On October 20, 2015

 Eric Hudson hosted "What impact have online and blended learning had on your school?"

Are Screens in Schools a $60 Billion Dollar Hoax?

 Dr. Kardaras is the author of the new book Glow Kids: How Screen Addiction is Hijacking Our Kids—and How to Break the Trance.  Time published an article titled Screens in Schools are a $60 Billion Dollar Hoax.  ISED chat tackled the article in a lively discussion hosted by @dwillard Derrick Willard, Assistant Head for Academic Affairs at Providence Day School in Charlotte, NC

What's in store in the makerspace this year?

#isedchat September 29, 2016

Overtime Rules and the Technology Department

New overtime rules were released by the Department of Labor this month. ATLIS is sending you our take on what the new rules about overtime mean for those who work in independent school technology. We are providing this information for educational purposes only. Remember that your state and local laws may differ from the federal rules, and your human resource officer should contact your school's legal counsel to ensure that your school is in compliance with all applicable laws.

You can see the entire scope of the new rules on the Department of Labor’s website. Of particular interest is special guidance the department has provided non­profits and higher education institutions. When combined with the overall rules, these two documents cover most of the questions that might arise in an independent school.

Who does not get overtime?

• Anyone with a job description that previously met the criteria for exemption from overtime (called the “duties test” see below) is still exempt if that individual's salary exceeds $913/week (or $47,476 per year for a full­ year worker). The employee’s job duties must primarily involve executive, administrative, or professional duties as defined by the duties test. In most schools, this would include a technology director and may include other individuals. It is the work itself, not the job title, that determines exemption.
• All “highly compensated workers” (salary over $134,004) are exempt. Teachers remain exempt, regardless of salary.

Who does get overtime?

• Anyone making less than $913/week (or $47,476 per year for a full­ year worker) even if his/her job description meets the “duties test” for exemption. This salary threshold will automatically increase every 3 years (not every year) to maintain a salary level that is at the 40th percentile of full­ time salaried workers in the lowest­ wage Census region. The next increase is scheduled for January 1, 2020.
• Anyone previously entitled to overtime based on the duties test remains eligible for overtime compensation as the criteria has not changed. Help Desk Managers, System Support Specialists, Database Administrators, Network Administrators, etc. typically fall into this category, regardless of salary unless they earn more than $134,004.

What is less clear:

The requirements for overtime for a technology integrationist (or those holding similar positions) making less than $47,476 per year are not clear cut. While most schools consider this a faculty position, to be considered a teacher, the primary daily activity of this employee must be active instruction of students.
However, the rules for higher education also allow for exempt status for those who meet the criteria for "Academic Administrative Personnel": The administrative personnel that help run higher education institutions and interact with students outside the classroom, such as department heads, academic counselors and advisors, intervention specialists and others with similar responsibilities are subject to a special salary threshold that does not apply to white­collar employees outside of higher education. These employees are not entitled to overtime compensation if they are paid at least as much as the entrance salary for teachers at their institution (Overtime Final Rule and Higher Education).