News & Insights

As we approach the end of the 2025-2026 school year, school bus contractors are already making plans for work that must be completed over the summer months in preparation for the start of the 2026-2027 school year. Often included in these preparations over the summer months is a review of the employee handbook and supplemental company policies and procedures. As school bus contractors take the time this summer to review and update their handbook, it is recommended not to overlook language regard...

As we approach the end of the school year, school bus operators are already planning work that must be done over the summer months. For most operators, the summer months are the best time of the year to review and revise employee handbooks, as well as other employer policies and procedures. One component that should not be overlooked during this review period is language regarding the company’s drug and alcohol policy (or policies).

The Fair Labor Standards Act (“FLSA”) establishes the minimum wage, currently $7.25 per hour, and overtime requirements for employees working over forty (40) hours per week, at a rate of one and one half times the employee’s regular rate of pay. 29 U.S.C. §206, 207. But, employees employed in a bona fide executive, administrative, or professional capacity are exempt from these minimum wage and overtime requirements. 29 U.S.C. §213(a). The United States Department of Labor (“USDOL”) regulati...

In school bus operations, most employees are part-time drivers that do not exceed 40 hours of work in a workweek; however, nearly all contractors have some full-time staff that work 40 hours per week. Occasionally, an employee may be assigned to two jobs with different rates of pay, such as a bus driver and office administrator. Accordingly, contractors may decide to pay these employees two different rates of pay, depending on the job being performed. In such cases, there are special considerati...

As library managers know, managing employees is no easy task. When employee disciplinary issues arise, many employers get stumped on what type of discipline is appropriate. In response to more frequent or severe performance issues or misconduct, employers may feel they have no choice but to terminate the employee; however, some employers may recognize that termination is not always risk-free. In these circumstances, a last chance agreement can be used as an alternative to termination. Continue r...

As school bus operators know, managing employees is no easy task. When employee disciplinary issues arise, many school bus operators get stumped on what type of discipline is appropriate. In response to more frequent or severe performance issues or misconduct, school bus operators may feel they have no choice but to terminate the employee; however, some employers may recognize that termination is not always risk-free. In these circumstances, a last chance agreement can be used as an alternative ...

When a school bus driver fails a drug or alcohol test, refuses to submit to required testing, or otherwise violates U.S. Department of Transportation (DOT) drug testing regulations, a specific regulatory framework governs driver and employer obligations. Federal regulations require such drivers participate in the Substance Abuse Professional (SAP) program before they return to safety-sensitive duties. 49 C.F.R. §40.285(a). For school bus operators, understanding how this process works, and what ...