File: GDL - Support Staff Workload File: GDL - Support Staff WorkloadThe number of hours per day, the number of days per week, and the number of weeks of employment per year should be determined by District needs and job requirements. All non-exempt support staff members will be required to enroll in and utilize the Summit School District time clock system.
REGULATIONS:
1. In accordance with Colorado State statutes, any employee working more than 5 hours per day must be granted and must take a designated lunch break for a minimum of 30 minutes. The time designated as the lunch break does not constitute part of the employee's work day and is therefore, not paid.
2. In addition to a lunch break, full-time employees, whenever possible, shall be granted and shall take a 10 minute paid break in accordance with the following guidelines:
- Employees who work 7 or more consecutive hours per day (disregarding the lunch break) shall be entitled to two 10 minute breaks per day.
- Employees who work more than 4 but less than 7 consecutive hours per day (disregarding the lunch break) shall be entitled to one 10 minute break per day.
Supervisors are responsible for determining the most appropriate time for an employee to take a break; however, breaks will not be used to alter the starting time or ending time of the employee's regular work day.
3. All non-exempt support staff employees are required to punch in at the beginning of his/her scheduled work day and out at the end of his/her scheduled work day on a time clock in order to accurately record the employee's actual hours worked. Time will be recorded to the minute and will not be rounded.
4. Punching in and out during lunch and breaks.
- The intent is that a lunch break is duty free.
- Working lunches are not authorized as time spent during lunch working must be compensated.
- If a non-Transportation Department employee is scheduled for more than 5 hours, an automatic deduction of 30 minutes will be made for lunch and the employee is expected to be given and to take a 30 minute lunch. All Transportation Department employees will punch in and out for meal periods.
- There will be an exception for extenuating circumstance if an employee did not get to take a lunch with support of his/her supervisor
- If the support staff member leaves the building/premise, the employee should punch out as a "Break" when leaving and punch back in from the "Break" upon their return.
- An employee may sit at their desk as an eating location but they are not permitted to work.
5. Support staff employees are responsible for the accuracy in the proper recording of their hours worked and owed by the District.
6. Falsification of time records is grounds for disciplinary action, up to and including immediate dismissal. Falsification includes punching in for another employee, asking another employee to punch in for you, or falsifying your own time worked, whether intentionally or accidentally by punching for hours you did not work.
7. On occasion an employee may forget to punch in or out. When this occurs, the employee will be required to manually enter the missing punch at the clock. This manual adjustment will be electronically communicated to their Supervisor.
Any employee with manual adjustments or edits in excess of one time per pay period will be subject to the following progressive disciplinary action from their Supervisor.
- First offense - verbal warning;
- Second offense - written warning;
- Third offense - written warning
- Fourth offense - final written warning; and
- Fifth offense - termination.
For purposes of this policy, any employee who completes a consecutive three month period of no manual edits that had previously been subject to progressive discipline shall have that previous warning nullified.
8. Support staff employees attending professional development outside the District and required by the District will be paid for their time as follows:
- During the training.
- Drive time to and from their normal start/end location to/from the training/meeting as long as the time to/from is immediately prior to and immediately following the scheduled training/meeting.
When the employee returns from the professional development, they will be responsible to ensure their time is recorded by submitting a completed "Alternative Punch Request" form to their supervisor. This form documents the start and end times associated with the professional development. The employee's Supervisor or his/her designee will input this manual adjustment into the timekeeping system.
The "Alternative Punch Request" form should be attached to the monthly timesheet and submitted to payroll.
9. The "Alternative Punch Request" form is intended to communicate a request and approval of an in/out punch information with his/her supervisor. The "Alternative Punch Request" form will be attached to the monthly timesheet sent to payroll and should be used in the following situations:
- An employee is not able to punch in and/or out;
- An employee is attending professional development/meeting and not in a location to punch in/out;
- Requesting approval to do some work from a location other than a school/department;
- When an unavoidable circumstances exists in which case an employee voluntarily works through their 30 minute lunch break; or
- Any time there is not a punch reflected for an employee and they are eligible to be compensated for it.
10. Time spent driving to/from work is not considered compensated time.
11. Support staff employees who upon the approval of their immediate supervisor are scheduled to work on an on-call basis as defined by being responsible for carrying the District's emergency pager will be paid $210 per week, regardless of holidays. This pay is not subject to the District's overtime policy.
Additionally, when these employees are then called to respond to an emergency, the employee will punch in when they arrive to either the location of the emergency or to his/her department or school in order to then respond to the emergency accordingly. They will be paid based on actual time worked with a one hour minimum per the District's overtime policy.
Support staff employees who respond to an emergency on a paid holiday must do so on an on-call, emergency basis only with the approval of their supervisor. When they do so they will be paid their overtime rate in addition to their straight-time holiday pay. Compensatory time cannot be taken in these situations.
12. School bus drivers who are on scheduled or unscheduled overnight trips shall be in compliance with the Colorado Department of Education "Rules For The Operation of School Transportation Vehicles" Section 4204-R-229.00.
13. Support staff members that are serving in the role of a district translator will be called in for a minimum of one hour that will be paid at his/her hourly rate of pay for the position of translator. Should the work being completed by the translator not take a full hour, the translator and the supervisor will agree as to if the translator will continue to work for the minimum amount of an hour or if s/he will leave at the completion of the scheduled work that may result in the translator being compensated for less than one hour.
14. Support staff members hired as a coach and/or sponsor are required to record their time in the time clock system and will be compensated at an hourly rate of an Instructional Paraprofessional. All overtime provisions will pertain taking into account the sponsor and/or coaching job and the support staff member's regular job.
15. When a part-time District employee is the most qualified person for another part-time position in the District, and when the second position does not interfere with the time needs of the initial position, the District may combine positions so as to create a full-time or near full-time position.
The combined positions cannot total more than 8 hours per day or 40 hours per week. Final recommendations to the Board of Education regarding "additional positions" will be made by the Superintendent (or his/her designee).
Adopted: October 22, 2008
Revised: August 24, 2010
Revised: June 14, 2018