Employee Handbook

Located in Cass County, Texas, Atlanta ISD has four campuses. Atlanta High School serves grades 9 - 12, Atlanta Middle School serves grades 6 - 8, Atlanta Elementary serves grades 3 - 5, and Atlanta Primary serves grades Pre-K - 2. Enrollment is currently around 1900 students.

Mission
Atlanta ISD provides a safe, caring, engaging, and innovative environment that encourages high expectations for achievement in all areas. Students will develop skills, character, and hometown values necessary to become successful citizens.

 

Vision
Atlanta by Choice

 

Goals
Atlanta ISD will provide personalized choices that create opportunities for students to succeed.

Atlanta ISD will cultivate a passionate and highly qualified staff focused on student achievement.

Atlanta ISD will nurture strong family and community partnerships that value trust and transparency.
 

Policies BA, BB series, BD series, and BE series

Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within the limits established by state and federal law and regulations.

The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. AISD Board members are elected by cumulative voting and serve three- or four-year terms. Board members serve without compensation, must be qualified voters, and must reside in the district.

Current board members include:

 
Charlotte Stanley, President 
Randall Thomason, Vice President 
Keri Richardson, Secretary
 Dr. Lanny Giesler 
Tyler Johnson 
Arlistel Maxie
Joel Steger
 

The board usually meets the fourth Tuesday of each month at 6:00 p.m. Special meetings may be called when necessary and regular meeting dates may be changed as needed. A written notice of regular and special meetings will be posted on our website at least three business days before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a one-hour notice.

All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property acquisition, certain personnel matters including employee complaints, security matters, student discipline, or consulting with attorneys regarding pending litigation.
 

Superintendent - Jason Harris

Deputy Superintendent - Sidney Harrist

Assistant Superintendent for Finance – Marilyn Cobb

Assistant Superintendent for Strategic Development - Donna Rice

Assistant Superintendent for Alternative Education – Colby Boyce

Executive Director of Instructional Programs – Nancy Rinehart

Director of Human Resources - Laronda Graf

Director of Communications - Rebecca Potter

Director of Support Services - Matt McClure

Director of Technology - Brandon Prince

Director of Cass County SSA – Debra Campbell

Director of Bands - Keith Sanders

Director of Athletics - Tyler Morton

Director of After School Programs – Shelly Waldon
 

The school calendar is posted on the district’s website. 

From time to time, employees may have questions or concerns. If those questions or concerns cannot be answered by supervisors or at the campus or department level, the employee is encouraged to contact the appropriate department as listed below.

Administration: 903-796-4194
Superintendent: Extension 1012
Deputy Superintendent: Extension 1011
Assistant Superintendent for Finance: Extension 1009

Assistant Superintendent for Alternative Education: Extensions 1003/6010
Executive Director of Instructional Programs: Extension 1029
Director of Human Resources: Extension 1022
Accounts Payable: Extension 1014
Student Attendance: Extension 1018
Technology: Extension 1080
Print Shop: Extension 1015
Food Service: Extension 1010
Transportation & Maintenance: Extension 1019

Transportation - Bus Pen: 903-799-1061

High School: 903-796-4411
Band Hall: 903-799-1032
Counselor: 903-799-1034
Field House: 903-799-1050

Middle School: 903-796-7928
Band Hall: 903-799-1024

Elementary School: 903-796-7164

Primary School: 903-796-8115

Cass County Shared Services Arrangement (Special Education): 903-796-4194
Technology: 903-799-1080
 

Equal Employment Opportunity
Policies DAA, DIA

The Atlanta ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, military status, genetic information, or on any other basis prohibited by law. Additionally, the district does not discriminate against an employee or applicant who acts to oppose such discrimination or participates in the investigation of a complaint related to a discriminatory employment practice. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

In accordance with Title IX, the district does not discriminate on the basis of sex and is prohibited from discriminating on the basis of sex in its educational programs or activities. The prohibition against discrimination extends to employment. Inquiries about the application of Title IX may be referred to the district’s Title IX coordinator, to the Assistant Secretary for Civil Rights of the Department of Education, or both.

Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or military status should contact the Director of Instructional Programs, who is the district’s Title IX coordinator.

Questions or concerns relating to discrimination for any other reason should be directed to the Superintendent.

Job Vacancy Announcements
Policy DC

Announcements of job vacancies by position and location are posted on a regular basis on the district’s website.

Employment after Retirement
Policy DC

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed under certain circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS website.

Contract and Non-Contract Employment
Policies DC Series

State law requires the district to employ all full-time professional employees in positions requiring a certificate from the State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in other positions may be employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary contract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment or employees who move to a position requiring a new class of certification may also be
employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed two years. (Please refer to Policy DCA(Local) for details on the District of Innovation Plan.)

For those with less experience, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.

Term contracts. Full-time professionals employed in positions requiring certification and nurses will be employed by term contracts after they have successfully completed the probationary period. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract. Employment policies can be accessed online or copies will be provided upon request.

Noncertified Professional and Administrative Employees. Employees in professional and administrative positions that do not require SBEC certification (such as non-instructional administrators) may be employed by a two-year term contract. In some cases, a one-year contract or work agreement will be issued, depending on the position (such as professionals that are non-administrators).

Paraprofessional and Auxiliary Employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at-will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.

Certification and Licenses
Policies DBA, DF

Professional employees whose positions require SBEC certification or a professional license are responsible for taking actions to ensure their credentials do not lapse. Employees must submit documentation that they have passed the required certification exam and/or obtained or renewed their credentials to the Director of Human Resources in a timely manner. Employees licensed by the Texas Department of Licensing and Regulations (TDLR) must notify the Director of Human Resources when there is action against, or revocation of, their license.

A certified employee’s contract may be voided without due process and employment terminated if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to renew or extend a temporary certificate, emergency certificate, probationary certificate, or permit. A contract may also be voided if SBEC suspends or revokes certification because of an individual’s failure to comply with criminal history background checks. Contact the Director of Human Resources if you have any questions regarding certification or licensure requirements.

Recertification of Employment Authorization
Policy DC

At the time of hire all employees must complete the Employment Eligibility Verification Form (Form I-9) and present documents to verify identity and employment authorization.

Employees whose immigration status, employment authorization, or employment authorization documents have expired must present new documents that show current employment authorization. Employees should file the necessary application or petition sufficiently in advance to ensure that they maintain continuous employment authorization or valid employment authorization documents.

Contact the Director of Human Resources if you have any questions regarding reverification of employment authorization. Failure to verify employment authorization may result in termination.

Searches and Alcohol and Drug Testing
Policy CQ, DHE

Non-investigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, including district-owned technology resources, lockers, and private vehicles used in district business or parked on district premises or work sites. Disciplinary action, up to and including termination, may result if an employee refuses to submit to testing or is found to violate district policy.

Employees Required to Have a Commercial Driver’s License. Any employee whose duties require a commercial driver’s license (CDL) is subject to alcohol and drug testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty.

All employees required to have a CDL or who are otherwise subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the Director of Student Services.
 
Health Safety Training
Policies DBA, DMA

Certain employees who are involved in physical activities for students must maintain and submit to the district proof of current certification or training in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator (AED), concussion, and extracurricular athletic activity safety. Certification or documentation of training must be issued by the American Red Cross, the American Heart Association, University Interscholastic League, or another organization that provides equivalent training and certification. Employees subject to this requirement must submit their certification or documentation to the Director of Athletics or campus principal by August 1 of each school year.
School nurses and employees with regular contact with students must complete a Texas Education Agency approved, online training regarding seizure disorder awareness, recognition, and related first aid.

Reassignments and Transfers
Policy DK

All personnel are subject to assignment and reassignment by the superintendent or designee when the superintendent or designee determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus except when reassignments are due to enrollment shifts or program changes.

Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local).

An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit his or her request by the end of the previous school year. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the superintendent’s office and must be approved by the receiving supervisor.

Workload and Work Schedules
Policies DEAB, DK, DL

Professional Employee Schedules. Professional employees and academic administrators are exempt from overtime pay and are employed on a 10-,11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.
 
Classroom teachers will have planning periods for instructional preparation, including conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes within the instructional day. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students during lunch one day a week when no other personnel are available.

Paraprofessional and Auxiliary Employee Schedules. Support employees are employed at-will and will be notified of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees must be compensated for overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.

ADA Accommodations
Policies DAA, DBB, DIA

The district will provide reasonable accommodations to employees with a disability if the accommodation would allow the individual to perform the essential functions of their job, unless doing so would create an undue hardship. An employee or their supervisor may initiate a request for accommodation by contacting HR and identifying an adjustment or change at work that is needed because of a disability. An employee may also submit a written request to HR.

Upon receiving the reasonable accommodation request, HR or the ADA coordinator will meet with the employee and conduct an informal, interactive discussion to identify an accommodation that will allow the employee to perform the essential functions of the job effectively. The district may request medical information concerning the employee’s disability and to assist in determining what accommodation(s) may be available and appropriate. The employee will be responsible for obtaining the information from their health care provider. Medical information received will be confidential and kept separate from the employee’s personnel file.

After meeting with the employee and reviewing medical documentation, HR or the ADA coordinator will determine whether the employee is a qualified individual with a disability and develop a reasonable accommodation plan for the employee. Accommodation will be determined on a case-by-case basis. HR or the ADA coordinator will work closely with the employee and supervisor to ensure that reasonable accommodation is provided and effective.

Breaks for Nursing Mothers
Policies DEAB, DG

The district supports the practice of expressing breast milk and makes reasonable accommodations for the needs of these employees. A place, other than a multi-user bathroom, that is shielded from view and free from intrusion from other employees and the public, where the employee can express breast milk will be provided. A reasonable amount of break time will be provided when the employee has a need to express milk. For nonexempt employees, these breaks are unpaid and are not counted as hours worked. Employees should meet with their supervisor to discuss their needs and arrange break times.

The Providing Urgent Maternal Protections of Nursing Mothers Act (PUMP Act) requires an employee to notify the district if they believe the district is out of compliance in providing breaks for a nursing mother. The employee must give the district 10 days to come into compliance before making any claim of liability against the district. An employee with concerns should contact the HR Department.

Pregnant Workers Fairness Act

The Pregnant Workers Fairness Act (PWFA) provides consideration of accommodations to employees who have known limitations related to pregnancy, childbirth, or related medical conditions. An employee seeking a PWFA accommodation should meet with their supervisor to begin the interactive process.

Notification to Parents Regarding Qualifications
Policies DK, DBA

In schools receiving Title I funds, the district is required by the Every Student Succeeds Act (ESSA) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. ESSA also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by a teacher who does not meet applicable state certification or licensure requirements.

Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive instructional days to an uncertified substitute, inappropriately certified teacher, or an uncertified teacher. This notice is not required if parental notice under ESSA is sent. Inappropriately certified or uncertified teachers include individuals on an emergency permit (including individuals waiting to take a certification exam) or individuals who do not hold any certificate or permit. Information relating to teacher certification will be made available to the public upon request. Employees who have questions about their certification status can call the Director of Human Resources.

Outside Employment and Tutoring
Policy DBD

Employees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Employee shall also disclose in writing to their immediate supervisor any private tutoring outside District students for pay. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest.

Administrators. An employee (other than employees primarily responsible for in-class instruction) who has significant administrative duties relating to the operation of a school district, including the operation for a campus, program, or other subdivision of the district may not receive financial benefits for performing personal services for any business entity that conducts or solicits business with the district. With exceptions as noted below, administrators are also prohibited from receiving financial benefits for performing personal services for any education business that provides services regarding the curriculum or administration of any school district or financial benefits for performing personal services for other school districts, open enrollment charter schools, and education service centers.

Exceptions apply to an administrator who is not a superintendent, assistant superintendent, or member of a board of managers if the board approves as required by statute. To be approved, services must be performed on the administrator’s personal time.

 
Performance Evaluation
Policies DN series

Evaluation of an employee’s job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. Certified, contracted employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. Certified employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and have the opportunity to respond to the evaluation.

Upon receiving a report, a nursing review committee may review a nurse’s nursing services, qualifications, and quality of patient care, as well as the merits of a complaint concerning a nurse, and a determination or recommendation regarding a complaint. A nurse may request, orally or in writing, a determination by the committee regarding conduct requested of the nurse believed to violate the nurse’s duty to a patient.

Employee Involvement
Policies BQA, BQB

At both the campus and district levels, Atlanta ISD offers opportunities for input in matters that affect employees and influence the instructional effectiveness of the district. As part of the district’s planning and decision-making process, employees are elected to serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office or from the Executive Director of Instructional Programs.

Staff Development
Policy DMA

Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improvement plan, and approved by a campus-level advisory committee. Staff development for non-instructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.

Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.

Mental Health Training
Policy DMA

All district employees who regularly interact with students are required to complete an evidenced-based mental health training program that is designed to provide instruction regarding the recognition and support of children and youth who experience mental health or substance use issues that may pose a threat to school safety. Employees must provide a certificate of completion to the district that includes the name of the training course, along with supporting documentation confirming that the training meets the requirements of the commissioner rules for mental health training.

Campus staff required to complete the training includes, but is not limited to, teachers, coaches, librarians, instructional coaches, administrators, administrative support personnel, school resource officers, paraprofessionals, substitutes, custodians, cafeteria staff, bus drivers, crossing guards, and district special program liaisons, and supervisors of personnel who regularly interact with students.
 

Salaries, Wages, and Stipends
Policies DEA, DEAA, DEAB

Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law.

Professional employees and academic administrators are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid an hourly wage or salary and receive compensatory time or overtime pay for each hour worked beyond 40 in a workweek. (See Overtime Compensation.)

All employees will receive an electronic notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule.

Employees should contact the Human Resources Department for more information about the district’s pay schedules or their own pay.

Paydays
All employees are paid on a monthly basis. Payday will be the 25th of each month unless it falls on a weekend or holiday. In that event, payday will be the last school day before the 25th. Direct deposit is required for monthly payroll payments. In the event an employee’s banking information changes, it is their responsibility to notify the payroll office by the payroll cut-off date of the new routing and account numbers. Wage and earnings statements are available to employees through Employee Portal. Employees are responsible for regularly reviewing the accuracy of their pay statement.

The schedule of pay dates for the 2026–2027 school year follows:
 

Month	Cut-Off	Pay Period	Pay Date
September	8/29/2026	(7/26 ~ 8/29)	9/25/2026
October	9/26/2026	(8/30 ~ 9/26)	10/23/2026
November	10/31/2026	(9/27 ~ 10/31)	11/20/2026
December	11/28/2026	(11/1 ~ 11/28)	12/18/2026
January	12/26/2026	(11/29 ~ 12/26)	1/25/2027
February	1/30/2027	(12/27 ~ 1/30)	2/25/2027
March	2/27/2027	(1/31 ~ 2/27)	3/25/2027
April	3/27/2027	(2/28 ~ 3/27)	4/23/2027
May	4/24/2027	(3/28 ~ 4/24)	5/25/2027
June	5/29/2027	(4/25 ~5/29)	6/25/2027
July	6/26/2027	(5/30 ~ 6/26)	7/23/2027
August	7/31/2027	(6/27 ~ 7/31)	8/25/2027

Extra Duty Pay

Employees who perform duties outside their regular job assignment must complete an Extra Duty Pay Form to receive the appropriate pay. A beginning time and ending time must be completed and a description of the work performed is also required. All extra duty pay forms must be signed by the employee and supervisor. These forms are required to be submitted as the work is performed on a monthly basis by the payroll deadline and are not to be accumulated over time. Extra duty pay is included on the paycheck that corresponds to the pay period in which the extra duty was performed. Please refer to the payroll schedule for the monthly payroll deadlines.

Nonexempt employees who perform duties outside their regular job assignment must also record actual hours worked on the time clock. These additional duties will be included in any overtime calculations for hours worked above 40 hours in any week.

Payroll Deductions
Policy CFEA

The district is required to make the following automatic payroll deductions:

• Teacher Retirement System of Texas (TRS) or Social Security employee contributions
• Federal income tax
• Medicare tax (applicable only to employees hired after March 31, 1986)
• Child support and spousal maintenance, if applicable
• Delinquent federal education loan payments, if applicable

Other payroll deductions employees may elect to include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; annuities; and higher education savings plans or prepaid tuition programs. Employees also may request payroll deduction for payment of membership dues to professional organizations and other eligible deductions. Salary deductions are automatically made for unauthorized or unpaid leave.

Overpayments. Employees are not entitled to any funds the district overpays. An agreement between an employee and the district must be in place in order to deduct any overpayment from one or more paychecks if an overpayment occurs.

Overtime Compensation
Policies DEAB, DEC

The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only non-exempt employees are eligible for overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor. A nonexempt employee who works overtime without prior approval will be subject to disciplinary action up to and including termination.

Overtime is legally defined as all hours physically worked in excess of 40 hours weekly and is not measured by the day or by the employee’s regular work schedule. Employees must work more than 40 total hours in a week to earn overtime compensation. For purposes of calculating overtime, the District has designated a workweek as beginning at 12:00 a.m. Sunday and ending at 11:59 p.m. Saturday. Authorization to work beyond an employee’s regular work schedule must be obtained in advance by the employee’s supervisor.

Nonexempt employees are not permitted to clock in early or clock out late without supervisory approval of work outside of regular schedule. Overtime is calculated at 1.5 times the employee’s regular rate of pay. Hours worked in excess of the employee’s schedule, but less than 40 hours, are compensated at the employee’s regular rate of pay or compensatory time. Employees with more than one job will earn overtime at a blended rate which is calculated each month depending on the hours performed on each job. Overtime is included on the paycheck that corresponds to the pay period in which overtime was incurred. Please refer to the payroll schedule for the monthly payroll deadlines.

Employees may be compensated for overtime (i.e., hours beyond 40 in a workweek) at time-and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to all nonexempt employees:

• Employees can accumulate up to 60 hours of comp time.
• Comp time must be used in the duty year that it is earned.
• Use of comp time may be at the employee’s request with supervisor approval, as workload permits, or at the supervisor’s direction.
• An employee is required to use comp time before using available paid leave (e.g., sick, personal, vacation).
• Weekly time records will be maintained on all nonexempt employees for the purpose of wage and salary administration.

Time and Attendance
All non-exempt employees must use the time clock system to record their actual hours worked. A time clock is located at each campus/location and the time clock software is available on many district computers. Monthly reports of time worked must be verified by each non-exempt employee and submitted to payroll. Each employee is responsible for verifying the time worked and making necessary corrections. Time reported must be reviewed by the employee’s supervisor who must authorize any changes to the monthly reports.

Travel Expense Reimbursement
Policy DEE

Please refer to the Administrative Procedure: Business & Support Procedures.

Health, Dental, and Life Insurance
Policy CRD

Group health insurance coverage is provided through TRS-Active Care, the statewide public school health insurance program. The district’s contribution to employee insurance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following:

• Employees who are active, contributing TRS members
• Employees who are not contributing TRS members and who are employed for 10 or more regularly scheduled hours per week

The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each year or when they experience a qualifying event (e.g., marriage, divorce, birth). Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are provided to all employees through the benefits portal. Employees should contact the Human Resources Department for more information.

Supplemental Insurance

Atlanta ISD also offers dental, vision, group life, voluntary term life and short- and long-term disability coverage at the employees’ expense. The district also offers Unreimbursed Medical 125 Account and a Dependent Care 125 Account. During the week of open enrollment, all employees are required to review benefits, make changes, ask questions and sign the Salary Redirection Agreement through online enrollment or through the insurance call center.

Section 125 Benefits Plan

Employees may be eligible to participate in the Section 125 Benefits Plan and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and dismemberment, cancer and dread disease, dental, and additional term life insurance). A third-party administrator handles employee claims made on these accounts.

New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject this benefit on an annual basis and during the specified time period.

Workers’ Compensation Insurance
Policy CRE

The district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work-related illness or are injured on the job. The district has workers’ compensation coverage through TASB, effective September 1, 2026.

Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case.

All work-related accidents or injuries should be reported immediately to the employee's supervisor and to the campus nurse who will inform the Director of Human Resources. Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers’ Compensation Benefits for information about use of paid leave for such absences.
 

Unemployment Compensation Insurance
Policy CRF

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact the Human Resources Department.

Teacher Retirement

All personnel employed on a regular basis for at least four and one-half months are members of the Teacher Retirement System of Texas (TRS). Substitutes not receiving TRS service retirement benefits who work at least 90 days a year are eligible to purchase a year of creditable service in TRS. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 31, as well as an estimate of retirement benefits.

Employees who plan to retire under TRS should notify TRS and their supervisor as soon as possible. Information on the application procedures for TRS benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.texas.gov). See Employment after Retirement for information on restrictions of employment of retirees in Texas public schools.