Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-29 - Pay transactions policy for classified staff

Current
			 through all regulations passed and filed through July 1,
			 2024
(A) Policy
			 statement and purpose
The purpose of this policy is to clarify pay transactions.
				These clarifications are in keeping with university policy and are supported by
				federal and state laws.
(B)
			 Policy
(1) Lateral move within
			 classification/pay grade. There is no change in total rate of pay.
(2) Reclassification.
The employee will be placed at the end of probation rate for
				the new pay grade or a six
										per
				cent increase, whichever is greater.
(3) Promotion.
The employee will be placed at the starting rate of the new pay
				grade or a four per cent increase, whichever is greater. At the end of the
				probationary period, the employee will advance to the end of probation rate or
				a four per cent increase, whichever is greater. In the event the probationary
				period is not satisfactorily completed, the employee will be returned to the
				former classification and rate of pay and to the same or similar
				position.
(4) Overtime.
At certain times, it may be necessary for your department to
				work more than forty hours per week. If this occurs and your supervisor asks
				you to work overtime, you are expected to comply with this request, unless
				prohibited by some bona fide emergency. Overtime will be distributed as evenly
				as possible among eligible employees in the department.
All classified staff members are entitled to overtime pay for
				authorized overtime resulting in more than forty hours of active pay status in
				a work week. Active pay status includes work time, sick leave, personal leave,
				vacation and compensatory time used. Overtime may be either one-and-one-half
				times the total rate of pay, or compensatory time at one-and-one-half times the
				overtime hours worked. Compensatory time must be used at a time mutually
				agreeable between the employee and supervisor. The choice of taking overtime
				pay or compensatory time off is the employee's alone and cannot be altered by
				the immediate supervisor.
A maximum accrual of four hundred eighty hours of compensatory
				time is permitted for university law enforcement officers and two hundred forty
				hours for all other employees. When the maximum number of hours of compensatory
				time accrual is reached, payment for overtime will be made.
(5) Scheduled call-in pay.
If you are scheduled (prearranged between supervisor and
				employee) to return to work outside your normal work schedule, the university
				will pay you for all hours worked but in no event will you be paid less than
				two hours at your total rate of pay.
(6) Emergency call-back pay.
After regularly scheduled hours of work have ended and without
				prearrangement, if the employee is called-back to work, callback pay is
				guaranteed. An employee entitled to call-back pay is entitled to a minimum of
				four times the employee's total rate of pay regardless of the number of hours
				worked. When the point is reached where the actual hours worked (more than two
				hours, forty minutes) provide compensation exceeding the assured minimum,
				regular overtime provisions will apply.
(7) Holiday pay.
If you are required to work on a holiday, in addition to
				holiday pay, you will be paid for your time worked at one-and-one-half times
				your total hourly rate of pay; or you may elect compensatory time off at
				one-and-one-half times the number of hours worked in lieu of receiving
				compensation for time worked on the holiday.
(8) Professional achievement pay.
If your job requires a specific license or certification
				required by law and the requirement is not contained in the classification
				specification, you may be eligible for an increase in hourly rate that is five
				per cent of the starting rate for as long as the licensing or certification is
				needed and maintained.
(9)
			 Hazardous duty pay.
If your job requires you to be exposed to hazardous conditions
				not contained or specifically intoned in the classification specification, you
				may be eligible to be paid an additional five per cent, seven and a half per
				cent, or ten per cent of the starting rate of pay for the duration of time that
				the hazardous duty is performed. The per centage to be paid is based on the
				degree of hazard. An example of a hazardous condition not contained in a
				classification specification is asbestos removal.
(10) Temporary reassignment.
If you are temporarily assigned to a classification that has a
				higher pay grade than the one to which you are presently assigned, you will
				receive a five per cent increase to your total hourly rate of pay for the
				duration of the temporary reassignment. Temporary reassignments must exceed a
				minimum of two weeks (fourteen calendar days) and not exceed ten weeks in
				duration. If the temporary reassignment is the result of an employee on a leave
				of absence, and where the employee is scheduled to return, the assistant vice
				president may waive the ten-week maximum period, human resources as appointing
				authority.
(11) Demotion.
If an employee voluntarily bids and accepts a position that has
				a lower pay grade, the individual will be assigned to a rate of pay in the
				lower classification that provides the same per centage differential between
				the end of probation rates for the two classifications. If the difference in
				the end of probationary rates between a secretary one (pay grade six) and a
				clerical specialist (pay grade five) is four point seven per cent, the
				individual's hourly rate will be reduced by this per centage and will be no
				lower than the end of probation rate.
(12) Layoff.
If an employee displaces to a classification that has a lower
				pay grade, the individual will be assigned to a rate of pay in the lower
				classification that provides the same per centage differential between the end
				of probation rates for the two affected classifications. If a cook one (pay
				grade three) displaces to a food service worker (pay grade one) and the
				difference between end of probationary rates is eight point three per cent, the
				affected individual's hourly rate will be reduced by this per centage and will
				be no lower than the end of probation rate.