Christine Olson/Amy Plotner Human Resources Office January 10, 2012

Effective 1/1/2012 No General Wage Adjustments for Absorbed many pay provisions held by prior labor agreements –Pay upon transfer (all transfers are now permissive) –Overtime –Standby Pay –Call Back/Call-In Pay –Protective Shoes: $30 for all employees required to wear safety shoes

Discretionary Merit Compensation (DMC) –Allow employer to provide employees economic recognition for merit or address pay equity or retention needs –All DMC requests must be approved by the Office of State Employment Relations (OSER) –Employees In non-broadbanded pay ranges are limited to lump-sum DMC –Base pay adjustments are subject to pay range maximums –Funding for awards will come from department’s budget –For more information: pensationInfo.pdf pensationInfo.pdf

Discretionary Merit Compensation (DMC) cont. –Employees may self-nominate –DMC form and information can be found on the classified HR website: “adjusted continuous service date” is functionally the same as “seniority” Grievances procedures will be in line with OSER policy: Annual Leave and Sabbatical provisions remain the same

Classified Handbook has been updated to include additional items not covered in Comp. Plan andbook.pdf andbook.pdf

Overtime compensation –Employees will be compensated at premium rate for actual hours worked in excess of 40. This excludes leave time. Overtime scheduling –Supervisors will determine the need for overtime and which employees are qualified to perform such work.

Transfer provisions- all transfers are permissive Sick Leave –Usage in accordance with Administrative Code personnel 18.03(04): –Employees cannot accrue additional SL for hours worked in excess of 80 per pay period (max is 5 hours/pay period) Uniforms: employees must return uniforms at the end of their employment

Christine Olson Human Resources (920) or