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FAQs for Employees

Frequently Asked Questions for Employees During School Closures

Please note that these FAQ responses apply to general situations, and answers will be updated as needed to provide additional information as it becomes available. Should you have specific questions or concerns regarding any of these questions, please consult with your supervisor to address individual circumstances.

Will ALL employees be paid while the District is closed?

Yes, ALL District employees will continue to receive their normal compensation/paycheck based on their current established salary/hourly compensation rate. Long-term guest educators and guest educators that are serving as a non-employee in a long-term position will receive their daily rate for scheduled jobs accepted by March 13, 2020.

RRISD Payroll Department will maintain the normal schedule of paychecks for semi-monthly and monthly employees. Employees with direct deposit changes must fax or mail to payroll. Do  NOT send via email. They will not be accepted in order to protect employee privacy. Please contact payroll@roundrockisd.org for any questions or concerns regarding payroll.

Will ALL employees continue to receive benefits?

Yes, ALL District employees will continue to receive their established benefits. 

Will staff members still have their jobs for the next school year?

Employees with Contracts: If you are currently and remain in good standing with the District and your contract has not been recommended for non-renewal or termination, your job would still be secure.

 Non-Exempt (hourly) Employees: If you are currently and remain in good standing with the District and have not been recommended for termination due to performance or position elimination, your job would still be secure. If your position is one in which a letter of reasonable assurance, (LRA), is required, you would need to return the letter.

Will contracts be sent out to staff for the next school year?

We will have more information regarding how contracts will be provided to employees in the near future.

I receive stipends during the school year, will I still receive them since the District is closed?
Employees that currently receive stipends will continue to do so.
May I get another job during this time?

Employees are being paid during this time and expected to be avaiable and complete work assigned by their supervisors during normal business hours. The District expects that employees will consider their positions with the District as their most important job and that they will accept no other employment if such employment detracts from performance of their job with the District.

No employee of the District is permitted to use his or her position in promoting, soliciting, or selling any project, goods, or services within the boundaries of the District unless the patron invites said solicitation with full knowledge of the type of sales work in which the employee is engaged.

If I am retiring at the end of the school year, will I continue to receive pay and benefits in the summer?

As long as you complete your service calendar, your pay and benefits will continue throughout the summer.

  • 10- Month employee’s final check is August; Insurance ends August 31st
  • 11- Month employee’s final check is July; Insurance ends July 31st
  • 12- Month employee’s final check is June; Insurance ends June 30th
Will my leave balance be impacted while the District is closed?
Employees leave balance will not be impacted as long as expectations are met.
What are the expectations for employees during the District closure?

All employees are expected to review and respond to all District correspondence during regular work hours. All employees are expected to remain available during regular work hours. Non-Exempt, (hourly), employees should only work during regular work hours.

Am I expected to work from home?

Yes. As requested by your supervisor during normal work hours.

Am I expected to physically report to work?

A limited number of exempt and non-exempt employees may be asked to physically report to work to provide services during closures. Supervisors will provide employees with additional information.

Non-exempt employees that physically report to work will be compensated at a premium which is twice the hourly rate for the hours that employees are physically at work. Supervisors will contact employees with more information.

If you are unable or do not wish to work on site during the closure due to concerns over COVID-19, you will not be required to do so.

Is overtime allowed for non-exempt employees during the District closure?

All non-exempt staff will be paid for the number of hours in their currently established work schedule. Overtime is not permissible during closures. It is the responsibility of supervisors and nonexempt employees to ensure that overtime is not accrued.

If I am asked to physically report to work, may I decline?

Yes. If an employee declines, they will still receive their normal compensation/paycheck based on their current established salary/hourly compensation rate.

Employees that are asked to physically report to work must be asked and approved by their supervisor prior to physically reporting to work. Employees are not allowed to physically report to work on a volunteer basis.

Approved non-exempt employees who physically report to work, must track their time by using Kronos – clock in and out.

If I am required to remotely work from home, may I decline?

Yes, if you use personal or sick leave days. All employees are being compensated during this time. If an employee is unable or unwilling to perform these duties as requested by their supervisor, they will need to use their leave days or consider filing for an approved leave. If an employee is unwilling to perform the requested duties, they may face negative employment consequences.

It is critical that we all work together during this time to ensure that our District meets the needs of our students, parents, staff, and community.

If I was on FMLA during Spring Break and was scheduled to return anytime during the school closure, what do I do?

Contact benefits at benefits@roundrockisd.org. They will work with you regarding next steps and any additional information they may need. Employees should fax, email, or scan their Dr. release to benefits@roundrockisd.org. Be sure to let your supervisor know as well. 512-464-5060

Employees may not return to work without a Doctor release.  The Doctor release must be sent to benefits@roundrockisd.org.  The Benefits department will email the employee and their supervisor that a release to return to work has been received and the employee may return to work.  Employees may not return to work from home until complete documentation has been received and reviewed by the benefits department.

How do I apply for FMLA if I need it while we are closed?

Contact benefits at benefits@roundrockisd.org. Be sure to contact your supervisor as well.

If I am currently on FMLA and will be while the District is closed, am I expected to work remotely or physically report to work?

Employees on FMLA will not be asked to work remotely or otherwise as long as they are still on FMLA. The same FMLA rules apply. Contact benefits at benefits@roundrockisd.org for additional questions or concerns.

If I scheduled to take personal or sick leave during school closures, should I let my supervisor know if I will still be taking off?

Yes. During the District closure, employees are expected to be available during work hours and may be required to work from home remotely. If you are going to be unavailable during normal work hours, you will need to contact your supervisor and take a personal or sick leave day.

Am I allowed to go to work to get materials I need in order to work remotely from home during school closures?

If an employee needs to get materials from work, they should contact their supervisor and receive approval prior to physically reporting to any District facility.

Will non-exempt employees need to track hours when working remotely from home? Will supervisors need to approve Kronos?

No, employees will not need to track time or use Kronos when working remotely from home. The payroll department will approve Kronos until further notice.

Are we following the RRISD Academic Calendar?

Yes, employees and all stakeholders will still follow the RRISD Academic Calendar. For example, employees are not expected to work Friday April 10, 2020 because it is a student and staff holiday.

Please note that these FAQ responses apply to general situations, and answers will be updated as needed to provide additional information as it becomes available. Should you have specific questions or concerns regarding any of these questions, please consult with your supervisor to address individual circumstances.