On October 16, 2023, the District and USEP agreed to salary increase of 3.5% to the base pay for employees that earned a year of service credit for the 2022-2023 school. Employees that did not earn a service credit will have their base pay adjusted to reflect the updated salary schedules; roughly a 1.25% increase. At this time, we will not be providing individual salary amounts. For more information, view the FAQs below.
To view the salary referendum supplement table, select the applicable group; Instructional, SRP, NNB, and Bus Drivers/Transp Asst. Further salary referendum supplement information can be found in the MOUs, click here.
Click here to view the salary schedules.
The target date is Nov. 24, 2023.
The target date is Dec. 15, 2023.
Year of service credit means you were employed in an active pay status for 1 day more than half the year for your position's work calendar. Typically if you start proir to January 1st you will earn a year of service credit for that school year.
Employees can utilize Employee Self Serve (ESS) to view their pay. Select Pay/Tax information then paycheck simulator.
Retirees are not eligible for the increase or retro. Any employee that has resigned prior to the board ratification date of November 7, 2023 will not be eligible for the increase or retro.
The SRP levels are used to place NEW hires based on the SRP guidelines. Employees that have been with the district may not see their pay reflected on a level since "steps" went away several years ago and salary increases have been based on percentages.
When referring to the placement schedule, please keep in mind that placement levels do NOT equate to the old steps or represent years of service.
Per the MOU, Bus Drivers and Transportation Assistants will have their salary referendum calculated by multiplying the number days x 8 hrs x hrly salary referendum amount.
Ex.) 189 x 8 x .80 = $1,209.60 annually
Additional Supplement calculation
Ex.) 189 x 8 x $1.00 = $1,512 annually
July 1, 2023 or the first work day of the employee's work schedule is the targeted date for salary referendum to go into effect.
We will send out a communication when your salary referendum supplement is available to be viewed. Also, the salary referendum supplement table will be posted online.
Please do not contact HREQ or Payroll regarding individual supplements at this time.
Yes. Salary referendum supplements provided to employees will be considered a portion of an eligible employee’s compensation and will be part of that employee’s salary for the purposes of Florida Retirement System (FRS), Social Security, Medicare, and other mandatory payroll contributions and deductions.
Total teaching years will be used to determine the RSS amount. This includes teaching experience with the district and outside of the district that has already been verified when employed.
Your total district years of service will be used to determine the salary referendum supplement regardless of your position. This means current and previous district years where a year of service credit was earned.
The 2023 - 2024 school year is when Tax Referendum funds will be available to the District to make salary improvements.
The collection of the Tax Referendum funds will begin in November of 2023, however, the District's goal is to begin the payment of these funds to our employees in July of 2023. These funds are subject to the collective bargaining process between the District and Union.
Any ÃÛÌÒ´«Ã½ County instructional personnel's salary that is below the new minimum will have their salary adjusted to the new minimum salary of $47,000. Florida state law defines instructional personnel as K-12 classroom teachers, student services personnel, librarians/media specialists, and other instructional staff members like resource teachers, academic coaches, behavior specialists and adjunct educators.
School districts must increase the minimum teacher salary to $47,500.00 the maximum achievable minimum salary.
It is the employee's responsibility to provide required documentation in order to receive credit for previous work experience. Refer to this year's salary schedules for current rates of pay.
Instructional and School Related Personnel must complete, sign, and send a to each employer in order to receive credit for prior work experience. Salary credit will be applied once verification is received and reviewed by the Office for Human Resources and Educator Quality. Approved salary credit will be applied retroactively to the first day of employment or the beginning of the school year, whichever is later. Verifications of Employment must be received within six (6) months from the first day of employment to be eligible for retroactive pay.
Non-Instructional Non-Bargaining (NNB), Professional Technical, and Administrative personnel should include all related work experience on their application. Placement within the range of the appropriate salary schedule will be based on an evaluation of experience, knowledge, and a comparative review of other employees with the same title by the Office for Human Resources & Educator Quality (Compensation) and the hiring administrator.
The Fair Labor Standards Act (FLSA) establishes standards for minimum wages, overtime pay, recordkeeping, and child labor. For the purpose of overtime compensation, employees are classified as either exempt or non-exempt. These exemptions are narrowly defined, and statutory overtime provisions may not be waived for those classified as non-exempt.
Non-Exempt: Employees in non-exempt positions are entitled to receive overtime compensation when they work more than 40 hours in a work week.
Exempt: Employees in exempt positions are not entitled to overtime compensation.
Non-exempt employees may be requested by their supervisor to work extra hours at times when workloads or unusual circumstances make it necessary. Employees will be paid their regular hourly rate of pay for all hours worked in excess of their contracted hours up to 40 hours in a work week. Employees will be paid one and one-half times their regular rate of pay for all hours worked in excess of 40 hours in a work week.
Only actual hours worked in a given workweek are included when determining which hours constitute overtime. For example, non-work holidays, vacation days, and other leave are not included. All overtime hours must be approved in advance, and working overtime without prior authorization may result in disciplinary action.
Most employees are paid every 2 weeks. For a listing of pay dates and pay periods, view the Payroll Calendars under Finance Services. Just click on the calendar that corresponds to your position. View your current salary information by viewing your paystub in .
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