Compensation and Benefits

Salaries, Wages, and Stipends
Policy DEA
Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid based on hourly wages or provided compensatory time for each overtime hour worked.

Salaries and wages are reviewed annually and adjusted according to the budgeted amounts approved by the board. All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers and librarians will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule.

Employees should contact the Personnel Office for more information about the district’s pay schedules or their own pay. Schedules of pay dates for the current school year may be obtained from your supervisor or the Personnel Office.

Paychecks
All CSISD employees are paid on approximately the 10th and 25th of the month. The payroll schedule listing pay periods and pay dates can be obtained in the Business Office. Paychecks will not be released to any person other than the district employee named on the check without the employee's written authorization.
An employee’s payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated. Contact the Personnel office or Payroll in the Business Office if you have questions about your payroll statement.

Automatic Payroll Deposit
The district requires employees to enroll in automatic payroll deposit. Employees must have their paychecks electronically deposited into an account at any financial institution of their choosing. With automatic deposit, an employee's paycheck is immediately available on the pay date. Contact the Personnel Office or the Business Office for more information about the automatic payroll deposit.

Payroll Deductions
Policy CFEA
Automatic payroll deductions for the Texas Teacher Retirement System (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions are required for all employees hired after March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must have their FICA Alternative Plan contributions deducted.

Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; tax sheltered investments; and savings and loan payments. Employees may also request payroll deduction for payment of membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.

Overtime Compensation
Policy DEA
The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. All employees are classified as exempt or nonexempt for purposes of overtime compensation. Professional and administrative employees are ineligible for overtime compensation. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.

Overtime is legally defined as all hours worked in excess of 40 hours weekly and is not measured by the day or by the employee’s regular work schedule. Employees who must work beyond their normal schedule but less than 40 hours per week will be compensated in straight-time pay or compensatory time off. Employees must work more than 40 total hours in a week to earn overtime compensation.

For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Saturday and ends at 12:00 p.m. Friday. Employees may be compensated for overtime with compensatory time off or direct pay at time-and-a-half rates. The following applies to all nonexempt employees:

Employee may be compensated for overtime at time-and-a-half rate with compensatory time off (comp time)or direct pay. The following applies to all nonexempt employees:

Employees can accumulate up to 60 hours of compensatory time.
Comp time must be used in the duty year that it is earned.
Use of comp time my be at the empoyee’s request with supervisor approval as workloard permits.
An employee may be required to use comp time before using any other available paid leave (e.g., sick, personal, vacation).

Travel Expense Reimbursement
Policy DEE
Before any travel expenses are incurred by an employee, the employee’s supervisor must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule established by the district. Employees must submit receipts, to the extent possible, to be reimbursed for expenses other than mileage.

Health, Dental, and Life Insurance
Group health insurance coverage is provided through TRS-ActiveCare, the statewide public school health insurance program. The district's contribution to employee insurance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following:

Employees who are active, contributing TRS members
Employees who are not contributing TRS members and who are regularly scheduled to work at least 10 hours per week

TRS retirees and employees who are not contributing TRS members that are regularly scheduled to work less than 10 hours per week are not eligible to participate in TRS ActiveCare.

New hires are not subject to a 90-day waiting period before the district begins paying for a portion of the health insurance premiums for TRS ActiveCare.

The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each spring. Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are provided to all employees in a separate booklet. Employees should contact for more information.

Supplemental Insurance Benefits
Policy CRG
At their own expense, employees may enroll in supplemental insurance programs for vision, dental and life insurance. Premiums for these programs can be paid by payroll deduction. Employees should contact for more information.

Cafeteria Plan Benefits (Section 125)
Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS regulation, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums, unreimbursed medical expenses and childcare expenses on a pre tax basis. A third-party administrator handles employee claims made on these accounts.

New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject his benefit on an annual basis and during the specified time period.

Workers’ Compensation Insurance
Policy CRE
The district, in accordance with state law, provides workers' compensation benefits to employees who suffer a work-related illness or are injured on the job. The district has workers' compensation coverage from TASB, effective on the first day an employee begins working for the district.

All work-related accidents or injuries should be reported immediately to the campus principal or department supervisor. Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor code. See Workers compensation benefits, page for information on use of paid leave for such absences.

Unemployment Compensation Insurance
Policy CRF
Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits under the Texas Unemployment Compensation Act. Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact the Payroll Office.

Teacher Retirement
Policy DEG
All personnel employed on a regular basis for at least one-half time of the normal work schedule are members of the Texas Teacher Retirement System (TRS). Substitutes who work at least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 31, as well as an estimate of their retirement benefits.

Employees who plan to retire under TRS should notify the District Personnel Office as soon as possible. Information on the application procedures for TRS benefits are available through that office. Additional inquiries should be addressed to: Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-397-6400. TRS information is also available on the web (www.trs.state.tx.us).

Other Benefit Programs - Long-Term Disability Insurance
Policy DEB
The Board shall provide a long-term disability policy for all employees of the District who are employed for at least 30 hours per week. Eligibility and benefits shall be limited to those enumerated in the policy in force at the time the employee becomes disabled.