(a) MCO P A (b) Operating Manual for Federal Wage System Non-Appropriated Fund (c) Negotiated Agreement

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1 UNITED STATES MARINE CORPS MARINE CORPS COMMUNITY SERVICES MARINE AIR GROUND TASK FORCE TRAINING COMMAND MARINE CORPS AIR GROUND COMBAT CENTER BOX TWENTYNINE PALMS, CALIFORNIA MCCSINST MARINE CORPS COMMUNITY SERVICES INSTRUCTION From: Director, Marine Corps Community Services To: Distribution List Subj: NAF PAY POLICY Ref: (a) MCO P A (b) Operating Manual for Federal Wage System Non-Appropriated Fund (c) Negotiated Agreement Encl: (1) Pay Policy Chart 1. Purpose. To publish policy and procedures for payment of wages and other compensation to Marine Corps Community Services Non-Appropriated Fund (NAF) employees in accordance with references (a), (b) and (c). 2. Scope. This instruction is for the use of managers and supervisors of Marine Corps Community Services (MCCS) Non-appropriated Fund (NAF) employees. Guidance for Billeting managers and supervisors will be covered under separate Standard Operating Procedures (SOP) guidance and CCO A as appropriate. 3. Information. Pay setting for Pay Band (NF), Crafts & Trades (CT) and Child Caregiver (CC) employees will be in compliance with the Marine Corps NAF Personnel Policy Manual, the Operating Manual for Federal Wage System Nonappropriated Fund and the Negotiated Agreement, references (a), (b) and (c) respectively. It is management s responsibility to ensure that all NAF employees are properly compensated. The Pay Policy Chart, enclosure (1), provides a breakdown of the various pay setting situations by employment category. The Pay Policy can be used as a quick reference for the various pay situations discussed in paragraph 4 below. 4. Action. The following procedures will be adhered to for wage payment and other compensation. a. All compensation, except commission and piece rate, shall be paid in accordance with salary and wage schedules issued by the Wage Setting Division (WSD), Department of Defense (DoD) Civilian Personnel Management Service. b. Compensation for commission and piece rate employees will be administered in accordance with Appendix V, Operating Manual for Nonappropriated Fund (NAF) Federal Wage System (FWS) issued by the Office of Personnel Management (OPM). c. Officially authenticated time cards are required before any payment may be made for pay purposes. The employee s signature verifies that the information on the time card is correct. The management official s signature verifies that the employee is entitled to compensation for the information provided on the time card. It is the responsibility of the management official to ensure the information on the time card is accurate. 1

2 d. All adjustments to pay for all employees will be effective on the first day of the pay period on or after the date the action is approved by the authorizing management official. When an employee becomes eligible for two or more pay actions at the same time, the actions shall be processed in the order that shall benefit the employee the most. e. Pay Administration for Pay Band (NF) Employees (1) New Appointments. A newly hired employee may be paid any rate within the minimum and maximum amount of the pay band for the position. The pay rate cannot fall outside of the band. (2) Pay Increase (a) An employee will be limited to one pay increase annually, unless promoted to a higher graded position more than once in one year. This increase can be for performance, increased duties and/or responsibilities within the same position, promotion or position change. The one-year anniversary date will coincide with the date of the pay increase. (b) An employee may be granted a pay increase within a band, with or without a position change. (c) A promotion occurs when an employee is moved to a higher band. A promotion requires a minimum pay increase of five (5) percent, or an increase to the minimum rate of the higher band, whichever is greater in accordance with reference (a). (d) An employee whose position has been reclassified to a higher band will be required to receive a minimum pay increase of five (5) percent, or an increase to the minimum rate of the higher band, whichever is greater in accordance with reference (a). (e) An employee who is temporarily promoted to a higher band will be required to receive a minimum pay increase of five (5) percent, or an increase to the minimum rate of the higher band, whichever is greater in accordance with reference (a). The employee will return to their base salary rate at the end of the temporary promotion. (3) Pay Decrease (a) An employee s pay may be decreased within the band for the following reasons: business-based action, performance-based action, or disciplinary action; classification error; and employee requested job reassignment. (b) An employee s pay may be decreased if they apply for and accept a lower pay band position or lower-grade Craft & Trades position. The employee may have their pay decreased if they request a voluntary reassignment to a lower pay band position or lower-grade Craft & Trades position. (c) When an employee is moved to a lower band involuntarily, it is a demotion. (d) The detail of an employee to a position within the same pay band or to a lower pay band is not a basis for a pay decrease. The employee will retain their current rate of pay while on the detail assignment. 2

3 (4) Annual Across-the-Board Adjustments. These adjustments are not required, but may be granted at the discretion of the MCCS Director. When the minimum of the band is raised, employees at the bottom of the band, who are rated at least satisfactory or equivalent, must be given the pay increase to keep their rate of pay within the pay range of the band. The rate of pay for employees at or near the top of a band may not exceed the maximum rate of the band. (5) Employees in a less than Satisfactory or Equivalent Status. Employees who are less than satisfactory or equivalent are not eligible for pay increases. This means that in some cases the employee s pay may fall below the minimum rate of the band. (6) Overtime and Compensatory Time. The Fair Labor Standards Act provides procedures for the paying of overtime and compensatory time to nonexempt and exempt employees. (a) Overtime will be paid to employees in pay bands NF-1, NF-2, and non-exempt NF-3 employees for actual hours worked in excess of 40 hours in a workweek, not to include holiday or leave time. Work must be approved, in writing, in advance. Exempt employees in pay bands NF-3, NF-4 and NF-5 are not authorized overtime. (b) Exempt employees in pay bands NF-3, NF-4 and NF-5 are eligible for compensatory time. NF-1, NF-2 and non-exempt NF-3 employees may request compensatory time in lieu of overtime payment. Only the employee can make this request. Compensatory time is granted for actual hours worked in excess of 40 hours in a workweek, not to include holiday or leave time. Work must be approved, in writing, in advance. No employee will be permitted to accumulate more than 40 hours of compensatory time without the written approval of the MCCS Director. (c) Compensatory time must be used within 60 days of the time it was worked. Up to an additional 120 days may be authorized with the written approval of the MCCS Director. The compensatory time will be paid to the employee at a rate of 1 1/2 times basic pay rate if not used within 180 days. (7) Night-Shift Differential. Night shift differential will be paid to employees in pay bands NF-1 through NF-4. Night differential will be paid at 10 percent of the employee s base pay for regularly scheduled night work performed between the hours of 1800 and Night shift differential must be annotated on the timecard in order to get paid. NF-5 employees are not authorized night differential. (8) Pay for Holidays (a) Pay for holidays on which employees are excused from work will apply to all pay bands. 1. A regular full-time, regular part-time, or regularly scheduled flexible employee who has been employed for at least 90 days, is entitled to the basic rate of pay for regularly scheduled non-overtime hours as if he/she had worked. 2. A flexible employee without a regular schedule (on-call) is not entitled to holiday pay. 3

4 (b) Pay for work performed on a holiday. 1. An employee in pay bands NF-1 through NF-5 and whose employment category is regular full-time, regular part-time, or regularly scheduled flexible employee who has been employed for at least 90 days, is entitled to the basic rate of pay plus premium pay at a rate equal to his/her rate of basic pay for the regularly scheduled non-overtime hours. 2. A flexible employee without a regular schedule (on-call) is entitled to the basic rate of pay only. (c) To be eligible for holiday pay, an employee must be in a pay status immediately before or immediately after the holiday. (9) Sunday Premium (a) Only regular full-time employees will be paid Sunday premium pay. For purposes of entitlement to Sunday pay, a regular full-time employee is defined as one who has a basic workweek of a minimum of 40 hours. (b) Sunday premium pay will be paid at the rate of 25 percent of the basic rate for all hours of the non-overtime tour of duty, when any part of the regularly scheduled tour is performed on Sunday. The maximum payment will not exceed eight hours per Sunday. (c) Sunday premium pay is in addition to premium pay for holiday work, overtime pay, or night shift differential and is not included in the rate of basic pay used to compute the pay for holiday, overtime pay, or night shift differential. (10) Performance Based Increase (a) A performance award, in the form of a salary increase or cash bonus, is a monetary recognition by management of an employee s above average work performance. Performance awards are presented at the discretion of management. Salary increases approved by the MCCS Director will be limited to the time of the annual performance appraisal or performance plan. (b) The amount of the salary increase will be based on the final overall rating of record for the performance appraisal or performance plan. (c) A cash bonus may be awarded in connection with or in lieu of a salary increase based on the final overall rating of record for the performance appraisal or performance plan. (d) The combination of salary increase and/or cash bonus are limited as follows: Up to 5% - For ratings of Outstanding or Highly Competent Up to 4% - For ratings of Excellent or Competent (e) No performance awards will be given for a special performance appraisal or mid-year progress review. 4

5 (f) Salary increases will be effective on the first day of the pay period after the pay increase has been approved. Processing of cash bonuses will be provided as soon as possible upon receipt of the approved performance award form by the Personnel Office. (g) Performance awards and expenses for the recognition of employees shall be paid from existing division budgets established for this purpose. It is the responsibility of each Division Head to ensure that adequate funding is available for performance awards. (h) Cash bonuses for any reason are limited to a maximum of $7,500 per individual per year as stipulated by reference (a). (i) Management must address the issue of pay adjustment at least once a year during the annual performance appraisal cycle. The decision to withhold a pay adjustment or cash bonus is not a grievable matter in accordance with references (a) and (c). g. Pay Administration for Crafts and Trades (CT) Employees (1) New Appointments. Newly hired employees will be appointed to the minimum step of the grade. A newly hired employee may be appointed to a higher step in the appropriate grade in recognition of special qualifications, e.g., skills and experience of an exceptional or highly specialized nature pertinent to the position. Each case of hiring above the minimum rate shall be documented fully in the employee s Official Personnel Folder (OPF) as required by reference (a). (2) Position Change (a) When an employee is re-employed, transferred, reassigned, or changed to a lower grade, the employee may be paid at any step of the new grade that does not exceed the employee s highest previous rate. If the highest previous rate falls between two steps of the grade, the higher rate may be paid. (b) The highest previous rate for CT employees is based on a regular tour of duty at that rate. An employee has no vested right upon reemployment to receive the highest previous rate of pay; as such the employee will start at the appropriate beginning grade step rate of the position. (c) When an employee voluntarily changes from a CT position to a NF position that has a minimum pay level lower than the employee s CT position, the new supervisor may pay the employee less than the CT rate the employee is currently receiving. (3) Promotion (a) When promoted, an employee is entitled to be paid at the lowest step of the new grade that exceeds his/her existing scheduled rate of pay by at least four (4) percent. (b) If there is no rate of pay in the grade to which promoted that exceeds the employee s existing scheduled rate of pay by at least four (4) percent, the employee shall be paid either the maximum scheduled rate of the new grade or his/her existing scheduled rate of pay, if that rate is higher. 5

6 An example: An employee who is currently an NA-6 Step-5 ($12.93 per hr) applies for and accepts an NS-2 supervisor position. The pay for an NS-2 Step-5 position is $12.29 per hr. Therefore the employee s existing pay is higher then the maximum pay of the new position and the employee is entitled to continue receiving the pay of the NA-6 Step-5 position. (c) When an employee is promoted from a CT position to a NF position with a higher minimum level pay band than the employee s existing scheduled rate of pay, the employee will receive the minimum of the pay band or 5% increase in existing rate of pay, whichever is higher. (4) Overtime Pay. All CT employees are entitled to overtime pay for actual hours worked in excess of 8 hours in a day or in excess of 40 hours in an administrative workweek, whichever is the greater. The overtime performed will be paid at a rate of one and one-half times the employee s basic pay rate. (5) Minimum (Callback) Overtime Pay. A minimum of two (2) hours will be given for the purpose of overtime pay for irregular or occasional overtime work performed by an employee, as requested by the supervisor, on a day when work was not scheduled for the employee, or for which the employee is required, by the supervisor, to return to his/her place of duty, whether or not work is performed. When an employee voluntarily requests to leave before the work is completed, the employee will be paid only for the actual hours worked. (6) Compensatory Time. An employee may request compensatory time off instead of overtime pay for an equal amount of time spent in overtime work. Mandatory compensatory time off is prohibited. (7) Night-shift Differential (a) An employee is entitled to his/her scheduled pay rate plus a differential of seven and one-half (7 1/2) percent of basic pay for regularly scheduled non-overtime work when a majority of the work hours occur between 1500 and 2400; or ten (10) percent of basic pay if the majority of work hours occur between 2300 and The night-shift differential is paid for the entire shift when the majority of hours fall within the specified periods. Majority of hours means a number of whole hours greater than one-half (including meal breaks). (b) Night-shift differential is included in basic pay for employees and used as the basis for computing overtime pay, Sunday pay, and holiday pay. (c) An employee regularly assigned to and receiving night-shift differential, is entitled to the night-shift differential for periods of excused absence on a holiday or while in official travel status during hours of his/her regular night-shift. when: (8) Holiday Pay. Paid to an employee having a regular tour of duty (a) Excused from Work. An employee is entitled to the same rate of pay for the excused day, to include any applicable night differential, as if he/she had worked on the holiday. 6

7 (b) Work on a Holiday. An employee is entitled to be paid his/her rate of basic pay plus premium pay at a rate equal to the rate of basic pay when required to work on a holiday. To be eligible for holiday pay, an employee must be in a pay status immediately before or immediately after the holiday. (c) Overtime Pay for Holiday Work. An employee shall be paid for overtime work performed on a holiday at the same rate as for overtime on other workdays. (d) Minimum (Callback) Holiday Pay. An employee required to report for work on a holiday shall be paid at least two hours of holiday pay whether or not work is actually performed. When an employee voluntarily requests to leave before the work is completed, the employee will be paid only for the actual hours worked. (9) Sunday Premium Pay. Paid to full-time employees with a scheduled basic workweek of 40 hours, when: (a) An employee s regular work schedule includes an eight (8) hour period of work, a part of which is on Sunday, is entitled to additional pay at the rate of 25 percent of his/her hourly rate of basic pay for each hour of work performed during that eight hour period of work. An employee who works more than eight hours in a single tour of duty on a Sunday does not receive the Sunday premium for hours in excess of eight hours. (b) Premium pay for Sunday work is in addition to premium pay for holiday work, overtime pay, and night shift differential and is not included in the rate of basic pay used to compute the pay for holiday, overtime and night work. (c) When an employee has two separate tours of duty on Sunday (i.e., one tour that begins on Saturday and ends on Sunday and another tour that begins on Sunday and ends on Monday) he/she is entitled to premium pay for Sunday work not to exceed eight hours for each tour of duty combined. (10) Within-Grade Increases (a) Waiting Periods for regular full-time, part-time and flexible employees with a prearranged regularly schedule tour of duty. The waiting periods for advancement to the second, third, fourth and fifth steps in all grades are: 1. Step 2: 26 calendar weeks of creditable service in step Step 3: 78 calendar weeks of creditable service in step 2. steps 3 and Steps 4 and 5: 104 weeks of creditable service in each of (b) Creditable Service. Continuous civilian employment is creditable service in the computation of a waiting period. Service credit is given during periods of annual, sick, and other leave with pay, and service under a temporary appointment. 7

8 h. Child Caregivers (CC) Pay System (1) Pay Setting (a) The Child Caregiver pay system has two (2) pay bands, CC-I and CC-II. The CC-I pay band is the developmental band and consists of the entry level (GSE-2) and intermediate level (GSE-3) standardized positions. The full performance level (GSE-4), Leader (GSE-5), and Technician (GSE-5) are contained in the CC-II pay band. (b) A separate pay schedule for child caregivers is published annually by MCCS Headquarters to reflect the salary increases authorized to General Schedule (GS) employees. Pay band CC-I has a minimum rate that is equal to the rate of GS-2, step 1, and a maximum rate equal to GS-3, step 10. Pay band CC-II has a minimum rate equal to GS-4, step 1, and a maximum rate equal to GS-5, step 10. (c) A newly hired employee may be paid any rate within the minimum and maximum amount of the pay band for the position. The pay rate cannot fall outside of the band. (d) Pay increases are mandatory only as necessary to prevent an employee s pay from falling below the minimum rate of the band. There are no step increases within the pay bands. (2) Pay Adjustment (position change) (a) When an employee at the entry level (GSE-2) has met the requirements for the intermediate level (GSE-3), the action to move the employee into the new level within the same band will be accomplished on a non-competitive basis. The same action will be taken for an employee moving from the full performance level (GSE-4) to the leader or technician level (GSE-5). In effecting such actions, employees must be given a six (6) percent minimum pay increase. (b) When an employee moves from the CC-I pay band as a GSE-3 to a GSE-4 position in pay band CC-II, the employee shall be given a rate equal to the minimum rate of the new pay band or a six (6) percent increase, whichever is higher. (3) Management must address the issue of pay adjustment at least once a year during the annual performance appraisal cycle. The decision to withhold a pay adjustment or a cash bonus is not a grievable matter in accordance with references (a) and (c). (4) When a DON CC employee leaves for another DON CC position, the following rules shall apply: (a) Promotion. An increase of at least six (6) percent shall be afforded the employee. (b) Transfer. Is at the same GSE level as the previous position. (c) Change to Lower Grade. When an employee accepts a voluntary change to a lower grade (e.g., a GSE-4 employee accepts a GSE-3 position) his/her pay shall be set in accordance with the highest previous rate rule. 8

9 (5) When a child-care employee terminates and is hired into a nonchild care position, the following rules shall apply: (a) Promotion. The pay setting policies of the pay system to which promoted shall apply. A minimum of five (5) percent will be applicable for promotion to a NF position. (b) Same or Lower Grade. Highest previous rate rules will apply. 5. Effective Date. This instruction is effective upon receipt. Distribution: A DAISY M. DEDEAUX 9

10 MCCS 29 PALMS PAY POLICY PAY BAND (NF) EMPLOYEES Issue Date: Employment: New Hires Minimum of pay band or amount approved on Vacancy Request by MCCS Director. Cannot fall outside of pay band. For deviation MCCS Director approval. Reemployment Same as Above. For deviation MCCS Director approval. Promotion or Reclassification (Lower Pay Band to Higher Pay Band) Position Change Higher Level Duties and/or Responsibilities (Same Pay Band) Min 5% increase above current rate or minimum of new pay band, which ever is greater. For deviations-see last page. No change in pay or up to 5% of current rate. See comment #1 on last page. For deviation MCCS Director approval. For deviation MCCS Director approval. 1

11 NF EMPLOYEES - con t Position Change Same Level Responsibility (Same Pay Band) Position Change - Reassignment (From NF to CT) No change in pay. For deviations - see last page. Eligible up to Step 2 based on qualifications, skills and experience. For deviation MCCS Director approval. For deviation MCCS Director approval. Position Change - Voluntary (Higher Pay Band to Lower Pay Band) Pay Adjustments - In Place No change in pay or lower pay as determined by Manager. As submitted with written justification For deviation MCCS Director approval. For deviation MCCS Director approval. Holiday Pay Day off with pay for all pay bands. If normal scheduled day off, alternate day off will be given according to holiday observance chart. Same as Full-Time. Yes, if employed at least 90 days and holiday occurs on day normally scheduled to work. On-Call Flexible not eligible. Supervisor. 2

12 NF EMPLOYEES - con t Holiday Premium Pay Paid for scheduled work performed on holiday. (Double time for hours actually worked not in excess of 8 hours for NF-1, NF-2 & NF-3 only.) NF-4 & NF-5 entitled to basic rate of pay only. Comp time authorized for premium pay hours. Same as Full-Time. Yes, if employed at least 90 days and holiday occurs on day normally scheduled to work. On-Call Flexible entitled to basic rate of pay only. Supervisor. Sunday Premium Pay Night Differential Pay Limited to regular fulltime. Entitled to 25% of basic pay if Sunday is regular scheduled work day and working 40 hours per week. Sunday work cannot exceed 8 hours. Limited to NF-1 through NF-4 employees. Paid at 10% basic pay for regularly scheduled night work performed between 1800 and NF-5 are not authorized. Not Entitled. Not Entitled. Supervisor. Same as Full-Time. Same as Full-Time. Supervisor. 3

13 NF EMPLOYEES - con t Overtime Pay Compensatory Time Appraisal Ratings: Outstanding or Highly Competent Excellent or Competent Limited to NF-1, NF-2 & non-exempt NF-3. Paid for work in excess of 40 hours in a workweek. Work must be approved, in writing, in advance. Exempt NF-3, NF-4 & NF-5 are not authorized. Limited to exempt NF-3, NF-4 & NF-5, however, may be granted to NF-1, NF-2 and non-exempt NF- 3 if requested by employee. Granted for work performed in excess of 40 hours in a workweek. Work must be approved, in writing, in advance. Up to 5% combined total (of base pay) salary increase and/or cash bonus. See comment #1 on last page. Up to 4% combined total (of base pay) salary increase and/or cash bonus. See comment #1 on last page. For deviation - MCCS Director. For deviation - MCCS Director. 4

14 CRAFT & TRADE (CT) EMPLOYEES Employment: New Hires Hired at Step 1 level. Eligible for Step 2 based on qualifications, skills and experience. Reemployment Same as Above. Promotion (Lower Grade Level to Higher Grade Level) Paid at lowest step of new grade that exceeds current pay rate by at least 4%. Position Change - Same Grade Level & Step Position Change - Reassignment (Same Grade Level & Step) No change in pay. Same as Full-time. Same as Full-Time. Division Head. No change in pay. Same as Full-time. Same as Full-time. Division Head. Position Change - Competitive (From Higher Grade to Lower Grade) Current rate, if rate falls between steps paid at higher rate. Same as Full-time. Same as Full-time. Division Head. 5

15 CT EMPLOYEES - con t Position Change - Competitive (From CT to NF) Pay Adjustments - Within Grade Increases No change in pay or up to 5% of current rate. Upon eligibility of step increase and rating of satisfactory or better on performance appraisal. Same as Full-time. Same as Full-time. Division Head. For deviation MCCS Director approval. Same as Full-Time Same as Full-Time Division Head. Special Pay: Holiday Pay Day off with pay. If normal scheduled day off, alternate day off will be given according to holiday observance chart. Same as Full-Time Yes, if employed at least 90 days, works 5 days per week and holiday occurs on day normally scheduled to work. Supervisor. Holiday Premium Pay Sunday Premium Pay Paid for scheduled work performed on holiday. (Double time for hours actually worked not in excess of 8 hours.) Entitled to 25% of basic pay if Sunday is regular scheduled work day and working 40 hours per week. Sunday work cannot exceed 8 hours. Same as Full-Time Same as Full-Time Supervisor. Not Entitled. Not Entitled. Supervisor. MCCSINST

16 CT EMPLOYEES - con t Night Differential Pay Overtime Pay Compensatory Time DOD Wage Fixing Survey Increase Appraisal Ratings: Satisfactory or better Paid when majority of regularly scheduled work hours fall between = 7.5% = 10% Paid for work performed in excess of 8 hours in a day or 40 hours per workweek. Work must be approved, in writing, in advance. May be approved,if requested by employee. Compensatory time will be for the same amount of time spent in overtime work. Work must be approved, in writing, in advance. Required for all CT employees. Required for within grade increases at time of eligibility. Same as Full-Time. Same as Full-Time. Supervisor. Same as Full-Time. Same as Full-Time. Federal Wage Survey. Same as Full-Time. Same as Full-Time. Reviewer of performance appraisal. MCCSINST

17 CHILD CAREGIVER (CC) EMPLOYEES Employment: New Hires Reemployment (Lower Grade CC position to Higher CC position) Reemployment (Same Grade CC position) Reemployment (Higher Grade CC position to Lower CC position) Reemployment (Lower CC grade to Higher NF grade) Reemployment - (Same or Lower NF grade) Manager may offer up to 5% for CC-I and CC- II. For deviations - see last page. Min 6% increase above previous position. For deviations - see last page. No change in pay rate. For deviations - see last page. No change in pay from highest previous rate. Min 5% increase above current rate or minimum of new pay band, which ever is greater. For deviations-see last page. Highest previous rate rule. 8

18 CC EMPLOYEES - con t Position Change - Reassignment (Same Pay Band) Position Change - Reassignment (Lower CC Grade to Higher CC Grade) Position Change - Reassignment (From CC to CT) Min 6% of current rate. For deviations - see last page. Min 6% increase above current rate or minimum of new pay band, which ever is greater. For deviations - see last page. Eligible up to Step 2 based on qualifications, skills and experience. Holiday Pay Day off with pay. If normal scheduled day off, alternate day off will be given according to holiday observance chart. Same as Full-Time. Yes, if employed at least 90 days, works 5 days per week and holiday occurs on day normally scheduled to work. Supervisor. Holiday Premium Pay Paid for scheduled work performed on holiday. (Double time for hours actually worked not in excess of 8 hours.) Same as Full-Time. Same as Full-Time. On-Call Flexible not eligible to receive Holiday Premium Pay. Supervisor. 9

19 CC EMPLOYEES - con t Sunday Premium Pay Night Differential Pay Overtime Pay Compensatory Time Entitled to 25% of basic pay if Sunday is regular scheduled work day and working 40 hours per week. Sunday work cannot exceed 8 hours. Paid at 10% basic pay for regularly scheduled night work performed between 1800 and Paid for work performed in excess of 40 hours in a workweek. Work must be approved, in writing, in advance. Authorized if requested by employee. Granted for work performed in excess of 40 hours in a workweek. Work must be approved, in writing, in advance Not Entitled. Not Entitled. Supervisor. Same as Full-Time. Same as Full-Time. Supervisor. 10

20 CC EMPLOYEES - con t Appraisal Ratings: Outstanding Excellent Up to 5% combined total (of base pay) salary increase and/or cash bonus. For deviations - see last page. Up to 4% combined total (of base pay) salary increase and/or cash bonus. For deviations - see last page. For deviation - MCCS Director. For deviation - MCCS Director. Additional Comments: 1. An employee can receive only one pay increase annually unless promoted to a higher graded position more than once in a year. The increase can be for the annual performance appraisal or for changes in duties within the same grade. The anniversary date future pay increases will be from the effective date of the last pay increase. 2. Any deviations from the procedures indicated in this policy must be submitted for approval to the MCCS Director with a full justification for the deviation. 3. The effective date of all pay actions will be the first date of the first full pay period following written approval by the designated authority. 4. The granting or non-granting of NF or CC pay adjustments for other than promotions are not grievable. The granting, non-granting or amount of a performance award is not grievable. 11

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