IRRA Inc..

The first step is to inform Human Resource about your anticipated day of delivery. At least two weeks prior to delivery an employee must fill out the proper FMLA forms to ensure their job. According to FMLA law an employer can maintain an employee’s position for a period of twelve weeks. The employee must present a proper Physicians excuse for the anticipated number of weeks out for leave of absence. At least two weeks before the end of the leave of absence if the employee wishes to return to employment he/she must provide a “Release to Return to Work” from the attending Physician. An employee will use the 48 hours of personal leave if it is available at the time of absence. If no leave is available, he/she may fall back on disability if he/she has obtained this benefit.

All non-exempt employees are covered under the Fair Labor Standard Act (FLSA) and any work that exceeds 40 hours in one week is paid at time and half. However, employees need to have overtime approved by their immediate supervisor prior to having it accrued. A written request must be submitted by the supervisor to the CEO and or Superintendent for final approval outlining the reason for the overtime. Employees working non-approved overtime will be subject to disciplinary action.

IRRA gives employees 1 IRRA day and 5 state days, which total 48 hours. The IRRA day is the first one used for leave (accrued after the first 90 days of employment if new hire), the 5 state days if not used will be rolled over into your service record, but you will not receive compensation the following program year. These 5 days can be carried over on your service record to another public school district. The maximum personal leave days an employee may use per program year is six total.

Days off are based on the number of days in the work calendar. Employees working under the academic calendar that are 224 (August thru July) or 190 (August thru June), the days that you are not scheduled to be at your job are considered non-working days. All other employees are hired on a year round calendar and days off depends on length of service.

An employee that works a 260 work schedule is entitled to one week paid vacation, which is available after one year of service.

IRRA employees with 190 and 224 work days are not entitled to paid holidays. An employee that works a 260 work day schedule is entitled to the following seven paid holidays; New Years, Good Friday and Easter Monday, 4th of July, Labor Day, Thanksgiving Day, and Christmas. If a holiday occurs on a Saturday, the preceding Friday shall be observed, if a holiday occurs on a Sunday, the following Monday should be observed.

IRRA is committed to staff development to meet both the immediate and long-term needs of the organization. Training opportunities will be made available to all employees, within available resources/funding designated to each center, to obtain the knowledge and skills to perform their current jobs more effectively. Participation in external training opportunities will be at the discretion and with the approval of the supervisor. Staff development is a joint responsibility of the employee, his/her supervisor, his/her organizational unit, and the Personnel Office.

The work week will be composed of a forty (40) duty hour work week. The work week will start on Saturday at 12:00 a.m. and end on Friday at 11:59 p.m.

A Full-Time employee qualifies for health insurance on the first day of employment. There is no waiting period.

Hourly employees currently earning minimum wage of $6.55 will receive a wage adjustment to $7.25 (an increase of .70 cents per hour). Other hourly employees will not receive a raise for this program year (2009/2010).