Find what you need faster on this page by searching the text. Hit "Ctrl" + "F" (on a PC) or "command" + "F" (on a mac) and type a couple letters of what you are looking for. It will highlight all matches on the page!
Sections below:
Contract, Evaluations, & HPS Policies
Pay, Payroll Forms & Procedures (checking your pay on ESS, reimbursements, lane changes, etc.)
Health Insurance
ADA Accommodation & Leave of Absence Requests
Contract, Evaluations, & HPS Policies
Pay, Payroll Forms & Procedures (checking your pay on ESS, reimbursements, lane changes, etc.)
Health Insurance
ADA Accommodation & Leave of Absence Requests
Contract, Evaluations, & HPS Policies
All Collective Bargaining Agreements (CBAs), training & evaluation manuals, and employee resources (PD portal links, tuition approval/reimbursement forms, retirement info, etc.) can be found on HPS's HR website here. This old Retirement Plan Info notice from HPS might also help you navigate the systems and options. If you have any questions about the language of your contract, please contact the Professional Rights & Responsibilities (PR&R) board member for your unit or your building rep.
Pay, Payroll Forms & Procedures
Email payroll directly (HPS's HR website has the current contacts). If you contact payroll to dispute an error, also CC the HEA President. This is to help the HEA track the frequency of errors against our members and better advocate in the case of a Wage Law Violation.
FAQs about Employee Self Service (ESS) Portal
How do I know if ESS is paying me the correct Unit A salary?
(EXCELLENT QUESTION!!!! You should be checking this every year. Heck, every paycheck...)
Step 1) Figure out what your salary should be by referencing the end of the contract to determine your lane/step. Confirm on your end-of-year contract renewal offer letter from the Superintendent.
Step 2) Log into ESS, go to "Pay/Tax Information" on the menu on the left. (See screenshot below.)
Step 3) Find a line entry for a typical paycheck (not a stipend) and click on "Details" at the end of it. (See screenshot below.)
Step 4) In the second section "Pay Breakdown", multiply three numbers: your "Pay Type" (either 21 or 26) x "Hours" x "Rate". The answer should match your expected annual salary on the contract. (See screenshot below.)
How do I know if ESS is paying me the correct Unit A salary?
(EXCELLENT QUESTION!!!! You should be checking this every year. Heck, every paycheck...)
Step 1) Figure out what your salary should be by referencing the end of the contract to determine your lane/step. Confirm on your end-of-year contract renewal offer letter from the Superintendent.
Step 2) Log into ESS, go to "Pay/Tax Information" on the menu on the left. (See screenshot below.)
Step 3) Find a line entry for a typical paycheck (not a stipend) and click on "Details" at the end of it. (See screenshot below.)
Step 4) In the second section "Pay Breakdown", multiply three numbers: your "Pay Type" (either 21 or 26) x "Hours" x "Rate". The answer should match your expected annual salary on the contract. (See screenshot below.)
Step 2
|
Step 3
|
Step 4
|
What is paid through ESS and what will be in a separate check in the mail?
In ESS: Anything the HEA negotiated for in the contract (salary, longevity, stipends, curriculum workshop time, and anything paid at the workshop rate (e.g. Saturday detention, ACT proctoring).
Separately mailed checks: All reimbursements (supplies, conferences, tuition).
In ESS: Anything the HEA negotiated for in the contract (salary, longevity, stipends, curriculum workshop time, and anything paid at the workshop rate (e.g. Saturday detention, ACT proctoring).
Separately mailed checks: All reimbursements (supplies, conferences, tuition).
Where is the ____ form?
Most of the Payroll forms are buried in ESS on the "Resources" button. It's at the top of the ESS site once you are logged in (see screenshot to the right). Any missing are likely on the HR website.
Most of the Payroll forms are buried in ESS on the "Resources" button. It's at the top of the ESS site once you are logged in (see screenshot to the right). Any missing are likely on the HR website.
Health Insurance
The Town of Hingham Employee Benefits page has information about GIC plans, Delta Dental plans, and Flex Spending Accounts. Some are also available on the ESS portal.
Older forms and information that may be of use:
Older forms and information that may be of use:
- Medical Insurance Info 2016 FYI, this document is for the previous Mayflower Municipal Group Insurance Commission plans- Hingham changed to the MA Group Insurance Commission (GIC) on July 1, 2017. See Hingham Employee Benefits page for current information.
- GIC PEC Mitigation Fund MOA 2017
- Health & Welfare Fund MOA 2009
- Health MOA 2009 (HEA also maintained list of members to which this applied)
- Mitigation Reimbursement Request Form
ADA Accommodation & Leave of Absence Requests
Leave situations are outlined in the contract. Read it!! Below is more info on common ones.
This is not legal or medical advice. Please do your own research and consult your own legal and medical experts! To get you started here's some things we've found:
ADA Accommodation Request
Thorough guidance on this topic from the U.S. Equal Employment Opportunity Commission (EEOC) can be found here. To request a "reasonable accommodation" for a disability covered by the Americans with Disabilities Act (ADA), you need to notify your supervisor (ideally in writing since it creates a record, but any form of communication counts). It would also help to notify HR as they are actually trained for this. At a minimum you need to state the accommodation needed and that it addresses a medical need covered by ADA. You do not need to state specifically what the medical condition is. Employers may request a letter from your doctor to confirm your medical condition (which also doesn't need to disclose the specific medical condition, just that the accommodation is medically necessary). Example letters by reputable ADA help organizations online seem to disclose medical conditions in an effort to expedite the process by removing employer's doubts.
Here are some helpful resources:
Sick Leave
READ YOUR CONTRACT. Last negotiations we were able to get unlimited use of sick time for family for some units. We are also covered by the federal 12-week unpaid Family and Medical Leave Act (26 weeks if you or the family member are service members). The Massachusetts Paid Family and Medical Leave Act does not cover municipal workers (thank Governor Baker for that one...). Some Units have a sick bank.
Maternity/Parental/Adoption/Foster Leave
READ YOUR CONTRACT! Every word matters and if it doesn't say something (and it's not in the FMLA rules), that means it's no longer a thing!!! Last negotiations we were able to get parental leave and it changes slightly every year! Notify your supervisor and HR that you intend to take parental leave at least 60 days in advance if at all possible. You do not need to send a formal letter- HR will just ask you to fill out a form. If you do not have enough sick day, we are also covered for unpaid time off under the Federal Family and Medical Leave Act (read about on the Department of Labor's website here) and the Massachusetts Parental Leave Act (read about on the MA gov website here). Again, the Massachusetts Paid Family and Medical Leave Act does not cover municipal workers (thank governor Baker for that one...).
Bereavement Leave
READ YOUR CONTRACT.
Jury Duty Leave
Jury Duty Info & Checklist
This is not legal or medical advice. Please do your own research and consult your own legal and medical experts! To get you started here's some things we've found:
ADA Accommodation Request
Thorough guidance on this topic from the U.S. Equal Employment Opportunity Commission (EEOC) can be found here. To request a "reasonable accommodation" for a disability covered by the Americans with Disabilities Act (ADA), you need to notify your supervisor (ideally in writing since it creates a record, but any form of communication counts). It would also help to notify HR as they are actually trained for this. At a minimum you need to state the accommodation needed and that it addresses a medical need covered by ADA. You do not need to state specifically what the medical condition is. Employers may request a letter from your doctor to confirm your medical condition (which also doesn't need to disclose the specific medical condition, just that the accommodation is medically necessary). Example letters by reputable ADA help organizations online seem to disclose medical conditions in an effort to expedite the process by removing employer's doubts.
Here are some helpful resources:
- COVID-19 and ADA
- CDC guidance on medical conditions which "are" or "might be" at risk for severe illness/complications due to COVID-19
- Practical guide for requesting and negotiating accommodations.
- Example language.
- More advice on the process and language.
- Diabetes-specific info and example letters (for physicians to use, but they provide powerful language ideas for employee letters too).
- COVID-19 and ADA in a university setting (good for a reference/precedent?)
- If the request is based on a personal health condition, this letter would serve as an ADA accommodations request as described in the previous section. Requests can include ones for paid/unpaid leave, job restructuring to altering when/how essential job functions occur (i.e. teaching remotely, as in the template above), etc. Read more here.
- Age by itself is not a condition covered by ADA. (Specific disabilities as a result may be.) Pregnancy by itself is not a condition covered by ADA. (Specific disabilities from complications as a result may be.) Accommodations to care for disabled family members is not covered under ADA (however it is covered under Family and Medical Leave act described below). You are welcome and encouraged to request accommodations for any reason, but be aware that there is no obligation for employers to agree unless it is covered under ADA and not an "undue hardship" for them to do so.
Sick Leave
READ YOUR CONTRACT. Last negotiations we were able to get unlimited use of sick time for family for some units. We are also covered by the federal 12-week unpaid Family and Medical Leave Act (26 weeks if you or the family member are service members). The Massachusetts Paid Family and Medical Leave Act does not cover municipal workers (thank Governor Baker for that one...). Some Units have a sick bank.
Maternity/Parental/Adoption/Foster Leave
READ YOUR CONTRACT! Every word matters and if it doesn't say something (and it's not in the FMLA rules), that means it's no longer a thing!!! Last negotiations we were able to get parental leave and it changes slightly every year! Notify your supervisor and HR that you intend to take parental leave at least 60 days in advance if at all possible. You do not need to send a formal letter- HR will just ask you to fill out a form. If you do not have enough sick day, we are also covered for unpaid time off under the Federal Family and Medical Leave Act (read about on the Department of Labor's website here) and the Massachusetts Parental Leave Act (read about on the MA gov website here). Again, the Massachusetts Paid Family and Medical Leave Act does not cover municipal workers (thank governor Baker for that one...).
Bereavement Leave
READ YOUR CONTRACT.
Jury Duty Leave
Jury Duty Info & Checklist
