The board will establish compensations 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 compensation. The base wages of licensed employees are subject to review and modification through the collective bargaining process.
Tard regarding wages and salaries of such employees will be followed.
Legal Reference: Iowa Code §§ 20.1, .4, .7, .9; 279.8
Cross Reference: 405 Licensed Employees - General
406.2 Licensed Employee Salary Schedule Advancement
Approved July 2000 Reviewed November 2020 Revised October 2018
The board will determine if licensed employees will advance in compensation for their 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. The employee handbook has the process used.
It is the responsibility of the superintendent to make a recommendation to the board for the advancement of licensed employees.
Legal Reference: Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2013).
Cross Reference: 405 Licensed Employees - General
406 Licensed Employee Compensation and Benefits
Approved July 2000 Reviewed July 2016 Revised November 2020
Continued education on the part of licensed employees may entitle them to advancement in compensation. Licensed employees who have completed additional hours may be considered for advancement. The board may determine which licensed employees will advance in compensation 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 by using the employee handbook.
Licensed employees who wish to obtain additional education for advancement must notify their central office by January 31st of the school year preceding the actual year when advancement occurs. 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.
Legal Reference: Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2013).
Cross Reference: 405 Licensed Employees - General
406 Licensed Employee Compensation and Benefits
Approved July 2000 Reviewed July 2016 Revised November 2020
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. The compensation is determined through the collective bargaining process.
Legal Reference: Iowa Code §§ 20.1, .4, .7, .9; 279.8, .13-.15, .19A-B
Cross Reference: 405 Licensed Employees - General
406 Licensed Employee Compensation and Benefits
Approved July 2000 Reviewed July 2016 Revised November 2020
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 (32.5) 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 (32.5) hours per week are eligible to participate. Employers should maintain documents regarding eligible employees acceptance and rejection of coverage.
Regular part-time employees (i.e., employees who work less than 32.5 hours per week or 130 hours per month for health benefit purposes or employees who work less than 32.5 per week for benefits other than health) who wish to purchase coverage may participate in group benefit programs by meeting the requirements of the applicable plan. Full-time and regular part-time licensed employees who wish to purchase coverage for their spouse or dependents may do so by meeting the requirements of the applicable plan.
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 Employee Handbook will be followed.
NOTE: For a more detailed discussion of this issue, see IASB’s Special Report, A School District’s Responsibilities under the Federal Patient Protection and Affordable Care Act (ACA), December 2014.
Legal Reference: Iowa Code §§ 20.9; 85; 85B; 279.12, .27; 509; 509A; 509B
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 Defined
706.2 Payroll Deductions
Approved July 2016 Reviewed Revised November 2020
The board authorizes the administration to make a payroll deduction for licensed employees' tax sheltered annuity premiums purchased from a company or program chosen by the board.
Licensed employees wishing to have payroll deductions for tax sheltered annuities will make a written request to the superintendent.
Legal Reference: Iowa Code §§ 20.9; 260C; 273; 294.16
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 July 2000 Reviewed November 2020 Revised October 2018