deduction, including reviewing appropriate pay records and interviewing persons responsible for the deduction. If the deduction was in fact improper, the District will make reimbursement as promptly as possible, but in no case longer than two pay periods from the identification of the problem. The individual(s) responsible for the error will be investigated further to determine if the error was an isolated incident or instead may be part of a pattern of conduct that requires further action on the part of the District. Violations of this regulation, if appropriate under the circumstances, may result in disciplinary action, up to and including termination of employment. In addition, the District will not allow any form of retaliation against individuals who report alleged violations of this regulation or who cooperate in the District's investigation of such reports. Retaliation is unacceptable, and any form of retaliation will result in disciplinary action, up to and including discharge. Revised: March 23, 2017; January 11, 2007; July 01, 2006 Approved: January 13, 2005 Benefits Article 4520 Benefits in addition to basic salary are recognized by the Board of Education as an integral part of the total compensation plan for professional staff members. The benefits extended to the staff will be designed to promote its present and future economic security. The Board provides group medical, dental, vision and life (with AD & D) insurance for all full-time employees and shares one-half of the cost of coverage for half-time employees. Employees who work part time, but at least thirty hours per week will have 80% of their medical coverage provided by the District and will then be responsible for the remaining 20% of coverage. Insurance coverage for professional employees is effective the first day of work specified in the employee's contract. Coverage for support staff (those not working under a contract) is effective the first of the month following sixty (60) days of work. Payroll deductions are in ten (10) payments for twelve months of coverage. Changes in coverage, submitted in writing to the Human Resources Office, can only be made during open enrollment periods, currently the month of September. Requests for changes will not be honored at any other time except in cases of change in marital status or new born child, or other carrier-defined "Qualifying Event." Full-time employees who “opt-out” of the District’s benefits plan will receive a $125 monthly stipend. Proof of insurance must be submitted to the Human Resources Department before the stipend is authorized. Employees who belong to the Missouri Public School Retirement System will have the appropriate amount of the insurance premium deducted from their paychecks to cover mandatory contributions to the retirement system, as per membership and statutory requirement.