Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 53 - Pay › Rule 11-53.4 - Pay Administration

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
				Employees. The director shall assign classes to pay plans and grades and shall
				assign employees to classes. Employees shall be paid at a rate between the
				minimum and maximum of the pay grade of the class to which the employee is
				assigned. Pay decisions shall be at the discretion of the appointing authority
				unless otherwise provided for in this chapter or by the director.
(2) Appointed officials. Unless otherwise
				provided for in the Iowa Code or these rules, the staff of the governor,
				full-time board and commission members, department directors, deputy directors,
				division administrators, independent agency heads and others whose appointments
				are provided for by law or who are appointed by the governor may be granted pay
				increases of any amount at any time within the pay grade of the class or
				position to which appointed.
(3)
				Total compensation. An employee shall not receive any pay other than that
				provided for the discharge of assigned duties, unless employed by the state in
				another capacity or specifically authorized in the Iowa Code, an Act of the
				general assembly or these rules.
(4) Part-time employment. Pay for part-time
				employment shall be proportionate to full-time employment and based on hourly
				rates.
(5) Effective date of
				changes. All pay changes shall be effective on the first day of a pay period,
				unless otherwise approved by the director. Original appointments, reemployment
				and reinstatements shall be effective on the employee's first day of
				work.
(6) General pay increases.
				The director shall administer general pay increases for employees that have
				been authorized by the legislature and approved by the governor. An employee in
				a position whose pay has been red-circled above the maximum pay rate of the
				class to which the employee is assigned shall not receive a general pay
				increase unless specifically authorized by the Acts of the general assembly or
				otherwise provided for in these rules.
(7)Pay corrections. An employee's pay shall
				be corrected if it is found to be in violation of these rules or a collective
				bargaining agreement. Corrections shall be made on the first day of a pay
				period.
a. Retroactive pay. An employee may
				receive retroactive pay in the same fiscal year for which the pay should have
				been paid. A request for retroactive pay must be received and processed no
				later than August 31 following the close of the fiscal year for which the
				request is made. Requests for retroactive pay which are not made in a timely
				fashion must be submitted to the state appeal board.
b. Overpayment and underpayment. If an error
				results in an employee's being overpaid for wages, except for FICA, state and
				federal income taxes and IPERS contributions shall be collected. Also, premiums
				for health, dental and life insurance benefits that have been underpaid shall
				be subject to collection. An employee may choose to repay the amount from wages
				in the pay period following discovery of the error or have the overpayment
				deducted from succeeding pay periods not to exceed the number of pay periods
				during which the overpayment occurred, or the employee or appointing authority
				may submit an alternate repayment plan to the director. The repayment plan
				shall identify the details of the overpayment, the reasons why the department's
				recouping the amount of overpayment in the same number of pay periods as those
				during which the overpayment occurred presents a hardship to the employee, and
				the terms of the alternate repayment plan. The director shall notify the
				appointing authority of the decision on the alternate repayment plan. If the
				employee separates from employment, the amount remaining shall be deducted from
				wages, vacation payout, applicable sick leave payout and any wage correction
				payback from IPERS. The collection of overpaid wages shall not result in
				reducing the employee's pay below relevant state and federal minimum wage
				statutes for each hour actually worked during the pay period in which the
				collection of overpaid wages occurs.