2. Fair Labor Standards Act (FLSA)  Who learn about it???

3. Fair Labor Standards Act Exempt vs. Non-Exempt  The Fair Labor Standards Act (FLSA) is a federal labor law of general and nationwide application, including Overtime, Minimum Wages, Child Labor Protections, and the Equal Pay Act.

4. 3 Types of Jobs  Jobs Governed by the FLSA  Jobs Exempt from the FLSA  Jobs Excluded from the FLSA

5. What category are you?  Non-Exempt Para Administrative Assistant Custodian Technology (depending on Salary and Degree) Business Manager (depending on Salary and Degree)  Exempt Administrator Director Anyone in the Bargaining Unit Psychologists Staff Development Coordinators Technology (depending on Salary and Degree) Business Manager (depending on Salary and Degree)

6. Jobs that are Governed by FLSA  Overtime/Compensatory Time laws apply (ESU 16 requires employees to use Comp Time)  A work week is Sunday-Saturday (7 day period) and 40 hours  If an employee’s ‘Actual Time’ worked is over 40 hours per week they are owed time and one-half of Comp Time Overview

7. Jobs that are Governed by FLSA  What is excluded from ‘Actual Time’ worked? Vacation Time Sick Time Meal Periods (at least 30 minutes long and fully relieved of duties) Travel Time “home to work” and “work to home” Actual Time Worked

8. Jobs that are Governed by FLSA  Home to Work Travel: An employee who travels from home before the regular workday and returns to his/her home at the end of the workday is engaged in ordinary home to work travel, which is not work time.  Home to Work on a Special One Day Assignment in Another City: An employee who regularly works at a fixed location in one city is given a special one day assignment in another city and returns home the same day. The time spent in traveling to and returning from the other city is work time, except that the employer may deduct/not count that time the employee would normally spend commuting to the regular work site.  Travel That is All in a Day's Work: Time spent by an employee in travel as part of their principal activity, such as travel from job site to job site during the workday, is work time and must be counted as hours worked.  Travel Away from Home Community(Overnight): Travel that keeps an employee away from home overnight is travel away from home. Travel away from home is clearly work time when it cuts across the employee's workday. The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on nonworking days. As an enforcement policy the Division will not consider as work time that time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus, or automobile. Travel Time

9. Jobs that are Exempt from the FLSA

10. Jobs that are Excluded from the FLSA  Particular jobs may be completely excluded from coverage under the FLSA overtime rules. There are two general types of complete exclusion. Some jobs are specifically excluded in the statute itself. For example, employees of movie theaters and many agricultural workers are not governed by the FLSA overtime rules. Another type of exclusion is for jobs which are governed by some other specific federal labor law. As a general rule, if a job is governed by some other federal labor law, the FLSA does not apply. For example, most railroad workers are governed by the Railway Labor Act, and many truck drivers are governed by the Motor Carriers Act, and not the FLSA. Many of FLSA exclusions are found in §213 of the FLSA.

11. Review what category are you?  Non-Exempt Para Administrative Assistant Custodian Technology (depending on Salary and Degree) Business Manager (depending on Salary and Degree)  Exempt Administrator Director Anyone in the Bargaining Unit Psychologists Staff Development Coordinators Technology (depending on Salary and Degree) Business Manager (depending on Salary and Degree)

12.  https://www.youtube.com/watch?v=RtW BlDC2-ss https://www.youtube.com/watch?v=RtW BlDC2-ss

13. Requests to Be Absent/Absentee Reports/Time Sheets  Request to be absent (RTBA) FIRST  Absence report SECOND  The RTBA needs to match your Absence Report if you have a vacation, personal, professional, or bereavement leave listed on your Absentee/ Time Sheet.

14. BCBS Online  www.mynebraskablue.com www.mynebraskablue.com  Sign Up  Have your Member ID ready (It’s on your card)  Release of Information: https://www.nebraskablue.com/~/media/pdf/ member/hipaa-auth.pdf https://www.nebraskablue.com/~/media/pdf/ member/hipaa-auth.pdf

15. Benefit Changes  Notify the Business Manager if there are changes to your benefits  Most companies only have a 30 day window to make ‘qualifying event’ changes Divorce, marriage, birth, death  When a dependent passes the age of 26 the Business Manager needs to be notified.

16. Family Medical Leave Act  The FMLA entitles eligible employees of covered employers to take unpaid, job- protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

17. What is the benefit of FMLA?  Employer must continue your health insurance during that time  Employer must guarantee your position or one almost identical with equivalent pay to it when you return  Time off can not be held against you (hiring, promotions or discipline)

18. What is covered under FMLA?  Twelve workweeks of leave in a 12-month period for: the birth of a child with-in 1 year Adoption of a child with-in 1 year to care for the employee’s spouse, child, or parent who has a serious health condition a serious health condition that makes the employee unable to perform the essential functions of his or her job any qualifying emergency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty” Twenty-six workweeks of leave during a single 12-month period to care for a covered service-member with a serious injury or illness if the eligible employee is the service-member’s spouse, son, daughter, parent, or next of kin

19. FMLA  Who qualifies by Law? Must work for an eligible employer ○ Employer must have over 50 employees working within a 75 mile radius of each other ○ Government Agencies such as ESU 16 are covered by FMLA regardless of how many employees they have Employee must have worked for the Agency for at least a 12 month period (does not have to be consecutive months) The employee must have worked at least 1250 hours in that 12 month period

20. Staff Handbook  What is new for 2015-2016??

21. AdvancED Goal/Strategies GOAL: Creating a culture of data– driven decision- making to improve the diverse services provided to ESU 16 school districts Area

22. Focus Areas I. Facilitation and Coordination of Services I. Develop Human Capital II. Public awareness of ESUs III. Supervision of Instruction

23. Public awareness of ESUs Facebook Twitter

24. Staff Travel  Hotel reservations  Must be made through the department Administrative Assistant (AA).

25. Ordering Food for Events  All food orders must go to the Department Administrative Assistant (AA). Only the AA will work with the vendors.

26. Who does my Food Orders?  Special Education: Kelsey Snow  Staff Development: Deb Frates  Technology: Deana Holley  Business: Jean Wunschel

27. Lunch on your Own  Non-working lunch  Typically 1 hour  Think about rush hour (11:30??)

28. Staff Access to Buildings  All electronic key cards issued to staff members will be the responsibility of the Special Education Assistant (Kelsey Snow).  Personnel key cards may be replaced for a five dollar cover charge.

29. Duty to report Read, sign and return form File in Personnel File

30. Forms  Please visit our website to download and print ESU 16 forms.  http://www.blogesu16.rg/administration/s taff-handbook-and-forms/ http://www.blogesu16.rg/administration/s taff-handbook-and-forms/