Current through Register Vol. 48, No. 38, September 20, 2024
a)
Transfer - Upon the assignment of an employee to a vacant position in a class
with the same pay grade as the class for the position being vacated, the
employee's base salary will not be changed. Upon separation from a position in
a given class and subsequent appointment to a position in the same pay grade,
no increase in salary will be given.
b) Entrance Base Salary - State agencies
shall not seek, request or require a candidate's current wage or salary
history. Agencies shall not use an applicant's current wage or salary history
to screen applicants or request or require current wage or salary history
information as a condition for being considered for employment or for an offer
of employment. Agencies shall not verify a candidate's current wage or salary
history. Each agency shall not request current or past wage or salary at any
location (website, form or process). If a candidate inadvertently or
voluntarily without prompting discloses the candidate's current or past wage or
salary, including benefits or other compensation, the agency shall not consider
or rely on the information in a current or future salary offer and shall
disregard the information.
1) Qualifications
Only Meet Minimum Requirements - When a candidate only meets the minimum
requirements of the class specification upon entry to State service, an
employee's entrance base salary is the in-hire rate or the minimum base salary
of the pay grade.
2) Qualifications
Above Minimum Requirements - If a candidate possesses directly-related
education and experience in excess of the minimum requirements of the class
specification, the employing agency may offer the candidate an entrance base
salary that is not more than 5% above the candidate's current base salary. Any
deviation from the 5% maximum is a special salary adjustment (see Section
310.80(e))
.
3) Area Differential - For
positions for which additional compensation is required because of dissimilar
economic or other conditions in the geographical area in which the positions
are established, a higher entrance step may be authorized by the Director of
Central Management Services. Present employees receiving less than the new rate
shall be advanced to the new rate.
c) Geographical Transfer - Upon geographical
transfer from or to an area for which additional compensation has been
authorized, an employee will receive an adjustment to the appropriate salary
level for the new geographical area of assignment effective the first day of
the month following date of approval.
d) Differential and Overtime Pay - An
eligible employee may have an amount added to the employee's base salary for a
given pay period for work performed in excess of the normal requirements for
the position and work schedule, as follows:
1)
Shift Differential Pay -An employee may be paid an amount in addition to the
employee's base salary for work performed on a regularly scheduled second or
third shift. The additional compensation will be at a rate and in a manner
approved by the Department. The Director will approve the manner and rate of
this provision after considering the need of the employing agency, the
treatment of other similar situations, prevailing practices of other employers,
and the equity of the particular circumstances.
2) Overtime Pay -
A) Eligibility - The Director will maintain a
list of titles and their overtime eligibility as determined by labor contracts,
Federal Fair Labor Standards Act (29 USC
203) , or State law or regulations. Overtime
shall be paid in accordance with the labor contracts, Federal Fair Labor
Standards Act, and State law or regulations.
B) Compensatory Time -When Contract Contains
No Provision - Employees who are eligible for compensatory time may request
that time, which may be granted by the agency at its discretion, considering,
among other things, its operating needs. Compensatory time shall be taken
within the fiscal year it was earned at a time convenient to the employee and
consistent with the operating needs of the agency. Compensatory time shall be
accrued at the rate in which it is earned (straight time or time and a half),
but shall not exceed 120 hours in any fiscal year. Compensatory time approved
for non-union employees will be earned after 40 actual work hours in a
workweek. Compensatory time not used by the end of the fiscal year in which it
was earned shall be liquidated and paid in cash at the rate it was earned. Time
spent in travel outside the normal work schedule shall not be accrued as
compensatory time except as provided by labor contracts and the Federal Fair
Labor Standards Act. At no time are overtime hours or compensatory time to be
transferred from one agency to another agency.
3) Incentive Pay - An employee may be paid an
amount in addition to the employee's base salary for work performed in excess
of the normal work standard as determined by agency management. The additional
compensation shall be at a wage rate and in a manner approved by the Director.
The Director will approve the manner and rate of this provision after
considering the need of the employing agency, the treatment of other similar
situations, prevailing practices of other employers, and the equity of the
particular circumstances.
4)
Temporary Assignment Pay -
A) When Assigned to
a Higher-Level Position Classification - A bargaining unit employee may be
temporarily assigned to a bargaining unit position in a position classification
having a higher pay grade and shall be eligible for temporary assignment pay.
To be eligible for temporary assignment pay, the employee must be directed to
perform the duties that distinguish the higher-level position classification
and be held accountable for the responsibility of the higher classification.
Employees shall not receive temporary assignment pay for paid days off except
if the employee is given the assignment for 30 continuous days or more, the
days off fall within the period of time and the employee works 75% of the time
of the temporary assignment. Temporary assignment pay shall be calculated as if
the employee received a promotion (see Section
310.80(d)(1))
into the higher pay grade. In no event is the temporary assignment pay to be
lower than the minimum rate of the higher pay grade or greater than the maximum
rate of the higher pay grade.
B)
When Required to Use Second Language Ability - Employees who are bilingual or
have the ability to use sign language, Braille, or another second language
(e.g., Spanish) and whose job descriptions do not require that they do so shall
be paid temporary assignment pay when required to perform duties requiring the
ability. The temporary assignment pay received is prorated based on 5% or $100
per month, whichever is greater, in addition to the employee's base
rate.
e)
Out-of-State Assignment - Employees who are assigned to work out-of-state on a
temporary basis may receive an appropriate differential during the period of
the assignment, as approved by the Director. The Director will approve the
manner and rate of this provision after considering the need of the employing
agency, the treatment of other similar situations, prevailing practices of
other employers, and the equity of the particular circumstances.
f) Part-Time Work - Part-time employees whose
base salary is other than an hourly or daily basis shall be paid on a daily
basis computed by dividing the annual rate of salary by the total number of
work days in the year.
g) Lump Sum
Payment - Lump sum payment shall be provided for accrued vacation, sick leave,
and unused compensatory overtime at the current base rate to those employees
separated from employment under the Personnel Code. Leaves of absence and
temporary layoff (per 80 Ill. Adm. Code
302.510)
are not separations and therefore lump sum cannot be given in these
transactions. Method of computation is explained in Section
310.70(a).
AGENCY NOTE - The method to be used in computing the lump sum
payment for accrued vacation, sick leave and unused compensatory overtime
payment for an incumbent entitled to shift differential during the employee's
regular work hours will be to use the employee's current base salary plus the
shift differential pay. Sick leave earned prior to January 1, 1984 and after
December 31, 1997 is not compensable. Sick leave earned and not used between
January 1, 1984 and December 31, 1997 will be compensable at the current base
daily rate times one-half of the total number of compensable sick days.
h) Salary Treatment Upon Return
From Leave -
1) An employee returning from
Military Leave (80 Ill. Adm. Code
302.220
and
303.170)
, Peace Corps Leave (80 Ill. Adm. Code
302.230)
, Service-Connected Disability Leave (80 Ill. Adm. Code
303.135)
, Educational Leave (80 Ill. Adm. Code
302.215)
, Disaster Service Leave With Pay (80 Ill. Adm. Code
303.175)
, Disaster Service Leave With Pay - Terrorist Attack (80 Ill. Adm. Code
303.176)
, Family Responsibility Leave (80 Ill. Adm. Code
303.148)
, leave to accept a temporary, emergency, provisional, exempt (80 Ill. Adm.
Code
303.155)
or trainee position, leave to serve in domestic peace or job corps (80 Ill.
Adm. Code 302.230) or leave to serve in an interim assignment will be placed on
the step that reflects satisfactory performance increases to which the employee
would have been entitled during the employee's period of leave. Creditable
service date will be maintained.
2)
An employee returning to the employee's former pay grade from any other leave
(not mentioned in subsection (i)(1)) of over 14 days will be placed at the step
on which the employee was situated prior to the employee's leave, and the
employee's creditable service date will be extended by the duration of the
leave.
i) Salary
Treatment Upon Reemployment -
1) Upon the
reemployment of an employee in a class with the same pay grade as the class for
the position held before layoff, the employee will be placed at the same salary
step as held at the time of the layoff, and the employee's creditable service
date will be adjusted to reflect that time on layoff does not count as
creditable service time.
2) Upon
the reemployment of an employee in a class at a lower salary range than the
range of the class for the position held before layoff, the employee will be
placed at the step in the lower pay grade that provides the base salary nearest
in amount to, but less than, the current value of the step held at the time of
layoff, and the employee's creditable service date will be adjusted to reflect
that time on layoff does not count as creditable service time.
j) Reinstatement -
1) For Former State Employees Subject to the
Personnel Code Who Had Intervening Employment Outside of State Government - For
former State employees subject to the Personnel Code who had intervening
employment outside of State government shall be paid under the conditions and
requirements applicable to entrance base salary (see subsection (b)).
2) For Former State Employees Subject to the
Personnel Code Who Had No Intervening Employment or Only Had Intervening State
Government Employment - For former State employees subject to the Personnel
Code who had no intervening employment or only had intervening State government
employment, the salary upon reinstatement should not provide more than a 5%
increase over the candidate's current base salary or exceed the current value
of the salary step held in the position for which previously certified without
prior approval by the Director. In no event is the resulting salary to be lower
than the minimum rate or higher than the maximum rate of the pay grade. Any
deviation from the 5% maximum, except when the resulting salary is the minimum
rate of the pay grade, is a special salary adjustment (see Section
310.80(e))
.
k) Longevity Pay or
Longevity Step and Bonus -The Step 8 rate shall be increased by $25 per month
for those employees who have attained 10 years of service and have three years
of creditable service on Step 8 in the same pay grade. The Step 8 rate shall be
increased by $50 per month for those employees who have attained 15 years of
service and have three years of creditable service on Step 8 in the same pay
grade.
l) Bilingual Pay -
Individual positions whose job descriptions require the use of sign language,
Braille, or another second language (e.g., Spanish) shall receive 5% or $100
per month, whichever is greater, in addition to the employee's base
rate.
