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 licensed employees are subject to review and modification through the collective bargaining process.

Note: Districts may choose to maintain a salary schedule but are only required to negotiate base wages as part of the collective bargaining process.

For more detailed discussion of this issue, see IASB’s Policy Primer, Vol. 25 #4 – May 1, 2017.

Note: Boards should adopt IASB sample policies to meet the needs of the local district. Please ensure that the language contained in local policy is consistent with language contained in other district documents (e.g., handbooks, master contracts, etc.).

 

Legal Reference:         Iowa Code §§ 20.1, .4, .7, .9; 279.8.

Cross Reference:         405    Licensed Employees - General

                                   406.2 Licensed Employee Compensation Advancement

Approved:9-16-2020    Reviewed:      9-16-2020           Revised:_____________

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.

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

Note: Boards should adopt IASB sample policies to meet the needs of the local district. Please ensure that the language contained in local policy is consistent with language contained in other district documents (e.g., handbooks, master contracts, etc.).

For more detailed discussion of this issue, see IASB’s Policy Primer, Vol. 25 #4 – May 1, 2017.

 

Legal Reference:           Iowa Code §§ 20.1, .4, .7, .9; 279.8.

Cross Reference:           405 Licensed Employees - General

                                    406 Licensed Employee Compensation and Benefits

Approved___9-16-2020        Reviewed___9-16-2020____       Revised________________  

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.

Licensed employees who wish to obtain additional education for advancement must notify their supervisor by January 15th 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.

Note: The law no longer requires a district to provide advancement for continued education credit. Districts may choose to maintain advancement for continued education credit but are only required to negotiate base wages as part of the collective bargaining process.

NOTE:  If the Master Contract is silent, school districts need to insert a deadline in this policy.  It is recommended the deadline be before budget certification so school districts can budget for the increase.  If the Master Contract contains a date, that date can be inserted in this policy.

Note: Boards should adopt IASB sample policies to meet the needs of the local district. Please ensure that the language contained in local policy is consistent with language contained in other district documents (e.g., handbooks, master contracts, etc.).

For more detailed discussion of this issue, see IASB’s Policy Primer, Vol. 25 #4 – May 1, 2017.

 

Legal Reference:           Iowa Code §§ 20.1, .4, .7, .9; 279.8.

Cross Reference:           405 Licensed Employees - General

                                    406 Licensed Employee Compensation and Benefits

Approved 9-16-2020    Reviewed__9-16-2020__    Revised______________                

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 requirements stated in the Master Contract between employees in the certified collective bargaining unit and the board regarding compensation for extra duties of such employees shall be followed.

Note: Boards should adopt IASB sample policies to meet the needs of the local district. Please ensure that the language contained in local policy is consistent with language contained in other district documents (e.g., handbooks, master contracts, etc.).

For more detailed discussion of this issue, see IASB’s Policy Primer, Vol. 25 #4 – May 1, 2017.

  

 

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

Cross Reference:           405  Licensed Employees - General

                                    406  Licensed Employee Compensation and Benefits

Approved 9-16-2020   Reviewed__9-16-2020_   Revised___________

Licensed employees shall be eligible for group benefits.  The board as determined by the board and required by law. The board shall select the group benefit program 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 (130) hours per month, based on the measurement method adopted by the board, with the 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 participate in the group health plan. Licensed employees who work 30 hours per week are eligible to participate in other group plans that the district offers. Employers should maintain documents regarding eligible employee’s acceptance and rejection of coverage. 

Regular part-time employees who work less than 30 hours per week or 130 hours per month for health benefit purposes or employees who work less than 30 hours per week 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 spouses and dependents may be allowed to continue coverage of the school district’s group health program if they cease employment with the district by meeting the  requirements of the plan.

This policy statement does not guarantee a certain level of benefits. The board shall have the authority and right to change or eliminate group insurance programs for its licensed employees.

 

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

    Internal Revenue Service § 4980H(c)(4); Treas. Reg. §54.4980H-1(a)(21)(ii)

    Shared Responsibility for Employers Regarding Health Coverage, 26 CFR Part

    1, 54 and 301, 78 Reg. 21`7, (Jan 2, 2013)

    Shared Responsibility for Employers Regarding Health Coverage, 26 CFR Part

    1, 54 and 301, 79 Reg. 8543 (Feb 12, 2014)

Cross Reference:    405.1    Licensed Employee Defined

    706.2    Payroll Deductions

Approved      9-16-2020                Reviewed    9-16-2020             Revised       8-16-17    

This policy was eliminated 9/15/2008