(1)
Shift
differential. If an overtime eligible employee works for an appointing
authority whose operations require other than a day shift, the employee shall
receive a shift differential if scheduled to work four or more hours between 6
p.m. and 6 a.m. for two or more consecutive workweeks, or is regularly assigned
to rotate shifts. The amount of the shift differential shall be determined by
the
director and paid in cents per hour. There shall be one rate for the 6 p.m.
to midnight time period and another higher rate for the midnight to 6 a.m. time
period. Employees who work in both time periods shall be paid at the rate
applicable to the period in which the majority of their hours are worked.
Employees who work equal amounts in both time periods shall be paid at the
higher rate. The differential shall be in addition to the employee's regular
base pay and shall be paid for
all hours in pay status.
Employees in overtime exempt classes may receive a shift
differential if a request is first submitted in writing and approved by the
director.
(2)
Call
back. If an overtime eligible employee is directed to report to work
during unscheduled hours that are not contiguous to the beginning or the end of
the employee's assigned shift, the employee shall be paid a minimum of three
hours. These hours shall not count as standby hours if the employee is in
standby status. Employees in overtime exempt classes may be eligible for call
back pay, if a request is first submitted in writing and approved by the
director.
(3)
Standby. If an employee in an overtime eligible class is
directed to be on standby after the end of the employee's shift, the employee
shall be paid 10 percent of the employee's hourly pay rate for each hour in a
standby status. If required to be on standby, an employee shall receive at
least one hour of standby pay. Time spent working while on standby shall not
count in determining standby pay, nor shall standby hours count for purposes of
determining overtime. Employees in overtime exempt classes may be eligible for
standby pay if a request is first submitted in writing and approved by the
director.
(4)
Discretionary
payments. A lump sum payment for exceptional job performance may be
given to an employee. A written explanation setting forth the reasons shall
first be submitted to the director for approval.
(5)
Recruitment or retention
payments. A payment to a job applicant or an employee may be made for
recruitment or retention reasons. A written explanation shall first be
submitted in writing to the
director.
As a condition of receiving recruitment or retention pay, the
recipient must sign an agreement to continue employment with the appointing
authority for a period of time following receipt of the payment that is deemed
by the appointing authority to be commensurate with the amount of the payment.
If the recipient is terminated for cause or voluntarily leaves state
employment, the recipient will be required to repay the appointing authority
for the proportionate amount of the payment for the time remaining, and it will
be recouped from the final paycheck. When the recipient changes employment to
another state agency, then a repayment schedule must be approved by the
director. Recoupment will be coordinated with the department of administrative
services, state accounting enterprise, to ensure a proper reporting of
taxes.
(6)
Pay for
increased credentials. An employee who successfully completes a course
of study, a certificate program, or any educational program directly related to
the employee's current employment is eligible to receive an increase in base
pay at the discretion of the appointing authority. Granting an increase
pursuant to this subrule will not affect an employee's pay increase eligibility
date and may not exceed the maximum pay for the assigned job classification
pursuant to subrule 53.6(2).
Notes
Iowa Admin. Code r. 11-53.9
ARC 0401C, lAB 10/17/12,
effective 11/21/12
Amended by
IAB
July 19, 2017/Volume XL, Number 2, effective
7/1/2017
