skip to main content

SECTION 9: PAYROLL

9.1 Work Schedule

As a general policy, Classified staff is allowed, during each eight-hour working period, two paid (optional) fifteen minute work breaks. The optional breaks are to be taken with approval from your supervisor, in a designated area, and at a designated time. Unclassified staff should check with their Supervisor/Principal for procedures on breaks/planning periods, etc. Break times cannot be saved, added together or combined with lunch or in place of lunch. A break time is allowed if the work situation permits.

All Classified employees who work a minimum of a FIVE-hour shift will be allowed a lunch break (non-paid time) of at least thirty-minutes. Eight-hour shift personnel MUST take at least one half of an hour, and may take up to an hour for lunch, if requested and approved by the supervisor. Lunch time is non-paid time.

Work schedules are assigned to each employee. All employees are to be at KSSB in time to take care of personal needs BEFORE starting work at the scheduled time. Consult your supervisor on your specific department's procedures.

9.2 Paydays/Payroll Periods/Payroll Entry

Pay periods occur biweekly. Paychecks are electronically direct deposited to your bank savings and/or checking account every other Friday.

All full-time employees will have the option to enter their time worked through the Employee Self Service at http://www.kansas.gov/employee/. Please refer to the training materials you received for step by step instructions on entering your time in the Employee Self

Service. Contact the Human Resources Department with questions or for further assistance/training.

9.3 Compensation

Classified Employees

Classified employees are paid according to classification from the Kansas State Civil Service Basic Salary Plan based on the pay grade for that classification and step. Steps range from 4 thru 18. Steps 4 & 5 are normally six-month steps. All other steps (6-18) are one-year steps (2.5% increments). Other types of compensation are:

· Longevity Pay (Ref: H.B. 2916) - Changes to eligibility requirements. If approved, for those classified employees who have worked at least ten (10) SATISFACTORY service credit years with a state agency, employees are paid $40 for each satisfactory credit year based on length of service with the state. If an employee is hired after June 15, 2008, they will not be eligible for longevity pay. If an employee separated from the state before June 15, 2008 and returns, the employee will not be eligible for a longevity bonus regardless of his or her length of service.

· Shift Differential (time worked after 5:00 p.m. and before 7:00 a.m.)

· Call-In Pay*, if an employee is called in to work during a time other than their scheduled hours of work, he/she will receive no less than two hours pay beginning at the start of work.

· Stand-By Pay* also is available to those required to be on stand-by.

· Overtime Pay - Refer to Section 9.4 (a) Holiday Pay - Refer to Section 9.4 (b)

*An employee who is using sick leave and not able to respond to Call-in or Stand-by is considered not eligible for either type of pay.

**Please see your supervisor or contact Human Resources regarding more details. Again, funding for step movement and longevity for classified staff is subject each fiscal year to the Kansas Legislature's authorization and appropriation.

Unclassified Employees

Administrators on Twelve Pay Twelve positions receive their first increase at the beginning of the fiscal year. Another possible increase for Unclassified Certified Staff each year is the "column" movement for additional college hours on the approved State Board of Education salary schedules. Subject to annual legislative approval, licensed and certificated staff receive pay comparable to the Olathe School District as set out in Kansas Statute 76-11a17, effective July 1, 2007.

Salary is based upon years of experience, college credits, and professional development. Proof of completion of college hours (i.e. grade card) may be submitted to the Human Resources Department for salary schedule column advancement. College hours that will result in column advancement in the current contract year will be credited only if official transcripts are submitted by the second paycheck of the current contract year. Failure to meet the deadline for official transcript submission after submitting proof of completion of college hours will result in retroactive salary adjustment. Transcripts for college hours submitted after the second paycheck will be credited in the following contract year. It is your responsibility to obtain these transcripts.

The PDC year is May 1 to May 1. All point requests should be submitted by May 1 of the current school year and should be for professional development completed between May 1 of the previous year and May 1 of the current year, (e.g. submitted by May 1, 2014 for PD completed between May 1 2013, and May 1, 2014). Points will be applied for the following school year contracts.

To move onto a degree column, (i.e. BS or MS column) you must earn a BS or MS degree. All hours to obtain a Ph.D. degree must be earned hours within that approved program by the KSSB staff development committee. Hours granted for experience will not be accepted. A combination of college credit and in-service will not be authorized. College credits beyond your degree are counted from the time you obtain your last, highest degree. For more specific details see the Human Resources Director, your Supervisor, or the Professional Development Coordinator. Once you obtain your master's degree, accumulation of in-service points starts over.

The following is a general guide regarding the MINIMUM number of workdays or hours for each classification for a full-time position.

Unclassified Nonexempt staff, who have elected to accrue compensatory time, may use it only within the regular school year, (i.e. September to June end of school year) to cover breaks (i.e., Christmas, Spring Break, etc.) (Sick leave cannot be used to cover breaks.)

9.4 Fair Labor Standards Act (FLSA)

Under the Fair Labor Standards Act (FLSA) positions are divided into two categories, exempt and nonexempt. Employees in exempt positions are paid a salary which covers the amount of time required to perform the job. Although an exempt employee's compensation is

not determined by the specific number of hours worked, an exempt position normally requires a minimum of 40 hours per week to meet the needs of State government and the public.

Employees in nonexempt positions are paid for hours worked and are covered by the provisions of the Fair Labor Standards Act (FLSA). Occasionally situations arise that warrant employees to be required to work overtime. KSSB's policy and fiscal management seeks to hold overtime to a minimum. It requires prior approval by the employee's supervisor based on consideration for the operational needs of KSSB's programs. Supervisors are responsible to explore other alternatives before assigning any overtime work.

9.4(a) OVERTIME

Employees assigned to nonexempt positions, who have worked over 40 hours per week, will be compensated at the premium rate of one and one-half times the employee's regular hourly pay, or given compensatory time at the premium rate. (See next section, Compensatory Time & Holiday Compensatory Time.)

All employees on nonexempt temporary appointments shall have all overtime paid in cash at the premium rate. The accrual of compensatory time is not an option.

(Please note: Paid leave hours do not count towards the total number of hours in a workweek in determining whether overtime is to be paid. Paid leave includes all paid time away from work.)

9.4(b) Compensatory Time & Holiday Compensatory Time

Employees assigned to nonexempt positions are paid through compensatory time (comp time) and holiday compensatory time (holiday comp) at the premium rate of one and onehalf times the number of hours worked for time worked over 40 hours per week or when required to work on a designated holiday. Employees can accrue up to a maximum of 120 hours of holiday compensatory time (holiday comp), with each balance independent of the other. It is standard practice that all overtime be earned in the form of compensatory time (comp

time) and/or holiday compensatory time (holiday comp), when applicable. (See Holiday section in Section 10 for the list of designated holidays.)

9.5 Shift Differential

Employees in eligible classified positions with consistently scheduled workdays and hours (a regular schedule) that have hours that fall between 5:00 PM and 7:00 AM, will be eligible for shift differential for those regular hours within the range. All hours outside the 5:00 PM and 7:00 AM range will not qualify for shift differential, unless the employee is scheduled and/or is required to work overtime. The rate of compensation for shift differential depends upon the classification of the position.

Specific questions concerning the applicable Kansas Administrative Regulations should be referred to the Human Resources Department.