Employee Benefits
Health, Dental, Disability, and Life Insurance Benefits
Benefits shall begin from the date of hire or the first of the following month, subject to any introductory period required by a particular benefit plan. SWPREP will reimburse up to 250.00 of medical benefits if covered outside of the district. Employees will need to submit proper documentation by the end of the enrollment period. If paperwork is not submitted by the deadline you will have to wait till open enrollment to receive the reimbursement.
Benefits shall begin from the date of hire or the first of the following month, subject to any introductory period required by a particular benefit plan. SWPREP will reimburse up to 250.00 of medical benefits if covered outside of the district. Employees will need to submit proper documentation by the end of the enrollment period. If paperwork is not submitted by the deadline you will have to wait till open enrollment to receive the reimbursement.
TRS – Medical Premium Contribution
Southwest Preparatory School and /or the state may contribute towards the cost of an eligible employee’s health insurance if participating in a TRS-sponsored Health Care Plan. Details of the choices, costs, rules, and regulations will be provided to all interested Employees by the Human Resources Department.
Holidays
Southwest Preparatory School does not compensate employees for holidays.
Southwest Preparatory School does not compensate employees for holidays.
Jury and Witness Duty
The District encourages employees to serve on a jury or witness duty when called. You must notify your supervisor of the need for time off for jury or witness duty and provide a copy of the notice or summons from the court or the subpoena as soon as it is received so accommodations may be made to allow you to serve, or so your date of service can be reset if it conflicts with an important District deadline.
The District encourages employees to serve on a jury or witness duty when called. You must notify your supervisor of the need for time off for jury or witness duty and provide a copy of the notice or summons from the court or the subpoena as soon as it is received so accommodations may be made to allow you to serve, or so your date of service can be reset if it conflicts with an important District deadline.
Employees will not incur any reduction in pay for a partial week of absence due to a jury or witness duty. Employees are required to present documentation of the service and a copy of any compensation they receive.
Employees must call in each morning they serve on the jury and provide feedback to their supervisor as to the status of their jury duty. Feedback refers to the status and duration of their jury duty service. Verification from the court clerk of having served is required and you will be expected to report or return to work for the remainder of your work schedule on any day you are dismissed from jury or witness duty.
Voting
The District will provide time off for voting as required by state and local law.
The District will provide time off for voting as required by state and local law.
Other Court Appearances
Employees will be granted paid leave to comply with a valid subpoena to appear in civil, criminal, legislative, or administrative proceedings, associated with the District. Absences for court appearances related to an employee’s personal business may be taken as personal leave. Employees may be required to submit documentation of their need for leave for court appearances. In the event that a court appearance takes more time than leave is available, the leave time will be unpaid.
Employees will be granted paid leave to comply with a valid subpoena to appear in civil, criminal, legislative, or administrative proceedings, associated with the District. Absences for court appearances related to an employee’s personal business may be taken as personal leave. Employees may be required to submit documentation of their need for leave for court appearances. In the event that a court appearance takes more time than leave is available, the leave time will be unpaid.
Paid Time Off
All Contract employees receive five (5) days of personal leave annually and will be given one additional day for every completed year in addition to the current 5-day policy. See Chart Below.
All Contract employees receive five (5) days of personal leave annually and will be given one additional day for every completed year in addition to the current 5-day policy. See Chart Below.
● Up to a maximum of 10 days per year (187).
● Up to a maximum of 15 days per year( 215+).
● More than 5 consecutive days may not be taken without the Superintendent's pre-approval unless extenuating circumstances are involved.
● Up to a maximum of 15 days per year( 215+).
● More than 5 consecutive days may not be taken without the Superintendent's pre-approval unless extenuating circumstances are involved.
|
Years of service |
Standard days off |
Additional days(187) |
Additional days(215+) |
|
0 |
5 |
0 |
0 |
|
1 |
5 |
1 |
2 |
|
2 |
5 |
2 |
4 |
|
3 |
5 |
3 |
6 |
|
4 |
5 |
4 |
8 |
|
5+ |
5 |
5 |
10 |
The leave will be available immediately but will accrue at the rate of four (4) hours per month from August through May of each school year. Employees who have exhausted their leave and resign or leave employment for any other reason prior to accruing the 5 days will have their pay reduced for the portion of leave not accrued. All leave will be scheduled with the Principal and/or Supervisor to ensure adequate coverage. Every request for leave will be considered but the needs of the Campus/Office will have priority.
All contract employees with an at-will agreement of 215 days or greater are eligible for additional paid time off based on years of service. The leave will be available immediately but will accrue at the rate of eight (8) hours per month from August through May of each school year. Employees who have exhausted their leave and resign or leave employment for any other reason prior to accusing the 10 days will have their pay reduced for the portion of leave not accrued. 0-9 years= 5 local days and 10+years= 10 local days
Leave cannot be taken at the beginning of a term or at the end of a term. Days must be spaced equally throughout the school year and must meet all the local leave policy requirements.
Employees who have responsibility for working on more than one campus will notify their designated supervisor along with Human Resources, of their absence. Failure to notify all parties, in lieu of a verifiable emergency, may result in denial of leave and subsequent payroll deduction in the event the employee has exhausted their personal leave and may subject the Employee to further disciplinary action.
New employees beginning employment on or after January 1st of the school year will receive 2.5 days of personal leave to be used during the period January – June of the school year.
Leave will be available immediately but will accrue at the rate of 4 hours per month from January through June of each school year. Employees who have exhausted their leave and resign or leave employment for any other reason prior to accruing the 2.5 days will have their pay reduced for the portion of leave not accrued.
Part-time employees do not accrue personal leave.
Southwest Preparatory School has no provision for “carry over” of any unused leave balances.
Procedure for Requesting Leave
All leave is to be requested in advance, when possible, and the appropriate leave form submitted to the Principal/Supervisor at least 10 days in advance of the time requested. Leave requests due to illness, etc that cannot be preplanned are to be submitted to the Principal/Supervisor immediately upon return to work. Approval of all leave requests will be contingent upon the needs of the School. The Principal/Supervisor either approves or disapproves the request and forwards it to the Payroll Department for record-keeping no later than 3 days after the leave was taken. The Employee is to keep a copy for their records. Documentation of all leave, personal, medical or professional, will be done through Eduphoria and Readysub, which is located on the District webpage. Assistance with documenting leave can be provided by our school administration and/or the Payroll Specialist. Handwritten documentation of leave may not be accepted.
All leave is to be requested in advance, when possible, and the appropriate leave form submitted to the Principal/Supervisor at least 10 days in advance of the time requested. Leave requests due to illness, etc that cannot be preplanned are to be submitted to the Principal/Supervisor immediately upon return to work. Approval of all leave requests will be contingent upon the needs of the School. The Principal/Supervisor either approves or disapproves the request and forwards it to the Payroll Department for record-keeping no later than 3 days after the leave was taken. The Employee is to keep a copy for their records. Documentation of all leave, personal, medical or professional, will be done through Eduphoria and Readysub, which is located on the District webpage. Assistance with documenting leave can be provided by our school administration and/or the Payroll Specialist. Handwritten documentation of leave may not be accepted.
Should an Employee exhaust all personal days or vacation time, any additional absences may result in leave without pay. Absences will be computed on a daily rate of pay basis and may be deducted from the employee’s next paycheck.
Contract exempt employees who may have to leave during the school day for short periods of time (less than 4 hours) are not required to deduct the time away from their personal days; however, the Employee is required to notify the Principal or Principal designee that they will be off-campus. It is the employee’s responsibility to notify the Principal of their departure from campus and their return by providing a statement addressed to the Principal or designee, stating the departure and return time. Upon return to the campus, the Employee will notify the Principal of their return. The Principal may require a sign-out/sign-in record.
Supplemental Insurance Benefits
IRS Section 125 Cafeteria Plan
Employees may be eligible to participate in the Cafeteria Plan (Section 125) under IRS regulations and are required to either accept or reject this benefit. This plan enables employees to pay certain insurance premiums on a pre-tax basis.
Employees may be eligible to participate in the Cafeteria Plan (Section 125) under IRS regulations and are required to either accept or reject this benefit. This plan enables employees to pay certain insurance premiums on a pre-tax basis.
Flexible Spending Account
Southwest Preparatory School may also offer employees an opportunity to participate in a Flexible Spending Account (FSA) to cover costs for certain medical and dependent daycare expenses at pre-tax savings, e.g., health insurance co-payments, dental/vision care, diabetic supplies.
Southwest Preparatory School may also offer employees an opportunity to participate in a Flexible Spending Account (FSA) to cover costs for certain medical and dependent daycare expenses at pre-tax savings, e.g., health insurance co-payments, dental/vision care, diabetic supplies.
• Flexible Spending Account: maximum annual deferral is $2,500.00.
• Flexible Spending Account dependent care maximum deferral is $5,000.00 (Cost of licensed daycare expenses)
• Employees should enroll in the Section 125 Plan during the annual open enrollment period each year to take advantage of the pre-tax savings.
The Employee may withdraw monies from these accounts throughout the plan year as eligible expenses are incurred. If applicable, Plan documents are located online and information will be provided during the annual
Employee in-service.
You do not have to participate in the FSA to take advantage of any other before-tax benefits.
Supplemental Retirement Plans
In addition to participation in the Teachers Retirement System of Texas, Southwest Preparatory School offers employees the opportunity to participate in one additional voluntary retirement plan, the 403(b). Southwest Preparatory School has approved and adopted a plan for the 2014-2015 school year with American Funds. The plan documents and related information regarding the plan may be viewed in the Human Resources Department.
In addition to participation in the Teachers Retirement System of Texas, Southwest Preparatory School offers employees the opportunity to participate in one additional voluntary retirement plan, the 403(b). Southwest Preparatory School has approved and adopted a plan for the 2014-2015 school year with American Funds. The plan documents and related information regarding the plan may be viewed in the Human Resources Department.
The Employer may or may not choose to make contributions to the 403(b) plan for participating employees dependent upon fiscal capability. The Southwest Preparatory School 403(b) plan is a voluntary retirement plan. Individual investment options are intended to provide employees flexibility and control in managing their individual retirement plans.
Contact the Human Resources Department for assistance with obtaining further information or enrollment in the 403(b) retirement plan.
Teacher Retirement
All personnel employed on a regular basis for at least one-half 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 eligible 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. In addition, an estimate of retirement benefits is also provided.
All personnel employed on a regular basis for at least one-half 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 eligible 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. In addition, an estimate of retirement benefits is also provided.
Employees who plan to retire under TRS should notify the Human Resource Department as soon as possible. Information on application procedures for TRS benefits is available from the Business Office. An active full-time employee is also considered an active TRS member. If an active TRS member passes away during the school year, there is a death benefit of double their annual salary or $80,000 maximum.
Additional inquiries should be addressed to:
Additional inquiries should be addressed to:
Teacher Retirement System, 1000 Red River Street, Austin, TX 78701-2698, or call (800) 223-8778 or (512) 397-6400.
Unemployment Compensation Insurance
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 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 and/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 Texas Workforce Commission.