Compensation

At Will Employer

All contracts offered by SCS will be at-will contracts specifically stating that either SCS or the employee may choose to cancel that contract at any time with or without cause.

Probationary Contract

Eligible employees newly hired by SCS shall be offered a one-year probationary contract in accordance with Section 1012.335, Florida Statutes, as amended from time to time.  The employee's probationary license may only be issued once to an employee unless the employee was rehired after a break of service for which an authorized leave of absence was not granted.

Annual Contract

Instructional- After completing one successful year on a probationary contract, and conditional upon the employee holding the appropriate state certification from the Department of Education, and having not received two consecutive annual performance ratings of unsatisfactory or needs improvement, the exempt employee will be issued an annual contract.  The offer is contingent upon sufficient enrollment and funding.

Non-instructional and Hourly Employees- After completing one successful year on a probationary contract, and conditional upon the employee not having received an unsatisfactory or needs improvement rating, the employee will be issued an annual contract.  The offer is contingent upon sufficient enrollment and funding.

Salary is based on the salary range established for each position by the SCS Board of Directors. Previous experience and level of education may also be factors in determining salary. Salary increases are reviewed on an annual basis by the Board at which time recommendations are also made by the Principal. Salary is based upon budget availability and revisions are made as needed. Where applicable, verification of education, experience and certification/licensure must be submitted within 90 days after official contract is signed.

Instructional pay schedules are subject to mandates by the Florida legislature concerning "Performance Based Pay." Any changes in pay scales are to be based upon mandated performances in the areas of statewide assessments, professional development and observation and feedback. At this time, the current pay-scale remains as indicated. Any changes in the future will be noted and disseminated to all affected staff.

Initial Placement (Instructional and Support Teachers)

The Governing Board will annually establish and approve a starting salary and increasing incremental amounts based on criteria established by the Board for determining the initial placement of new employees on the salary schedule. The initial placement will be based on the employee’s qualifications as of his or her first day of work with SCS. 

Experience credit on the instructional salary schedule will be granted for all verified public-school or accredited private school experience in accordance with state law. 

Adjustments for Returning Instructional and Administrative Employees

Employees returning to the School after having completed an annual and approved evaluation may be eligible to receive annual adjustments in accordance with the amounts established by the Governing Board. The annual amounts are subject to change based on the annual budget and are published in the approved Salary Scale.  

Reclassification

Employees who complete educational degrees or obtain a professional teaching certificate that would necessitate additional stipends or a change to their regular rate are required to provide appropriate documentation to the Office Manager. Such changes to the employee pay shall be considered negotiated only at the three applicable times during the year: at the start of the fiscal year, at the start of the school year, or at the start of second semester of the school year. 

Retroactive Payments

When changes to employee’s pay are approved by the Governing Board, the board will determine whether those payments are retroactive at the time of approval.

Salary Supplements

An employee’s placement on the salary schedule shall constitute the employee’s base salary. In addition to the base salary, the Governing Board may annually approve supplements to be paid to employees, which are annual additions to the base salary for specific qualifications or duties. Any supplement does not become part of the employee’s continuing base salary. A schedule of possible supplements will be considered by the Governing Board in the establishment of the Salary Schedule and Corporate Budget. 

Degree Supplements (Instructional)

A degree utilized for salary supplement purposes must have been awarded by an institution, which was accredited at the time the degree was awarded or must have been validated by an accredited institution as covered under applicable Department of Education procedures for implementation of applicable State Board Rule. Employees will only receive an advanced degree supplement if the degree is in the employee's area of certification. It is the employee’s responsibility to provide all applicable transcripts. 

The SCS BOD has approved a $12,000 annual living allowance for full-time staff members for the 2025-2026 school year.  For part time employees, the amount of the living allowance is determined by the number of hours worked.  Those working less than twenty (20) hours per week are not eligible for the allowance.  

These funds are in addition to regular pay and are approved each year at the discretion of the Board.  Each staff member has unique financial needs.  Rather than allocating these funds for a particular use, such as a retirement plan, additional health care, professional development or other benefit, the Board determined that allowing staff to use the funds to best suit their particular needs would be most beneficial.  

The living allowance will be paid if a staff member is on paid leave;  however, if a staff member is on unpaid leave, or separates from the school,  the living allowance will not be paid.

We value those who demonstrate loyalty to Sigsbee Charter School.  The SCS Board of Directors has approved a Longevity Bonus that is based on the following:

5-9 Years of Continuous Service - $400 (gross)

10-14 Years of Continuous Service - $900 (gross)

15-19 Years of Continuous Service - $1,400 (gross)

All bonus amounts are paid out on the employee's anniversary date during the contract year.  The bonus will be based on the continuous years of service as of the employee's anniversary date of each year dependent on Sigsbee Charter School Board approval annually.  Payments will be made in the check immediately following the employee's anniversary date. See Salary Scale for additional information.

Research shows that staff attendance is integral to student achievement.   As such, the Sigsbee Charter School Board of Directors has approved the following Attendance Bonus:

• A staff member who uses no more than 2 days of sick or personal leave with pay during the first 90 student days of the regular school year shall receive a $500 (gross) incentive payable in the last check in January. 

• A staff member who uses no more than 2 days of sick or personal leave with pay during the last 90 student days of the regular school year shall receive a $750 (gross) incentive payable in the last check in June.

*Pro-rated days will be calculated based on contracted days for employees other than full-time, 10-month employees.

All employees of SCS are paid semi-monthly on the fifteenth (15th) and last day of each month, through direct deposit. 

Salaried Pay Calculations:

Salaried employees of the SCS may be paid year-round, even though the services the employee provides to the SCS is less than a full year. The following definitions and policies clarify the calculations and methodology used by the SCS Governing Board to determine daily, per pay period, and any prorated salary amounts.  

Contract Days

Each year the Principal shall ensure a calendar is created specifically identifying the number of contract days for all exempt employees. This calendar should identify all the paid versus unpaid days for each employee class. 

Salary Amount

Each employee shall be assigned a salary amount which includes their base salary plus any eligible supplemental amounts. This will be their annual salary. 

Salary Employees Regular Rates

The Principal shall ensure that a regular rate is calculated and communicated to each exempt employee. This daily rate shall be their employee’s annual salary amount divided by the contract days in the fiscal year. 

Annual Earnings

Each exempt employee will receive their earnings based on the number of days worked during a fiscal year. In the event of any circumstance which may cause the employee to work less than the annual contract days identified above (i.e., starting after the start of the school year, leaving before the end of the school year, unpaid leave, etc.), the employee’s actual annual earnings for the fiscal year will be calculated by taking the employee’s daily rate times the total number of days worked (including any available PTO time) or scheduled to work. 

Pay Periods

The SCS shall pay employees twice per month, resulting in a total of 24 pay periods per year. The annual earnings for each salaried employee will be paid for the fiscal year and will be divided by the remaining pay periods that fiscal year.

Salary Calculations and Definitions:

In order to implement the above policies, the following formulas shall be used to calculate payments: 

• Annual Salary: [Salary Schedule Amount] + [Supplement Amounts]

• Contract Days: [Required Reporting Days] + [Paid Holidays]

• Daily Rate: [Annual Salary] / [Contract Days]

• Rate Per Pay Period: [Annual Salary] / [24 Pay Periods]

Special Considerations:

The following are examples of how the above formulas and policies should be implemented for special circumstances: 

Employees Starting Mid-Year: The actual work days shall be calculated by counting the actual number of paid employee days starting on the employees first day of work until the last day of the school year. The Per Paycheck Amount should be calculated when the employee begins work to establish the amount paid for the remainder of the year.

• Prorated Contract Days: [Prorated Reporting Days ] + [Paid Holidays in Reporting Days]

• Prorated Salary: [Daily Rate] x [Prorated Contract Days]

• Rate Per Pay Period: [Prorated Salary] / [Remaining Pay Periods]

Employees Leaving Mid-Year: The actual work days shall be calculated by counting the actual number of paid employee days starting when the employee started employment or the first day of the fiscal calendar (whichever is later) through the employee’s final day of employment. In the event the employee overused PTO time, the overused days should be subtracted from the total number. The Final Paycheck shall be calculated for the paycheck immediately following the employee’s last day of employment unless it is less than 3 days from the required payroll submission date.  This is to ensure that all adjustments and deductions for the final paycheck are calculated and verified correctly.  Final paycheck will not be issued until all contractual obligations are met and SCS issued technology and resources are returned.

• Salary Earned: [Actual Reported Days] + [Paid Holidays in Reported Days]

• Final Paycheck: [Salary Earned] - [Salary Paid]

Employee Returning from Unpaid Leave: The actual work days shall be calculated by counting the actual number of paid employee days starting when the employee started employment or the first day of the fiscal calendar (whichever is later) through the employee’s final day before starting leave. Then add in the days from when the employee returns to work through the final day of the school year. During the unpaid leave, the employee’s paycheck will be suspended. Upon returning from the leave, the per paycheck amount will be recalculated using the revised Annual Earnings amount.

Return of Overpayments:

If an employee is overpaid due to an error, resignation, or any other reason, SCS is entitled to immediately recover any overpayment from the employee.

Compensation for Additional Responsibilities

From time-to-time employees may take on additional responsibilities beyond that covered within their contract. The Governing Board may authorize stipends or additional funds to be paid for such activities as described below: 

Overtime of Hourly Employees

Employees who are not exempt from wage and hour laws will be paid their typical regular rate based on their working hours. Efforts should be taken to avoid overtime in the completion of the additional tasks. If overtime is unavoidable, the approval of funds to cover the activities should take the additional cost of overtime into consideration. 

Stipends for Salaried Employees

Stipends for additional responsibilities will typically be paid in one lump sum on the date authorized by the Governing Board unless another arrangement is authorized by the Board. 

The Governing Board shall annually approve a schedule of stipends to pay for additional responsibilities above the typical job responsibilities. The schedule should include the task for which the stipend is offered, when the stipend will be paid, and the amount which will be paid. 

Examples of activities for which stipends might be offered include: tutoring that is provided by the School outside of school hours, coaching extracurricular teams, or providing additional services on behalf of the School.

If multiple employees share a responsibility of a task approved by the board (i.e., coaches who are sharing coaching responsibility), the Principal may authorize the stipend to be split appropriately between the employees. 

Employee Bonuses

The Governing Board may from time to time elect to assign employee bonuses if the annual budget allows for such discretionary bonuses to be made. All bonuses must be approved by the Governing Board and be applied uniformly amongst employees of similar employee categories. Bonuses to individual employees are not allowed unless using the performance-based bonuses described below.

Performance Based Bonuses

If the Governing Board of Director elects to provide Performance Based Bonuses, the Governing Board will establish an objective measure for how such bonuses will be applied. The performance criteria for the employees must be clearly defined by the employee category (i.e., ‘Classroom Teacher’, ‘Administrator’, etc.). The criteria should be objective and easily measurable. The criteria should be established as early in the fiscal year as possible.

If the available funds do not allow the Organization to fully fund the bonus schedule as defined by the Governing Board, all amounts may be prorated to match the available funds equally among all benefits to be awarded. 

All employees are required to account and record their attendance daily, upon entering the work site. Attendance reports are submitted to the office manager and certified by the Principal. Unexpected absences occurring after sign-in must be corrected by the employee in an email to the Office Manager and Principal. 

Hourly employees are required to complete a timesheet indicating hours worked each day.  If timesheets are not submitted on schedule, an employee may experience delays in receiving pay. Timesheets should be submitted on the day of payroll processing which is three business days prior to payday. 

Falsification of timesheet information is a serious offense and will result in disciplinary action, including possible termination. 

Whether an employee is exempt from or subject to overtime pay will be determined on a case-by-case basis and will be indicated in the employee’s job description.

Non-exempt employees may be required to work beyond the regularly scheduled workday or workweek, as necessary. In determining whether non-exempt employees are entitled to overtime pay, only actual hours worked in a given workday or workweek will be considered. All overtime work must be previously authorized by the Principal. The Organization provides compensation for all overtime hours worked by non-exempt employees in accordance with applicable state and federal law as follows:

For non-exempt employees subject to overtime, all hours worked in excess of forty (40) hours in one workweek shall be treated as overtime pursuant to applicable State and Federal laws. Compensation for hours in excess of forty (40) for the workweek shall be paid at a rate of one and one-half times the employee’s regular rate of pay. Workweeks begin each Sunday at 12:01 a.m.

Calculating Overtime for Multiple Positions

In the event an employee works multiple positions for the School and has different rates of pay, if that employee works overtime, the average weekly pay rate will be calculated for that employee in order to calculate time-and-a-half payment for over time.

For example, say an employee worked 30 hours at $12 per hour, and 20 hours at $15 per hour. This would equate to $660 total pay without overtime for 50 hours of work. This means the average pay would be $13.20 for the week. The employee should be paid for 40 hours x $13.20 + 10 hours at 1.5x($13.20) or a total of $726.

This calculation must be completed separately for each week the employee works overtime. 

All employees shall set up direct deposit of payroll by entering bank account information in Paychex.

SCS shall withhold taxes from each employee’s pay according to the law. Every deduction from a paycheck should be notated on the check voucher. If an employee does not understand the deductions, he/she should ask the Office Manager or designee to explain. 

Employees may change the number of withholding allowances they wish to claim for Federal Income Tax purposes at any time in Paychex. 

All Federal, State, and Social Security taxes will be automatically deducted from paychecks. The Federal Withholding Tax deduction is determined by the employee’s W-4 form. The W-4 form must be completed upon hire in Paychex, and it is the employee’s responsibility to report any changes in filing status by updating the W-4 form in Paychex.

All payroll deductions are itemized on paycheck stubs. To ensure that an employee is paid accurately, he/she should promptly update any change in name, address, marital status or number of exemptions in Paychex.

Voluntary Deductions -Employees may authorize payroll deductions for health and life insurance and any other voluntary elected deductions.