Compensation plan components
All classification and compensation changes adopted by the Office of Financial Management Director are included in the Plan.
In This Section
Overview
Downloads
Assignment Pay
Assignment Pay
Assignment Pay (AP) is a premium added to base salary to recognize specialized skills, assigned duties, and/or unique circumstances that exceed the ordinary. Assignment pay is intended to be used only as long as the skills, duties or circumstances it is based on are in effect.
Who is eligible for assignment pay?
Employees in those positions identified as requiring the above mentioned specialized skills are eligible to receive AP. The employer determines the qualifying positions.
How is assignment pay earned?
Assignment pay is earned according to Assignment Pay References that are identified by a specific number. Each reference describes the specific circumstances and applications (duties, skills, agency and job classes) that apply to that category.
How is assignment pay applied?
Assignment pay is categorized under the following groups:
- Group A– Lists jobs that have been granted assignment pay.
- Group B – Lists assigned job duties granted assignment pay that are not class specific.
- Group C – List of jobs that have been granted assignment pay for recruitment and retention purposes.
Is a Fiscal Impact Statement (FIS) required for assignment pay requests?
Before the State Human Resource Director can adopt certain changes to the state’s classification and pay systems, the Office of Financial Management (OFM) must review and approve the fiscal impact of those changes.
Call-Back Pay
Call-Back Pay
Call-back pay is additional pay earned when an employee responds to a call-back notice from their employer. Visit the Call Back Pay Rule for additional information.
Who is eligible for call-back pay and how is it earned?
Overtime eligible employees qualify for call-back pay. Call-back pay is earned when an employee is requested to return to work due to an emergency after they have left work or is in paid leave status.
How is call-back applied?
There is a two-hour pay minimum guaranteed for employees asked to return to work for an emergency.
Applicable Rules:
Rules and practices may vary between represented and non-represented employees. Check the applicable Collective Bargaining Agreement, or talk to the agency’s or institution’s Human Resource staff.
Exchange Time
Exchange time
Exchange time is time off with pay in recognition of extraordinary/excessive time worked.
Who is eligible for exchange time?
There is no requirement for employers to offer exchange time and policy provisions are discretionary. Exchange time is only available to overtime-exempt employees and carries no entitlement. Check with your human resources office for the agency policy on exchange time.
What criteria should be considered in the development of policy language?
Employers developing formal Exchange Time policies are encouraged to consider several points in the development of their specific policy language. For more information, visit Suggested Criteria for Developing Your Exchange Time Policy.
Applicable Rules:
Rules and practices may vary between represented and non-represented employees. Check the applicable collective bargaining agreement, or talk to the agency’s or institution’s human resources staff.
Overtime Eligibility
Overtime eligibility
What is a Work Period Designation?
Work Period Designations identify an employee’s eligibility to receive additional pay for overtime worked. It is up to each agency to assign the work period designation. If an employer would like assistance in reviewing a position’s work period designation, submit your request to the Classification and Compensation Mailbox. The agency’s assigned consultants will assist you.
Applicable Work Period Designations include:
Overtime-Eligible
Positions determined to be covered under the mandatory overtime provisions of the Fair Labor Standards Act. Overtime-eligible employees earn overtime pay for all hours worked over 40 in a single workweek. Overtime rules for non-represented employees
All state agencies require overtime eligible employees to document hours worked.
Overtime-Exempt
Positions determined not eligible for the mandatory overtime provisions of the Fair Labor Standards Act.
Applicable Rules:
Rules and practices may vary between represented and non-represented employees. Check the applicable Collective Bargaining Agreement, or talk to the agency’s or institution’s Human Resource staff.
What is a Split-level pay range?
Split-level pay ranges are salary ranges in which the overtime eligibility salary threshold, as designated in Chapter 49.46 RCW, Washington Minimum Wage Act (WMWA), falls within the salary range. Unless exempt under the Fair Labor Standards Act duties test, employees whose salaries are below the salary threshold are overtime eligible, and employees whose salaries are above the threshold are overtime exempt if they meet both the threshold salary test and the duties test.
What happens to employees in positions assigned to split-level pay ranges when their salary exceeds the new WMWA salary threshold?
Employees could switch from overtime eligible to overtime exempt once their salary exceeds the new salary threshold, provided employee’s duties also meet the WMWA exemption criteria. It is up to the agency to apply the salary basis test so that employees would switch from overtime eligible to overtime exempt mid-pay range, if it is determined in the employer’s Salary Determination Policy that overtime eligibility is based on the step in the range. Employers are responsible for notifying an employee whose overtime status is changing.
What criteria should be considered in the development of policy language?
Employers have discretion to determine how to handle split-level pay ranges and must document the practice in their Salary Determination Policy.
One of the recognized concerns is that employees in the same job class and/or work unit doing the same work may have a different overtime status. Organizations should consider salary step placement when determining a new employee’s salary in split-level pay ranges.
Applicable Rules:
Standby Pay
Standby pay
Standby pay is additional pay for employees required to be immediately available for duty.
Who is eligible for standby pay and how is it earned?
Overtime-eligible employees are eligible for standby pay (WAC 357-28-205). To qualify, employees must be required by their employer to restrict their off-duty activities to be immediately available for duty.
How is standby pay applied?
The rate of standby pay is 7% of an employee’s base hourly rate (WAC 357-28-210). If an employer compensates overtime exempt employees, the rate of standby pay must be set at $25.00 per day. The Director of the Office of the State HR Director may approve exceptions to standby rates based upon business requirements.
Note: Rules and practices may vary between represented and non-represented employees. Check the applicable Collective Bargaining Agreement, or talk to the agency’s or institution’s Human Resource staff.