reglab/statecodes huggingface dataset:
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 45 - Payroll Deduction for Tuition Program Contributions › Rule 11-45.12 - Annual Review of Participating Employees

Current through Register Vol. 47, No. 3, July 24, 2024
During September of each year, each participating qualified
				  tuition program must supply the centralized payroll administrator with a
				  certified list, in an acceptable electronic format, of all state employees who
				  have a tuition contribution deduction through any state payroll system. The
				  list must contain the same information as required in
				  45.3(2)
"d"
and will be used by the centralized payroll
				  administrator to determine whether the qualified tuition program has 500
				  employees participating in the program.
The centralized payroll administrator will provide a copy of
				  the certified list for each payroll system to the officer in charge of that
				  payroll system for verification of employee status.
If the minimum qualification is not being maintained, written
				  notification will be provided to the qualified tuition program, giving the
				  qualified tuition program 90 days to meet the minimum qualification. If, at the
				  end of the 90-day period, the minimum qualification has not been attained, the
				  tuition contribution deduction for all participating employees in that
				  qualified tuition program will be terminated.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 45 - Payroll Deduction for Tuition Program Contributions › Rule 11-45.13 - Termination of Qualified Tuition Program Participation

Current through Register Vol. 47, No. 3, July 24, 2024
If the centralized payroll administrator finds that a
				  qualified tuition program is not complying with the rules in this chapter or
				  the agreement made with the centralized payroll administrator, or if the
				  program is not operating in a manner that the centralized payroll administrator
				  determines to be in the best interest of the state or its employees, the
				  department of administrative services reserves the right to terminate a
				  qualified tuition program's participation in the payroll deduction
				  program.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 45 - Payroll Deduction for Tuition Program Contributions › Rule 11-45.14 - Reinstatement of Company Participation

Current through Register Vol. 47, No. 3, July 24, 2024
A qualified tuition program that has been terminated from
				  participation in payroll deduction for tuition contributions may be reinstated
				  when the company has again met program qualifications as set forth in this
				  chapter.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.1 - General Provisions

Current through Register Vol. 47, No. 3, July 24, 2024
The state of Iowa may grant to qualified insurance companies
				  the right to receive insurance premiums from state employees through payroll
				  deduction upon presentation of insurance deduction authorization forms signed
				  by state employees.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.2 - Definitions

Current through Register Vol. 47, No. 3, July 24, 2024
For the purpose of this chapter, the following definitions
				  apply.
"Employee"
means a nontemporary state
				  employee.
"Payroll system "
means any one of the
				  following:
1. State of Iowa
				centralized.
2. Department of
				transportation.
3. Iowa State
				University of Science and Technology.
4. State University of Iowa.
5. University of Northern Iowa.
6. Iowa Braille and Sight Saving
				School.
7. Iowa School for the
				Deaf.
8. Iowa state fair
				board.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.3 - Insurance Company Qualifications

Current through Register Vol. 47, No. 3, July 24, 2024
To qualify to receive insurance premiums from state employees
				  through payroll deductions, an insurance company must be authorized to do
				  business in Iowa and must meet the requirements of this rule.
(1)
Minimum number of participating
				employees.
a. The insurance company
				must have and maintain the participation of 500 or more state
				employees.
b. Notwithstanding
				subrule 46.3(1), paragraph
"a,"
during the first 12 months of
				this program an insurance company is considered qualified if it received
				insurance premium payments through payroll deductions under repealed Iowa Code
				section 70A. 17. All such companies may continue in the program during the
				first 12 months following the reinstitution of this payroll deduction program.
				By the end of the twelfth month after the reinstitution of this program, all
				companies must have and maintain a total of at least 500 participating
				employees in order to continue participation. Following the end of the twelfth
				month of participation of an insurance company under this subrule, company
				participation may be terminated pursuant to rule
				11-46.13
				(70A).
c. For purposes of
				certifying the required 500 state employees, an insurance company shall not
				count state employees enrolled in insurance programs authorized by existing
				Iowa Code sections, by collective bargaining contracts, or by the appropriate
				governing authority.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.4 - Noneligible Types of Insurance

Current through Register Vol. 47, No. 3, July 24, 2024
Deductions from salaries and wages will not be authorized for
				  any type of insurance that is not approved by the program administrator or
				  which is being provided for by the state, such as: health and dental; term
				  life; and long-term sickness or disability. No insurance coverage offering a
				  mutual fund or annuity investment component will be allowed.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.5 - Deduction Limits and Frequency

Current through Register Vol. 47, No. 3, July 24, 2024
Authorized deductions must be a minimum of $1. The frequency
				  of the deductions must be compatible with the affected payroll system. All
				  payroll deductions must be made in equal amounts on a monthly basis or be made
				  on a basis compatible with the payroll system. The deduction will be made only
				  for the amount of insurance premiums and shall not include amounts for any
				  other purpose, such as organizational dues or membership
				  fees.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.6 - Distribution of Literature

Current through Register Vol. 47, No. 3, July 24, 2024
The state of Iowa will not distribute any literature
				  soliciting insurance premium deductions or literature pertaining to any other
				  matter on behalf of any company.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.7 - Number of Contributions

Current through Register Vol. 47, No. 3, July 24, 2024
Each payroll system must allow each employee the opportunity
				  to make insurance premium deductions to any combination of up to a maximum of
				  four companies.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.9 - Terminations

Current through Register Vol. 47, No. 3, July 24, 2024
An employee wishing to terminate the deduction shall be
				  required to give 30 days' notice in writing to the appointing authority of the
				  department in which the employee works or, in the case of regents institutions,
				  to the officer in charge of the payroll system through which the employee is
				  paid.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.10 - Remittance

Current through Register Vol. 47, No. 3, July 24, 2024
The officer in charge of the payroll system must send the
				  monthly payment to each company within 20 working days after the last pay date
				  of each calendar month. Support documentation is limited to a listing of
				  employees and the amount deducted for each such employee.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.11 - Unapproved Solicitation Prohibited

Current through Register Vol. 47, No. 3, July 24, 2024
Salespersons or agents must follow all applicable rules
				  prohibiting solicitation on state property. The designated company
				  representative may schedule presentations of marketing and informational
				  materials, provided the program administrator has given written approval of
				  said materials and applicable rules are followed concerning approval of the
				  date, time, and location of such presentations. Further, use of employees'
				  state E-mail addresses or work addresses to mass distribute marketing materials
				  is prohibited.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.12 - Annual Review of Participating Employees

Current through Register Vol. 47, No. 3, July 24, 2024
During September of each year, each participating company
				  must supply the program administrator with a certified list of all state
				  employees who have an insurance premium deduction through each payroll system.
				  The list must contain the same information as required in
				  46.3(2)
"d,"
and will be used by the state to determine if the
				  company has 500 employees participating in the program.
If the minimum qualification is not being maintained, written
				  notification will be provided to the company, giving the company 90 days to
				  meet the minimum qualification. If, at the end of the 90-day period, the
				  minimum qualification has not been attained, the insurance premium deduction
				  for all participating employees in that company will be terminated.
The program administrator will provide a copy of the
				  certified list for each payroll system to the officer in charge of that payroll
				  system for verification of employee status.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.13 - Termination of Company Participation

Current through Register Vol. 47, No. 3, July 24, 2024
If the program administrator finds a company is not complying
				  with administrative rules in this chapter or the agreement made with the state,
				  or if the company is not operating in a manner the program administrator
				  determines to be in the best interest of the state or its employees, the state
				  reserves the right to terminate an insurance company's participation in the
				  program.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 46 - Payroll Deduction for Additional Insurance Coverage › Rule 11-46.14 - Reinstatement of Company Participation

Current through Register Vol. 47, No. 3, July 24, 2024
A company that has been terminated from participation in the
				  payroll deduction program may be reinstated when the company has again met
				  program qualifications as set forth in this chapter
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 48 - Prepayment of Expenses › Rule 11-48.1 - Definitions

Current through Register Vol. 47, No. 3, July 24, 2024
For purposes of this chapter, the following definitions
				  apply:
"Department"
means the department of administrative
				  services.
"Director"
means the director of the department of
				  administrative services.
This rule is intended to implement Iowa Code section
				  8A.514.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 48 - Prepayment of Expenses › Rule 11-48.2 - Prepayment of Expenses

Current through Register Vol. 47, No. 3, July 24, 2024
The following expenses may be prepaid without prior written
				  approval from the department:
1.
				Contracts for software purchases, software maintenance, or other maintenance
				contracts which have been negotiated with a clause requiring
				prepayment.
2. Subscriptions for
				magazines and periodicals.
3.
				Publications.
4. Rental of building
				space, post office boxes, parking spaces, and booths (only the portion that
				must be prepaid to reserve a space). Documentation must be attached to the
				claim.
5. Maintenance contracts
				that have been negotiated with a clause requiring prepayment.
6. If there is documentation attached to the
				claim which indicates the registration must be paid prior to the function, or
				there is documentation attached which indicates there is a savings of at least
				current general fund earning rate of the state treasurer if the registration is
				paid in advance.
This rule is intended to implement Iowa Code section
				  8A.514.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 48 - Prepayment of Expenses › Rule 11-48.3 - Prepayment Under Special Circumstances

Current through Register Vol. 47, No. 3, July 24, 2024
Advance payment on contracts is allowable in certain
				  instances. Reimbursement of expenses should be utilized whenever possible. The
				  time elapsing between the receipt of the money and its disbursement should be
				  minimized as much as is administratively feasible. In certain circumstances,
				  the grantee may lack sufficient working capital to provide the service for
				  which the grant was made. Contractors deemed by the department to have an
				  employee/employer relationship with the state are not eligible for advance
				  payments. Advance payments may be made under the following guidelines.
(1) Advance payments may be made up to one
				month in advance of the anticipated expenditure. This is considered to be
				administratively feasible on a statewide basis. Requests for advance payments
				in excess of one month must have the prior approval from the
				department.
(2) When it has been
				determined by the state agency that the grantee lacks sufficient working
				capital to provide the service of the grant, the grantee may be given a
				two-month "working capital advance" (i.e., an advance may be made for up to two
				months of projected expenses). After the initial two-month "working capital
				advance" has been made, the grantee should submit claims for the reimbursement
				on a monthly basis. This should allow the grantee enough start-up funds to
				commence the project, while also allowing the grantee to maintain a one-month
				advance after the initial start-up, which parallels subrule 48.3(1) above.
a. Documentation that indicates the grantee
				lacks sufficient working capital to commence the project must be attached to
				the initial claim.
b. Documentation
				supporting the projected costs must be attached to the initial claim. This rule
				is intended to implement Iowa Code section
				8A.514.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title III - State Accounting › Chapter 48 - Prepayment of Expenses › Rule 11-48.4 - Prior Approval for Prepayment of Expenses

Current through Register Vol. 47, No. 3, July 24, 2024
Any expense not specifically mentioned in rule
				  11-48.2
				  (8A) must have prior approval to be paid in advance of receiving the good or
				  service. Prior approval will be allowed only under the following
				  circumstances.
1. If prepayment is
				required in order for the state to receive the good or service.
2. If the department can document that the
				state will benefit through reduced rates equal to or greater than the current
				general fund earning rate of the state treasurer.
This rule is intended to implement Iowa Code section
				  8A.514.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 51 - Coverage and Exclusions › Rule 11-51.2 - Merit System

Current through Register Vol. 47, No. 3, July 24, 2024
The merit system shall include and apply to those positions
				  in the state personnel system which have been determined by the director to be
				  covered by Iowa Code section
				  8A.411
				  as it pertains to qualifications, examinations, probation, and just cause
				  discipline and discharge hearings, hereinafter referred to as merit system
				  provisions. Whenever the director determines that a position should be covered
				  by or not covered by merit system provisions, the director shall notify the
				  appointing authority in writing of the decision and the effective date.
(1)
Exclusion of division
				administrators and policy-making positions.
The appointing authority
				of each agency shall submit to the director for approval the position number
				and title of each position referred to in Iowa Code section
				8A.412
				and proposed for exclusion from coverage by the merit system provisions
				referred to in Iowa Code section
				8A.411(4).
				Subsequent changes in the number or duties of these positions shall be
				submitted to the director for exclusion approval.
(2)
Exclusion of confidential
				employees.
Confidential employees excluded from coverage by merit
				system provisions shall be as provided for in 11-Chapter 50.
(3)
Other exclusions.
For
				further information regarding exclusions from merit system coverage, refer to
				Iowa Code section
				8A.412.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 51 - Coverage and Exclusions › Rule 11-51.3 - Confidential Collective Bargaining Exclusion

Current through Register Vol. 47, No. 3, July 24, 2024
An appointing authority may request the director to exclude a
				  position in a class covered by a collective bargaining agreement from coverage
				  by that agreement based upon the definition of a confidential employee in these
				  rules. The request shall be submitted to the director in writing and include
				  the reasons why the position should be excluded. The director shall notify the
				  appointing authority of the decision.
Whenever a position in a class covered by a collective
				  bargaining agreement has been excluded by the director under this rule, the
				  employee in the position shall be subject to these rules.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 51 - Coverage and Exclusions › Rule 11-51.4 - Personnel Services Contracts

Current through Register Vol. 47, No. 3, July 24, 2024
Individuals providing services to the state pursuant to an
				  authorized fee-for-services contract, including persons supplied by a temporary
				  employment service, are not employees of the state. Persons providing services
				  under this rule who are determined to have a common law employer-employee
				  relationship with the state may, however, be subject to withholding for certain
				  taxes, social security. Medicare, and federal unemployment taxes under the
				  Federal Unemployment Tax Act.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 52 - Job Classification › Rule 11-52.1 - Overall Administration

Current through Register Vol. 47, No. 3, July 24, 2024
(1) The
				director shall prepare, maintain, and revise a classification plan for the
				executive branch of state government such that positions determined by the
				director to be similar with respect to kind and level, as well as skill,
				effort, and responsibility of duties assigned may be included in the same job
				classification.
(2) The director
				may add, delete, modify, suspend the use of or subdivide job classifications to
				suit the needs of the executive branch of state government.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 52 - Job Classification › Rule 11-52.2 - Classification Descriptions and Guidelines

Current through Register Vol. 47, No. 3, July 24, 2024
(1) Classification descriptions are developed
				and published by the department as needed. They contain information about the
				job classification which may include examples of duties and responsibilities
				assigned, knowledges, abilities and skills required, and qualifications. They
				may be used by department staff as one of several resources for arriving at
				position classification decisions.
Classification descriptions are not intended to be
				  all-inclusive. That some duties performed by an incumbent are or are not
				  included in a classification description is in no way to be construed as an
				  indication that a position is or is not assigned to the correct or incorrect
				  job classification. Position classification decisions shall be based upon the
				  preponderance of duties assigned to the position.
(2) Position classification guidelines are
				developed and published by the department as needed. Their purpose is to
				document information about the duties and responsibilities that may be
				typically associated with a job classification or a series of job
				classifications. They may describe the kind and level of duties assigned, as
				well as the skill, effort, responsibilities and working conditions associated
				with job performance. Where the job classification being described is one in a
				series, the position classification guideline may compare and contrast the
				similarities and differences among levels in the series.
Position classification guidelines are generally intended for
				  use by department staff as one of several resources that may be used in
				  arriving at position classification decisions.
(3) Nothing in a classification description
				or a position classification guideline shall limit an appointing authority's
				ability to assign, add to, delete or otherwise alter the duties of a
				position.
(4) Changes to the
				minimum qualifications in a classification description shall have no effect on
				the status of employees in positions in that class, except where licensure,
				registration, or certification is changed or newly required.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 52 - Job Classification › Rule 11-52.3 - Position Description Questionnaires

Current through Register Vol. 47, No. 3, July 24, 2024
Position description questionnaires shall be submitted to the
				  director and kept current by the appointing authority on forms prescribed by
				  the director for each position under an appointing authority's jurisdiction.
				  The appointing authority shall assign duties to positions and may add to,
				  delete or alter the duties of positions. An updated position description
				  questionnaire shall be submitted to the department by the appointing authority
				  whenever requested by the director or whenever changes in responsibilities
				  occur that may impact a position's classification. Position description
				  questionnaires are a public record.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 52 - Job Classification › Rule 11-52.4 - Position Classification Reviews

Current through Register Vol. 47, No. 3, July 24, 2024
(1) The director shall decide the
				classification of all positions in the executive branch of state government
				except those specifically determined and provided for by law. Position
				classification decisions shall be based solely on duties permanently assigned
				and performed.
(2) Position
				classification decisions shall be based on documented evidence of the
				performance of a kind and level of work that is permanently assigned and
				performed 50 percent or more of the time and that is attributable to a
				particular job classification.
(3)
				The director may initiate specific or general position classification reviews.
				An appointing authority or an incumbent may also submit a request to the
				director to review a specific position's classification. When initiated by
				other than the director, position classification review decisions shall be
				issued within 60 calendar days after the request is received by the department.
				If additional information is required by the department, it shall be submitted
				within 30 calendar days following the date it is requested. Until the requested
				information is received by the department, the 60-calendar-day review period
				may be suspended by the department.
(4) Position classification decision.
a. Notice of a position classification review
				decision shall be given by the department to the incumbent and to the
				appointing authority.
b. The
				decision shall become final unless the appointing authority or the incumbent
				submits a request for reconsideration to the department.
c. The request for reconsideration shall be
				in writing, state the reasons for the request and the specific classification
				requested, and must be received in the department within 30 calendar days
				following the date the decision was issued.
d. The final position classification decision
				in response to a request for reconsideration shall be issued by the department
				within 30 calendar days following receipt of the request.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 52 - Job Classification › Rule 11-52.5 - Classification Appeals

Current through Register Vol. 47, No. 3, July 24, 2024
(1) If,
				following a position classification review request, a decision notice is not
				issued within the time limit provided for in these rules, or the appointing
				authority or the incumbent does not agree with the department's final position
				classification review decision, the appointing authority or the incumbent may
				request a classification appeal committee hearing. The request shall be in
				writing and shall be submitted to: Classification Appeal Committee Chair,
				Department of Administrative Services-Human Resources Enterprise, Hoover State
				Office Building, Level A, Des Moines, Iowa 50319-0150. The classification
				appeal hearing process is a contested case as defined by Iowa Code chapter
				17A.
(2) A classification appeal
				committee shall be appointed by the director.
(3) A request for a classification appeal
				committee hearing must be in writing, state the reasons for the request and the
				specific classification requested. The request must be received in the
				department within 14 calendar days following the date the final position
				classification review decision notice was or should have been issued by the
				department.
(4) Hearings.
a. The classification appeal committee shall
				schedule a hearing pursuant to Iowa Code section
				17A.12.
b. All exhibits to be entered into evidence
				at the hearing shall be exchanged between the parties prior to the
				hearing.
c. Hearings will be
				scheduled and the requester will be notified via mail of the date, time and
				location.
d. The appellant shall
				carry the burden of proof to show by a preponderance of evidence that the
				duties of the requested job classification are assigned and carried out on a
				permanent basis and are performed over 50 percent of the time.
e. The committee shall grant or deny the job
				classification requested, remand the request to the director for further
				review, or decide whether there has been a substantive change in duties
				pursuant to an appeal under subrule 52.4(6) or 52.5(6).
f. The committee's written decision shall be
				issued within 30 calendar days following the close of the hearing and the
				receipt of any posthearing submissions. The written decision of the committee
				shall constitute final agency action.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.3 - Pay Plan Review and Amendment

Current through Register Vol. 47, No. 3, July 24, 2024
The director shall review pay plans at least annually and,
				  taking into account the results of collective bargaining and other factors, may
				  adjust pay ranges or reassign classes to different pay
				  grades.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.5 - Appointment Rates

Current through Register Vol. 47, No. 3, July 24, 2024
An employee shall be paid at the minimum pay rate for the
				  class to which appointed, except in the following instances:
(1)
Individual advanced appointment
				rate.
For new hires and reinstatements, the appointing authority may
				request pay in excess of the minimum based on education and experience directly
				related to duties that exceed the minimum qualifications of the class. The
				appointing authority shall maintain a written record of the justification for
				the advanced appointment rate. The record shall be a part of the official
				employee file. All employees possessing equivalent qualifications in the same
				class and with the same appointing authority may be adjusted to the advanced
				rate. Individual advanced appointment rates are subject to prior approval by
				the department.
(2)
Blanket
				advanced rate.
If there is a scarcity of applicants, an appointing
				authority may submit a written request to the director documenting the economic
				or employment conditions that make employment at the minimum pay rate for a
				class unlikely. The director may authorize appointments beyond the minimum rate
				for the class as a whole or in a specific geographical area. All current
				employees and new or promoted employees under the same conditions and in the
				same class shall be paid the higher rate. This rate shall remain in effect
				until rescinded by the director.
(3)
Trainee.
Rescinded IAB
				1/28/04, effective 3/24/04.
(4)
Internship.
Rescinded IAB 1/28/04, effective
				3/24/04.
(5)
Temporary,
				seasonal, and internship.
When an appointment is made to a class on a
				temporary, seasonal, or internship basis, the employee may be paid at any rate
				within the pay grade to which the class is assigned. Such employees may be
				given authorized, noncontract salary, across-the-board adjustments within the
				minimum and maximum rates of the pay grade. Temporary, seasonal and internship
				employees are not eligible for within-grade increases based on performance or
				time in service.
(6)
Overlap.
When an appointment is made on an overlap basis, the
				employee shall be paid in accordance with this chapter.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.6 - Payroll Transactions

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
Pay at least at minimum.
If a transaction results in an
				employee's being paid from a different pay plan or pay grade, the employee
				shall be paid at least the minimum pay rate of the class to which assigned,
				except as provided in subrules 53.5(3) and 53.5(4).
(2)
Pay not to exceed
				maximum.
If a transaction results in an employee's being paid from a
				different pay plan or pay grade, the employee's pay shall not exceed the
				maximum pay rate of the class to which assigned, except as provided in subrule
				53.6(3) or 53.6(13) or rule
				11-53.8
				(8A).
(3)
Red-circling.
If the pay of an employee exceeds the maximum
				pay for the class to which the employee is assigned, the employee's pay may be
				maintained (red-circled) above the maximum for up to one year. Requests to
				change the time period or the red-circled rate must first be submitted to the
				director for approval. If a request is approved, the appointing authority shall
				notify the employee in writing of any changes in the time period and the pay.
				If an employee's classification or agency changes, a request to rescind the
				red-circling may be submitted by the appointing authority to the director for
				approval. The director may also require red-circling in certain
				instances.
(4)
Pay plan
				changes.
If a transaction results in an employee's being paid from a
				different pay plan, the employee shall be paid at the employee's current pay
				rate, except as provided in subrules 53.6(1) and 53.6(2). For demotions, the
				employee's pay shall be at the discretion of the appointing authority so long
				as the employee's pay is not greater than it was prior to the demotion. For
				setting eligibility dates, see subrule 53.7(5).
(5)
Pay grade changes.
If a
				transaction results in an employee being paid in a higher pay grade, the
				employee's pay may be increased by up to 5 percent for each grade above the
				employee's current pay grade, except as provided in subrules 53.6(1) and
				53.6(2). The implementation of pay grade changes for employees in contract
				classes may be negotiated with the applicable collective bargaining
				representative to the extent required. For setting eligibility dates, see
				subrule 53.7(5).
(6)
Promotion.
For setting eligibility dates, see subrule 53.7(5).
a. If an employee is promoted, the employee
				may be paid at any rate in the pay grade of the pay plan to which the
				employee's new class is assigned, except as provided in subrules 53.6(1) and
				53.6(2).
b. Rescinded IAB 7/19/17,
				effective 7/1/17.
c. Leadworker. If
				an employee who is receiving additional pay for leadworker duties is promoted,
				the pay increase shall be calculated using the employee's new base
				pay.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.7 - Within Grade Increases

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
General.
An employee, upon completion of a minimum pay
				increase eligibility period, may receive a periodic increase in base pay that
				is within the pay grade and pay plan of the class to which the employee is
				assigned.
a.
Pay increase eligibility
				periods.
The minimum pay increase eligibility period for employees
				shall be 52 weeks, except that it shall be 26 weeks for new hires and employees
				who receive an increase in base pay as a result of a promotion,
				reclassification or pay grade change.
b.
Noncreditable periods.
Except for FMLA, workers' compensation, educational, and military leave,
				periods of leave without pay exceeding 30 calendar days shall not count toward
				an employee's pay increase eligibility period.
c.
Reduction of time
				periods.
The director may authorize a reduction in the pay increase
				eligibility periods for a position where there is an unusual recruitment and
				retention circumstance.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.8 - Temporary Assignments

Current through Register Vol. 47, No. 3, July 24, 2024
Requests to provide employees with additional pay for
				  temporary assignments shall first be submitted in writing to the director for
				  review and indicate the reason and period of time required, if applicable. This
				  pay may exceed the maximum for the employee's class. If temporary assignments
				  are terminated or the duties removed, the additional pay shall also end.
(1)
Leadworker.
An employee
				who is temporarily assigned lead work duties, as defined in rule
				11-50.1 (8A), may be
				given additional pay of up to 15 percent of the employee's base pay.
(2)
Special duty.
An
				employee who is temporarily assigned to a vacant position in a class with a
				higher pay grade may be given additional pay equal to that provided in
				paragraph
"a "
or
"b"
of subrule 53.6(6),
				whichever is applicable.
(3)
Extraordinary duty.
An employee or class of employees who are
				temporarily assigned higher level duties, including supervisory duties, may be
				given additional pay. The amount of pay must be approved by the
				director.
(4)
Effect on
				within grade increases.
Temporary assignments shall not affect an
				employee's eligibility for within grade pay increases, and the additional pay
				amount shall be recalculated whenever a within grade pay increase is granted.
				The class to which the employee is temporarily assigned shall be controlling
				for purposes of overtime, shift differential, standby and call back
				pay.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.11 - Overtime

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
Administration.
Job classes shall be designated by the
				director as overtime eligible or overtime exempt.
(2)
Eligible job classes.
An
				employee in a job class designated as overtime eligible shall be paid at a
				premium rate (one and one-half hours) in accordance with the federal Fair Labor
				Standards Act.
(3)
Exempt
				job classes.
An employee in an overtime exempt job class shall not be
				paid for hours worked or in pay status over 40 hours in a workweek.
(4)
Method of payment.
Payment of overtime for employees shall be in cash or compensatory time. The
				decision shall rest with the employee, except that the appointing authority may
				require overtime to be paid in cash. Employees may elect compensatory time for
				call back, standby, holiday hours and for working on a holiday.
(5)
Compensatory time.
An
				overtime eligible employee may accrue up to 80 hours of compensatory time
				before it must be paid off. Compensatory time may be paid off at any time, but
				it shall be paid off if the employee separates, transfers to a different
				agency, or moves to a class with a different overtime eligibility
				designation.
(6)
Holiday
				hours.
Holiday hours that have already been paid at a premium rate
				shall not be counted in calculating overtime.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.13 - Appeals

Current through Register Vol. 47, No. 3, July 24, 2024
Appeal of the application of these rules must be filed as a
				  grievance pursuant to
				  11-61.1 (8A). The
				  appeal procedures for grievance decisions as addressed in
				  11-61.2 (8A) must be
				  exhausted prior to a petition for judicial review.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 54 - Recruitment, Application and Examination › Rule 11-54.1 - Recruitment

Current through Register Vol. 47, No. 3, July 24, 2024
Classes are closed to application unless specifically opened
				  for recruitment.
(1)
Open
				recruitment announcements.
The director shall give public notice of
				positions opened for recruitment for a minimum often calendar days following
				the announcement date. Recruitment may be limited to a specific geographic area
				or a specific selective background area or both. Recruitment announcements
				shall be posted publicly. Copies may also be sent to newspapers, radio
				stations, educational institutions, professional and vocational associations,
				and other recruitment sources. Recruitment announcements may be posted as
				promotional opportunities for current permanent state employees only.
(2)
Content of
				announcements.
Announcements shall specify the job title, vacancy
				number, salary range, location, method for making application, closing date for
				receiving applications, minimum qualifications, and any selective requirements.
				All announcements must include a statement indicating that the state of Iowa is
				an affirmative action and equal employment opportunity employer Announcements
				for continuous recruitment shall include a statement indicating that
				applications will be accepted until further notice.
(3)
Advertising.
The
				appointing authority shall send to the director copies of all advertisements
				announcing employment opportunities that are to be placed in any publication,
				and any additional information required by the director The appointing
				authority shall comply with any policies established by the director regarding
				advertising.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 54 - Recruitment, Application and Examination › Rule 11-54.4 - Development and Administration of Examinations

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
Examination development.
The director shall oversee the development, purchase, and use of examination
				materials, forms, procedures, and instructions.
(2)
Examination
				administration.
The director or appointing authority shall arrange for
				suitable locations and conditions to conduct examinations. Locations in various
				areas of the state and out of state may be used. Examinations may be postponed,
				canceled, or rescheduled.
a.
Examination of persons with disabilities.
Persons with
				disabilities may request specific examination accommodations. Reasonable
				accommodations will be granted in accordance with policies for accommodations
				established by the department.
b.
Retaking examinations.
Applicants may not retake aptitude,
				psychological, video-based or other examinations for 60 calendar days following
				the last date the examination was taken except as provided for in rule
				11-54.6
				(8A). Violation of the waiting period for an examination shall result in the
				voiding of the current examination score and the imposition of an additional
				60-calendar-day waiting period.
Keyboard examinations, such as typing, may be retaken at any
				  time without a waiting period.
The most recent examination score shall determine the
				  applicant's qualification for the corresponding eligible lists.
Applicants who are required to take examinations covered by
				  the rules or procedures of other agencies are subject to applicable rules or
				  procedures on retakes for such examinations of that agency.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 54 - Recruitment, Application and Examination › Rule 11-54.5 - Scoring Examinations

Current through Register Vol. 47, No. 3, July 24, 2024
All applicants shall be given uniform treatment in all phases
				  of the examination scoring process applicable to the job class or position and
				  status of the applicant. Applicants may be required to obtain at least a
				  minimum score in any or all parts of the examination process in order to
				  receive a final score or to be allowed to participate in the remaining parts of
				  an examination.
(1)
Adjustment
				of errors.
Examination scoring errors will be corrected. A correction
				shall not, however, invalidate any list already issued or any appointment
				already made and shall not extend the life of the score.
(2)
Points for veterans.
Veterans' points shall be applied to veterans as defined in Iowa Code section
				35C.1.
a. "Veteran" means a resident of this state
				who served in the armed forces of the United States at any time during the
				following dates and who was discharged under honorable conditions:
(1) World War I from April 6, 1917, through
				November 11, 1918.
(2) Occupation
				of Germany from November 12, 1918, through July 11, 1923.
(3) American expeditionary forces in Siberia
				from November 12, 1918, through April 30, 1920.
(4) Second Haitian suppression of
				insurrections from 1919 through 1920.
(5) Second Nicaragua campaign with marines or
				navy in Nicaragua or on combatant ships from 1926 through 1933.
(6) Yangtze service with navy and marines in
				Shanghai or in the Yangtze valley from 1926 through 1927 and 1930 through 1932.
(7) China service with navy and
				marines from 1937 through 1939.
(8)
				World War II from December 7, 1941, through December 31, 1946.
(9) Korean conflict from June 25, 1950,
				through January 31, 1955.
(10)
				Vietnam conflict from February 28, 1961, through May 7, 1975.
(11) Lebanon or Grenada service from August
				24, 1982, through July 31, 1984.
(12) Panama service from December 20, 1989,
				through January 31, 1990.
(13)
				Persian Gulf conflict from August 2, 1990, through the date the President or
				the Congress of the United States declares a cessation of hostilities. However,
				if the United States Congress enacts a date different from August 2, 1990, as
				the beginning of the Persian Gulf conflict for purposes of determining whether
				a veteran is entitled to receive military benefits as a veteran of the Persian
				Gulf conflict, that date shall be substituted for August 2, 1990.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 54 - Recruitment, Application and Examination › Rule 11-54.6 - Review of Written Examination Questions

Current through Register Vol. 47, No. 3, July 24, 2024
Applicants may request to review their incorrectly answered
				  questions on department-administered written examinations except that aptitude,
				  psychological, and video-based examinations are not subject to review. An
				  applicant who reviews written examination questions may not retake that
				  examination or an examination with the same or similar content for 60 calendar
				  days following the review. Violation of this waiting period shall result in the
				  voiding of the current examination score and the imposition of an additional
				  60-calendar-day waiting period.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 54 - Recruitment, Application and Examination › Rule 11-54.7 - Drug Use and Drug Tests

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
Policy.
Employees shall not report to work while under the
				influence of alcohol or illegal drugs. The unauthorized use, possession, sale,
				purchase, manufacture, distribution, or transfer of any illegal drug or
				alcoholic beverage while engaged in state business or on state property is
				prohibited. Employees who violate this policy are subject to disciplinary
				action up to and including discharge.
(2)
Definition and
				applicability.
a. "Drug test" means
				any blood, urine, saliva, chemical, or skin tissue test conducted for the
				purpose of detecting the presence of a chemical substance in an individual.
				These rules authorize only the use of urinalysis tests for this purpose. Other
				methods of drug testing are prohibited.
b. These rules do not apply to drug tests
				required under federal statutes, drug tests conducted pursuant to a nuclear
				regulatory commission policy statement, or drug tests conducted to determine if
				an employee is ineligible to receive workers' compensation under Iowa Code
				section
				85.16,
				subsection 2.