Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.9 - Special Pay

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
Shift
				differential.
If an overtime eligible employee works for an appointing
				authority whose operations require other than a day shift, the employee shall
				receive a shift differential if scheduled to work four or more hours between 6
				p.m. and 6 a.m. for two or more consecutive workweeks, or is regularly assigned
				to rotate shifts. The amount of the shift differential shall be determined by
				the director and paid in cents per hour. There shall be one rate for the 6 p.m.
				to midnight time period and another higher rate for the midnight to 6 a.m. time
				period. Employees who work in both time periods shall be paid at the rate
				applicable to the period in which the majority of their hours are worked.
				Employees who work equal amounts in both time periods shall be paid at the
				higher rate. The differential shall be in addition to the employee's regular
				base pay and shall be paid for all hours in pay status.
Employees in overtime exempt classes may receive a shift
				  differential if a request is first submitted in writing and approved by the
				  director.
(2)
Call
				back.
If an overtime eligible employee is directed to report to work
				during unscheduled hours that are not contiguous to the beginning or the end of
				the employee's assigned shift, the employee shall be paid a minimum of three
				hours. These hours shall not count as standby hours if the employee is in
				standby status. Employees in overtime exempt classes may be eligible for call
				back pay, if a request is first submitted in writing and approved by the
				director.
(3)
Standby.
If an employee in an overtime eligible class is
				directed to be on standby after the end of the employee's shift, the employee
				shall be paid 10 percent of the employee's hourly pay rate for each hour in a
				standby status. If required to be on standby, an employee shall receive at
				least one hour of standby pay. Time spent working while on standby shall not
				count in determining standby pay, nor shall standby hours count for purposes of
				determining overtime. Employees in overtime exempt classes may be eligible for
				standby pay if a request is first submitted in writing and approved by the
				director.
(4)
Discretionary
				payments.
A lump sum payment for exceptional job performance may be
				given to an employee. A written explanation setting forth the reasons shall
				first be submitted to the director for approval.
(5)
Recruitment or retention
				payments.
A payment to a job applicant or an employee may be made for
				recruitment or retention reasons. A written explanation shall first be
				submitted in writing to the director.
As a condition of receiving recruitment or retention pay, the
				  recipient must sign an agreement to continue employment with the appointing
				  authority for a period of time following receipt of the payment that is deemed
				  by the appointing authority to be commensurate with the amount of the payment.
				  If the recipient is terminated for cause or voluntarily leaves state
				  employment, the recipient will be required to repay the appointing authority
				  for the proportionate amount of the payment for the time remaining, and it will
				  be recouped from the final paycheck. When the recipient changes employment to
				  another state agency, then a repayment schedule must be approved by the
				  director. Recoupment will be coordinated with the department of administrative
				  services, state accounting enterprise, to ensure a proper reporting of
				  taxes.
(6)
Pay for
				increased credentials.
An employee who successfully completes a course
				of study, a certificate program, or any educational program directly related to
				the employee's current employment is eligible to receive an increase in base
				pay at the discretion of the appointing authority. Granting an increase
				pursuant to this subrule will not affect an employee's pay increase eligibility
				date and may not exceed the maximum pay for the assigned job classification
				pursuant to subrule 53.6(2).