Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-32 - COMPENSATION AND BENEFITS › Section 60L-32.0012 - Pay Additives and Incentive Pay

Current through Reg. 50, No. 138; July 16, 2024
(1) Employees filling career service
				positions for which a pay additive has been approved shall receive the pay
				additive. A pay additive shall be removed or adjusted if there is a change in
				the conditions upon which it was granted.
(2) Career service pay additives include the
				following:
(a) Shift Differential - When
				justified by competitive labor practices and in accordance with applicable
				collective bargaining agreements, agencies may approve this additive for
				positions regularly assigned to an evening, night, rotating or split shift when
				the major portion of the hours assigned during the shift are between 5:00 p.m.
				and 6:00 a.m.
(b) On-Call -
				Agencies may approve employees to be placed on-call. Employees placed on-call
				shall be compensated in accordance with applicable collective bargaining
				agreements.
1. Agencies may assign this
				additive to individual employees subject to the following conditions:
a. The employee has been instructed by the
				appropriate management to remain available to work during an off duty
				period.
b. The employee must leave
				word where the employee may be reached by phone or electronic signaling device;
				and
c. The employee is available to
				return to the work location on short notice to perform assigned duties,
				notwithstanding that the employee may be in paid or unpaid leave
				status.
2. An employee
				who is absent from work due to personal illness for all or part of the previous
				work shift may be excluded from on-call status at the supervisor's
				discretion.
3. The on-call additive
				will begin when the employee is released from the work shift and actually goes
				"on-call". An employee cannot receive the on-call additive while performing
				regularly scheduled or "normal work", even if the work day is extended beyond
				the normal hours of work.
4. An
				employee shall continue to be compensated for the on-call additive in addition
				to any hours the employee is compensated for being called back to the work
				location to perform work activities.
(c) Hazardous Duties - An agency may approve
				this additive for specific positions when it can be demonstrated that the
				duties and responsibilities on the official position description of such
				positions require work activities that are exceptionally hazardous or dangerous
				and when performed could result in serious injury or death. Such duties and
				responsibilities shall not be customarily associated with all positions in the
				broadband level.
(d) Leadworker
				Duties - An agency may approve this additive for employees who are assigned
				limited supervisory responsibilities that include directing the work of
				employees having the same or similar duties in the same work unit. The duties
				may also include distributing work, maintaining a balanced workload among
				employees, keeping records, and defining work priorities. The duties do not
				include evaluating performance or administering disciplinary actions, and do
				not justify reclassification. The duties must be reflected on the official
				position description and in accordance with Chapter 60L-31, F.A.C.
(e) Temporary Special Duties - general -
				Subject to the request and approval requirements provided in Section
				 110.2035(7)(b),
				F.S., an agency may approve this additive when an employee has been assigned
				temporary duties and responsibilities not customarily assigned to the position.
				The Department's review shall include the following: the duties being assigned
				the position; the additive amount; and compliance with the applicable
				collective bargaining agreement.
(f) Temporary Special Duties - absent
				coworker - Unless otherwise provided in the General Appropriations Act, an
				agency may approve this additive when the employee is assigned the duties and
				responsibilities of a coworker who is absent from work due to authorized FMLA
				or authorized military leave.
(g)
				Trainer Duties - An agency may approve this additive when an employee is
				assigned the responsibility to provide on-the-job training to other employees
				as part of an agency-approved formalized training program provided that such
				training is not part of the customarily assigned duties of the
				position.
(h) Competitive Area
				Differential -This additive is provided for specific positions with similar
				duties and responsibilities when it has been determined that recruitment,
				turnover, or competitive pay problems exist in a defined geographic region or
				county(ies).
(i) Critical Market
				Pay -This additive is agency specific and provided when pay for a position is
				substantially below the prevailing market rate, resulting in hiring and
				retention difficulties.