Must all locally-funded employees at a location be voted as either conference employees or local employees?
Yes, for continuity, a local board will vote all employees at the local entity regarding the payroll implementation process (see Sample Board Vote).
Can separate entities at the same geographic location vote differently?
Yes, if they are separate entities with separate governing boards, then each entity would need to make a decision. A school, church, and day care can be considered separate entities if they have separate boards.
Can an entity change their vote at a later time?
Yes, if a local entity decides they cannot continue with conference payroll, they have the legal right to conclude conference employment and hire as a new employer locally.
Full-time and part-time non-exempt (hourly) employees are eligible to accrue administrative/short-term sick leave hours. These hours are available as paid time to the employees for personal absences needed during normal work hours. The accrual rate is 0.0231 hours per hour worked (or 0.88 hours per 38-hour work week). Administrative/short-term sick leave is not tracked for exempt (salaried) employees. (See Policy L3010 for additional detail)
Benefit Eligibility is determined as follows:
Average hours per week Employment Class Benefit Eligibility*
38 or more Full-time Health care, Life Insurance, Long-term Disability,
Employer Retirement Contributions, Vacation/Admin Accrual, Holiday Pay
30 - 37 Part-time 30+ Health care, Employer Retirement Contributions, Holiday Pay
Non-exempt Only - Vacation/Admin Accrual
20 - 29 Part-time 20+ Employer Retirement Contributions, Holiday Pay
Non-exempt Only - Vacation/Admin Accrual
Less than 20 Part-time Excluding Benefits Personal Retirement Contributions
Employment term is occasional
or does not exceed 5 months Temporary/Occasional Personal Retirement Contributions
* Employees under the age of 20 are not eligible to participate in the retirement plan.
Breaks and Meal Periods
On occasion, the conclusion of employment can be a difficult time for both the employee and employer. GCC Human Resources is available to collaborate with the local entity in determining an appropriate protocol to follow.
Vacation - Accrued and unused vacation and short-term sick balances per policy must be paid out when employment concludes.
Retirement - Employees who qualify for employer retirement contributions and who have earned the equivalent of at least half-time service credit in each of the two years immediately preceding retirement will receive a lump sum retirement allowance to be funded by the local entity. Please contact GCC Human Resources for details.
Unemployment Benefits - Employees of religious organizations are not eligible for unemployment compensation and COBRA.
Early Childhood Education Center Employees
Please contact Human Resources for assistance.
Education Employee Medical Coverage
An exempt or non-exempt education employee remains
eligible for health care coverage during summer vacation and other
similar vacation periods, even if (1) employee is not working during these periods; and/or (2) employee does not receive pay during
these periods. However, if employment is terminated during summer or
other vacation periods, eligibility will cease at that time. In other words, if it is expected that an employee will continue employment following the school break, they remain eligible for health care coverage.
An employee performs hours of service for wages. The FLSA defines employee as "any individual employed by an employer" and employ is defined as including "to suffer or permit to work." Please visit the Wage and Hour Division for more information.
Employee works in more than one capacity at the same entity
Benefit eligibility is determined based on the combined work load, inclusive of all positions.
Employee works for more than one GCC entity
eligibility is determined based on the combined work load at both
entities. Benefit costs are to be proportionately shared by the
entities according to the percentage of time worked at each location.
Exempt (Salaried) Employees
Exempt (salaried) employee job duties must meet certain criteria as outlined by the Federal Labor Standards Act (FLSA), must be paid at least $455 per week, and must be paid on a salary basis. Exempt status is not determined by the job title. Please review the Exempt Fact Sheet provided by the Department of Labor for additional detail regarding exempt employees.
Full-time and part-time employees are eligible for holiday pay (included in salary for exempt employees). The following are recognized as official holidays (see Policies L3110 & L3115 for detail):
New Year's Day
Martin Luther King, Jr. Day
Thanksgiving Day (plus Friday)
Several factors must be considered to determine the right of control in the working relationship. This includes behavioral control, financial control, and the type of relationship between the parties. If the church or school can direct or control only the result of the work done ‐‐ and not the means and methods of accomplishing the result ‐‐ then the workers are possibly independent contractors and an employment relationship would not exist. Please select the links below to test the Independent Contractor status.
Liability Insurance Coverage
(Employment Practices Liability) coverage includes all member entities
of a conference (schools, churches, etc.) unless specifically
excluded. Whether or not they participate in the NAD local employment
plan and transition to conference employment will not impact coverage.
New Employee Process
significant part of the employment process starts before an individual
is hired. This includes determining the job requirements, posting the
job, reviewing applications and completing reference checks, interviews
and background screening (before the hiring decision if possible). After
selecting the candidate with a board vote, the job offer must be
clearly outlined to the applicant including pay rate, work schedule and
benefits. After an offer of employment is made, the employee completes
required employment forms, on or before the first day of employment.
Please complete the Cost Analysis Tool to begin this process.
Non-Exempt (Hourly) Employees
Non-exempt (hourly) employees are entitled to minimum wage (currently $7.25 per hour) and
overtime pay for hours worked over 40 in a one-week pay period. Please
visit the Department of Labor Wage and Hour Division for additional detail regarding non-exempt employees.
Payroll Schedule (Exempt and Non-exempt)
Payroll is processed bi-weekly and pay dates are every other Friday for time worked in the preceding pay period. A typical bi-weekly pay period concludes midnight, Saturday night, prior to pay day. If an earlier pay period conclusion date is needed, the entity may set their own, provided the period dates are documented and the employee is informed.
Full-time exempt and non-exempt employees and part-time non-exempt employees are eligible to accrue vacation at two (2), three (3) and four (4) week rates based on years of experience. Vacation is calculated at each payroll with the current balances reflected on the employee’s pay stub. (See Vacation Accrual Policies L3110 & L3115 for additional detail and rates)
Non-Exempt (hourly) Full-time & Part-time Only
0 through 4 years 0.03836 hours per hour worked (1.4575 hours per 38-hour week); Max Accrual 114 hours
5 through 9 years 0.05753 hours per hour worked (2.1863 hours per 38-hour week); Max Accrual 171 hours
After 9 years 0.07671 hours per hour worked (2.9151 hours per 38-hour week); Max Accrual 228 hours
Exempt (salaried) Full-time Only
0 through 4 years 10 days (2 weeks); Max Accrual 15 days
5 through 9 years 15 days (3 weeks); Max Accrual 22.5 days
After 9 years 20 days (4 weeks); Max Accrual 30 days
*Rate based on a five day work week (Monday-Friday)
Non-exempt employees report vacation hours used where indicated when reporting regular hours for payment.
Exempt employees contact Human Resources to report vacation days used at HR@gccsda.com.
A volunteer performs service freely without pressure or coercion and without expectation of compensation. Employees may not volunteer their time to do the same work for which they are employed. Please review Georgia-Cumberland’s volunteer information and confirm volunteer status. More information is available at the FLSA Advisor.
Wage Ranges by Geographical Location