reglab/statecodes huggingface dataset:
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.6 - Rights Upon Return From Leave

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
				An employee who is on approved leave without pay, disaster service volunteer
				leave or educational leave must notify the appointing authority from which the
				employee is on leave of the intent to exercise return from leave rights. Upon
				return from leave, the employee shall have the right to return to a vacant
				position in the class held prior to the leave or to a class in the same pay
				grade for which the employee qualifies. If a vacant position is not available,
				the reduction in force provisions of 11-Chapter 60 shall apply. An employee on
				leave without pay, disaster service volunteer leave, or educational leave may
				request permission from the appointing authority to return to work sooner than
				the original approved leave expiration date. Employees on leave without pay for
				more than 30 calendar days, except for military leave, shall have their pay
				increase eligibility date adjusted to a later date which reflects the period of
				leave without pay.
(2) An employee
				who elects to separate from employment for purposes of induction into military
				service shall have the right to return to employment in accordance with 38
				U.S.C. Sections 4301 - 4334. Upon return, the employee's pay increase
				eligibility date and imused sick leave at the time of separation shall be
				restored.
(3) At the conclusion of
				a period of military service, an employee who is on approved military service
				leave must notify the appointing authority of the intent to return to
				employment. Upon return from military leave, the employee shall have the right
				to return to employment in accordance with 38 U.S.C. Sections 4301 -
				4334.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.7 - Compensatory Leave

Current through Register Vol. 47, No. 3, July 24, 2024
Compensatory leave accrued in accordance with 11-subrule
				  53.11(5) shall be granted at the request of the employee whenever possible.
				  However, the appointing authority need not grant a request for compensatory
				  leave if granting the leave would cause an undue disruption.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.10 - Educational Leave

Current through Register Vol. 47, No. 3, July 24, 2024
Educational leave, with or without pay, may be granted at the
				  discretion of the appointing authority for the purpose of assisting state
				  employees to develop skills that will improve their ability to perform their
				  present job responsibilities or to provide training and developmental
				  opportunities for employees that will enable the agency to better meet staffing
				  needs. Education financial assistance shall be in accordance with rule
				  11-64.10
				  (8A).
(1)
Length of
				leave.
Educational leave shall be requested for a period not to exceed
				12 consecutive months. Accrued vacation or compensatory leave need not be
				exhausted before educational leave is granted. The determination to require the
				exhaustion of any or all accrued leave shall rest with the appointing
				authority. The appointing authority may grant an extension of the original
				leave for an additional 12 months.
(2)
Selection of applicants.
While the selection of applicants is at the discretion of the appointing
				authority, it is the express policy of the state to offer all qualified
				employees an equal opportunity to be considered for educational leave within
				the limitations imposed by agency staffing requirements.
(3)
Educational
				institutions.
An employee on educational leave may take course work at
				any accredited educational institution within the state. Attendance at
				out-of-state institutions may be approved provided there are geographical or
				educational considerations which make attendance at institutions within the
				state impractical.
(4)
Agency report.
Rescinded IAB 5/27/15, effective
				7/1/15.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.11 - Election Leave

Current through Register Vol. 47, No. 3, July 24, 2024
An employee who is not covered by the federal Hatch Act and
				  who becomes a candidate for paid, partisan elective office shall, upon the
				  employee's request, be granted leave 30 calendar days before a contested
				  primary, special, or general election. The employee may choose to use accrued
				  vacation or compensatory leave, or leave without pay to cover these
				  periods.
An employee who is elected to a paid, partisan office or
				  appointed to an elective paid, partisan office shall, upon written request to
				  the appointing authority, be granted leave to serve in that office, except
				  where prohibited by federal law. The use of accrued vacation or compensatory
				  leave, or leave without pay to cover this period shall be at the discretion of
				  the employee. The leave provided for in this rule need not exceed six years. An
				  employee shall not be prohibited from returning to employment before the
				  expiration of the period for which the leave was granted.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.12 - Court Appearances and Jury Duty

Current through Register Vol. 47, No. 3, July 24, 2024
When in obedience to a subpoena, summons, or direction by
				  proper authority, an employee appears as a witness or a jury member in any
				  public or private litigation in which the employee is not a party to the
				  proceedings, the employee shall be entitled to time off during regularly
				  scheduled work hours with regular compensation, provided the employee gives to
				  the appointing authority any payments received for court appearance or jury
				  service, other than reimbursement for necessary travel or personal expenses. If
				  the employee is directed to appear as a witness by the appointing authority,
				  all time spent shall be considered to be worktime.
(1) Hours spent on court or jury leave by an
				employee outside the employee's scheduled work hours are not subject to this
				rule, nor shall any payments received for court appearance or jury service be
				remitted to the appointing authority.
(2) The employee shall notify the appointing
				authority immediately upon receipt of a subpoena, summons, or direction by
				proper authority to appear
(3) An
				employee may be required to report to work if there will be at least two hours
				in the workday, following necessary travel time, during which the employee is
				not needed for jury service or as a witness.
(4) Upon return to work, the employee shall
				present evidence to the appointing authority of any payments received for court
				appearance or jury service.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.13 - Voting Leave

Current through Register Vol. 47, No. 3, July 24, 2024
An employee who is eligible to vote in a public election in
				  the state of Iowa may request time off from work with regular pay for a period
				  not to exceed three hours for the purpose of voting. Leave shall be granted
				  only to the extent that the employee's work hours do not allow a period of
				  three consecutive hours outside the employee's scheduled work hours during
				  which the voting polls are open.
A request for voting leave must be made to the appointing
				  authority on or before the employee's last scheduled shift prior to election
				  day. The time to be taken off shall be designated by the appointing
				  authority.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.14 - Disaster Service Volunteer Leave

Current through Register Vol. 47, No. 3, July 24, 2024
Subject to the approval of the appointing authority, an
				  employee who is a certified disaster service volunteer for the American Red
				  Cross may, at the request of the American Red Cross, be granted leave with pay
				  to participate in disaster relief services relating to a disaster in the state
				  of Iowa. Such leave shall be only for hours regularly scheduled to work and
				  shall not be for more than 15 workdays in a fiscal year. Employees granted such
				  leave shall not lose any rights or benefits of employment while on such leave.
				  An employee while on leave under this rule shall not be deemed to be an
				  employee of the state for the purposes of workers' compensation or for the
				  purposes of the Iowa tort claims Act.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.15 - Absences Due to Emergency Conditions

Current through Register Vol. 47, No. 3, July 24, 2024
When a proper management authority closes a state office or
				  building or directs employees to vacate a state office or building premises,
				  employees may elect to use compensatory leave, vacation, or leave without pay
				  to cover the absence. Employees may, with the approval of the appointing
				  authority, elect to work their scheduled hours even though the state office or
				  building is closed to the general public. Employees may, with the approval of
				  the appointing authority, be permitted to make up lost time within the same
				  workweek.
Employees who are unable to report to work as scheduled or
				  who choose to leave work due to severe weather or other emergency conditions
				  may, with the approval of the appointing authority, use compensatory leave,
				  vacation, or leave without pay to cover the absence.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.16 - Particular Contracts Governing

Current through Register Vol. 47, No. 3, July 24, 2024
Where provisions of collective bargaining agreements differ
				  from the provisions of this chapter, the provisions of the collective
				  bargaining agreements shall prevail for the employees covered by those
				  agreements.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.17 - Examination and Interviewing Leave

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
				Employees may be granted leave to take examinations for positions covered by
				merit system provisions. Employees may elect to use vacation leave,
				compensatory leave, or leave without pay at the discretion of the appointing
				authority.
(2) Employees may be
				granted the use of paid work time to attend interviews during scheduled work
				hours for jobs within their agency. For agencies that have statewide
				operations, the appointing authority may restrict the use of paid time to
				interviews within the central office, institution, county, region, or district
				office. A reasonable time limit for interviews may be designated by the
				appointing authority. Employees may be granted leave for interviews outside the
				agency, central office, institution, county, region, or district office in
				which case they may elect to use vacation leave, compensatory leave, or leave
				without pay at the discretion of the appointing authority.
(3) Appointing authorities shall post and
				make known to employees the provisions of this rule.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.18 - Service on Committees, Boards, and Commissions

Current through Register Vol. 47, No. 3, July 24, 2024
11-63.18(8A) Service on committees, boards,
and
commissions. State employees who are appointed to serve on committees, boards,
				  commissions, or similar appointments for Iowa state government shall be
				  entitled to regular compensation for such service. Employees shall be paid in
				  accordance with these rules for time spent.
Pursuant to Iowa Code section
				  70A.1,
				  employees shall not be entitled to additional compensation for such
				  service.
Employees shall have actual and necessary expenses
				  paid.
Employees shall notify the appointing authority at the time
				  of the appointment.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.19 - Donated Leave for Catastrophic Illnesses of Employees and Family Members

Current through Register Vol. 47, No. 3, July 24, 2024
Employees are eligible to donate or receive donated leave
				  hours for catastrophic illnesses of the employee or an immediate family member.
				  Contributions shall be designated as "donated leave" and shall be subject to
				  the rules, policies and procedures of the department.
(1)
Definitions:
"Catastrophic illness"
means a physical or
				  mental illness or injury of the employee, as certified by a licensed physician
				  or physician assistant, that will result in the inability of the employee to
				  work for more than 30 workdays on a consecutive or intermittent basis; or that
				  will result in the inability of the employee to report to work for more than 30
				  workdays due to the need to attend to an immediate family member on a
				  consecutive or intermittent basis.
"Donated leave"
means vacation leave (hours)
				  donated to employees as a monetary benefit only. Recipient employees will not
				  accrue vacation or sick leave benefits on donated leave hours.
"Employee"
means a full-time or part-time
				  executive branch employee who is eligible to accrue vacation.
"Immediate family member"
means the
				  employee's spouse, parent, son, or daughter, as defined in the federal Family
				  and Medical Leave Act.
(2)
Program eligibility for employee illness.
In order to receive
				donated leave for a catastrophic illness, an employee must:
a. Have a catastrophic illness as defined by
				subrule 63.19(1); and
b. Have
				exhausted all paid leave; and
c.
				Not be supplementing workers' compensation to the extent that it exceeds more
				than 100 percent of the employee's pay for the employee's regularly scheduled
				work hours on a pay-period-by-pay-period basis; and
d. Not be receiving long-term disability
				benefits; and
e. Be approved for
				and using or have exhausted Family and Medical Leave Act (FMLA) leave hours if
				eligible; and
f. Be on approved
				leave without pay for medical reasons during any hours for which the employee
				will receive donated leave.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 63 - Leave › Rule 11-63.20 - Blood, Bone Marrow, and Living Organ Donation Leave

Current through Register Vol. 47, No. 3, July 24, 2024
Employees, excluding employees covered by a collective
				  bargaining agreement that provides otherwise, shall be granted leave pursuant
				  to Iowa Code section
				  70A.39.
				  An employee who is granted a leave of absence under Iowa Code section
				  70A.39
				  shall receive leave without loss of seniority, pay, vacation time, personal
				  days, sick leave, insurance and health coverage benefits, or earned overtime
				  accumulation. To ensure adequate staffing, an appointing authority may require
				  employees to request leave, in advance, to serve as a voluntary blood donor
				  pursuant to Iowa Code section
				  70A.39(2)
"c."
An employee who requests leave to serve as a voluntary
				  blood donor pursuant to Iowa Code section
				  70A.39(2)
"c"
may be denied such leave by the appointing authority if
				  granting the leave would unreasonably impact the operational efficiency of the
				  agency. The employee shall be compensated at the employee's regular rate of pay
				  for those regular work hours during which the employee is absent from work. An
				  employee deemed to be on leave under Iowa Code section
				  70A.39
				  shall not be deemed to be an employee of the state for purposes of workers'
				  compensation or for purposes of the Iowa tort claims Act, Iowa Code chapter
				  669.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.1 - Health Benefits

Current through Register Vol. 47, No. 3, July 24, 2024
The director is authorized by the executive council of Iowa
				  to administer health benefit programs for employees of the state of Iowa who
				  are covered under Iowa Code chapter 509A. The executive council of Iowa shall
				  determine the amount of the state's contribution toward each individual
				  employee's premium cost and shall authorize the remaining premium cost to be
				  deducted from the employee's pay. The state's contribution for each
				  contract-covered employee shall be as provided for in applicable collective
				  bargaining agreements negotiated in accordance with Iowa Code chapter
				  20.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.3 - Life Insurance

Current through Register Vol. 47, No. 3, July 24, 2024
The director is authorized by the executive council of Iowa
				  to administer life insurance programs for employees of the state of Iowa who
				  are covered under Iowa Code chapter 509A, except for employees of the board of
				  regents.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.4 - Long-term Disability Insurance

Current through Register Vol. 47, No. 3, July 24, 2024
The director is authorized by the executive council of Iowa
				  to administer long-term disability insurance programs for employees of the
				  state of Iowa who are covered under Iowa Code chapter 509A, except for
				  employees of the board of regents.
Employees who receive loss of time benefits under the state
				  workers' compensation program shall have those benefits, except for benefits
				  designated as medical costs pursuant to Iowa Code section
				  85.27
				  and that portion of benefits paid as attorneys' fees approved pursuant to Iowa
				  Code section
				  86.39, deducted
				  from any state long-term disability benefits received where the workers'
				  compensation injury or illness was a substantial contributing factor to the
				  award of long-term disability benefits. Disability benefit payments will be
				  further reduced by primary and family social security payments as determined at
				  the time social security disability payments commence, railroad retirement
				  disability income, and any other state-sponsored sickness or disability
				  benefits payable.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.5 - Health Benefit Appeals

Current through Register Vol. 47, No. 3, July 24, 2024
A member who disagrees with a group health benefit company's
				  decision on the application of group contract benefits may:
1. File a written appeal with the respective
				company as defined in the group contract, or
2. File a written appeal with the
				commissioner of insurance at the department of commerce.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.7 - Dependent Care

Current through Register Vol. 47, No. 3, July 24, 2024
The director administers the dependent care flexible spending
				  account plan for employees of the state of Iowa. The plan is permitted under
				  IRC Section 125. The plan is also a dependent care assistance plan under IRC
				  Section 129. Administration of the plan shall comply with all applicable
				  federal regulations, the Plan Document, and the Summary Plan Description. For
				  purposes of this rule, the plan year is a calendar year.
(1)
Employee eligibility.
All nontemporary employees who work at least 1040 hours per calendar year are
				eligible to participate in the dependent care flexible spending plan. Temporary
				employees are not eligible to participate in this plan.
(2)
Enrollment.
An open
				enrollment period, as designated by the director, shall be held for employees
				who wish to participate in the plan. New employees may enroll within 30
				calendar days following their date of hire. Employees also may enroll or change
				their existing dependent care deduction amounts during the plan year provided
				that they have a qualifying change in family status as defined in the Plan
				Document and the Summary Plan Description. To continue participation, employees
				shall reenroll each year during the open enrollment period.
(3)
Termination of participation in
				the plan.
An employee may terminate participation in the plan provided
				that the employee has a qualifying change in status as defined in the Summary
				Plan Description. Employees who terminate state employment and are rehired
				within 30 days must resume their participation in the plan. Employees who
				terminate state employment and are rehired more than 30 days after termination
				may reenroll in the plan.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.8 - Premium Conversion Plan (pretax program)

Current through Register Vol. 47, No. 3, July 24, 2024
The director administers the premium conversion plan for
				  employees of the state of Iowa. The plan is permitted under IRC Section 125.
				  Pursuant to IRC Section 105, the plan is also an insured health care plan to
				  the extent that participants use salary reduction to pay for health or dental
				  insurance premiums. In accordance with IRC Section 79, the plan is also a group
				  term life insurance plan to the extent that salary reduction is used for life
				  insurance premiums. Administration of the plan shall comply with all federal
				  regulations and the Plan Document. For purposes of this rule, the plan year is
				  January I to December 31 of each year.
(1)
Employee eligibility.
All nontemporary employees who work at least 1040 hours per calendar year are
				eligible to participate in the pretax conversion plan. Temporary employees are
				not eligible to participate in the plan.
(2)
Enrollment.
An
				enrollment and change period, as designated by the director, shall be held for
				employees who wish to make changes in their current pretax status. New
				employees will automatically be enrolled in the plan after satisfying any
				waiting period requirements for group insurance unless an election form is
				submitted. Employees also may change their existing pretax status during the
				plan year if they have a qualifying change in status as defined in the Plan
				Document.
(3)
Termination
				of participation in the plan.
An employee may terminate participation
				in the plan during an open enrollment period. Otherwise, an employee may
				terminate participation if the employee has a qualifying change in status as
				defined in the Plan Document.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.9 - Interviewing and Moving Expense Reimbursement

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
Interviewing expenses.
If reimbursement is approved by the appointing authority, a person who
				interviews for state employment shall be reimbursed for expenses incurred in
				order to interview. Reimbursement shall be at the same rate at which an
				employee is reimbursed for expenses incurred during the performance of state
				business.
(2)
Moving
				expenses for reassigned employees.
A state employee who is reassigned
				at the direction of the appointing authority shall be reimbursed for moving and
				related expenses in accordance with the policies of the department of
				administrative services or the applicable collective bargaining agreement.
				Eligibility for reimbursement shall occur when all of the following conditions
				exist:
a. The employee is reassigned at the
				direction of the appointing authority;
b. The reassignment requires a permanent
				change in duty station beyond 25 miles;
c. The employee must change the employee's
				place of personal residence beyond 25 miles unless the department of
				administrative services has given prior written approval; and
d. The reassignment is for the primary
				benefit of the state.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.10 - Education Financial Assistance

Current through Register Vol. 47, No. 3, July 24, 2024
Education financial assistance may be granted for the purpose
				  of assisting employees in developing skills that will improve their ability to
				  perform job responsibilities. Assistance may be in the form of direct payment
				  to the organization or institution or by reimbursement to the employee as
				  provided for in subrule 64.10(4).
(1)
Employee eligibility.
Any nontemporary employee may be
				considered for education financial assistance.
(2)
Workshop, seminar, or conference
				attendance.
The appointing authority may approve education financial
				assistance for an employee attending a workshop, seminar, or conference
				conducted by a professional, educational, or governmental organization or
				institution when attendance by the employee would not require a reduction in
				job responsibilities.
a. Assistance for
				meeting continuing education requirements may be approved when the assistance
				is applied toward maintaining a professional registration, certification, or
				license and the workshop, seminar, or conference is related to the duties and
				responsibilities of the employee's position.
b. Payment of registration fees and other
				costs, such as lodging, meals, and travel, shall be in accordance with the
				policies and procedures of the department of administrative services.
c. If attendance is outside the state of
				Iowa, travel must be authorized pursuant to Iowa Code section
				8A.512A(2)
"a."
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.11 - Particular Contracts Governing

Current through Register Vol. 47, No. 3, July 24, 2024
Where provisions of collective bargaining agreements differ
				  from the provisions of this chapter, the provisions of the collective
				  bargaining agreement shall prevail for employees covered by the collective
				  bargaining agreements.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.12 - Tax-sheltered Annuities (TSAs)

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
Administration.
The director is authorized by 2003 Iowa Code
				Supplement section
				8A.402
				to administer a tax-shehered annuity program for eligible employees.
(2)
Definitions.
The
				following definitions shall apply when used in this rule:
"Company"
means any life insurance company
				  or mutual fund provider that issues a policy under the tax-sheltered annuity
				  plan authorized under Iowa Code section
				  8A.438.
"Employee "
means an employee of the state
				  of Iowa, including employees of the board of regents administrative staff on
				  the centralized payroll system, or an employee of a participating
				  employer
"Employer "
means the state of Iowa, a
				  public school district in the state of Iowa, an area education agency in the
				  state of Iowa, or a community college in the state of Iowa.
"Participating employee "
means an employee
				  participating in the plan.
"Participating employer "
means an employer
				  that has elected to join the state's tax-sheltered annuity plan.
"Plan "
means the tax-sheltered annuity plan
				  authorized in Iowa Code section
				  8A.438.
"Plan administrator"
means the designee of
				  the director who is authorized to administer the tax-sheltered annuity
				  plan.
"Plan year "
means a calendar year.
"Policy"
means any retirement annuity,
				  variable annuity, family of mutual funds or combination thereof provided by IRC
				  Section 403(b) and Iowa Code section
				  8A.438.
"Salary reduction form "
means the
				  tax-sheltered annuity form signed by the participating employee to begin or
				  change payroll deductions.
(3)
Eligibility
a.
Initial eligibility
Any employee who works for the department of
				education, the board of regents administrative office, or a participating
				employer is eligible to participate in this plan. Participating employers may
				establish different eligibility requirements, as long as the requirements
				conform to IRC Section 403(b) and the applicable federal regulations. Final
				determination on eligibility shall rest with the plan administrator
b.
Eligibility after terminating
				reduction of compensation.
Any employee who terminates the reduction
				of compensation may choose to reenroll in the plan in accordance with
				paragraphs 64.12(4)
"a"
and
"b"
and
				64.12(6)
"a."
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.14 - Deferred Compensation Match Plan

Current through Register Vol. 47, No. 3, July 24, 2024
The director is authorized by the governing body to
				  administer a deferred compensation match plan for employees of the state of
				  Iowa and employees of other eligible participating governmental employers. The
				  plan shall be qualified under IRC Section 401(a) and Iowa Code section 509A.I2.
				  The assets and income of the plan shall be held in trust for the exclusive
				  benefit of the participating employee or the participating employee's
				  beneficiary. The trustee shall be the director of the department of
				  administrative services. The director shall adopt various investment options
				  for the investment of plan funds by participating employees or their
				  beneficiaries and shall monitor and evaluate the appropriateness of the
				  investment options offered by the plan.
The plan shall match eligible participant contributions to
				  the deferred compensation plan with contributions by the employer Eligibility
				  of participants and the rate of employer matching contributions shall be
				  subject to determination by the trustee and the governing body. The only
				  voluntary contributions by participants that the plan shall accept are eligible
				  rollover contributions.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.15 - Insurance Benefit Eligibility

Current through Register Vol. 47, No. 3, July 24, 2024
(1)
				Full-time and part-time employees with probationary or permanent status who
				work 20 or more hours a week are eligible for health and dental insurance
				coverage. For employees working 20 to 29 hours per week, the state's share of
				the premium is one-half the amount paid for full-time employees (30 to 40 hours
				per week). Temporary employees are not eligible for health or dental
				insurance.
(2) Full-time employees
				with probationary or permanent status who work 30 or more hours a week are
				eligible for life and long-term disability insurance coverage. Temporary
				employees are not eligible for life and long-term disability
				insurance.
(3) The surviving spouse
				and each surviving child of an eligible peace officer or fire fighter, as
				defined in Iowa Code section
				509A.13C,
				are eligible for the continuation of existing, or reenrollment in previously
				existing, health insurance coverage.
(4) The surviving spouse and each surviving
				child of an eligible employee of the Iowa department of corrections, as defined
				in Iowa Code section
				509A.13D,
				are eligible for the continuation of existing, or reenrollment in previously
				existing, health insurance coverage.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 64 - Benefits › Rule 11-64.16 - Sick Leave Insurance Program

Current through Register Vol. 47, No. 3, July 24, 2024
The director is authorized to establish a sick leave
				  insurance program (program) for employees. The program shall allow eligible
				  employees to convert a portion of their sick leave balance at retirement into a
				  sick leave bank with which the state will pay the state's share of retiree
				  health insurance. Employees of the department of natural resources or
				  department of public safety who are classified as peace officers and are not
				  covered by a collective bargaining agreement shall receive benefits at
				  retirement consistent with the provisions of the negotiated collective
				  bargaining agreement with the State Police Officers Council. The benefits for
				  sick leave banks earned by all department of public safety peace officer
				  employees shall be administered by the department of public safety.
(1) To be eligible to participate in the
				program, the employee must be employed on or after July 1, 2006, and must
				retire under a retirement system in the state maintained in whole or in part by
				public contributions or payment prior to reaching Medicare eligibility.
a. Participation in the program ceases when
				any one of the following occurs:
(1) The
				employee's sick leave balance is exhausted;
(2) The employee reaches Medicare
				eligibility;
(3) The employee
				terminates participation in the state's group insurance program;
(4) The employee returns to permanent
				employment with the state;
(5) The
				employee fails to pay any required amount; or
(6) The employee dies.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 65 - Political Activity › Rule 11-65.1 - Political Activity of Employees

Current through Register Vol. 47, No. 3, July 24, 2024
All employees have the right to express their opinions as
				  individuals on political issues and candidates. Such expressions may be either
				  verbal or demonstrative in the form of pictures, buttons, stickers, badges,
				  pins, or posters. Employees' rights to express their opinions on political
				  matters in this form or manner shall not be restrained while on duty
				  unless:
(1) It is a violation of the
				law; or
(2) The display of such
				items would cause or constitute a real and present safety risk or would
				substantially and materially interfere with the efficient performance of
				official duties; or
(3) The
				employee has substantial contact with the public and the level of trust and
				confidence associated with the employee's position is perceived to be such that
				political expressions in any form, while on duty, might influence the
				public.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 65 - Political Activity › Rule 11-65.2 - Restrictions on Political Activity of Employees

Current through Register Vol. 47, No. 3, July 24, 2024
All employees are prohibited from:
(1) Using the influence of their positions,
				public property, or supplies to secure contributions or to influence an
				election for any political party or any person seeking political
				office.
(2) Soliciting or receiving
				anything of value in excess of the limits in Iowa Code section
				68B.5 as a political
				contribution or subterfuge for a contribution from any other person for any
				political party or any person seeking political office during scheduled working
				hours, while on duty, when using state equipment, or on state
				property.
(3) Promising or using
				influence to secure public employment or other benefits financed from public
				funds as a reward for political activity.
(4) Discriminating in favor of or against any
				employee or applicant on account of their political contributions or permitted
				political activities.
Employees of the alcoholic beverages division of the
				  department of commerce, in addition to the foregoing subrules, are subject to
				  the prohibitions set forth in Iowa Code section
				  123.13.
				  All employees are further subject to the provisions of Iowa Code chapter
				  721.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 65 - Political Activity › Rule 11-65.3 - Application of Hatch Act

Current through Register Vol. 47, No. 3, July 24, 2024
In addition to the restrictions set forth in rules
				  11-65.1
				  (8A) and
				  11-65.2
				  (8A), employees occupying state positions wholly funded by federal
				  "grant-in-aid" or other specific federal funding are subject to the provisions
				  of the federal Hatch Act. Where compliance with the political restrictions of
				  the Hatch Act is required for the receipt of federal funds, the appointing
				  authority shall identify those state positions so covered. The employees under
				  those further political activity restrictions shall be made aware of the
				  additional restrictions by posting or other written notification from the
				  appointing authority.
Persons found by proper authority to have violated the
				  provisions of the federal Hatch Act are subject to summary
				  discharge.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 66 - Conduct of Employees › Rule 11-66.1 - General

Current through Register Vol. 47, No. 3, July 24, 2024
Employees shall fulfill to the best of their ability the
				  duties and responsibilities of the position to which appointed. In carrying out
				  their official job duties, employees shall work for the appointing authority's
				  efficient and effective delivery of services. Employees shall perform assigned
				  responsibilities in such a manner as neither to endanger their impartiality nor
				  to give occasion for distrust or question of their
				  impartiality.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 66 - Conduct of Employees › Rule 11-66.4 - Performance of Duty

Current through Register Vol. 47, No. 3, July 24, 2024
Employees shall, during scheduled hours of work, devote their
				  full time, attention and efforts to assigned duties and responsibilities
				  subject to the Iowa Code and the Iowa Administrative Code. Continued employment
				  is dependent upon the satisfactory performance of assigned duties and
				  responsibilities, i.e., "meets job expectations," as well as appropriate
				  conduct as provided for in these rules and the work rules of their agency of
				  employment. This rule shall not be interpreted to prevent the separation or
				  reduction of employees because of the lack of funds or work, reorganization
				  done in accordance with these rules, or the provisions of the Iowa Code or a
				  collective bargaining agreement.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 66 - Conduct of Employees › Rule 11-66.5 - Prohibitions Relating to Certain Actions by State Employees

Current through Register Vol. 47, No. 3, July 24, 2024
(1) Employees shall not be prohibited from
				disclosing any information to members or employees of the general assembly, or
				to any other public official or law enforcement agency if the employee believes
				the information is evidence of the violation of a law, rule, mismanagement, a
				gross abuse of funds, an abuse of authority, or a substantial and specific
				danger to public health or safety. An employee need not inform the appointing
				authority about such disclosure unless the employee presented the information
				as the official position of the appointing authority.
a. This subrule does not apply to the
				disclosure of information prohibited by statute.
b. Agencies are prohibited from any reprisals
				in the form of a disciplinary action or failure to appoint or promote an
				employee who discloses information, fails to inform the appointing authority of
				the disclosure of information, or who declines to contribute to a charity or
				organization. Reprisals for disclosing information shall be subject to civil
				action.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 68 - Equal Employment Opportunity and Affirmative Action › Rule 11-68.2 - Plans, Policies and Records

Current through Register Vol. 47, No. 3, July 24, 2024
(1) Each
				agency or an entity approved by the director shall prepare and implement a
				written affirmative action plan with goals and timetables which conform to the
				requirements of Iowa Code chapter 19B.
(2) Each agency shall adhere to the
				provisions of the "State of Iowa Equal Opportunity, Affirmative Action and
				Anti-Discrimination Policy for Executive Branch Employees," and the "Policy
				Prohibiting Sexual Harassment for Executive Branch Employees."
(3) Each agency shall keep records as
				required by the director. These records shall, at a minimum, include tracking
				of the composition of applicant groups, their movement through steps in the
				hiring processes, and the impact of personnel actions on various group members
				when records are not otherwise available in centralized information systems.
				Each agency shall submit to the director, as requested, timely, complete, and
				accurate reports related to required records in accordance with rule
				11-68.5 (19B).
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 68 - Equal Employment Opportunity and Affirmative Action › Rule 11-68.3 - Planning Standards

Current through Register Vol. 47, No. 3, July 24, 2024
Each affirmative action plan shall include, but not be
				  limited to, the following standards:
(1)
Affirmative action
				statement.
The affirmative action statement shall include, but not be
				limited to, the following:
a.
Policy
				statement.
The policy statement shall be a clear and unambiguous
				declaration of commitment to the principles of equal employment opportunity and
				affirmative action in the application of all personnel rules, policies, and
				practices. It shall contain the following or similarly worded language.
(1) The agency prohibits discrimination in
				its employment policies and practices on the basis of race, creed, color,
				religion, national origin, sex, age, or mental and physical
				disability.
(2) The agency is an
				equal employment opportunity and affirmative action employer
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 68 - Equal Employment Opportunity and Affirmative Action › Rule 11-68.4 - Dissemination

Current through Register Vol. 47, No. 3, July 24, 2024
Each agency shall have an internal and external system for
				  disseminating its affirmative action plan.
(1)
Affirmative action plan.
The plan shall be distributed to agency employees charged with the
				responsibility for its implementation and be made available to other agency
				employees and the public upon request.
(2)
Affirmative action
				statement.
The statement shall be disseminated in, but not limited to,
				the following manner:
a. A copy shall be given
				to all agency employees.
b. It
				shall be posted on bulletin boards and other conspicuous places throughout the
				agency.
c. It shall be distributed
				to the agency's recruiting sources.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 68 - Equal Employment Opportunity and Affirmative Action › Rule 11-68.5 - Reports

Current through Register Vol. 47, No. 3, July 24, 2024
(1) Each agency
				shall annually submit an affirmative action report and plan for approval to the
				department at the time specified by the department that shall conform to the
				standards specified in these rules.
(2) Each agency may be required to submit
				progress reports in accordance with the due dates and procedures established by
				the director
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 68 - Equal Employment Opportunity and Affirmative Action › Rule 11-68.6 - Discrimination Complaints, Including Disability-related and Sexual Harassment Complaints

Current through Register Vol. 47, No. 3, July 24, 2024
The director shall have the authority to investigate
				  practices prohibited under the "Equal Opportunity, Affirmative Action, and
				  Anti-Discrimination Policy for Executive Branch Employees" and the "Policy
				  Prohibiting Sexual Harassment for Executive Branch Employees," adopted in
				  accordance with Iowa Code section
				  19B.12.
				  The director shall investigate any complaint pertaining to the policies
				  specified in this rule unless directed by the governor to be investigated by
				  another agency or entity.
(1)
Confidentiality.
Complaints and records related to complaints,
				regardless of where the records are located, are confidential. These
				confidential records include, but are not limited to, all information gathered
				in the course of an investigation and investigative reports. Confidential
				records shall not be released unless ordered by a court of competent
				jurisdiction. This rule does not supersede the remedies provided under Iowa
				Code chapter 216.
(2)
General procedures.
a. Any
				person who feels that he or she has been subjected to, or who witnesses or has
				knowledge of, a violation of the "Equal Opportunity, Affirmative Action, and
				Anti-Discrimination Policy for Executive Branch Employees" or the "Policy
				Prohibiting Sexual Harassment for Executive Branch Employees" is encouraged to
				make a complaint pursuant to the complaint procedure outlined in the respective
				policies.
b. An agency shall
				immediately report all complaints pertaining to the "Equal Opportunity,
				Affirmative Action, and Anti-Discrimination Policy for Executive Branch
				Employees" or the "Policy Prohibiting Sexual Harassment for Executive Branch
				Employees" to the department.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 68 - Equal Employment Opportunity and Affirmative Action › Rule 11-68.7 - Training

Current through Register Vol. 47, No. 3, July 24, 2024
The department shall provide training to all executive branch
				  state employees relating to sexual harassment awareness, prevention and
				  reporting. Executive branch state employees shall complete sexual harassment
				  training on an annual basis as provided by the department.
Iowa Administrative Code › Agency 11 - Administrative Services Department › Title IV - Human Resources › Chapter 71 - Combined Charitable Campaign › Rule 11-71.1 - Policy

Current through Register Vol. 47, No. 3, July 24, 2024
These rules define and structure the state's charitable
				  organization campaign program. The intent of the campaign is to provide an
				  opportunity for state employees to contribute to eligible charitable agencies
				  through the state's payroll deduction process, to ensure funds are contributed
				  to an entity that complies with the definition of a charitable organization as
				  defined in Iowa Code section
				  70A.14(1),
				  and to minimize workplace disruption and administrative costs by allowing
				  solicitation at the work site only once per year. Nothing about this program
				  shall be construed as support or endorsement by the state of Iowa for any
				  individual charitable agency or federation of agencies.