3.4 Contracted Employee Management Contractor will: a) Recruit, screen, hire, and train staff as needed to maintain an adequate employee pool. b) Manage the employee pool as employer of record. c) Communicate and offer available voluntary benefits and retirement products. d) Facilitate ongoing applicant and new employee orientation meetings as needed throughout the school year. e) Maintain Contractor company employee personnel files based on Federal and, State and grant guidelines. f) Manage payroll related inquiries, adjustments, and changes. g) Assist District in compliance with Sections 1230 and 1230a of the Revised School Code and applicable District policies relating to criminal history and criminal record checks. h) Pay Contract employees provided to District. i) Process unemployment and workers' compensation claims. j) Discipline and remove contracted staff if District notifies the contractor that minimum levels of performance are not met. k) Provide a tiered/step basis payroll for the employees provided in this contract. This payroll wage scale should be comparable to wage scales found in local school districts. l) LARA licensing checks as applicable - the childcare background check program. m) Provide staff individual written performance evaluations on at least an annual basis. 3.5 Compliance and Reporting Contractor will: a) Provide file documentation when necessary to support District audit requirements (e.g., certificates of general liability insurance coverage). b) Provide information required for Registry of Educational Personnel (REP) reports to the District for biannual submission to the State. c) Collect, audit, and manage substitute certification and required permit documentation. d) Be responsible for obtaining and maintaining all positional permits, certificates, and licensing. Contractor will assume the responsibility of facilitating the process on the District's behalf. e) Maintain responsibility for the costs of and compliance with the Affordable Care Act (ACA). f) Monitor days/hours worked per ACA guidelines and give the District reasonable notice before an individual assigned to the District qualifies for benefits. g) Provide staff to review timesheets to accuracy of hours reprinted and the use of accruals are accurate by employee group prior to submission to the payroll department. h) Have the ability to manage multiple benefit programs to include dental, health and other employee options (no additional costs to GISD). i) Offer a tax sheltered annuity (TSA) or other retirement program for employees. j) Maintain tiered salary schedule/structure based upon employee classifications. k) Ability to provide wage increases to staff members and process necessary paperwork in accordance with grant guidelines and human resources best practice. l) Maintain accruals based on individual positions, in the scope schedule above, for Paid Time Off (PTO), inclement weather, non-scheduled, sick, personal, vacation and bereavement based on payroll schedule or tiered benefits. This type of PTO should be prorated when an employee is hired during the course of the year. m) Pay related costs for employees to attend required and requested professional development (actual costs would be reimbursed by GISD). n) Provide/administer corrective action up to and including dismissal of contract staff when deemed necessary.
