reglab/statecodes huggingface dataset:
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-26 - Reasonable accommodation › Section 357-26-055 - What actions must an employer take to provide safety accommodations?

Current through Register Vol. 24-14, July 15, 2024
(1) An employer
			 must provide an applicant, or employee who is a victim of domestic violence or
			 an employee whose family member, as defined in chapter 357-01 WAC, is a victim
			 of domestic violence, sexual assault or stalking, a reasonable safety
			 accommodation, which includes, but is not limited to the following:
(a) A transfer or reassignment;
(b) Modified schedule;
(c) Changed work telephone number, work email
			 address and/or workstation;
(d)
			 Installed lock;
(e) Implemented
			 safety procedure; or
(f) Any other
			 adjustment to a job structure, workplace facility, or work requirement in
			 response to actual or threatened domestic violence, sexual assault or
			 stalking.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-26 - Reasonable accommodation › Section 357-26-060 - When an applicant or employee who is a victim of domestic violence, sexual assault or stalking or when an employee has a family member who is a victim of domestic violence, sexual assault or stalking and seeks a reasonable safety accommodation, what documentation may the applicant or employee be required to submit?

Current through Register Vol. 24-14, July 15, 2024
(1) When an
			 applicant or employee who is a victim of domestic violence, sexual assault or
			 stalking or when an employee has a family member, as defined in chapter 357-01
			 WAC, who is a victim of domestic violence, sexual assault or stalking and seeks
			 a reasonable safety accommodation, the employer may require that the request be
			 supported by verification. An applicant or employee may satisfy the
			 verification requirement by providing the employer with one or more of the
			 following:
(a) A police report indicating that
			 the applicant, employee or employee's family member was a victim of domestic
			 violence, sexual assault or stalking;
(b) A court order protecting or separating
			 the applicant, employee or the employee's family member from the perpetrator of
			 the act of domestic violence, sexual assault or stalking;
(c) Evidence from the court or prosecuting
			 attorney that the applicant, employee or the employee's family member appeared,
			 or is scheduled to appear, in court in connection with an incident of domestic
			 violence, sexual assault or stalking;
(d) An applicant or employee's written
			 statement that the employee or the employee's family member is a victim of
			 domestic violence, sexual assault or stalking and the safety accommodation
			 requested is to protect the employee from domestic violence, sexual assault or
			 stalking; or
(e) Documentation that
			 the applicant, employee or the employee's family member is a victim of domestic
			 violence, sexual assault or stalking, from any of the following persons from
			 whom the employee or employee's family member sought assistance in addressing
			 the domestic violence, sexual assault or stalking: An advocate for victims of
			 domestic violence, sexual assault or stalking; an attorney; a member of the
			 clergy; or a medical or other professional.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-010 - Who adopts the compensation plan?

Current through Register Vol. 24-14, July 15, 2024
The director must adopt a compensation plan.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-010, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-015 - How is the compensation plan prepared and revised?

Current through Register Vol. 24-14, July 15, 2024
The compensation plan is prepared and revised, as needed, in
				consultation with employers, employee organizations, and other interested
				parties. The director must hold open, public hearings before adopting or
				revising the plan. The director must give twenty calendar days notice of the
				public hearing.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-015, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-020 - What must the compensation plan include?

Current through Register Vol. 24-14, July 15, 2024
The compensation plan must include:
(1) A general salary schedule including
			 minimum and maximum amounts for each salary range assigned to a
			 class;
(2) Special salary schedules
			 including the minimum and maximum amounts for each special pay range assigned
			 to a class or position;
(3)
			 Assignment pay premiums, shift premiums, and standby pay rates as determined by
			 the director;
(4) Definitions and
			 application of overtime eligibility designations.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-020, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-025 - Can the director adopt special pay salary ranges?

Current through Register Vol. 24-14, July 15, 2024
The director may adopt special pay salary ranges for positions
				based upon pay practices found in private industry or other governmental units.
				This includes special pay salary ranges and/or compensation practices for
				higher education institutions and related higher education boards as authorized
				in RCW
				 41.06.133. The classes or positions assigned
				special pay ranges and the associated special salary schedule must be specified
				in the compensation plan.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-025, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-026 - For what reasons may the director adopt special pay ranges and/or compensation practices for institutions of higher education and related boards?

Current through Register Vol. 24-14, July 15, 2024
The director may adopt special pay ranges and/or compensation
				practices which are locally competitive to alleviate recruitment and/or
				retention problems, to maintain effective operations of an institution, or to
				address other unique working conditions.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-03-050,
				  §
										357-28-026, filed 1/12/07,
				  effective 2/15/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-027 - How long will higher education special pay ranges remain in effect?

Current through Register Vol. 24-14, July 15, 2024
Except when the director specifies otherwise, special pay
				ranges will remain in effect until the system-wide pay range for the class
				equals or exceeds the special pay range.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-03-050,
				  §
										357-28-027, filed 1/12/07,
				  effective 2/15/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-028 - By whom and for what reasons may a higher education special pay request be submitted to the director?

Current through Register Vol. 24-14, July 15, 2024
A special pay request may be submitted by institutions of
				higher education and related boards:
(1) When a unique configuration of work
			 requires skills, duties, or working conditions beyond those typically required
			 of comparable positions;
(2) To
			 alleviate employment problems such as recruitment and/or retention;
(3) When failure to grant special pay could
			 result in recruitment and/or retention problems which would seriously
			 jeopardize the effective operation of the institution; or
(4) To prevent salary inversion or
			 compression problems with other classes in the same or related series which
			 have been granted special pay.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-03-050,
				  §
										357-28-028, filed 1/12/07,
				  effective 2/15/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-029 - When making a special pay request for higher education, what information must the requesting party provide?

Current through Register Vol. 24-14, July 15, 2024
It is the responsibility of the requesting party to provide the
				director's staff with information necessary to make a recommendation to the
				director. Information to be provided must include:
(1) Data supporting the pay practice in the
			 locality of the institution for which the request is being made;
(2) Rationale supporting the request;
			 and
(3) When applicable, data
			 showing recruitment/retention difficulty.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-28-029, filed 11/10/11,
				  effective 12/13/11; 07-03-050, §
										357-28-029, filed 1/12/07,
				  effective 2/15/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-030 - Must employers have a salary determination policy?

Current through Register Vol. 24-14, July 15, 2024
Employers must develop a written salary determination policy
				that is subject to the director's approval.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-030, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-035 - What must be addressed in the employer's salary determination policy?

Current through Register Vol. 24-14, July 15, 2024
The employer's salary determination policy must minimally
				address the following:
(1) Setting
			 base salary for new employees;
(2)
			 Increasing base salary in accordance with WAC
			 357-28-110 when an employee
			 promotes to a position in a new class;
(3) Increasing base salary in accordance with
			 WAC 357-28-110 when an employee
			 promotes to a permanent position while in a nonpermanent appointment;
(4) Setting base salary in accordance with
			 WAC 357-28-140 when an employee
			 transfers to a new position;
(5)
			 Setting base salary when an employee is appointed from an internal or statewide
			 layoff list;
(6) Setting base
			 salary when an employee is reallocated to a position with a lower salary range
			 and the employee's previous base salary is above step M of the new salary range
			 as permitted in WAC
			 357-28-120. Under no circumstance
			 should an employee's salary exceed their previous base salary;
(7) Setting base salary when an employee
			 demotes for reasons other than accepting a demotion in lieu of layoff or
			 accepting a demotion when a position is reallocated;
(8) Setting base salary when an employee is
			 reverted following a voluntary demotion;
(9) Authorizing premiums for recruitment and
			 retention as provided in WAC
			 357-28-095 and
			 357-28-100;
(10) Setting base salary and progression
			 based on recruitment and retention rather than years of experience for the
			 nurse special pay salary schedules, if allowed by the employer;
(11) Setting base salary in accordance with
			 WAC 357-19-340 when an employee
			 returns to a permanent position from a project position;
(12) Setting base salary in accordance with
			 WAC 357-19-353 when an employee
			 returns to a permanent position from an acting WMS appointment; and
(13) Setting base salary in accordance with
			 WAC 357-19-395 when an employee
			 returns to a permanent position from a nonpermanent appointment.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-035, filed 9/13/13,
				effective 10/18/13; WSR 05-21-061, §
									357-28-035, filed 10/13/05,
				effective 11/15/05; WSR 05-16-041, §
									357-28-035, filed 7/27/05,
				effective 9/1/05; WSR 05-01-205, §
									357-28-035, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-035, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-040 - Can an employee's base salary be set above the maximum of the salary range?

Current through Register Vol. 24-14, July 15, 2024
An employee's base salary may be set above the maximum of the
				salary range assigned to the position's class when allowed under any provisions
				of Title 357 WAC or when approved by the director.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-040, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-042 - If the legislature approves a salary increase will employees whose base salaries are set above the maximum of a salary range assigned to the position receive the salary increase?

Current through Register Vol. 24-14, July 15, 2024
If the legislature approves a salary increase, employees whose
				base salaries are set above the maximum of a salary range will not receive the
				salary increase unless:
(1) The
			 appropriations act specifically states that employees whose base salaries are
			 set above the maximum of a salary range will receive the increase; or
(2) The top step of the adjusted range
			 exceeds the employee's current salary.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-045 - How is part-time employment compensated?

Current through Register Vol. 24-14, July 15, 2024
Part-time employment must be compensated on the basis of the
				ratio of hours worked to those worked in a full-time appointment unless
				otherwise adjusted per special pay and/or assignment pay
				provisions.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-045, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-050 - What is the periodic increment date (PID)?

Current through Register Vol. 24-14, July 15, 2024
The periodic increment date is the date upon which an employee
				is scheduled to receive an increment increase by moving to a higher salary step
				within the salary range for his/her current class.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-21-061,
				  §
										357-28-050, filed 10/13/05,
				  effective 11/15/05; 05-01-205, §
										357-28-050, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-055 - How is the periodic increment date determined for a general government employee?

Current through Register Vol. 24-14, July 15, 2024
(1) For
			 a general government employee appointed to a position before July 1, 2005, the
			 employee's periodic increment date as of June 30, 2005, is retained.
(2) For a general government employee
			 appointed to a position on or after July 1, 2005, whose base salary is set at
			 the minimum of the salary range, the periodic increment date is six months from
			 the date of appointment.
(3) For a
			 general government employee appointed to a position on or after July 1, 2005,
			 whose base salary is set above the minimum but below step L of the salary
			 range, the periodic increment date is twelve months from date of
			 appointment.
(4) A general
			 government employee appointed to a position on or after July 1, 2005, whose
			 base salary is set at step L of the range will not have a periodic increment
			 date set. If the employee later receives a new appointment, the periodic
			 increment date will be set at that time, as described in this
			 section.
(5) Once a general
			 government employee's periodic increment date is set, it remains the same
			 unless:
(a) The periodic increment date is
			 advanced or postponed in accordance with WAC
			 357-28-070;
			 or
(b) The periodic increment date
			 is reset in accordance with subsections (2) and (3) of this section when an
			 employee is rehired after a break in service.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-056 - How is the periodic increment date determined for a higher education employee?

Current through Register Vol. 24-14, July 15, 2024
(1) For
			 a higher education employee appointed to a position before July 1, 2005, the
			 employee's periodic increment date as of June 30, 2005, is retained.
(2) For a higher education employee appointed
			 to a position on or after July 1, 2005, whose base salary is set at the minimum
			 of the salary range, the periodic increment date is six months from the date of
			 appointment.
(3) For a higher
			 education employee appointed to a position on or after July 1, 2005, whose base
			 salary is set above the minimum and at or below step L of the salary range, the
			 periodic increment date is twelve months from date of appointment.
(4) Once a higher education employee's
			 periodic increment date is set, it remains the same unless:
(a) The periodic increment date is advanced
			 or postponed in accordance with WAC
			 357-28-070;
			 or
(b) The employee is appointed to
			 another position with a different salary range maximum. Upon subsequent
			 appointment, the provisions of subsection (2) and (3) of this section
			 apply.
(c) The periodic increment
			 date is reset in accordance with subsections (2) and (3) of this section when
			 an employee is rehired after a break in service.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-060 - When does an employee receive an increment increase?

Current through Register Vol. 24-14, July 15, 2024
Unless adjusted under the provisions of WAC
				357-28-070, an employee must
				receive a two step increase to base salary on the periodic increment date.
				Increment increases continue until the employee reaches step L of the salary
				range.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-060, filed 9/13/13,
				effective 10/18/13; WSR 05-01-205, §
									357-28-060, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-060, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-065 - What are the effective dates of increment increases?

Current through Register Vol. 24-14, July 15, 2024
For purposes of payment of increment increases, the effective
				date is determined as follows:
(1) For
			 general government employers, the increase is effective on the periodic
			 increment date.
(2) For higher
			 education employers, the increases are effective:
(a) The first of the current month for
			 actions occurring between the first and the fifteenth of the month;
			 or
(b) The first of the following
			 month for action occurring between the sixteenth and the end of the
			 month.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-070 - Can an employer adjust the timing and amount of increment increases?

Current through Register Vol. 24-14, July 15, 2024
Employers may adjust the timing and/or amount of regularly
				scheduled increment increases stated in WAC
				357-28-060 by resetting the
				periodic increment date based on the nature of the work or training
				requirements. This may apply to all employees, employees in specific positions,
				all employees allocated to a class, or all employees in an organizational unit.
				This may happen as long as employees receive minimally an increase of two steps
				annually until their salary reaches step L of the salary
				range.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-070, filed 9/13/13,
				effective 10/18/13; WSR 05-12-077, §
									357-28-070, filed 5/27/05,
				effective 7/1/05; WSR 05-01-205, §
									357-28-070, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-070, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-075

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-075, filed 9/13/13,
				effective 10/18/13; WSR 05-21-061, §
									357-28-075, filed 10/13/05,
				effective 11/15/05; WSR 05-01-205, §
									357-28-075, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-075, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-080 - How does an employee allocated to a class with a special pay salary range progress through the range?

Current through Register Vol. 24-14, July 15, 2024
Unless adjusted under WAC
				357-28-070, employees allocated
				to a class with a special pay salary range must progress through the special
				pay salary range as defined in the compensation plan.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-080, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-082 - Is step M on the salary schedule different than other salary steps?

Current through Register Vol. 24-14, July 15, 2024
Step M is a longevity step. An employee cannot be appointed to
				step M upon initial hire unless for recruitment and retention or other business
				related reasons in accordance with WAC 357-28-090.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-082, filed 9/13/13,
				effective 10/18/13. WSR 13-18-003, §
									357-28-082, filed 8/21/2013, 2:11
				p.m., effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-084 - May an employee be appointed to step M upon demotion (voluntary or involuntary)?

Current through Register Vol. 24-14, July 15, 2024
An employee cannot be appointed to step M upon demotion
				(voluntary or involuntary) unless:
(1)
			 The employee was at step M of the salary range from which the employee is
			 demoting;
(2) The employee was
			 previously at step M in the salary range of the class the employee is demoting
			 to;
(3) The demotion is a result of
			 a reasonable accommodation;
(4) The
			 employee was appointed to a position due to layoff action in accordance with
			 WAC 357-28-135; or
(5) It is for
			 recruitment and retention or other business related reasons in accordance with
			 WAC 357-28-090.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-084, filed 9/13/13,
				effective 10/18/13. WSR 13-18-003, §
									357-28-084, filed 8/21/2013, 2:11
				p.m., effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-086 - When may an employee progress to step M of the salary range?

Current through Register Vol. 24-14, July 15, 2024
(1) If an employee is currently at step L of
			 a salary range, the employee will progress to step M of that same salary range
			 six years from the date they were advanced or appointed to step L. The
			 progression to step M is regardless of what has transpired in the six years
			 since the employee was appointed to step L, provided that the employee is at
			 step L in the same pay range as the pay range the employee was in at the
			 beginning of the six-year period except in accordance with WAC
			 357-28-088.
(2) With director
			 approval, higher education institutions may make all movements to step M
			 effective:
(a) The first of the current month
			 for actions occurring between the first and the 15th of the month; or
(b) The first of the following month for
			 actions occurring between the 16th and the end of the month.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-088 - If an employee transfers or demotes will the time spent at step L count towards the six years to qualify for step M in the new position?

Current through Register Vol. 24-14, July 15, 2024
If an employee transfers to a position the time at step L in
				the previous position will count towards the six years to qualify for step M in
				the new position.
If an employee is demoted (voluntary or involuntary), the time
				at step L in the previous position will not count towards the six years to
				qualify for step M except if the demotion is a result of a reasonable
				accommodation or due to layoff action in accordance with WAC 357-28-135(4).
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-088, filed 9/13/13,
				effective 10/18/13. WSR 13-18-003, §
									357-28-088, filed 8/21/2013, 2:11
				p.m., effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-090 - Can an employer adjust an employee's base salary within the employee's current salary range for recruitment, retention, or other business related reasons?

Current through Register Vol. 24-14, July 15, 2024
The employer may adjust an employee's base salary up to step M
				within the salary range to address issues that are related to recruitment,
				retention or other business related reason, such as equity, alignment, or
				competitive market conditions.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-090, filed 9/13/13,
				effective 10/18/13; WSR 05-01-205, §
									357-28-090, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-090, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-095 - Can an employer authorize additional pay to support recruitment and/or retention of a position?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Employers may authorize additional pay to support the recruitment or retention
			 of the incumbent or candidate for a
specific position.
At the
			 employer's discretion, up to a fifteen percent premium may be added to the
			 employee's base salary or paid on a lump sum basis as described in subsection
			 (2). An employee may not receive more than fifteen percent of his/her annual
			 base salary over a twelve month period under the provisions of this
			 section.
(2) In advance of
			 authorizing a lump sum recruitment or retention payment, employers must
			 establish express conditions in writing for the payment. The conditions must
			 include a specified period of employment or continued employment. Any lump sum
			 payment under this section must only be made after services have been rendered
			 in accordance with conditions established by the employer and become part of
			 the employee's annual compensation for work performed prior to receipt of any
			 funds.
(3) Any additional pay
			 granted under this section is a premium that is not part of base salary. The
			 premium is to be used only as long as the circumstances it is based on are in
			 effect.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-095, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-100 - When must an employer receive director approval to authorize additional pay to support recruitment or retention of an employee or candidate for a position?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Director approval is required for employers to authorize:
(a) Premiums exceeding fifteen percent under
			 the provisions of WAC
			 357-28-095;
			 and
(b) Additional pay to support
			 the recruitment and/or retention of
like positions
at a specific
			 work location.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-110 - Must an employee who is promoted receive a salary increase?

Current through Register Vol. 24-14, July 15, 2024
An employee who is promoted must advance to a step of the range
				for the new class that is nearest to five percent above their prepromotional
				salary, not to exceed step M of the salary range. If the employee's
				prepro-motional salary is set above the maximum of the salary range in
				accordance with WAC
				357-28-040,
				the promotional increase will be based off of the maximum of the salary range
				of the class the employee is promoting from. The employer may grant a higher
				increase if:
(1) Significant increases
			 in duties and responsibilities, as documented by the employer, warrant greater
			 compensation;
(2) The increase is
			 necessary for internal salary alignment, retention of the employee or other
			 documented business needs in accordance with WAC
			 357-28-090;
			 or
(3) The increase is necessary to
			 bring the employee to the minimum of the salary range for the
			 position.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-110, filed 9/13/13,
				effective 10/18/13; WSR 05-01-205, §
									357-28-110, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-110, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-115 - Must an employee occupying a position that is reallocated to a class with a higher salary range receive a salary increase?

Current through Register Vol. 24-14, July 15, 2024
An employee occupying a position that is reallocated to a class
				with a higher salary range must advance to a step of the range for the new
				class that is nearest to five percent above their previous salary, not to
				exceed step M of the salary range in accordance with WAC
				357-28-110.
				When the employee's previous salary was set above the maximum of the salary
				range in accordance with WAC
				357-28-040,
				the employee's salary will be determined as follows:
(1) When the employee's previous salary is
			 the same or lower than the maximum of the new salary range, the salary increase
			 will be based off the maximum of the salary range the employee is reallocated
			 from, not to exceed step M of the salary range in accordance with WAC
			 357-28-110.
(2) When the employee's previous salary is
			 above the salary range of the new class, the employee will retain their current
			 salary in accordance with WAC
			 357-28-040.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-115, filed 9/13/13,
				effective 10/18/13; WSR 05-01-205, §
									357-28-115, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-115, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-120 - What is the base salary of an employee occupying a position that is reallocated to a class with the same or lower salary range?

Current through Register Vol. 24-14, July 15, 2024
An employee occupying a position that is reallocated to a class
				with the same or lower salary range must be placed within the new salary range
				at an amount equal to their previous base salary. If the previous base salary
				exceeds the new salary range, the employee's base salary must be set equal to
				step M of the salary range for the reallocated position. The employee's base
				salary may be set higher than step M if allowed by the employer's salary
				determination policy, but not exceeding the previous base salary, until such
				time as the employee vacates the position or their salary falls within the new
				salary range.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-120, filed 9/13/13,
				effective 10/18/13; WSR 05-01-205, §
									357-28-120, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-120, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-130 - How is an employee's base salary determined if the director creates, abolishes, or revises a class?

Current through Register Vol. 24-14, July 15, 2024
When reallocation is necessary because the director creates,
				abolishes, or revises a class, an employee's base salary is determined as
				follows:
(1) An employee occupying a
			 position reallocated to a class with the same or lower salary range must be
			 paid an amount equal to his/her previous base salary.
(2) An employee occupying a position
			 reallocated to a class with a higher salary range must have his/her base salary
			 adjusted to the same step in the new range as held in the previous range unless
			 otherwise determined by the director.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-28-130, filed 11/10/11,
				  effective 12/13/11; 07-11-100, §
										357-28-130, filed 5/16/07,
				  effective 7/1/07; 05-01-205, §
										357-28-130, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-135 - How is an employee's salary determined when the employee is appointed to a position due to a layoff action?

Current through Register Vol. 24-14, July 15, 2024
(1) The base
			 salary of an employee who accepts a layoff option must have their salary
			 determined as follows:
(a) An employee who
			 accepts a layoff option to a different position with the same salary range
			 keeps the same base salary.
(b) An
			 employee who accepts a layoff option to a position with a lower salary range
			 maximum must be placed within the new range at a salary equal to the employee's
			 previous base salary. If the previous base salary exceeds the new range, the
			 employee's base salary must be set equal to step M of the new salary
			 range.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-140 - How is an employee's salary determined upon transfer?

Current through Register Vol. 24-14, July 15, 2024
Upon transfer, an employee's base salary is determined by the
				employer's salary determination policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-140, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-145 - How is an employee's salary determined upon reassignment?

Current through Register Vol. 24-14, July 15, 2024
Upon reassignment, an employee keeps the same base
				salary.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-145, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-150 - How is an employee's salary determined upon reversion?

Current through Register Vol. 24-14, July 15, 2024
When an employee is being reverted following a promotion or
				transfer, the employee's base salary is set at the step the employee would be
				at if he/she had not left the position.
When an employee is being reverted following a voluntary
				demotion, the employee's base salary must be determined in accordance with the
				employer's salary determination policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-150, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-155 - How is an employee's salary determined upon demotion?

Current through Register Vol. 24-14, July 15, 2024
(1) The base salary of an employee who
			 accepts a demotion in lieu of layoff must be set in accordance with WAC
			 357-28-135.
(2) If the demotion is
			 a result of a reasonable accommodation, they may be appointed to step M in
			 accordance with WAC 357-28-084.
(3)
			 An employee demoted for any other reason must be paid within the salary range
			 of the class to which the position is allocated. The employee's base salary
			 must be determined in accordance with the employer's salary determination
			 policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-155, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-160 - How is an employee's salary determined upon elevation?

Current through Register Vol. 24-14, July 15, 2024
Upon elevation following demotion, an employee's salary must be
				determined in the same manner that is provided for promotion in WAC
				357-28-110.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-160, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-165 - When an exempt position is converted to classified, how is the base salary of the incumbent determined?

Current through Register Vol. 24-14, July 15, 2024
If an exempt position is converted to classified status under
				the provisions of WAC
				357-19-225, the base salary of
				the incumbent must not be less than the exempt salary at the time of
				conversion. If the employee's salary at the time of conversion exceeds the
				maximum of the salary range, the employee's base salary must be set outside the
				range in accordance with WAC
				357-28-040.
If the exempt salary is equal to step L of the classified
				position and the employee has been at that salary level for six or more years,
				the employee will progress to step M upon conversion. If the employee has been
				at that salary level for less than six years, the employee will progress to
				step M when the total amount of time equals six years.
If the exempt salary is between step L and step M of the new
				classified salary range and the employee has been at that salary for six or
				more years, the employee will be placed at step M upon conversion. If the
				employee has been at that salary level for less than six years, the employee
				will progress to step M when the total amount of time equals six years.
If the exempt salary is equal to step M of the new classified
				salary range, the employee will be placed at step M upon
				conversion.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-28-165, filed 9/13/13,
				effective 10/18/13; WSR 05-12-077, §
									357-28-165, filed 5/27/05,
				effective 7/1/05; WSR 05-01-205, §
									357-28-165, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-28-165, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-175 - What is assignment pay?

Current through Register Vol. 24-14, July 15, 2024
Assignment pay is a premium added to base salary to recognize
				specialized skills, assigned duties, and/or unique circumstances that exceed
				the ordinary. Assignment pay is intended to be used only as long as the skills,
				duties, or circumstances it is based on are in effect.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-175, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-180 - When may employers authorize assignment pay?

Current through Register Vol. 24-14, July 15, 2024
Employers may authorize assignment pay to a position when the
				director has approved the assignment pay for a specific skill, duty, or unique
				circumstance and the employer determines that the position qualifies for the
				premium. Approved assignment pay designations must be listed in the
				compensation plan.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-180, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-185 - What is the requirement for employers to compensate employees for being called back to work?

Current through Register Vol. 24-14, July 15, 2024
(1) If an overtime
			 eligible employee has finished the work shift and has left the worksite or is
			 in paid leave status and is called to return to work outside of regularly
			 scheduled hours to handle emergency situations which could not be anticipated,
			 a minimum of two hours' pay must be guaranteed. The minimum of two hours of pay
			 and any hours worked in excess of two hours must be compensated in accordance
			 with WAC 357-28-255 if
			 applicable.
(2) An employee on
			 standby status called to return to work does not qualify for call back
			 pay.
(3) The appointing authority
			 may cancel a call back notification to work extra hours at any time, but
			 cancellation must not waive the guarantee of two hours of call back
			 pay.
(4) Overtime-exempt employees
			 and employees assigned to the law enforcement overtime eligibility designation
			 are not paid for being called back to work unless the employer authorizes
			 payment.
(5) Compensation under the
			 provisions of this section must be in accordance with the employer's policy, as
			 approved by the director, for the following individuals:
(a) Employees dispatched to emergency
			 response duty under an incident command system as defined in
			 RCW
			  38.52.010; and
(b) Employees of the department of
			 corrections who are in charge of offenders assigned to assist in forest fire
			 suppression and other emergency incidents.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-190 - When must an employee receive shift premium?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Shift premium at the rate specified in the compensation plan must be paid when:
(a) An employee is regularly scheduled to
			 work a shift in which the majority of hours worked daily or weekly are between
			 6:00 p.m. and 6:00 a.m.;
(b) An
			 employee is scheduled to work a shift which is split with a minimum of four
			 intervening hours not worked; or
(c) An employee is regularly scheduled to
			 work a day shift but is assigned to work a night or evening shift in which the
			 majority of hours worked are between 6:00 p.m. and 6:00 a.m.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-195 - What general government positions must be paid supplemental shift premium?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Basic shift premium must be paid in accordance with WAC
			 357-28-190.
(2) Supplemental shift premium, as specified
			 in the compensation plan, must be paid for positions in general government that
			 require licensure as a registered nurse.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-205,
				  §
										357-28-195, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-200 - When must an employee receive holiday premium pay?

Current through Register Vol. 24-14, July 15, 2024
(1) Overtime eligible employees who are
			 directed to work on a designated holiday as listed in chapter 357-31 WAC must
			 receive their regular rate of pay for the holiday. In addition, employees must
			 receive premium pay at the overtime rate for all hours worked on the holiday.
			 The employer may offer compensatory time off in lieu of monetary
			 payment.
(2) Overtime-exempt
			 employees do not qualify for holiday premium pay unless the employer determines
			 otherwise.
(3) Compensation under
			 the provisions of this section must be in accordance with the employer's
			 policy, as approved by the director, for the following individuals:
(a) Employees dispatched to emergency
			 response duty under an incident command system as defined in
			 RCW
			  38.52.010; and
(b) Employees of the department of
			 corrections who are in charge of offenders assigned to assist in forest fire
			 suppression and other emergency incidents.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-28 - Compensation › Section 357-28-203 - When must an employee receive location based premium pay?

Current through Register Vol. 24-14, July 15, 2024
Location based premium pay at the rate specified in the
				compensation plan must be paid when an employee is:
(1) Assigned to work on McNeil Island at the
			 special commitment center and for each day the employee is physically working
			 on the island. Days in paid status not working on the island will not qualify
			 for premium pay; or
(2) Assigned to
			 a permanent duty station in King County.
(a)
			 This subsection does not apply to employees who are employed by the University
			 of Washington.
(b) When an employee
			 is no longer permanently assigned to a King County duty station they will not
			 be eligible for location based premium pay.