403.1 Compensation and Salary Basis

Code No. 403.1

COMPENSATION AND SALARY BASIS

The Board of Directors shall establish salary schedules and rates of pay for the several positions in the District.  Salaries for employees with an exclusive bargaining representative shall be negotiated with the certified bargaining representative in accordance with law.

The Superintendent may deny a wage or salary increase or increment advance to any employee for good cause.

Non-exempt employees shall be compensated on an hourly basis, which is at least the minimum wage set by federal or Iowa law, whichever is higher.  Non-exempt employees shall be compensated at one and one-half (1½) times their regular hourly wage rate for work over 40 hours in a work week, or may be granted compensatory time off at the rate of one and one-half hours for each hour worked over 40 hours in a work week.  A work week shall run from Sunday at 12:01 a.m. to Sunday at 12:01 a.m.  Holidays, paid vacations, and paid leaves of absence shall count towards the 40 hours.  Employees working on holidays shall be paid double-time in lieu of holiday or over-time pay.

Overtime work must have the prior approval of the employee's supervisor.  Failure to obtain approval shall result in disciplinary action.  If compensatory time is granted and not utilized by the end of the contract year, the employee shall be paid for the time; however, the employee's supervisor may require compensatory time to be utilized by the end of the contract year rather than overtime pay being paid.

Non-exempt employees shall complete daily time records showing actual time worked and all time actually worked shall be paid.  The time records shall be signed.  Failure of the employee to maintain such records or falsification of such records will be grounds for disciplinary action, including immediate discharge.

Circumstances in Which the Employer May Make Deductions from Pay

Deductions from pay are permissible when an exempt employee is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness; to offset amounts employees receive as jury or witness fees, or for military pay; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions.  Also, an employer is not required to pay the full salary in the initial or terminal week of employment; for penalties imposed in good faith for infractions of safety rules of major significance, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act.  In these circumstances, either partial day or full day deductions may be made.

Policy.  It is District policy to comply with all applicable laws with respect to payments of wages, salaries, and benefits to employees, including the Fair Labor Standards Act (including specifically the salary basis requirements of the FLSA) and the Iowa Wage Payment Collection Act.  Therefore, all administrators and supervisors are prohibited from making any improper deductions from the salaries of employees.  Employees are to be made aware of this policy and that the District does not allow deductions that violate federal or Iowa law.

If an employee believes that an improper deduction has been made to the employee’s salary, or that proper payment has not been made, the employee should immediately report this information in writing to the Director of Business Services.  Reports of improper deductions or payments will be promptly investigated.  If it is determined that an improper deduction has occurred, the employee will be promptly reimbursed for any improper deduction made.  This procedure is in addition to any other complaint process that may also be available to employees.

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DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS