reglab/statecodes huggingface dataset:
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-34 - ATTENDANCE AND LEAVE › Section 60L-34.0043 - Regular Compensatory Leave

Current through Reg. 50, No. 138; July 16, 2024
(1) If an
				agency requires an excluded career service employee to work hours in excess of
				the regular work period or an approved extended work period, the employee
				shall, with agency approval, earn regular compensatory leave credits on an
				hour-for-hour basis; provided, no employee may accrue more than 240
				hours.
(2) Agencies shall make
				reasonable efforts to allow employees to use regular compensatory leave
				credits. An agency may require an employee to use the credits.
(3) Leave credits shall not transfer to
				another agency or pay plan. Unused credits shall be forfeited upon separation
				from the agency or the pay plan.
(4) If an employee is laid off, the agency
				shall hold the credits in abeyance and, if the employee is reemployed within
				one year following layoff, shall credit them to the employee upon
				reemployment.
(5) An agency may
				propose for Department approval a fiscally sound agency-wide plan for the
				payment on an hour-for-hour basis of unused regular compensatory leave credits,
				subject to the following.
(a) No cash payments
				shall be made for any regular compensatory leave credits earned prior to the
				effective date of the plan.
(b)
				Payment shall be made at the employee's straight time regular hourly rate of
				pay.
(c) Payment shall be made in a
				lump sum, and may be made annually or at more frequent intervals as determined
				by the agency.
(d) An employee who
				becomes ineligible, or is otherwise not covered by the agency's plan, shall at
				that time be paid for the appropriate balance.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-34 - ATTENDANCE AND LEAVE › Section 60L-34.0044 - Special Compensatory Leave

Current through Reg. 50, No. 138; July 16, 2024
(1) When
				an employee separates from an agency, the agency shall pay the employee for
				unused special compensatory leave credits at the employee's current regular
				hourly rate of pay, unless otherwise provided in an applicable collective
				bargaining agreement.
(2) Leave
				credits shall not transfer to another agency or pay plan. Upon the employee's
				transfer to another agency or pay plan, the agency shall pay the employee for
				unused special compensatory leave credits at the employee's current regular
				hourly rate of pay, unless otherwise provided in an applicable collective
				bargaining agreement.
(3) Upon
				prior notice, an agency may compel the use of all or part of an employee's
				accumulated special compensatory leave credits based on agency needs, provided
				such usage requirement is in accordance with any collective bargaining
				agreement provisions. An agency may also require an employee to use accumulated
				special compensatory leave credits prior to approving an employee's request to
				use other types of approved leave, with the exception of sick leave,
				administrative leave, FLSA compensatory leave and the personal
				holiday.
(4) Unused special
				compensatory leave credits for a Career Service employee who is laid off shall
				be paid in lump-sum, based on the employee's current regular hourly rate of pay
				at the time of layoff, unless otherwise provided in an applicable collective
				bargaining agreement.
(5) At the
				time of entry into the DROP, an employee electing to participate in the program
				may request payment of unused special compensatory leave that was earned within
				eleven months before entry into the DROP, unless otherwise provided in an
				applicable collective bargaining agreement.
Rulemaking Authority
					 110.1055,
					 110.201,
					 110.219(5) FS.
					 Law Implemented 110.219
					 FS.
New 1-1-02, Amended
					 11-5-13.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-34 - ATTENDANCE AND LEAVE › Section 60L-34.0051 - Family Supportive Work Program

Current through Reg. 50, No. 138; July 16, 2024
(1)
				Agencies are encouraged to exercise their authority under the Family Support
				Personnel Policies Act to balance employees' abilities to work and to devote
				care and attention to their families.
(2) Agencies may approve flexible work
				schedules to assist employees in meeting family needs, provided that work can
				be accomplished in an effective and efficient manner.
(3) Agencies may approve job sharing to
				assist employees in meeting family needs, subject to Rule
				 60L-33.0032, F.A.C.
(4) Agencies shall approve absences for
				parental or family medical leave purposes as authorized in section
				 110.221, F.S., to assist
				employees in meeting family needs, subject to the following:
(a) Within one year following birth or
				adoption of a child, leave shall be granted for up to six months for the
				parent;
(b) Leave shall be granted
				for up to six months for a family member's serious health condition, as defined
				in the FMLA and implementing regulations; and
(c) The agency shall acknowledge to the
				employee in writing the period of leave to be granted and the date the employee
				will return to duty.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-34 - ATTENDANCE AND LEAVE › Section 60L-34.0052 - Leaves of Absence Without Pay

Current through Reg. 50, No. 138; July 16, 2024
(1) An
				employee may, upon request, be granted leave without pay to cover any absence
				from work, for a period not to exceed twelve months, provided the agency deems
				such leave to be justified and not detrimental to the operations of the agency.
				An agency may approve the use of intermittent leave credits to maintain state
				benefits.
(2) In exceptional cases,
				leave without pay may be extended if approved by the Department.
(3) In determining excessive absenteeism, an
				agency may consider leave without pay when taken due to the exhaustion of other
				types of paid leave or when unscheduled.
(4) An employee on leave without pay shall
				not earn leave credits, unless authorized by law.
Specific Authority
					 110.1055,
					 110.201,
					 110.219(5) FS.
					 Law Implemented 110.219
					 FS.
New 1-1-02.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-34 - ATTENDANCE AND LEAVE › Section 60L-34.0062 - Military Leave

Current through Reg. 50, No. 138; July 16, 2024
(1) An employee, except
				an employee who is a commissioned reserve officer or reserve enlisted personnel
				in the United States military or naval service or member of the National Guard,
				or who is employed in a temporary position or employed on a temporary basis,
				who is drafted or who volunteers for active military service shall be granted
				leave beginning with the date of induction and ending up to one year after the
				date of separation from the military service or from hospitalization continuing
				after discharge. Active military service includes active duty with any branch
				of the United States Army, Navy, Air Force, Marines, or Coast Guard, of the
				National Guard of the State, or of any other service as provided in Sections
				 115.08 and
				 115.09, Florida Statutes. The
				leave of absence shall be verified by official orders or appropriate military
				certification, which shall be filed in the employee's personnel file.
(2) An employee, who is a commissioned
				reserve officer or reserve enlisted personnel in the United States military or
				naval service or a member of the National Guard, shall be granted leave in
				accordance with Section  115.07, Florida Statutes.
(3) An employee, who is a member of the
				Florida National Guard, shall be granted leave in accordance with Section
				250.48, Florida
				Statutes.
(4) An employee, except
				an employee employed in a temporary position or employed on a temporary basis,
				who is a commissioned reserve officer or reserve enlisted personnel in the
				United States military or naval service or member of the National Guard, who is
				ordered to active military duty under Title 10 of the United States Code,
				Section 673b, shall be granted leave beginning with the day ordered to duty and
				ending up to thirty-one days after the date of release from the military
				service or from hospitalization continuing after discharge. Active military
				service includes active duty with any branch of the United States Army, Navy,
				Air Force, Marines, or Coast Guard, of the National Guard of the State, or of
				any other service as provided in Sections
				 115.08 and
				 115.09, Florida Statutes. The
				leave of absence shall be verified by official orders or appropriate military
				certification, which shall be filed in the employee's personnel
				file.
Specific Authority
					 110.201,
					 110.219(5) FS.
					 Law Implemented 110.219,
					 115.07,
					 115.14,
					 250.48,
					 295.09
					 FS.
New 1-1-02.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-34 - ATTENDANCE AND LEAVE › Section 60L-34.0072 - Educational Leave With Pay

Current through Reg. 50, No. 138; July 16, 2024
(1) Agencies
				shall submit to the Department any program for employees to take educational
				leave with pay.
(2) Each agency's
				educational leave with pay program shall have the following as its objectives:
(a) To develop participating employees'
				knowledge, skills, and ability to meet known agency needs.
(b) To improve the performance level of
				participating employees.
(c) To
				provide to career State employees training that is of clearly foreseeable
				benefit to the agency.
(d) To
				enable the agency to provide improved service to the
				public.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-35 - PERFORMANCE EVALUATION SYSTEM › Section 60L-35.001 - Scope and Purpose

Current through Reg. 50, No. 138; July 16, 2024
This chapter sets forth the rules governing a uniform
				  Performance Evaluation System, for reviewing and evaluating the job performance
				  of employees in the state's Career Service and employees in the Selected Exempt
				  Service covered by collective bargaining agreements. The Performance Evaluation
				  System enables employees to receive feedback concerning performance of assigned
				  duties and responsibilities. It informs them of their strengths and areas of
				  needed improvement in job performance, identifies current and future training
				  needs, and provides documentation for awarding discretionary merit increases,
				  and lump sum bonuses in accordance with Section
				   110.1245(2),
				  F.S. Nothing in this rule shall limit the ability of an agency to take
				  disciplinary action in accordance with Chapter 60L-36, F.A.C.
Rulemaking Authority
					 110.1055,
					  110.224 (3),
					 110.605 FS. Law Implemented
					 110.1245(2)(b)5., 110.224,
					  110.605(1)(b) 
					 FS.
New 6-19-08.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-35 - PERFORMANCE EVALUATION SYSTEM › Section 60L-35.002 - Definitions

Current through Reg. 50, No. 138; July 16, 2024
For the purpose of administering this chapter, the following
				  definitions shall apply:
(1) Agency
				Designated Evaluation Date - The date selected by an agency which begins the
				60-day period within which annual evaluations shall be completed. An agency may
				select up to four (4) designated evaluation dates per calendar year in order to
				accommodate operational needs.
(2)
				Evaluation Period - The annual period of time covered by the performance
				plan.
(3) Overall Rating - The
				employee's level of performance for the evaluation period, which is derived as
				follows:
(a) Calculate the average of all of
				the individually-rated performance expectations. In calculating this average,
				all digits three or more places to the right of the decimal shall be dropped.
				No rounding shall be used in this calculation.
(b) Locate the numeric range in which the
				calculated average falls on the below chart and assign the corresponding
				overall rating.
OVERALL RATING SCALE
NUMERIC RANGE
OVERALL RATING
4.50 - 5.00
Outstanding
3.50 - 4.49
Commendable
3.00 - 3.49
Satisfactory
2.50 - 2.99
Needs Improvement
2.49 and below
Unsatisfactory
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-35 - PERFORMANCE EVALUATION SYSTEM › Section 60L-35.003 - Minimum Requirements

Current through Reg. 50, No. 138; July 16, 2024
(1) The rater
				shall conduct a performance planning session with the employee to identify the
				performance expectations by which an employee shall be evaluated and to review
				the performance expectations and rating scale. The rater shall also provide an
				opportunity for employee feedback regarding what is expected of the employee in
				the position. A performance plan shall be signed by the rater and the employee,
				indicating that the performance expectations have been discussed. A copy of the
				signed performance plan shall be made available to the employee. In the event
				an employee refuses to sign the performance plan, the rater shall make a signed
				and dated notation on the plan that the employee refused to sign.
(2) The rater shall manage performance by:
(a) Conducting an oral performance planning
				session with each employee at the beginning of every evaluation period and
				providing to the employee a copy of the corresponding performance
				plan.
(b) Conducting written and
				oral performance evaluations of his/her employees at least annually. Such
				evaluations must be completed within sixty (60) calendar days following the
				agency designated evaluation date.
(c) Providing employees with coaching and
				meaningful feedback regarding job performance throughout the evaluation
				period.
(d) Timely informing the
				employee in writing of performance expectation deficiencies that could result
				in a "Below Expectation" or "Unacceptable" rating and the necessary corrective
				action to be taken prior to the end of the evaluation period.
(e) Meeting in person with the employee, when
				practicable, for performance planning and performance
				evaluation.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-35 - PERFORMANCE EVALUATION SYSTEM › Section 60L-35.004 - Career Service

Current through Reg. 50, No. 138; July 16, 2024
(1) Agencies shall
				comply with this performance evaluation rule when reviewing and evaluating the
				performance of Career Service employees.
(2) Upon original appointment, promotion,
				demotion, or reassignment to a position with significantly different job duties
				or responsibilities, the rater shall timely conduct a performance planning
				session with the employee.
(3)
				Career Service employees in probationary status shall have a performance
				evaluation completed on or before the end of the probationary period provided
				that, if the probationary period is extended pursuant to agency policy, the
				extension shall be noted on the evaluation form and the employee shall have
				another performance evaluation completed on or before the end of the extended
				probationary period. Failure to evaluate the probationary employee on or before
				the end of the probationary period will result in the employee successfully
				completing the probationary period.
(4) If an employee successfully completes the
				probationary period within 60 calendar days of the agency designated evaluation
				date, the probationary period overall rating shall become the employee's
				overall rating for the annual evaluation period that corresponds with that
				agency designated evaluation date.
Rulemaking Authority
					 110.1055,
					 110.224(3) FS.
					 Law Implemented 110.1245(2)(b),
					 110.224
					 FS.
New 6-19-08.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-35 - PERFORMANCE EVALUATION SYSTEM › Section 60L-35.005 - Selected Exempt Service

Current through Reg. 50, No. 138; July 16, 2024
(1) Agencies
				shall comply with this performance evaluation rule when reviewing and
				evaluating the performance of Selected Exempt Service employees covered by
				collective bargaining agreements.
(a) Upon
				original appointment to a position with significantly different job duties or
				responsibilities, the rater shall timely conduct a performance planning session
				with the employee.
(b) Agencies may
				also incorporate any elements that the agency head deems appropriate for
				evaluating performance in relationship to the requirements of the position
				filled by the employee, so long as such elements do not conflict with this
				rule.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-35 - PERFORMANCE EVALUATION SYSTEM › Section 60L-35.006 - Transitional Provision (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.1055,
					 110.201,
					  110.224 (3),
					 110.605 FS. Law Implemented
					 110.1245(2)(b)5., 110.224,
					  110.227,
					  110.605(1)(b) 
					 FS.
New 6-19-08, Repealed
					 12-27-15.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-36 - CONDUCT OF EMPLOYEES › Section 60L-36.001 - Scope and Purpose (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.1055,
					  110.1221,
					  110.201 (1),
					  110.227 (2),
					 110.233,
					  110.403 (1),
					 110.403(5),
					 110.605(1),
					 110.605(4) FS.
					 Law Implemented 110.1221,
					 110.201,
					 110.227,
					 110.403,
					  110.605 FS.
New 1-1-02, Repealed
					 12-27-15.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-36 - CONDUCT OF EMPLOYEES › Section 60L-36.002 - Political Activities

Current through Reg. 50, No. 138; July 16, 2024
(1) Section
				 110.233(4)(a),
				F.S., prohibits a career service employee from holding, or being a candidate
				for, public office while in the employment of the state or taking any active
				part in a political campaign while on duty or within the period of time during
				which the employee is expected to perform services for which he or she receives
				compensation from the state. However, a career service employee may be a
				candidate for or hold local public office when authorized by the agency head
				and approved by the Department as involving no interest which conflicts or
				activity which interferes with his or her state employment. The following
				procedures shall apply to requests for that authorization and approval.
(a) An employee seeking authorization shall
				submit to the employing agency head a written request before engaging in any
				campaign related activity, including fundraising, and at least forty-five days
				before the deadline for qualifying for the office. The request shall identify
				the public office sought and summarize the duties, the hours of work involved
				in holding the office, what effects, if any, office or campaign duties will
				have on the employee's regular duties with the State, and the amount of
				remuneration, if any, which the employee would receive if elected.
(b) Within ten days after receiving the
				request, the agency head shall decide in writing whether the request is
				authorized. The decision shall specify reasons and shall include a
				determination whether the candidacy or duties of the local public office
				involve an interest that conflicts or an activity that interferes with the
				employee's state employment. If the agency head approves the request, the
				agency shall forward copies of the request and the decision to the
				Department.
(c) Within ten days
				after receiving the request and agency decision, the Department shall decide in
				writing whether the request is approved, and so advise the agency and the
				employee.
(d) Copies of the
				employee's request, the agency head's decision, and the Department's decision
				shall be retained in the employee's personnel file.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-36 - CONDUCT OF EMPLOYEES › Section 60L-36.003 - Relationships with Regulated Entities

Current through Reg. 50, No. 138; July 16, 2024
(1)
				Relationships between employees and regulated entities give rise to the
				potential for conflicts of interest. To ensure that agencies can monitor such
				relationships and avoid such conflicts, all employees exercising regulatory
				responsibility shall comply with this Rule
				 60L-36.003, F.A.C. An employee
				exercises regulatory responsibility if the employee has direct responsibility
				for any of the following:
(a) Determining an
				entity's compliance with federal, state, or local statutes or
				regulations.
(b) Determining or
				recommending whether the agency should issue, revoke, cancel or suspend an
				entity's license or other certificate of authority.
(c) Approving transactions between the agency
				and an entity.
(d) Custody,
				supervision, care, or treatment of prisoners, inmates, patients, clients, or
				other persons committed to a state institution.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-36 - CONDUCT OF EMPLOYEES › Section 60L-36.004 - Sexual Harassment (Transferred)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.1055,
					 110.1221,
					 110.201(1) FS.
					 Law Implemented 110.1221
					 FS.
New 1-22-02, Transferred to
					  60L-40.001.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-36 - CONDUCT OF EMPLOYEES › Section 60L-36.005 - Disciplinary Standards

Current through Reg. 50, No. 138; July 16, 2024
(1) This rule sets
				forth the minimal standards of conduct that apply to all employees in the State
				Personnel System, violation of which may result in dismissal.
(2) Agencies within the State Personnel
				System perform a vast array of functions and deliver a wide variety of
				services. Some employees perform routine tasks in a safe office environment,
				while others engage in unpredictable life-threatening situations under the most
				demanding circumstances. Breach of a particular standard in one context might
				be less serious, while in another it might result in the loss of life or
				property. Accordingly, each agency shall have primary authority and
				responsibility for managing the conduct of its employees. If an agency deems it
				necessary to discipline an employee for violation of this rule, the agency may
				impose any discipline up to and including dismissal, taking into account the
				agency's unique mission and the individual facts and circumstances.
(3) Employees outside the permanent career
				service may be dismissed at will. Permanent career service employees may be
				suspended or dismissed only for cause, which shall include, but not be limited
				to, the following. Examples under the categories listed below are not
				exhaustive.
(a) Poor performance. Employees
				shall strive to perform at the highest level of efficiency and effectiveness;
				they shall do more than "just get by."
1.
				Employees are expected to be reliable and dependable, for example: to show up
				for work, ready to work, on a reliable basis; to observe established work hours
				and scheduled appointments; to complete work on time; and to obtain permission
				before being off work and to schedule leave in a manner that minimizes work
				disruption.
2. Employees are
				expected to be effective, for example: to organize their work; to stay focused
				on job related activities during work hours; to provide the level of effort
				necessary to get the job done; to demonstrate willingness and ability to make
				decisions and exercise sound judgment; to produce work that consistently meets
				or exceeds expectations; to accept responsibility for their actions and
				decisions; to adapt to changes in work assignments, procedures, and technology;
				and to be committed to improving individual performance.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-37 - SAVINGS SHARING PROGRAM › Section 60L-37.001 - Scope and Purpose (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.1245(1) FS.
					 Law Implemented 110.1245
					 FS.
New 1-1-02, Repealed
					 12-27-15.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-37 - SAVINGS SHARING PROGRAM › Section 60L-37.002 - Responsibilities

Current through Reg. 50, No. 138; July 16, 2024
(1) Each participating agency shall submit
				written recommendations for award to the Legislative Budget Commission for
				evaluation. Each recommendation shall do the following:
(a) Verify employee eligibility for
				participation.
(b) Verify
				eligibility of a proposal. To be eligible for award, a proposal shall do one of
				the following.
1. Identify existing programs
				and activities conducive to outsourcing or privatization.
2. Propose solutions that result in
				measurable benefits from improved productivity or outputs.
3. Propose procedures that will result in
				improved quality of product or service and reduce the burden on those
				served.
4. Propose innovative or
				new processes, applications, designs, equipment, tools, strategies, safety
				practices, etc.
(c) Track
				and document the savings realized or additional revenue generated by the
				proposal, if implemented.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-37 - SAVINGS SHARING PROGRAM › Section 60L-37.003 - Reporting Procedure (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.1245(1) FS.
					 Law Implemented 110.1245
					 FS.
New 1-1-02, Repealed
					 3-2-17.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-38 - STATE CHILD CARE PROGRAM › Section 60L-38.001 - Scope and Purpose (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.151(8) FS.
					 Law Implemented 110.151
					 FS.
New 1-1-02, Repealed
					 12-27-15.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-38 - STATE CHILD CARE PROGRAM › Section 60L-38.002 - Child Care Services

Current through Reg. 50, No. 138; July 16, 2024
(1) Agencies
				requesting the establishment of work-site centers shall submit a written plan
				to the Department for approval. This plan shall contain the results of a
				feasibility study showing the following:
(a)
				Number and ages of preschool children identified in target area.
(b) Number of employees indicating
				utilization of proposed center.
(c)
				Description of proposed child care space as to location, square footage, and
				suitability to purpose.
(d) Number
				of existing preschool centers in the target area with their licensed capacity
				and enrollment.
(e) Estimated
				start-up and operational costs of proposed center.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-38 - STATE CHILD CARE PROGRAM › Section 60L-38.003 - Procedures for Coordination of Child Care Services Requests (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.151(8) FS.
					 Law Implemented 110.151
					 FS.
New 1-1-02, Repealed
					 3-2-17.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-38 - STATE CHILD CARE PROGRAM › Section 60L-38.004 - Criteria for Establishment of Child Care Centers (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.151(8) FS.
					 Law Implemented 110.151
					 FS.
New 1-1-02, Repealed
					 3-2-17.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-38 - STATE CHILD CARE PROGRAM › Section 60L-38.005 - Responsibilities of Service Providers (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.151(8) FS.
					 Law Implemented 110.151
					 FS.
New 1-1-02, Repealed
					 3-2-17.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.001 - Scope and Purpose (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.181(3) FS.
					 Law Implemented 110.181
					 FS.
New 1-1-02, Amended 1-23-07, 5-16-10, Repealed
					 12-27-15.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.0015 - Definitions (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority 110.181(3) FS. Law Implemented 110.181 FS.
New 1-23-07, Amended 5-16-10, 2-17-13, 12-27-15, Repealed by Ch. 2018-57, L.O.F. 7-1-18.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.002 - General Requirements (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.181(3) FS.
					 Law Implemented 110.181
					 FS.
New 1-6-02, Amended 1-9-05, 1-23-07, Repealed
					 5-16-10.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.003 - Statewide Steering Committee (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority 110.181(3) FS. Law Implemented 110.181 FS.
New 1-6-02, Amended 3-5-04, 1-9-05, 2-13-06, 1-23-07, 5-16-10, 2-17-13, 12-27-15, Repealed by Ch. 2018-57, L.O.F. 7-1-18.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.004 - Eligibility Criteria for Participation by Charitable Organizations (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority 110.181(3) FS. Law Implemented 110.181 FS.
New 1-6-02, Amended 1-23-07, 5-16-10, 2-17-13, 12-27-15, Repealed by Ch. 2018-57, L.O.F. 7-1-18.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.0041 - Eligibility Criteria for Receipt of Tier One Undesignated Funds (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.181(3) FS.
					 Law Implemented 110.181
					 FS.
New 5-16-10, Repealed
					 2-17-13.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.005 - Application Procedures (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority 110.181(3) FS. Law Implemented 110.181 FS.
New 1-1-02, Amended 3-5-04, 1-9-05, 2-13-06, 1-23-07, 5-16-10, 2-17-13, 12-27-15, Repealed by Ch. 2018-57, L.O.F. 7-1-18.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.006 - Department Duties and Responsibilities (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority 110.181(3) FS. Law Implemented 110.181 FS.
New 1-6-02, Amended 3-5-04, 1-9-05, 2-13-06, 1-23-07, 5-16-10, 2-17-13, 12-27-15, Repealed by Ch. 2018-57, L.O.F. 7-1-18.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.007 - Appeals (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority 110.181(3) FS. Law Implemented 110.181 FS.
New 1-6-02, Amended 3-5-04, 5-16-10, 2-17-13, 12-27-15, Repealed by Ch. 2018-57, L.O.F. 7-1-18.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.008 - Local Steering Committees (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.181(3) FS.
					 Law Implemented 110.181
					 FS.
New 5-16-10, Amended 2-17-13, Repealed
					 12-27-15.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-39 - FLORIDA STATE EMPLOYEES' CHARITABLE CAMPAIGN (REPEALED) › Section 60L-39.009 - Employee Contributions and Campaign Events (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority 110.181(3) FS. Law Implemented 110.181 FS.
New 5-16-10, Amended 2-17-13, 12-27-15, Repealed by Ch. 2018-57, L.O.F. 7-1-18.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-40 - SEXUAL HARRASSMENT, EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION › Section 60L-40.001 - Sexual Harassment

Current through Reg. 50, No. 138; July 16, 2024
(1) Agencies shall
				not tolerate sexual harassment within the work force. Sexual harassment means
				unwelcome sexual advances, requests for sexual favors, or other verbal or
				physical conduct of a sexual nature from any person directed towards or in the
				presence of an employee or applicant when:
(a)
				Submission to such conduct is either explicitly or implicitly a term or
				condition of an individual's employment;
(b) Submission to or rejection of such
				conduct by an individual is used as the basis for employment decisions
				affecting such individual; or
(c)
				Such conduct has the purpose or effect of unreasonably interfering with an
				individual's work performance or creating an intimidating, hostile, or
				offensive working environment.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60LER18 - Emergency Rule for Year 2018 › Section 60LER18-2 - Amendment of Rule 60L-32.0071, F.A.C

Current through Reg. 50, No. 138; July 16, 2024
(1)
				Notwithstanding the provisions of subsection
				 60L-34.0031(3),
				F.A.C., an agency may propose, for Department approval, an agency-wide plan to
				compensate excluded Selected Exempt Service (SES) employees below the bureau
				chief or bureau chief comparable level who are directed to work hours in excess
				of the contracted hours in the regular work period in response to an unforeseen
				extraordinary event or occurrence to provide agency mission critical services
				to the public subject to the following:
(a)
				The plan must be activated in writing by the agency head or designee and must
				document how the unforeseen extraordinary event or occurrence impacts
				recipients of agency mission critical services to justify plan
				activation.
(b) Plan activation
				shall be contingent upon the availability of adequate budget and funds for the
				compensation payments and shall include a beginning and ending date.
(c) The agency head or designee shall notify
				the Executive Office of the Governor, the President of the Senate, the Speaker
				of the House and the Department immediately upon each plan activation or
				extension by providing a copy of the activation or extension letter and any
				supporting documentation.
(d)
				Payment shall be made at the employee's straight time hourly regular rate of
				pay on an hour-for-hour basis for any hours worked in excess of the contracted
				hours during the regular work period.
(e) All hours worked in excess of the
				contracted hours in the regular work period and compensated as a result of a
				plan activation for an extraordinary event or occurrence shall be recorded in
				the State Personnel System Human Resource Information System using the code
				designated for SES Extraordinary Pay unless otherwise instructed by the
				Department.
(f) A record must be
				maintained of all hours worked and payments made in connection with each plan
				activation.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60LER-19 - Emergency Rule for Year 2019 › Section 60LER-19.2 - Selected Exempt Service Extraordinary Payment Plan

Current through Reg. 50, No. 138; July 16, 2024
(1) Notwithstanding the provisions of
				subsection
				 60L-34.0031(3),
				F.A.C., an agency may propose, for Department approval, an agency-wide plan to
				compensate excluded Selected Exempt Service (SES) employees below the bureau
				chief or bureau chief comparable level who are directed to work hours in excess
				of the contracted hours in the regular work period in response to an unforeseen
				extraordinary event or occurrence to provide agency mission critical services
				to the public subject to the following:
(a)
				The plan must be activated in writing by the agency head or designee and must
				document how the unforeseen extraordinary event or occurrence impacts
				recipients of agency mission critical services to justify plan
				activation.
(b) Plan activation
				shall be contingent upon the availability of adequate budget and funds for the
				compensation payments and shall include a beginning and ending date.
(c) The agency head or designee shall notify
				the Executive Office of the Governor, the President of the Senate, the Speaker
				of the House and the Department immediately upon each plan activation or
				extension by providing a copy of the activation or extension letter and any
				supporting documentation.
(d)
				Payment shall be made at the employee's straight time hourly regular rate of
				pay on an hour-for-hour basis for any hours worked in excess of the contracted
				hours during the regular work period.
(e) All hours worked in excess of the
				contracted hours in the regular work period and compensated as a result of a
				plan activation for an extraordinary event or occurrence shall be recorded in
				the State Personnel System Human Resource Information System using the code
				designated for SES Extraordinary Pay unless otherwise instructed by the
				Department.
(f) A record must be
				maintained of all hours worked and payments made in connection with each plan
				activation.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60LER22 - EMERGENCY RULE FOR YEAR 2022 › Section 60LER22-1 - Selected Exempt Service Extraordinary Payment Plan

Current through Reg. 50, No. 138; July 16, 2024
(1) Notwithstanding the provisions of
				subsection
				 60L-34.0031(3),
				F.A.C., an agency may propose, for Department approval, an agency-wide plan to
				compensate excluded Selected Exempt Service (SES) employees below the bureau
				chief or bureau chief comparable level who are directed to work hours in excess
				of the contracted hours in the regular work period in response to an unforeseen
				extraordinary event or occurrence to provide agency mission critical services
				to the public subject to the following:
(a)
				The plan must be activated in writing by the agency head or designee and must
				document how the unforeseen extraordinary event or occurrence impacts
				recipients of agency mission critical services to justify plan
				activation.
(b) Plan activation
				shall be contingent upon the availability of adequate budget and funds for the
				compensation payments and shall include a beginning and ending date.
(c) The agency head or designee shall notify
				the Executive Office of the Governor, the President of the Senate, the Speaker
				of the House and the Department immediately upon each plan activation or
				extension by providing a copy of the activation or extension letter and any
				supporting documentation.
(d)
				Payment shall be made at the employee's straight time hourly regular rate of
				pay on an hour-for-hour basis for any hours worked in excess of the contracted
				hours during the regular work period.
(e) All hours worked in excess of the
				contracted hours in the regular work period and compensated as a result of a
				plan activation for an extraordinary event or occurrence shall be recorded in
				the State Personnel System Human Resource Information System using the code
				designated for SES Extraordinary Pay unless otherwise instructed by the
				Department.
(f) A record must be
				maintained of all hours worked and payments made in connection with each plan
				activation.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60LER23 - EMERGENCY RULE FOR YEAR 2022 › Section 60LER23-2 - Selected Exempt Service Extraordinary Payment Plan

Current through Reg. 50, No. 138; July 16, 2024
(1) Notwithstanding the provisions of
				subsection  60L-34.0031(3),
				F.A.C., an agency may propose, for Department approval, an agency-wide plan to
				compensate excluded Selected Exempt Service (SES) employees below the bureau
				chief or bureau chief comparable level who are directed to work hours in excess
				of the contracted hours in the regular work period in response to an unforeseen
				extraordinary event or occurrence to provide agency mission critical services
				to the public subject to the following:
(a)
				The plan must be activated in writing by the agency head or designee and must
				document how the unforeseen extraordinary event or occurrence impacts
				recipients of agency mission critical services to justify plan
				activation.
(b) Plan activation
				shall be contingent upon the availability of adequate budget and funds for the
				compensation payments and shall include a beginning and ending date.
(c) The agency head or designee shall notify
				the Executive Office of the Governor, the President of the Senate, the Speaker
				of the House and the Department immediately upon each plan activation or
				extension by providing a copy of the activation or extension letter and any
				supporting documentation.
(d)
				Payment shall be made at the employee's straight time hourly regular rate of
				pay on an hour-for-hour basis for any hours worked in excess of the contracted
				hours during the regular work period.
(e) All hours worked in excess of the
				contracted hours in the regular work period and compensated as a result of a
				plan activation for an extraordinary event or occurrence shall be recorded in
				the State Personnel System Human Resource Information System using the code
				designated for SES Extraordinary Pay unless otherwise instructed by the
				Department.
(f) A record must be
				maintained of all hours worked and payments made in connection with each plan
				activation.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60P - Division of State Employees' Insurance › Chapter 60P-1 - STATE GROUP INSURANCE PROGRAM › Section 60P-1.0015 - Executive Offices and Telephone Number (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 120.53(1)(a)
					 FS. Law Implemented 110.123
					 FS.
New 8-22-96, Repromulgated 1-31-02, Repealed
					 1-20-16.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60P - Division of State Employees' Insurance › Chapter 60P-1 - STATE GROUP INSURANCE PROGRAM › Section 60P-1.004 - Appeals (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.123(5) FS.
					 Law Implemented 110.123
					 FS.
New 8-22-96, Repromulgated as Amended 1-31-02, Repealed
					 1-20-16.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60P - Division of State Employees' Insurance › Chapter 60P-2 - STATE GROUP HEALTH SELF-INSURANCE PLAN › Section 60P-2.001 - Eligibility (Repealed)

Current through Reg. 50, No. 138; July 16, 2024
Rulemaking Authority
					 110.123(5) FS.
					 Law Implemented 110.123
					 FS.
New 10-8-79, Amended 10-22-79, 7-1-80, 9-13-82, 8-7-83,
					 Formerly 22K-1.14, Amended 7-16-86, Formerly 22K-1.201, Amended 8-22-96,
					 Repromulgated 1-31-02, Repealed
					 3-2-17.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60P - Division of State Employees' Insurance › Chapter 60P-2 - STATE GROUP HEALTH SELF-INSURANCE PLAN › Section 60P-2.002 - Eligibility and Enrollment

Current through Reg. 50, No. 138; July 16, 2024
(1) Eligibility
				to participate in the Health Program will be in accordance with Section
				 110.123, F.S.
(2) Eligible dependents may only participate
				under a family coverage.
(3) The
				surviving spouse may participate in the Health Program with family coverage if
				there are eligible children to be covered; otherwise, the surviving spouse may
				only participate under an individual coverage.
(4) In order to participate in an HMO, the
				subscriber must reside in the HMO Region; if the subscriber is a state
				employee, he or she must either reside or work in the HMO Region.
(5) An employee or state officer may apply
				for enrollment in the Health Program through the employing agency personnel
				office:
(a) During the first sixty (60)
				calendar days of state employment or a new term of office;
(b) During open enrollment;
(c) Within thirty-one (31) days of a QSC of
				losing other group health coverage;
(d) Within thirty-one (31) days of a QSC of
				an increase in the number of work hours for an employee;
(e) Within thirty-one days prior to
				termination of employment and before the effective date of
				retirement.
Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60P - Division of State Employees' Insurance › Chapter 60P-2 - STATE GROUP HEALTH SELF-INSURANCE PLAN › Section 60P-2.003 - Changes in Coverage

Current through Reg. 50, No. 138; July 16, 2024
(1) An employee
				enrolled in the Health Program may apply for a change to family coverage or
				individual coverage within thirty-one (31) calendar days of a QSC event if the
				change is consistent with the event or during the open enrollment
				period.
(2) A retiree, surviving
				spouse or participant with continuation coverage enrolled with family coverage
				may apply to change to individual coverage at any time, however, those enrolled
				with individual coverage may apply for a change to family coverage within
				thirty-one (31) calendar days of the date of acquisition of or loss of other
				group coverage for any eligible dependent or during the open enrollment
				period.
(3) A subscriber enrolled
				with individual coverage may apply for a change to family coverage prior to
				acquiring any eligible dependent. Since family coverage is effective the first
				day of any given month, a subscriber who will acquire the eligible dependent
				and is desirous of having immediate coverage of such dependent must:
(a) Submit an application and pay a full
				month's premium prior to the first day of the month in which the dependent will
				be acquired. Otherwise, coverage cannot be effective on the actual date of
				acquisition.
(b) A subscriber
				applying for family coverage under paragraph (3)(a), above, may also add any
				other eligible dependents.