UACES Facebook C.E.S.P. 1-33: Compensation for Transferring or Rehired Classified Employees

 

Personnel - Employment Policies

C.E.S.P. 1-33: Compensation for Transferring or Rehired Classified Employees

New: 1-9-2014

Summary: Establishes policy and procedures regarding compensation for transferring or rehired employees covered by the state classified career service pay plan.

I. Transfers

An employee who comes to Extension from another state agency or institution without a break in service [within thirty (30) consecutive working days] will be considered to have transferred.

  • If the employee transfers to the same title or grade, the employee’s rate of pay will remain the same. If the employee transfers to a position at a higher or lower grade, the effect on the employee’s pay will be as if the employee had been promoted or demoted. For promotion to a position at a higher grade, the employee's rate of pay shall be increased by ten percent (10%). When an employee is demoted for cause or voluntarily solicits a demotion of one or more grades, his or her rate of pay shall be ten percent (10%) less than the employee’s rate of pay at the time of the demotion.
  • If the new rate of pay is below the entry pay level of the new grade, the employee’s rate of pay will be raised to the entry rate of pay for that grade.
  • The new rate of pay cannot exceed the Maximum pay level of the new grade for which the employee is hired, unless the employee is qualified for the Career pay level on the state career service pay plan.
  • When transferring employment from one state agency or institution to another, an employee will receive a lump-sum payment from the original agency or institution for any earned, unused compensatory time.
  • An employee who transfers to Extension from another state agency or institution without a break in service will have all earned, unused sick leave reinstated.
  • An employee who has received a lump sum payment for earned, unused annual leave from the previous state agency or institution shall not return to state agency or institution employment until the number of days for which he or she received additional compensation has expired. Alternatively, the employee may reimburse the agency or institution that awarded the lump sum annual leave payment for any time which has not elapsed since leaving the previous position. Upon reimbursement to that agency or institution, the employee’s annual leave time will be reinstated.

II. Rehires

An employee who leaves a state agency or institution and is hired by the same or another state agency or institution after thirty (30) consecutive working days will be considered a rehire and shall have the rate of pay at rehire established from their previous rate of pay.

  • When returning to the same title or grade as previously occupied, the employee will return at the same rate of pay.
  • When returning to a different title or grade, the employee may return at the same rate of pay if the rate of pay falls within the pay range of the new title or grade.

In either case, if the employee’s previous rate of pay falls below the entry pay level of the title or grade for the rehire position, the employee’s rate of pay will be raised to the entry rate of pay. The rate of pay cannot exceed the Maximum pay level of the new grade for which the employee is hired unless the employee qualifies for the Career pay level on the state career service pay plan.