Filtered by tag: human resources Remove Filter

ATLIS Cyber Threat Assessment February 2018

ATLIS views cybersecurity as a critical area of concern for technology leaders in independent schools. In this post, you will find the February 2018 update of the ALIS Cyber Threat Assessment. Are you ready for a deeper dive into professional development designed specifically for independent schools? securing your school from cyber threats? Learn more about our two-day cybersecurity workshop designed specifically for technology leaders and risk management professionals, to be held this summer, July 19-20, at Trinity Valley School in Fort Worth, Texas. -- SD

[10-min read]

Read More
1 Comments

IRS Warning to Schools

IRS Issues Warning to Schools

ATLIS shared this news last month with each of our member schools as a special bulletin.  If you did not receive the bulletin and would like to subscribe as one of your school's primary contacts, please submit this brief form and we'll add you to the list.

We want ATLIS leaders to be aware that schools are being targeted by increasingly persistent criminals who attempt to acquire employee W-2 data and file false returns to steal tax refunds.  Please share this information personally with those who have access to employee W-2 data in your school.

Read More

Over and Up: Think Like the Knight to Advance Your Career

Over and Up: Think Like the Knight to Advance Your Career

Update: Join Gabe February 10 to discuss career strategies for technology leaders. If you missed the webinar, catch the recording here.

Read More
1 Comments

New Overtime Rules

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).

Read More