Compensation

Salaries

1. Each regular employee who works at least half time shall be eligible for five annual step increases within the parameters of the established salary range. Starting pay and step increases will be reviewed by the board of directors on an annual basis. Salary shall be pro-rated for part-time employees.  Regular hourly employees shall start at equivalent hourly rate.
2. Step increases shall be granted upon receiving at least a “satisfactory” annual evaluation that does not require a performance improvement period.
   1. If the evaluation results in a performance improvement period, the step increase will not take effect until employee reaches at least a satisfactory rating with no performance improvement period as measured by subsequent review.  If, upon reevaluation, this criteria is met, the step increase shall be granted beginning at that time.  However, the increase will not be effective during the performance improvement period.  Future increases will follow anniversary date.
3. Step increases shall be effective on employee anniversary date, pending successful completion of evaluation as described above.
4. Starting salaries will be the same for all regular employees (who work at least halftime) and specified by the board every fiscal year.
5. The KBOO Finance and Personnel Committees and the Board of Directors shall review KBOO’s salary schedule during the annual budgeting process.  The scale should be modified as practicable, based on the following criteria: Affordability, Sustainability to the organization, Annual inflation, Industry salary standards.  At a minimum, the scale should be increased to reflect inflation when practicable.  The annual salary review may or may not produce an increase; however, KBOO shall strive to be a model employer setting high standards for employee compensation.

Employee Bonus:

Pending availability of funds, the Board of Directors may provide an annual bonus for employees.  This is solely at the discretion of the board.  Bonuses are allocated to employees who are hired for a period of over three months and who are employees of the corporation on the date that the bonus is issued.  Bonuses are pro-rated for employees who are less than full time or who have been employed less than one year.  

Salary Advances

Generally KBOO will not make cash advances on pay to employees for personal reasons.  Exceptions shall be approved on a case-by-case basis in the following circumstances:  (1) In the case of any employee suffering an unforeseen casualty or a personal/family medical emergency.  (2) In a highly unique situation of personal hardship.  

Employees will be asked to present written documentation of their needs. (notes from a doctor, etc.)

Only regular employees with at least six months service shall be eligible for an advance.  The maximum amount of any advance shall not exceed two weeks pay.  The cash advance will be deducted from the employee's next paycheck.  Not more than one advance per employee will be authorized in any 12 month period.  Advances are approved by the Station Manager and the Board President.

Benefits

Insurance:

1. Regular employees who work at least 20 hours per week shall be eligible for full medical, dental, long-term disability and life-insurance coverage.  
   1. Eligibility begins on the first day of the month following employment subject to insurance carrier waiting periods.
   2. Dependent coverage will be paid in full by employee.
   3. Employees may decline coverage, if such participation is not a requirement of group coverage, by signing a waiver stating that employee is covered under other policy.  Our insurance contracts currently allow employees to decline coverage for medical and dental but not life and LT disability.  
   4. Employees are not paid for declined medical coverage.  Due to our staff size, a low participation rate will disqualify KBOO from our group plan and cost the station more money.  Furthermore, KBOO does not wish to encourage employees to forgo medical coverage or accept substandard medical coverage.  
   5. Employees who decline coverage may be required to wait up to one year until the next open enrollment period and/or submit proof of loss of coverage.
2. Part-time employees working less than 20 hours per week will not receive insurance benefits.
3. Continuing Coverage Of Medical Benefits
   1. Upon termination, an employee who has been covered under KBOO's medical plan may elect to continue medical benefits at his/her own expense, although s/he may not add coverage to any individual who was not previously covered. The individual has 30 days from termination date to agree to State Continuation.  The individual has the right to continue State Continuation coverage for 6 months.  Payments are payable to KBOO and are due by the 10th of each month or the following Monday if the 10th falls on a weekend.  If payments are not received by the 15th, or the following Monday if the 15th falls on a weekend, KBOO shall discontinue State Continuation coverage.
   2. This policy may be superceded by state law and insurance company requirements regarding continuation coverage.  “Continuing Coverage of Medical Benefits” is informational and does not constitute a contract guaranteeing such coverage.

Retirement

1. KBOO shall strive to make an annual contribution to a retirement account of eligible employees.  Contribution shall be 0% to 10% of salary for eligible employees.  In January of each year, the KBOO Board of Directors, with input from staff and Finance Committee, shall determine what level of funds are available to make an employer (non-elective) contribution for the previous calendar year.
   1. Eligibility: Eligibility begins after one year of employment as a regular employee working at least 1,000 hours per year (a half-time employee works 1,040 hours per year).
   2. Contribution: Contribution shall be 0% to 10% of compensation. Compensation is defined as W2 compensation plus elective deferrals such as 401(k)).  Contribution shall be made annually.
   3. Timeline:  This policy shall apply to the 2010 calendar year.  The board shall make the first determination of funding availability in January 2011 for the 2010 calendar year.
   4. Employee contributions: Individual employees may elect to have contributions deducted from paychecks in compliance with retirement plan rules.

Paid Leave:

(Vacation, Personal Days, Sick leave, Holidays, Sabbatical, Family Death, Parental Leave and Jury Duty)

1. Vacation:
   1. Regular employees earn vacation at the rate of:

2. Accumulation rates and maximum amounts are prorated for part time employees.
3. An employee may accumulate up to but no more than one year's accumulation of vacation plus an additional two weeks carried over from the previous year.  
4. The Station Manager's approval must be obtained to take time off work as vacation.  Two weeks advance notice is requested of employees.
5. On the first day of each month of employment, 1/12 of the annual vacation leave is accrued available for immediate use.

2. Personal Days:
   1. Regular full-time employees earn one day (8 hours) of “personal day” time to be awarded on the first day of employment and annually thereafter with no maximum accrual.
   2. Part-time regular employee's personal days are pro-rated accordingly.

3. Sick Leave: Sick leave may be used for medical and dental appointments as well as illness, and to provide care for a member of the employee's immediate family who is ill.  
   1. Regular employees accrue sick leave is accrued at the rate of:

2. Accumulation rates and maximum amounts are prorated for part-time employees.
3. Employees must notify the Supervisor of days they cannot work due to illness.  If physically possible, employee should update outgoing voice-mail message and have receptionist update sign-out board.
4. If an employee wishes to take more than three days of sick leave at one time, or five days in one month, the Station Manager may require a verification of illness from the employee's doctor.  
5. On the first day of each month of employment, 1/12 of the annual sick leave is accrued available for immediate use.

4. Holidays: KBOO recognizes eleven paid holidays per year: New Year's Day, Martin Luther King Day, President's Day, Cesar Chavez Day, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving, the day after Thanksgiving, and Christmas.  Consideration will be given to employees wishing to observe other cultural or religious holidays in lieu of those identified by this policy.  Arrangements should be made with the station manager.  Recognized holidays which fall on a weekend will be observed on the following Monday.

5. Family Death Leave: In the event of a death in their immediate family, employees shall be given up to five days of paid leave to be administered by the Station Manager.  

6. Jury Duty:  In the event a regular staff employee is required to attend jury duty, KBOO shall pay the employee his/her regular salary for the duration of that duty.  Employee shall work with supervisor to minimize any negative effect to KBOO, including rescheduling work hours to a mutually agreeable time.  Any fees received for participation must be given to KBOO Radio.

7. Parental Leave: All KBOO employees who have been employed for at least one year are eligible for six weeks of paid parental leave for the birth or adoption of a child.  Additional unpaid parental leave must be approved or disapproved by the Station Manager.  In the case of a request by the Station Manager, the KBOO Board of Directors shall approve or disapprove the request.

8. Sabbatical: After every five years of employment, employees may take up to three months of unpaid sabbatical leave.  Accrued time other than sick time may be applied toward such leave.    KBOO shall make whatever staffing arrangements are necessary, including the hiring of temporary employees, while employees are on sabbatical leave.  Whenever possible, employees should begin planning during the prior fiscal year so that budgetary requirements for any replacement staff may be considered.  The scheduling of sabbatical leave must be approved by the Station Manager.

9. Inclement Weather:  Staff are expected to report to work unless an Inclement Weather Day has been approved by the Station Manager.  Employees should ensure, however, that broadcast operations continue.

10. Per Diem and Travel:  Employees and Board Members who travel on behalf of KBOO will be reimbursed for travel expenses, including airfare, train fare or gas mileage, to be paid at the least expensive fares.  A minimum per diem allowance of $30 per day will be paid to cover meals, etc.  Lodging will be provided in moderately-priced hotels.  All expenses must be pre-approved by the Station Manager or Board President and included in the Annual Budget.

11. Unused Leave Time Payment:
    1. Unused vacation will be paid after termination of employment, up to the allowable amount.  Employee must notify Station Manager and Finance department of number of unused hours.  Vacation time may be paid on the first pay period following termination if the employee notifies the finance department at least three business days before payroll.  Otherwise, vacation time may be paid as late as the second pay period following termination.
    2. Unused sick leave and personal days or other leave is not paid upon termination.
    3. Furthermore leave time may not be used after effective termination date as determined by Station Manager.

Compensatory Time:

1. KBOO does not pay overtime wages to employees who are exempt from state and federal minimum wage laws.  However, regular exempt employees may wish to track hours worked under or in excess of a normal workday.  
2. Such hours may be accumulated up to but no more than 80 hours at any one time for full-time employees, and on a prorated basis for part-time employees.  
3. Plans for taking more than one day off using this time must be approved by the supervisor.  
4. Accumulations are intended to offer flexibility to the employee and are not paid for during or upon termination of employment.

Temporary and Interim Employees

1. Temporary hourly employees, hired for a period four months or less, will not receive insurance benefits, compensatory, sick leave, personal days, family death leave, parental leave, vacation time or holidays.  If a temporary employee is hired into a regular position, then the initial hire date as a regular employee shall be used as the anniversary date for determining wages and benefits.  For example, if an employee is hired to work on a temporary basis January 1-31, 2008 and then is hired as a regular employee on February 1, 2008, February 1st shall be the anniversary date.
2. Interim employees who are hired with an unknown end date or for a period of more than four months shall be treated as regular employees of the corporation for the purposes of employee benefits.  If an interim employee is hired as a regular employee into the same position, with no gap in employment, then the initial hire date of the interim employee shall be used as the anniversary date for determining wages and benefits.  For example, if an employee is hired to work on an interim basis January 1, 2008 and then is hired as a regular employee several months later, January 1st shall be the anniversary date.

Terms and Conditions

Additional terms and conditions are listed in the KBOO Employee Manual.  This policy shall be applied consistently to all employees but does not constitute a binding contract.  All policies may be waived, changed or amended by the KBOO Board of Directors or Executive Committee of the Board of Directors at any time.

Future Policy Considerations

1. The board may also consider, at a future time, options for providing a pro-rated benefits package for employees who work less than 20 hours per week.
2. In the event that allowing more employees to opt out of medical coverage will result in a cost savings for KBOO, the board shall consider a partial payment to employees who provide proof of coverage with other plans.

Superceding Policies

4:  Vacation
8:  Benefit Reimbursement
10: Compensatory Time
11: Parental Leave
12: Sick Leave
14: Paid Holidays
20: LT Disability and Life
26: Salary Policy
40: Benefits for temporary employees
42: Sabbatical leave
43: Family Death Leave
55: Staff Compensation
56: Benefits for part-time employees
58: Retirement
59: Jury Duty

Revised by Board of Directors March 23, 2009:

To combine pay and benefit policies into one policy and clarify and update policy to existing practice.

Revised by Board of Directors September 21, 2009:

From Finance Committee:

Committee recommends amendment to Policy 26 Benefits to allow the board to decide in January of each year what percent of salary, if any, KBOO will contribute to the 401(k) program.  The contribution for calendar year 2009 is already defined.  Therefore this would take effect for calendar year 2010 and board would make first decision on contribution level in January 2011.

We will also correct the qualifying level of 1,000 hours per year rather than "full-time."