• Deferred Option Plan
• Summer Share Account

Deferred Option Plan

• This is a 10 month account which earns interest at a rate of .15%. Interest is compounded and added to the account monthly.  (Interest rates are subject to change.)
• The funds are restricted until the plan reaches the date of maturity.
• There will be no early withdrawal penalties if the funds are withdrawn prior to the date of maturity.
• The date of maturity is the same for all employees and is determined by OCPS. This date changes every year. The date of maturity for the 21-22 school year is July 1, 2022.
• There will be 20 payroll deductions throughout the school year (same schedule as insurance deductions).
• Funds will not be deducted during summer months.
• The account remains open from one year to another, unless the employee terminates deductions through OCPS. The Deferred Option Plan will be deactivated during the summer and reactivated at the return of the new school year.

Summer Share Account

• This account earns interest at a rate of .15% (subject to change based on the Federal rate). Interest is compounded daily from the date of deposit and is added to the account on the last day of each month, and the account remains active all year for 12 month employees.
• This account earns interest at a rate of .15% (subject to change based on the Federal rate). The interest is compounded daily from the date of deposit and is added to the account on the last day of each month, and the account remains active only during the school year for 10 month employees.
• The funds are available at any time.
• There is no penalty for withdrawing monies.

When the Deferred Option Plan reaches its date of maturity, the funds are available and automatically rolled into your Addition Financial savings account. The account and dollar amount will remain active from one school year to another unless the employee closes the account or submits the appropriate paperwork to stop this deduction.

The employee must contact Addition Financial to withdraw funds. Branch locations are located on Addition Financial's website.

Yes, the funds may be increased or decreased at anytime during the year.

Yes, funds can be withdrawn prior to the date of maturity. There will be no early withdrawal penalties. A minimum balance of $5.00 is required for the account to remain active.

Yes. Employees must contact Addition Financial for additional information.

Yes    

These accounts must be set-up through OCPS or Addition Financial based on the information below:

• If you are currently a member of Addition Financial, do the following:
  • An Addition Financial payroll deduction authorization form must be completed with the appropriate bi-weekly dollar amount to be deducted and deposited into the desired account. This form can be located in the OCPS Payroll Office, at the nearest Addition Financial branch, or at the Payroll website.
• If you are not a member of Addition Financial, do the following:
  • Complete an application for membership located at the nearest branch, and open a savings account with a minimum deposit of $5.00. You can open the Deferred Option Plan or summer savings and complete the payroll deduction form while at the branch.
  • A Driver’s license and Social Security Card are required for identification.
  • An Addition Financial payroll deduction authorization form must be completed with the appropriate bi-weekly dollar amount to be deducted and deposited into the desired account. This form can be located in the OCPS Payroll Office, at the nearest Addition Financial branch, or at the Payroll website.

OCPS

• Limited access to funds
• Access only during office hours
• No Interest
• Percentage Only (11%, 12%, 13%, 14%)
• $46.00 Minimum Payroll Deduction (11%)
• Must withdraw all funds and cannot contribute to the Deferred Plan until next school year.

Addition Financial

• Unlimited access to funds
• Call Center and Internet Access including weekends
• .50% on Deferred Option Plan and .25% on Share Savings (subject to change based on the Federal rate)
• Dollar amount
• $20.00 Minimum Payroll Deduction
• May withdraw a Portion of the Funds and may continue to contribute for the remaining school year.

If you currently have a payroll deduction with Addition Financial, the total amount on the front of the card must include the deferred deduction and any active Addition Financial deductions previously authorized. This authorization will override any previous payroll deductions you have authorized with Addition Financial.

Example:

The Sum of $75.00

$50.00 Loan Payment

$25.00 Deferred Option Plan

Each teacher has a choice to elect deferred or nondeferred payments during the year. Teachers who elect deferred pay can choose to have the percentage amount they want deferred from the gross contract salary/197-day pay. These options are 11%, 12%, 13% or 14%, which are calculated from the gross wages each pay period and deducted from the net paycheck. This means that at the end of the fiscal year, the employee will receive one payment, for the deferred deduction, with no taxes deducted and no payroll deductions.

Employees may change their status one time each fiscal year. This change may be to enroll, drop or change the plan option.

Teachers who select the deferred pay plan must complete the Teacher Choice of Salary Payment form (deferred/nondeferred form) available by accessing myOCPS > Employee Self-Service > Payment > Deferred Payment. If they wish their first check to be deferred, the process must be completed no later than the close of business on the last day of pre-planning, at 4:30 p.m. If the process is completed after the deadline, they will be processed for the following check.

When an employee begins work they will automatically be put on the non-deferred plan. It is the employee's responsibility to request a change to the deferred plan.

A request for the payout of the deferred money must be due to a financial hardship. The request should be sent or emailed to the Director of Payroll. This will be considered the one time change. The employee will then be reclassified to a non-deferred pay status. The deferred payout will be an actual check and may be mailed or picked up by the employee.

No, as long as there was no break in service (i.e. you termed and have now been rehired). Employees should contact the payroll office during normal working hours to verify their status.

An Addition Financial deduct can only be made to the Addition Financial. This is a specific amount determined by the employee which is deducted from every paycheck and sent to their Addition Financial account. 

Direct Deposit can be activated for any bank providing the institution is an ACH participant. This requires the entire net check to be sent to either a checking or savings account. It is possible to have both an Addition Financial deduct with Addition Financial and direct deposit with another bank.

• No waiting for a check on payday! The money will already be in your account.
• If you miss work on a payday, your money is in the bank automatically.
• You won’t have to worry about losing a paycheck or having it stolen before you can get to the bank.
• Your money will start earning interest as soon as it’s deposited into your account.
• You can have portions of your pay sent to several separate accounts with the Addition Financial Credit Union which saves time.
• To sign up for direct deposit, access myOCPS, then Employee Self-Service, Personal Information, and Personal Profile.  

An ACH reversal will be initiated for an overpayment of an active employee who currently receives direct deposit if the employee is terminating and the overpayment will not be recoverable in future checks.

Also, if the full amount of the check is an overpayment and none of the monies are due the employee, a reversal will be initiated.

If monies are due an employee, they will be notified that they will receive a corrected off-cycle check. The off-cycle check will be issued after bank confirmation is received by Orange County School Board that the reversal has been completed.

When possible, the employee/worksite will be notified before the ACH reversal is initiated. Employees may request a hardship creditor letter detailing the circumstances of not receiving a check timely.

Yes. Direct Deposit is mandatory for all employees of Orange County Public Schools. If direct deposit is not completed online, the employee will receive their first scheduled paycheck as a paper check that will be mailed to the address in the system.  Any future checks will be held until the direct deposit online process is completed.

You must have a personal check, a letter from your bank with your account details, or know where to locate this information in your banking portal to complete this process.  DO NOT use a deposit slip for this process.  The account and routing number are required.  Entering the correct bank account and routing number is the employee's responsibility.   If you do not set up your direct deposit online, you will receive your first scheduled paycheck as a paper check that will be mailed to the address in the system.  Any future checks will be held until the direct deposit online process is completed.  

No. If you have an established account at any US territory bank, you do not have to sign up with Wells Fargo.

Yes. Direct Deposit is mandatory for all employees of Orange County Public Schools.

A classroom teacher may be required to substitute for another classroom teacher, in the case of an emergency, if classified staff, non-classroom teachers, and Kelly Services or some other third-party contractor are unable to fulfill a school administration’s request for a substitute.

Classified staff and non-classroom teachers should be used to cover classes prior to resorting to splitting classes.  Instructional coaches, deans and resource teachers may be utilized to substitute for other teachers.  A school’s administrative staff shall not be required to be utilized as a substitute teacher.

Only, in the case of an emergency; and If, after utilizing all available classified staff and non-classroom teachers, there is still a need to split classes because Kelly Services or some other third-party contractor is unable to fulfill a school administration’s request for a substitute, a school will be entitled to split classes.

The definition of emergency is a sudden unexpected happening; an unforeseen occurrence or condition; perplexing contingency or complication of circumstances; a sudden or unexpected occasion for action; exigency; pressing necessity.  Emergency is an unforeseen combination of circumstances that calls for immediate action without time for full deliberation.  Examples include, but are not limited to, a sudden unexpected and severe medical event at school, or when a teacher has a family crisis during the school day requiring his/her immediate attention.  It is not an emergency when OCSB releases teachers to attend professional development either off-site or on-site.

No.

It is not an emergency when a teacher arrives late due to reasons such as illness, car problems, or traffic and miss less than a quarter day of work; teachers needing one or two period of class coverage to attend meetings on campus and other events, such as picture days, awards ceremonies and giving guest lectures in colleagues’ classes; teachers leaving early due to a doctor’s appointment or Kelly Services substitutes arriving after the start of a work day.

School administrators are precluded from cancelling substitutes.  A school is able to change a substitute’s assignment for the purpose of school safety and to oversee the most amount of students with the substitutes available at the school at the time of the need.

No.

Any bargaining unit member required to split classes or substitute for another teacher will receive a proportionate share of compensation that a substitute teacher is paid to cover absences in that particular school.

Submissions are being accepted at this time, for an emergency substitution that occurred on or after the date of the agreement, Monday, May 6, 2019.

No.  The effective date for this process is Monday, May 6, 2019.  Do not submit a payment prior to that date.

The form can be found on the website for the Office of Management and Budget or on the Payroll Services website under Payroll Preparers à Forms. The form is titled Emergency Substitute Account Pay Template. 

Any bargaining unit member must share the payment for splitting classrooms.  The amount that is paid, is based on each schools’ daily substitute allocation.  The current daily allocation is $155.00 for high needs schools, $170.00 for extended hours schools, and $130.00 for all other schools.  So, if a substitute teacher is compensated at $130.00 a day at a particular school, and students are split among three teachers for the full day, each teacher receiving students will be compensated $43.33 for taking those additional students.  If a substitute is compensated $170.00 at a particular school and students are split among three teachers, each teacher receiving students will receive $56.67 dollars.

Both teachers will share the payment for the ½ day allocation only.  So, if the school is a low performing school, the 1/2 day allocation is $57.50.  That amount will be split between two teachers ($57.50/2 = $28.75 each.)

The form must be submitted to the Office of Management and Budget for funding assignment, and they will submit the form to Payroll Services for processing. This form is titled Emergency Substitute Account Pay Template.

The form has been programmed to complete the calculation for you. Once you select your school, the form will calculate your substitution allocation, and also split the payment between all of those classroom teachers that will be sharing the payment for that day.  You must include all teachers that will be sharing the payment on the same form.

No, each day must be submitted separately.

Yes. If the payment is for May 6, 2019, the teacher that is absent must have a corresponding absence entry in SAP on the same day, or the form will be returned, and not processed for payment

The payment will be listed separately on the paystub as Classroom Split, unless the date of the activity is for a previous check, then the payment will appear as a Difference in Previous Period (or retro adjustment). 

Payroll will process all payments as soon as possible.  The normal deadline for Account Pay, Bonus, and Supplement submissions is a week before the normal payroll cut-off date.  Access the Master Payroll Calendar on Payroll Services website to view the check dates and cut-off dates for previous, current and future payrolls. 

No. There are 10 available lines on the form.

No, if the teacher of record does not have a class assigned to him/her, there would be no need to split his/her class.

No.

Payment for time worked will be generated upon being set up in SAP by Employment Services. Employees will receive payment for days worked in the attendance period based on the payroll calendar.

All OCPS employees are paid bi-weekly each Wednesday by direct deposit. When an employee participates in the direct deposit program, their wages will be paid directly to their checking or savings account. Employees will receive a pay stub which will provide a detailed description of all monies received. All employees must give OCPS written permission to activate direct deposit by completing a Direct Deposit Authorization Form.

Income verification's are completed by the Payroll Department. Please fax a signed request to 407.317.3224. Employees must include how they wish to have the completed form distributed (pick up, mailed or faxed).

For a listing of any programs or benefits relating to Addition Financial, please contact them at 407.896.9411 or on line at Addition Financial.

Due to the U.S. Treasury Department termination of paper savings bonds through payroll deduction effective January 1, 2011, National Bond and Trust is CLOSED.

As an Authorized Issuing Agent we issued paper savings bonds through November 2010. Any payroll deductions received by December 7, 2010 were used to issue final savings bonds.

Payroll deductions received after December 7th, were returned to the employer.

If you are a former participant and require assistance please go online to Treasury Direct for any information, forms or assistance you may need with your existing paper U.S. Savings Bonds or to enroll in the paperless savings bond program with Treasury Direct. For telephone assistance from the Treasury regarding TreasuryDirect please call the Treasury Retail Securities site that services your region.

If there is a residual balance in the employee’s account after issuing final bonds, the account balance was sent back to the Employer on or before 12/31/10. The employer is responsible for disbursement to employees. If you have a question regarding your refund or final payroll deductions, please contact your payroll department.

The Payroll Department does not assign the employee's hourly rates or salary amounts. Inquiries relating to the hourly rate an employee will receive should be directed to the Compensation Department at 407.317.3387.

Employees in an unpaid status before and after the holiday are not eligible to receive compensation for the holiday.

An employer is not required to deduct and withhold income tax upon payment of wages to an employee if the employee has filed a valid certificate of exemption from withholding. An employee may claim exemption from income tax withholding if he or she (1) had no income tax liability last year and (2) expects to have no tax liability this year. Code section 3402(n). See the Form W-4 instructions for more information.

An employee must submit a Form W-4 to the employer each year by February 15th to claim exemption from withholding. If the employee does not provide a new Form W-4, the employer must withhold tax as if the employee were single with zero withholding allowances.

No. Every employee must furnish to the employer a signed withholding exemption certificate (Form W-4) on or before the date of employment. The Form W-4 must indicate the employee's marital status.  If an employee fails to provide a Form W-4, the employer must withhold as if the individual were single filing separately in Step 1(c).  Publication 15-T - Department of Treasury Internal Revenue Service, page 2. 

The employee and/or worksite will be notified regarding the overpayment.

Employees that are under paid are subject to the following guidelines:

• An off-cycle check (manual) check will be processed for an employee if the time is equivalent to at least three working days. There will be no exceptions.
• Off-cycle (manual) checks will be processed on Monday and Friday of each week.
• Off-cycle (manual) checks will not be generated for overtime, supplements and multiple positions.

The following steps must be completed before Payroll can process an off-cycle (manual) check for an employee.

1. The work site must complete an entry in SAP for time that has not been processed.
2. An off-cycle request must be initiated by the appropriate work site on letterhead or e-mail from the work site’s Administrator or payroll preparer stating how the check is to be received.

All of these steps must be followed to be in compliance with proper auditing procedures.

Payroll Services has adopted the Florida Statute of Limitations 95.11.

Salary Overpayment Recovery Process Guidelines

(a) District union contracts provide guidelines to address salary credit correction. In the event the contract is silent, the following guidelines apply:

(i) Pursuant to Florida Statute 95.11 (3) (d), the District has four years (the current year and three previous) from the date the error was identified to recover overpayments made by the District to an employee. 

Salary Underpayment Process Guidelines

(a) District union contracts provide guidelines to address salary credit correction. In the event the contract is silent, the following guidelines apply:

(i) Pursuant to Florida Statute 95.11 (4) (c), an employee has two years (the current year and one previous) to recover wages he/she claims is owed to him/her, but have not been paid by the District.

All payroll documents (Account Pays, Supplements and Bonuses) submitted to the district office require funding approval before being processed. Those documents must be submitted to the Office of Management and Budget or the Finance Department for cost center approval before being sent to Payroll Services for processing. 

All payroll documents must be received in Payroll Services, one week before the cut-off date for the check being processed. The payroll cut-off date for most checks, occur one week before the actual check date. These dates might fluctuate if there are early payroll cut-off dates due to Spring Break, Winter Break, Thanksgiving Break, or Fiscal Year End.

It is important to remember that these documents must be submitted to Payroll Services prior to the payroll cut-off and include the proper authorizations to ensure timely processing. 

The compensation package varies every year based on the funds available and the decisions of both Collaborative Bargaining units (OESPA and CTA). However, you must be in an active status on the date the compensation package was loaded to be eligible.

Each year employees are allowed to use six days of accrued sick leave for personal matters that cannot be scheduled outside of the regular duty day. Personal leave is charged to accrued sick leave and does not accumulate from one year to the next. If an employee has six personal days and ten sick days, the total number of paid days that can be used by an employee is ten. Employees are not required to give the reason for taking personal leave. For further explanation, please refer to the Leave of Absence section in the employee contract. Employees without accrued sick leave will not be compensated for using a personal day. Employees who take time off after all leave is exhausted will not be compensated for full or partial days.

Sick leave is transferable in to Orange County Public Schools as long as the previous employer contributed to the Florida State Retirement System. A letter on the previous employer's letterhead should be mailed to the OCPS Payroll office. The name and social security number of the employee, the number of hours available for transfer and the date employment terminated must be included.

When an employee terminates employment with Orange County Public Schools, they can transfer accumulated sick leave to any agency that contributes to the Florida State Retirement System. However, some counties/agencies only accept sick leave for administrators and instructional employees. If an employee chooses not to transfer accrued sick leave to another agency, it will remain in OCPS’ records for use if they are subsequently rehired.

Bereavement Leave _ Payroll Procedures

Accrual: Each employee shall be credited with four days of sick leave with pay on the first day of employment of each fiscal year, as provided by law. An employee shall earn one day of sick leave with pay at the end of each month of employment, credited at the end of the month, shall not be used prior to the time it is earned and credited to the employee; provided that the employee shall earn no more than one day of sick leave times the number of months of employment during the fiscal year. To be eligible for a monthly update, an employee must receive pay for 10 days in the given month, of which paid holidays are not included, and be in an active status on the last work day in the given month.

Additional sick leave hours may be earned for hours worked during summer school.

Usage: Please refer to the Classroom Teachers Association (CTA) contract for specific rules and regulations governing the use of sick leave. Leaves of absence shall be reported in increments of full or half days. There shall be no limit to the number of sick leave days which an employee may accrue.

Accrual: Each employee shall be entitled to four days of sick leave to be credited at the end of the first month of each employment year, and thereafter shall be credited with one additional day of sick leave at the end of each month of employment. However, no employee may earn, during a fiscal year, more than a total of one day of sick leave for each month of employment. Sick leave shall be cumulative from year to year. To be eligible for a monthly update, an employee must receive pay for 10 days in the given month, of which paid holidays are not included, and be in an active status on the last work day in the given month.

Usage: There shall be no limit to the number of sick leave days which an employee may accrue.

Effective July 1, 2004, Senate Bill 300: Administrative Sick Leave accrued prior to June 30, 2001, (frequently referred to as the “frozen balance”) remains eligible for payout at retirement at the hourly rate of pay in effect at retirement. Sick Leave accrued between July 1, 2001, and June 30, 2004, will be added to the above balance and is eligible for payout at retirement at the hourly rate in effect at retirement. Any Sick Leave accrued beginning July 1, 2004, will be eligible for payout at retirement at the hourly rate of pay in effect during the fiscal year in which the leave was earned.

Accrual: Each employee shall be entitled to four days of sick leave to be credited at the end of the first month of each employment year, and thereafter shall be credited with one additional day of sick leave at the end of each month of employment. However, no employee may earn, during a fiscal year, more than a total of one day of sick leave for each month of employment. Sick leave shall be cumulative from year to year. To be eligible for a monthly update, an employee must receive pay for 10 days in the given month, of which paid holidays are not included, and be in an active status on the last work day in the given month.

Additional sick leave hours may be earned by 10-month classified employees for hours worked during summer school.

Usage: Please refer to the Educational Support (OESPA) contract for specific rules and regulations governing the use of sick leave. Leave shall be reported in quarterly increments. There shall be no limit to the number of sick leave days which an employee may accrue.

A percentage of unused sick leave is paid out upon retirement of an employee. The percentage to be paid varies from person to person and is dependent upon the number of years an employee has worked for OCPS and the number of days remaining in the employee’s sick leave balance. Employees who are eligible for accumulated sick leave pay from OCPS should contact the Office of Retirement Services at 407.317.3227.

If an employee leaves OCPS for a reason other than retirement, one of 2 things can be done with the remaining unused sick leave balance:

1. The unused balance remains on OCPS records in the event the employee returns to work with the District.
2. The unused sick leave balance can be transferred to another district within the State of Florida. See the next section for more information regarding sick leave transfers.

In: Unused accumulated sick leave acquired in another agency which participates in the Florida Retirement System shall be accepted in the Orange County school system according to the terms of this paragraph as follows: For each day of sick leave by said transferring employee in this school district, said employee shall be entitled to another day of credit from the verified accumulated sick leave in another approved agency.

Out: Unused accumulated sick leave acquired by an employee who has terminated their employment with OCPS may request to have this time transferred to another agency which participates in the Florida Retirement System. A letter of request with the employee’s name, social security number and the name and address of the county to which the unused hours are to be transferred to must be mailed to the Payroll Department for processing.

Policy:

a.  Any district employee may authorize his or her spouse, child, parent, or sibling who is also a district employee to use sick leave that has accrued to the authorizing employee.

b.  Any district employee may authorize any district employee to use sick leave that has accrued to the authorizing employee as follows:

      i.  The recipient must provide documentation, by the treating physician, of the illness, accident, or injury for which leave is otherwise authorized.

      ii.  The recipient must have at least a ten-day balance of accrued sick days in order to receive donated sick leave.

      iii.  Any unused transferred sick leave shall be returned to the authorizing employee whose donated sick leave has not yet been used.

       iv.  The employee who authorizes the donation must retain at least a ten-day balance in his or her own sick leave account.

c.  The recipient of donated sick leave may not use the donated sick leave until all of his or her sick leave has been depleted, excluding sick leave from the Sick Leave  Bank.

d.  Donated sick leave shall have no terminal value.

The following forms must be completed prior to the use of any donated sick leave.

Family Member:

1. Donated Sick Leave Request (Family Member)
2. Request for Leave of Absence if over 10 days
3. Certificate of Absence if over 10 days (Transportation only)

Non-Family Member:

1. Donated Sick Leave Request Form (Non-Family Member)
2. Donated Sick Leave _ Donor Form (Non-Family Member)
3. Request for Leave of Absence if over 10 days
4. Certificate of Absence if over 10 days (Transportation only)               

FAQ's for Donated Sick Leave (Non-Family Member)

All 12-month classified employees are entitled to have 1 paid day off for their birthday. The birthday is treated as a floating holiday and must be taken on or after the employee's birthday or on a date mutually agreed upon by the employee and his/her supervisor. An employee may not use their Birthday Leave prior to earning it, which occurs on their actual birthday. This leave must be taken no later than the end of the fiscal year which is June 30.

The Sick Leave Bank is designed to ease the financial impact of serious illness, accident or injury. To enroll in the Sick Leave Bank, you must be employed with OCPS for one year and have six days in your sick leave balance. For more information regarding Sick Leave Bank contact the Office of Retirement Services at 407.317.3227.

Each year employees may be granted up to six days of their accrued sick leave as personal leave to be used for matters which cannot be scheduled outside of their regular duty day. Personal leave shall be charged to accrued sick leave and shall not be accumulated from one year to the next. Employees without accrued sick leave shall not be entitled to such leave.

Short Term: An employee who is a member of the National Guard, or who is a commissioned reserve officer or reserve enlisted personnel in the United States military service, receives 17 days of military leave per year for field or coastal exercise or other training ordered under the provisions of law. This leave does not accumulate from year to year. If an employee requires such leave, a copy of his/her orders must be attached to the request for leave.

Long Term: Extended military leave shall be granted to an employee who is required to serve military obligations in the Armed Forces of the United States. Employees called to active duty shall receive full pay for the first 30 days. If an employee requires such leave, a copy of his/her orders must be attached to the request for leave.

Military leave shall not be granted to an employee who volunteers to serve when such service is not required.

Jury Duty: Any employee subpoenaed to serve on jury duty on days scheduled for duty shall be granted leave with pay.

Court Leave: Any employee who is subpoenaed or summoned to testify on days scheduled for duty in matters concerning his/her employment shall be granted leave with pay for such time provided a copy of the subpoena or summons is attached to the leave request prior to taking the leave. Employees who are litigants against the Board shall be entitled to such leave, but shall be without pay. For non-work related matters, leave may be granted with pay, depending on the particular circumstances involved. Such requests shall be submitted to the Superintendent for review.

Political Leave: A personal leave of absence without pay for up to 12 weeks shall be granted to an employee for the purpose of campaigning for a public office, for which they have officially qualified.

Questions regarding workers compensation should be directed to the Risk Management Office at 407.317.3245 or 407.317.3296.

Should compensatory time off be granted in lieu of overtime, such time off must be taken within a reasonable time, not to exceed six weeks, and shall be computed at the overtime rates. Such time off shall be based upon mutual agreement between the employee and the supervisor. If for any reason the employee does not take the time off within six weeks, overtime shall be paid.

Accrual: Administrative 12-month employees shall begin accruing annual leave after thirty (30) days of employment. This shall be credited at the end of each month. The accrual rate is based on the hours worked per day and the number of years of service the employee has been with OCPS. To be eligible for a monthly update, an employee must receive pay for 10 days in the given month, of which paid holidays are not included, and be in an active status on the last work day in the given month.

Maximum: Administrative 12-month employees may retain a maximum of sixty (60) days. Any credited leave beyond sixty (60) days will be removed at the end of each calendar year when December 31 falls in the attendance period of said check.

Termination: An employee under 55 years who leaves his/her employment for any reason shall receive payment for all of the annual leave accrued through his/her last duty day up to a maximum of sixty (60) days.  An employee who is 55 years or older in the year of retirement/termination, enters DROP/Retire/terminate from the District, and has a value of vacation leave of $1,500 or more, the vacation leave payout will be sent to BENCOR 401(a).  Refer to the Administrators Vacation Payout to BENCOR 401(a) section of our website for more information.  

Accrual: Non-Grandfathered 12-month professional instructional employees shall begin accruing annual leave after thirty (30) days of employment. This shall be credited at the end of each month. The accrual rate is based on the hours worked per day and the number of years of service the employee has been with OCPS. To be eligible for a monthly update, an employee must receive pay for 10 days in the given month, of which paid holidays are not included, and be in an active status on the last work day in the given month.

Maximum: Non-Grandfathered 12-month professional instructional employees may retain a maximum of thirty (30) days. Any credited leave beyond thirty (30) days will be removed at the end of each calendar year when December 31 falls in the attendance period of said check.

Termination: An employee who leaves his/her employment for any reason shall receive payment for all of the annual leave accrued through his/her last duty day up to a maximum of sixty (60) days.

Accrual: Twelve month classified employees shall begin accruing annual leave on their first anniversary date. An employee shall receive credit for five days at this time if he/she is in the 12 month position on the anniversary date. Annual leave is thereafter credited at the close of each month. The accrual rate is based on the hours worked per day and the number of years of service the employee has been with OCPS. Annual leave may not be used until earned, unless approved in advance by the Superintendent. To be eligible for a monthly update, an employee must receive pay for 10 days in the given month, of which paid holidays are not included, and be in an active status on the last work day in the given month.

Maximum: 12-month classified employees may retain a maximum of 30 days. Any credited leave beyond thirty (30) days will be removed at the end of each calendar year when December 31 falls in the attendance period of said check.

Termination: An employee who leaves his/her employment for any reason shall receive payment for all of the annual leave accrued through his/her last duty day up to a maximum of thirty (30) days.

Accrual: 12-month instructional employees shall begin accruing annual leave after thirty (30) days of employment. This shall be credited at the end of each month. The accrual rate is based on the hours worked per day and the number of years of service the employee has been with OCPS. To be eligible for a monthly update, an employee must receive pay for 10 days in the given month, of which paid holidays are not included, and be in an active status on the last work day in the given month.

Maximum: 12-month instructional employees may retain a maximum of thirty (30) days. Any credited leave beyond thirty (30) days will be removed at the end of each calendar year when December 31 falls in the attendance period of said check.

Termination: An employee who leaves his/her employment for any reason shall receive payment for all of the annual leave accrued through his/her last duty day up to a maximum of thirty (30) days.

Please go to the Forms Tab and select "Annual Leave Rates”

Most summer program personnel can earn sick leave during their tenure.  Payroll Services will award earned sick leave hours and update sick leave records after the summer program is completed.  The update program is generated during the month of September.  Payroll Services will use the following paid service time schedule to award sick leave hours:

PAID SERVICE TIME - INSTRUCTIONAL PERSONNEL