Less Than 1.00 FTE

If you are working less than full-time, keep in mind a request for reducing FTE

requires approval from the district. Anyone working less than full-time should

be aware of these different aspects.

The most obvious is your salary will be less. Your Base Salary, LEAP

Days, Responsibility contract, and Attract and Retain compensation will all

reduce in correlation to your FTE For example if you work .5 FTE:

Your Base Salary will be 1/2 of what it was as a full-time employee.

LEAP Days will reduce as well (8 LEAP days x .5 FTE would be equal to

4 days). You and your supervisor will need to determine which days/hours

you will work.

The Responsibility contract, which is determined in accordance with your

placement on the salary schedule, will be pro-rated based on .5 FTE.

Attract and Retain compensation, based on salary schedule placement,

will be pro-rated based on .5 FTE.

School Employee Benefit Board (SEBB)

Certificated staff must work .5 FTE or more to be considered benefit eligible.

There are no employee premiums for dental, vision, basic life insurance,

basic accidental death and dismemberment (AD&D) insurance, or employer-

paid long-term disability insurance. These benefits are paid by your employer.

You only pay the employee share of the monthly medical premium as

determined by plan elected and who is enrolled in the plan (employee,

employee + spouse, employee + child, full family).

LWEA Dues

Dues are pro-rated by the amount of time you work, or your FTE. 1.0 FTE is

full-time, .5 is half-time, etc. The following shows how much you can expect to

pay in dues monthly for the 2024-25 SY:

Up to .25 FTE: $49.38

.26 to .50 FTE: $68.14

.51 to .75 FTE $117.52

.76 to 1.0 FTE $132.36

Lake Washington Education Association

Will you be less than 1.00 FTE?

2024-25

Definitions

FTE:

Full Time Equivalent

Base Salary:

180 student days

LEAP Days (8):

5 days prior to school

opening. 3 days scheduled

into school calendar.

Responsibility:

Professional duties worked

outside of regular workday

(Section 9.3)

Additional

Compensation

Attract & Retain:

Additional funds based on

salary schedule placement.

Prorated based on FTE.

Technology:

Additional funds for

acquiring, applying, and

integrating tech skills.

Amount is same regardless

of FTE; prorated for late

hires/leaves. Payment made

in November.

There are several options for reducing your FTE.

Here are a few:

Leave of Absence:

You can take a leave of absence for sickness, temporary disability, child

care and leave without pay. All leaves require that a leave request is

submitted and approved by the District. See Article 19 of the contract for

details and requirements on each type of leave.

Job Share:

Job share is to provide an opportunity for teachers to share full time FTE in

order to continue teaching when life circumstances prevent them from

working full time. It is not intended to create permanent part-time work.

See Appendix H of the contract for procedures and parameters pertaining

to Job Share.

Resigning FTE:

Subject to district approval, you can resign a portion of your FTE. It is

imperative that you understand there is no guarantee that you will get the

FTE back.

After a part-time leave of absence or job share, you have the right to

return to your full FTE, but it is not guaranteed that you will be placed

in the original position and/or building.

Will I still get Annual

(Personal) leave?

Yes, however it will be

prorated based on your FTE.

If you are working .5 FTE, you

will get 11.25 hours of Annual

Leave (22.5 hours (3 days) x

.5 FTE = 11.25 hours)

How do I handle early

release LEAP days?

If you don’t work on

Wednesday afternoons, you

will not be required to attend

the early release LEAP Weds.

If you normally work on Weds

afternoons, you will participate

in the LEAP day.

Do I work on the full

LEAP Days?

Yes, but you would only work

a portion of the day, prorated

according to your FTE. It is

important to come to a mutual

agreement with your

administrator before the

school year starts to

determine which days/hours

you should work.

Should you elect to work less than 1.0 FTE?

Service Experience for Salary Placement:

Working less than 1.0 FTE can have an impact on your advancement on

the salary schedule. To determine how this may affect you, we

recommend that you contact the LWSD Human Resources Department,

humanresources@lwsd.org

Service Experience for Retirement:

If you work less than 1.0 FTE, it can affect your retirement. We

recommend that you contact the LWSD Payroll Office,

askpayroll@lwsd.org to determine the affect it will have on your

retirement. The current retirement specialist is Pam Nilsson.