• Child Care Stipend Information & Form

    April 16, 2021

    As we are moving into hybrid instruction across all schools, we want to remind you of the availability of the Child Care Stipend for April, May and June. As we have listened to the needs expressed by our employees, we have made some modifications to the Child Care Stipend Program, primarily addressing eligibility related to leave of absence(s).  Please see details regarding those changes by accessing the plan document. 

    ELIGIBILITY

    You are eligible for the child care stipend each month if you are an employee of PPS during the coverage period and meet all of the following criteria: 

    • You need care for your children ages 14 and younger (or older children who have additional care needs) in order to return to in-person work; and 
    • Your job requires working regularly in-person at a school or other worksite; and, 
    • You work your scheduled time or are on a protected leave of absence.
    • Your children’s child care services are provided by someone who is not a member of your or your child’s household.

    You are not eligible for the Program for any month if any of the following apply:

    • You are on a non-protected leave of absence
    • You are regularly scheduled to work less than 0.5 FTE.
    • You are a limited-term employee or a non-instructional athletic coach.
    • You are a Central Office-based staff who continues to work mostly remotely.
    • You are a substitute (educators, paras, admins, secretaries) not in an assignment that lasts the duration of hybrid (March 29 (PK-5) or April 19 (middle and high school) through the end of the school year).

    The stipend is allocated per child. In situations where both parents work for PPS and are eligible for the stipend, only one stipend per eligible child per month will be paid. For eligible parents living together with children in the same household or who live in separate households, only one parent may request the stipend.

    BENEFITS

    • Up to $300 per month per eligible child up to a maximum of $900 per dependent during the coverage period
    • Stipend is taxed as income
    • The reimbursement amount shall be prorated for an Eligible Employees who works less than a 1.0 FTE and for the portion of a month in which an Eligible Employee is on a protected leave of absence.  For example:
      • An Eligible Employee who is .50 FTE is eligible for $150 per month per eligible Dependent, up to a maximum of $450 per Dependent during the Coverage Period.  
      • An Eligible Employee who is a 1.0 FTE goes on a protected leave on May 15 through June 30 may be eligible for $300 per eligible Dependent in April and $150 per eligible Dependent in May, up to a maximum of $450 per Dependent during the Coverage Period

    REIMBURSEMENT PROCESS 

    • Employees submit the completed form and a copy of the receipt or written statement to their supervisor within 90 days of receiving child care services.
    • If care is provided by a friend or family member who lives outside the home, a written statement signed by the individual providing care that includes the name of the provider, name of the child(ren), dates care was provided, amount paid, and a statement confirming the providers lives ourside of the employees home will suffice in lieu of a receipt. 
    • The supervisor will sign the form to attest that the employee worked regularily in-person during the time period of the request.
    • The completed form and receipt or written statement must be submitted to the individual responsible for payroll at your school or department; they will be responsible for keying the request.
    • Employees can expect to recieve the monthly stipend on their next payroll check. The stipend will be taxed as income.

     

    March 30, 2021

    Dear Colleagues,

    As we shared with you on Friday, March 12, we are excited to offer temporary child care stipends to employees who will be working on-site who need extra support once hybrid instruction begins. The reimbursement stipend will be up to $300 per month, per child ages 14 or younger (or older children who have additional care needs), for child care expenses. The stipend will be available for the months of April, May and June only during hybrid instruction. Eligibility details can be found on the child care stipend website.

    Within 90 days of your child receiving child care services, please complete this form and include a receipt showing that you paid for the services. If care is provided by a friend or family member who lives outside the home, a written statement signed by the individual providing care that includes the name of the provider, name of the child(ren), dates care was provided, amount paid, and a statement confirming the provider lives outside of the parent employee’s home will suffice in lieu of a receipt. 

    In situations where both parents work for PPS and are eligible for the stipend, only one stipend per eligible child per month will be paid. For eligible parents living together with children in the same household or who live in separate households, only one parent may request the stipend.

    Employees should submit the completed form and a copy of the receipt or written statement to their supervisor. The supervisor will sign the form to attest that the employee worked in-person during the time period of the request. The completed form and receipt or written statement must be submitted to the individual responsible for payroll at your school or department; they will be responsible for keying the request. Employees can expect to receive the monthly stipend on their next payroll check. The stipend will be taxed as income.

    If you have questions about stipend eligibility or process, please contact the HR Benefits team at benefits@pps.net. 

    Human Resources


    ADDITIONAL CHILD CARE RESOURCES

    Our Early Learning team is working with child care providers to offer new school-age child care sites that are available for PPS employees. Please see this Hybrid/CDL child care webpage for more information. Also, there are child care seats available in community centers and home-based programs. For referrals, contact 211 info.  

    In addition, PPS is taking advantage of a new law offering temporary carryover of unused funds on Health Care and Dependent Care Flexible Spending Accounts. If you have unused contributions remaining at the end of the 2020 and 2021 plan years, this remaining balance may be carried over to the next plan year.  For information about using Flexible Spending Accounts (FSA) for child care costs, visit the updated explanation on the HR Benefits FSA website.