The Board has established a Classification and Pay Plan, which is reviewed
annually that assigns a position's job responsibilities to a specific classification
and salary. The Classification and Pay Plan reflects employees meeting all job
requirements. The Classification and Pay Plan is subject to funding levels and
the Board maintains authorization for salaries contingent upon this premise.
PAY PERIODS AND PAY DOCUMENTS
Pay documents are processed in the Central Office. NorthStar uses direct deposit as the method for payment of employees.
The pay stub notes both voluntary and mandatory deductions. For additional information on deductions, each employee is encouraged to check with their immediate supervisor.
An advance against your pay is not allowed for any reason.
The earning statement (paystub/time sheet) is a record of your individual payroll transactions. If an error has been made, contact your immediate Office Manager. A delay may cause difficulty in correcting the error in a timely fashion.
STAFF RESPONSIBILITIES OF PERSON SERVED FUNDS
If funds that are managed by NorthStar Services staff are lost as a result of theft, misuse, or poor management by employees, or if an overdraft check charge is incurred as a result of a check written by staff, the employee responsible will be asked to reimburse the individual served.
A. Full-time. Full-time employees are scheduled to work 40 hours per week. Full-time employees are eligible for all benefits according to current approved compensation plan.
B. Part-time. Part-time employees are scheduled to work 30 or less hours per week. Work schedules may fluctuate by week, month, or season. The CEO must give approval in order for part-time employees to be scheduled for more than 30 hours per week beyond two (2) pay periods. Part-time employees may be eligible for eight (8) hours of bonus pay at the time of their salary increase. An employee is required to work at least 48 hours in a calendar quarter to be assured continued employment. See Termination of Employment, page 34.
C. Temporary Employee. A temporary employee is an employee who may be hired, or in the case of a current NorthStar Services staff, assigned a position for which tenure is limited to less than six months. The hiring or assigning of a temporary position is at the discretion of the CEO. If the assignment of a temporary employee is on a full-time basis, the employee is eligible for benefits (See A.).
D. Consultant. A person serving with or without compensation who provides expertise in a particular field. Arrangements for consultants are made on a contractual basis between NorthStar Services and the consultant.
E. Substitute. A substitute employee is an employee who is not scheduled on a regular basis but is subject to all requirements of the other categories of employment. (See 48-hr requirement, page 34). Substitutes are used to fill in for other employees on an “as needed” or emergency basis. To maintain a substitute status, employees are expected to work 1 to 2 holidays a year if requested, attend a staff meeting annually, and accept hours offered at least 1/3 of the time. Failure to do so can lead to termination.
OVERTIME AND HOURS OF WORK (Non-Exempt Employees)
The agency has established a work week of 12:00 a.m. Sunday through 11:59 p.m. Saturday when determining overtime.
NON-EXEMPT: These positions are eligible for overtime compensation at a rate of time and one-half. Job titles, which are classified as non-exempt, include Van driver, Office Manager, Receptionist, Direct Support Staff, Central Office Secretary, Central Office Accountants, Medical Coordinator, and Supervisor Assistant.
Due to the nature of the work in NorthStar Services, staff members need to realize and accept flexibility as part of their working conditions. Employees may be requested to work overtime or accept changes in the normal work schedule.
In other words, willingness to work when and where needed becomes an obligation inherent in employment at NorthStar Services. Willingness to work overtime in accordance with facility policies is a condition of employment.
Overtime as a regular practice is discouraged agency wide, but on occasion it may not be realistic to assume that all work can be completed in a forty (40) hour week. As the need for overtime occurs, it will be administered fairly and equitably and must be approved in advance by the supervisor.
EXEMPT: Even though staff in other positions (exempt from overtime) are not compensated for hours worked over forty (40) in a work week, their responsibilities may require them to work in excess of forty (40) hours per week.