1. School Calendar Strategies 1

2. Least complicated (but maybe hardest politically) – take fewer “days off” ▫ Squeeze in days during regular work weeks, maintain same number of days PROS ▫ Don’t have to change salary schedule, “contract” terms stay intact ▫ Doesn’t lead to overtime issues ▫ Less disruptive, less administrative change needed CONS ▫ Drop in morale ▫ Students and employees are used to certain breaks ▫ Parental complaints The “Bite the Bullet” Approach 2

3. PROS ▫ Don’t have to cut holidays or breaks ▫ Less risk in case of weather days ▫ Can add small increments of time each day – less dramatic impact CONS ▫ Could create serious overtime problems ▫ Salary schedule fallout  Changes daily rate  De facto “raise” in daily rate  Require more modifications, explanation in salary schedule ▫ More difficult to deal with administratively ▫ Family issues – daycare, work schedules, etc. The “Longer School Day” Approach 3

4. The “Bite the Bullet” Approach (Stick with 180 days) So … Which Approach is Best? – From a legal practitioner’s perspective – 4

5. ▫ The least complicated administrative approach is the “Bite the Bullet” Approach ▫ Fewer overtime concerns ▫ Salary schedule does not have to change ▫ Other established work terms and conditions can remain the same (i.e., daily rate of pay, “contract hours,” scheduled work times) ▫ Can simply change calendar to reflect shorter school year ▫ Accustomed to this sort of change Rationale for Recommendation 5

6. We have some things to think about... ▫ Salary schedule ▫ Overtime ▫ Policy/handbook conflicts ▫ Scheduling ▫ Other fundamental or structural issues, depending on approach If You Add “Days” to Workweek or Hours to Days 6

7. ▫ Typically contain job titles and chart of salaries ▫ Most often salaries reflected as annual rate ▫ Schedules must meet (or exceed) state matrix for some employees ▫ Schedules must have “steps” ▫ Some are quite detailed – some are quite simple Salary Schedules 7

8. ▫ In addition to charts of numbers, most schedules have some terms and conditions which impact salary, such as:  Number of days salary covers (e.g., 187)  Number of hours each day that salary covers (e.g., 7.5, 8)  Holidays, vacations, sick days  Formulas for overtime, salary reduction  Supplement information  “Conversion” data  How to apply data  Expectations for earning salary Salary Schedules 8

9. ▫ Much litigation over salary schedules  Placement, conversion, form  Equal protection ▫ Establishes “expectations” related to pay ▫ Changing salary schedules always needs to be carefully considered – changes have a “ripple” effect ▫ “Contractual” language ▫ If changed in any way to raise compensation, very difficult to lower it back down Salary Schedules 9

10. ▫ Adding days or hours to work week has overtime implications ▫ For most full time employees, could result in overtime ▫ If add Saturdays, can just pay for the day – if structured right, the “day” will be built into salary and will only have to pay 1/2 time for the overtime (“overtime premium”) ▫ If not thought through, can change formula for “daily” rate (and thus the hourly rate) Overtime 10

11. ▫ Adding hours to days can also have overtime implications – depending on when you do it ▫ Can be confusing – Board is paying for the base hour as part of salary – really only owe an overtime premium if extra hours are in salary. ▫ Will result in extra cost though ▫ The obvious solution of just letting someone go home early to avoid overtime means employee won’t work obligated time BUT ▫ Working obligated time will result in overtime ▫ Overtime problems can be magnified Overtime 11

12. ▫ Board materials matter – employees, students, parents, and community rely on them ▫ If the work day changes, there is much to modify – work schedules, class schedules, bus schedules, etc. ▫ Provisions are in memos, letters, handbooks ▫ Policies and handbooks sometimes include specific definitions of work week, school day, work day, hours of work, etc. – have to resolve conflicts Policy/Handbook Conflicts 12

13. ▫ Logistical issues ▫ If add to day, add morning or afternoon? – weigh staffing consequences ▫ Extracurricular activities ▫ Opening and closing building – who will take care of? ▫ Has to be consistent and clear Scheduling 13

14. ▫ Using holidays, break days, etc. is easiest approach ▫ Using e-days or innovative strategies will take care of overtime issue, but have to figure out when classified employees can make up the day ▫ Saturday school may be a workable approach, especially if the Saturday falls in a short work week (no overtime issues) ▫ Extending the school day can also work, especially if extended only in short weeks (e.g., could make up a full instructional day by staying late only on certain days) Some Preliminary Thoughts 14

15. ▫ Be clear with employees ▫ Don’t get cute – call it like we see it ▫ Put arrangements or changes in writing – think about a letter ▫ Clear understanding on modification to salary computations, limitations, and nature of changes (e.g., are they temporary?) ▫ Communicate with Board  They are hearing from parents, teachers, and students who want to keep the days off  Make sure consequences of that approach are clear so they can be considered Regardless of Approach 15