ARTICLE D. COMPENSATION D-1. Equitable Pay: It is the policy of Kansas WorkforceONE to provide equitable compensation for its employees in the form of pay and fringe benefits in order to attract and retain qualified individuals for all positions. The salary of each employee shall, at least annually, be reviewed by the Executive Director. D-2. Pay Increases: The Executive Director and/or the Executive Team, on behalf of the Board of Directors, may determine if a merit increase is warranted based on job performance. The Executive Director and/or the Executive Team, on behalf of the Board of Directors, may, at any time, adjust pay by a specified percentage to reflect changing economic conditions relative to the cost of living. D-3 Performance Evaluations: Employee performance evaluations may be considered in determining salary increases and decreases, as a factor in determining the order of layoffs, and as a means of identifying employees who should be promoted, transferred, or, because of their low performance, should be demoted or dismissed. D-4. Pay on Separation from Employment: An employee who is separated from employment shall receive his or her paycheck on the first regularly scheduled payday following his or her separation from employment. D-5. Overtime Work: All overtime work must have prior authorization by the Executive Director or Director of Operations. Compensation for authorized overtime work shall be at the rate of one and one-half times the non-exempt regular rate of pay. employee’s Overtime compensation shall be paid no later than the first payday following the pay period in which it was earned. D-6. Pay for Exempt Positions: Exempt employees routinely receive their full salary for any week in which they perform any work, without regard to the number of days or hours worked. Permissible Deductions from Pay for Employees in Exempt Positions Deductions to pay must be made in full day increments. If an exempt employee works any hours during a day they must be paid for the full day. The few exceptions to the requirement to pay exempt employees on a salary basis are listed below. Absences of one or more full days for personal reasons other than sickness or disability when the employee has exhausted all vacation time or the employee has requested leave without pay. Absences of one or more full days due to sickness or disability when the employee has exhausted all paid leave benefits or is still in the probationary period as a new hire. Unpaid disciplinary suspensions of one or more full days in accordance with Brown's policies.
ARTICLE D. COMPENSATION D-1. Equitable Pay: It is the policy of Kansas WorkforceONE to provide equitable compensation for its employees in the form of pay and fringe benefits in order to attract and retain qualified individuals for all positions. The salary of each employee shall, at least annually, be reviewed by the Executive Director. D-2. Pay Increases: The Executive Director and/or the Executive Team, on behalf of the Board of Directors, may determine if a merit increase is warranted based on job performance. The Executive Director and/or the Executive Team, on behalf of the Board of Directors, may, at any time, adjust pay by a specified percentage to reflect changing economic conditions relative to the cost of living. D-3 Performance Evaluations: Employee performance evaluations may be considered in determining salary increases and decreases, as a factor in determining the order of layoffs, and as a means of identifying employees who should be promoted, transferred, or, because of their low performance, should be demoted or dismissed. D-4. Pay on Separation from Employment: An employee who is separated from employment shall receive his or her paycheck on the first regularly scheduled payday following his or her separation from employment. D-5. Overtime Work: All overtime work must have prior authorization by the Executive Director or Director of Operations. Compensation for authorized overtime work shall be at the rate of one and one-half times the non-exempt employee’s regular rate of pay. Overtime compensation shall be paid no later than the first payday following the pay period in which it was earned. D-6. Pay for Exempt Positions: Exempt employees routinely receive their full salary for any week in which they perform any work, without regard to the number of days or hours worked. Permissible Deductions from Pay for Employees in Exempt Positions Deductions to pay must be made in full day increments. If an exempt employee works any hours during a day they must be paid for the full day. The few exceptions to the requirement to pay exempt employees on a salary basis are listed below. Absences of one or more full days for personal reasons other than sickness or disability when the employee has exhausted all vacation time or the employee has requested leave without pay. Absences of one or more full days due to sickness or disability when the employee has exhausted all paid leave benefits or is still in the probationary period as a new hire. Unpaid disciplinary suspensions of one or more full days in accordance with Brown's policies.
Personnel%20Manual%20-%20PY2015%20Revised0406.docx