| “
|
15.01 - Scope of the Bargaining Unit:
The Public Safety Officers Unit consists of the following job classifications:
- Sergeant, P.S.
- Corporal, P.S.
- State Trooper
- Court Service Officer
- State Trooper Recruit
- Deputy Fire Marshal I/II
The unit may be modified by the Alaska Labor Relations Agency (ALRA) or by mutual
consent of the parties.
15.02 - Salary Schedule:
A. Pay Increments
Pay increments, computed at the rate of 3.75% of the employee’s base salary, shall be
provided after the employee has served two years in a given range at Step F, provided
that at the time the employee becomes eligible for the pay increment, the employee
receives a current annual rating by his or her supervisor of “acceptable or better service”
(i.e. mid-acceptable or higher).
If a pay increment is delayed due to an untimely performance evaluation, upon receipt of
the evaluation with an annual rating of “acceptable or better”, the pay increment will be
granted retroactive to the employee’s pay increment anniversary date.
Increments J, K, L, M, N, and O require two years of creditable service at the prior step
before receiving the increment. Increments P, Q, and R require three years of creditable
state service before receiving the increment. The final increment is Step R and no
employee may be placed higher than Step R at any range.
B. Wages
- 1. For members in the State Trooper job class series:
- Effective July 1, 2021, the wage schedule in effect on June 30, 2021 shall be increased by three percent (3%). Effective July 1, 2022, the wage schedule in effective on June 30, 2022 shall be increased by three percent (3%).
2. For members in the Court Services Officer and Deputy Fire Marshall job class series:
- Effective July 1, 2020, or prospectively beginning in the next pay period following receipt of the necessary legislative :approval, whichever is latest, the wage schedule in effect on June 30, 2020 shall be increased by four percent (4%).
- Effective July 1, 2021, the wage schedule in effect on June 30, 2021 shall be increased by two percent (2%).
- Effective July 1, 2022, the wage schedule in effect on June 30, 2022 shall be increased by two percent (2%).
3. Salary schedules are maintained at the Department of Administration website.
4. Assigned Training Pay – For members attending the ALET Academy or a Lateral
Academy Program, and Court Services Officers attending their initial training
program, the following conditions shall apply.
- a. The hourly rate of pay shall be computed by the following formula:
- Hourly rate x .4256 = basic training rate of pay.
- Members shall be paid as follows:
- a) Regular Duty Day: The member shall be paid eight (8) hours at straight-time and four (4) hours at the time and one-half (1½) rate of the basic training rate of pay; and
- b) Regular Day Off (Sixth [6th] and Seventh [7th] Day) and Nonfloating Holiday: The member shall be paid eight (8) hours at the time and one-half (1½) rate of the basic training rate of pay.
- b. Members shall be assigned an uninterrupted and unpaid sleep period in compliance with Fair Labor Standards Act.
15.03 - Education Incentive Premium Pay:
Members who possess or achieve a Bachelor’s degree from an accredited institution of
higher education shall receive a onetime only step increase with proof of degree.
A member holding an Intermediate Police Certificate issued by the Alaska Police
Standards Council shall receive a 3% differential above the member’s base rate of pay.
This pay shall not apply if a member receives a Pilot or SERT premium pay, nor will this
pay apply if a member receives a step increase due to possession of a Bachelor’s degree.
A member holding an Advanced Police Certificate issued by the Alaska Police Standards
Council shall receive a 3.75% differential above the member’s base rate of pay. This pay
shall not apply if a member receives a Pilot or SERT premium pay, nor will this pay apply
if a member receives a step increase due to possession of a Bachelor’s degree.
15.04 Geographic Differential:
See Note 1 for full Geographic Differential Table
In the event any geographic differential paid prior to the effective date of this Agreement
is lowered, the salaries of affected members, except in the case of a demotion, shall be
frozen for so long as they remain in their current geographic differential area, or until
salary increases or changes in the member's position result in the member receiving a
higher salary than the frozen amount. In the case of a demotion, the geographic
differential received by the member immediately prior to the demotion shall be frozen for
as long as the member remains within the same geographical area.
Except as provided above, after the effective date, members appointed to positions at
duty stations covered by a different geographic differential shall be paid at the appropriate
new differential.
Should work stations be established in locations not listed above, the Employer and
Association agree to meet to negotiate the appropriate geographic differential.
15.05 - Shift Differential:
A. Swing Shift: Notwithstanding (c) below, all members while assigned to a shift that
begins between 12:00 noon and 7:59 p.m. shall be paid an additional amount that equals
3.75 percent above their regular rate for all hours so worked.
B. Grave Shift: Notwithstanding (c) below, all members while assigned to a shift that
begins between 8:00 p.m. and 3:59 a.m. shall be paid an additional amount that equals
7.5 percent above their regular rate for all hours so worked.
C. Should a member on a shift with a pay differential be temporarily reassigned to a
shift that pays less or no shift differential, the member shall receive the shift differential
associated with the shift prior to the temporary assignment. For purposes of this section,
“temporary reassignment” shall include all involuntary duty, including but not limited to,
court appearances, training, meetings, temporary duty assignments, and recall. This
provision excludes Article 16.16 of the current Bargained Agreement or members injured
off-duty.
D. Employees returning to limited duty while on worker’s compensation or injury leave
will be entitled to the shift differential received at the time of injury. A member returning
to limited duty from a non-work related injury will be paid the differential of the shift
assigned.
E. All members who work a “relief” shift, i.e., one in which the starting time varies
throughout a workweek encompassing more than one shift, e.g., two “day” shifts/two
“grave” shifts/one “swing” shift in an eight (8) hour shift schedule, shall be paid the highest
differential worked that workweek in addition to their base wage rate for all hours worked,
regardless of the time any shift begins.
F. In compliance with the Fair Labor Standards Act, for the purpose of overtime
computation, shift differentials shall be included in the calculation of the straight time
hourly rate of pay.
G. A member’s shift differential entitlement, as detailed within the Agreement, only
applies to hours worked. Shift differential is not paid on hours not worked, e.g., leave of
any kind, compensation time usage, etc.
15.06 - Holiday Worked:
When a member is required to work on his/her designated non-floating holiday, he/she
shall be paid at the rate of one and one-half (1 1/2) times his/her regular pay in addition
to being paid for the holiday.
A member required to work on his/her designated non-floating holiday may elect to add
to his/her accrued personal leave one and one-half (1-1/2) hours for each hour worked in
lieu of cash payment. Such increases to personal leave shall require the approval of the
Employer.
15.07 - FTO/OIC Differential:
A. Department of Public Safety
1) A member assigned to Field Training Officer (FTO) duty shall receive
a pay differential of seven and one-half percent (7.5%) of the
member’s regular hourly rate for each hour worked in that capacity.
2) A member assigned by the supervisor to Officer-In-Charge (OIC)
duty shall receive a pay differential of five percent (5%) of the
member’s regular hourly rate for each hour worked in that capacity.
This differential shall apply only to members when supervising other
members of equal or higher rank,or to State Troopers supervising
Court Services Officers.
3) A member shall receive a pay differential of 3.75% of the member’s
regular hourly rate when assigned supervisiory functions over non-
members for a duration of thirty (30) days or more and shall be
considered an OIC.
4) Differentials in #2 and #3 above can not be compounded.
B. When a Department of Public Safety member is simultaneously assigned
to FTO and OIC duties, the member shall receive a pay differential of ten
percent (10%) of the member’s regular hourly rate for each hour worked in
those capacities.
D. Nothing in this section precludes eligibility for other premium pay.
15.08 - Standby:
Members may be required to be available for standby duty. In such instances, the
members' names shall be placed on a standby roster for the designated period of time of
such requirement. Assignments to a standby roster shall be equitably rotated among
members normally required to perform the anticipated duties. Except during
emergencies, standby shall not be assigned during a member's RDOs.
Two hours of pay at the regular straight time hourly rate shall be paid to a member who
is assigned to a standby roster for up to twenty-four (24) hours. When assigned to
standby on their RDO due to an emergency the member shall receive an amount equal
to three (3) hours pay at the regular straight time hourly rate. If members are assigned
to the standby roster on a non-floating holiday, they shall receive an amount equal to four
(4) hours pay at the member's regular straight time hourly rate.
A member must be notified by means of a published schedule, or by telephone, as to
when the assigned periods of standby begin and end.
Standby pay is for the purpose of compensating the member for being available for work.
Standby pay is not intended as compensation for any work performed by the member.
15.09 - Recall:
A. If a member is recalled to work after the completion of his/her regular shift, the member
shall be paid a minimum of three (3) hours pay at the appropriate overtime rate,
provided that should total call-back hours worked exceed three (3), the member shall
receive pay at the appropriate overtime rate for all such hours worked. "Recall" shall
be defined as the notification of a member after completion of his/her regular shift and
having left the premises of the Employer and the requirement that he/she report for
duty at a time prior to the commencement of his/her next scheduled shift and not
connected to the next shift.
B. A recalled member who works less than three (3) hours shall not be assigned “make
work” in an effort to fill in the minimum guarantee. However, the Employer may assign
a member to handle an emergency within three (3) hours of the initial recall without
incurring a second minimum guarantee, even where the member has left the
workplace.
C. The recall provisions above do not apply in the following cases:
a. If the additional work assignment has been scheduled prior to the member’s
leaving the work site at the end of the shift;
b. If the member who is contacted to return to work is on standby when contacted
to return to work;
c. If the member has volunteered to be called for overtime during a specified pay
period;
d. If the member is not required to report to a workstation or other location in order
to perform the work. In such cases, all hours worked will be paid at the appropriate rate of pay.
D. If a member is required to attend court (including telephonic court appearances), a
staff meeting or FTO meeting on their Regular Day Off (RDO), that member will be
paid a minimum of three (3) hours pay at the appropriate overtime rate, provided that
should the total hours worked exceed three (3), the member shall receive pay at the
appropriate overtime rate for all such hours worked.
15.10 - Telephone Calls, Emails, and/or Text Messages:
When a member receives telephone call(s), emails, and/or text messages during off-duty
hours that require work be completed before the start of the member’s next scheduled
workday, he/she shall receive a minimum of one-half (1/2) hour pay, or actual time spent,
whichever is greater, at an appropriate rate. The member shall report on his/her
timesheet the start and stop times of all work performed in connection with off-duty
telephone calls, emails, and/or text messages. Multiple calls, emails, and/or text
messages during the same one-half hour period of time are considered as one call. The
member may receive one-half hour pay for up to three separate and distinct calls received
during an off-duty period. Upon receiving the fourth call during one off-duty period, the
member shall be entitled to an additional 1.5 hours pay at the appropriate rate of pay. In
no case shall the member be entitled to more than 3.0 hours pay in a single off-duty period
for answering phone calls, unless more time has actually been worked.
“Work” does not include responding to brief administrative questions that must be
answered before the employee’s next shift.
For flexible shift schedule posts, calls received during other than sleep hours shall count
toward the workweek requirement. “Telephone call” hours during a sleep period shall not
be credited toward the forty (40) hour workweek requirement.
Telephone call pay shall not be pyramided.
15.11 - Early Call-in:
If a member is notified within four (4) hours after the completion of his/her shift that he/she
is to report for duty prior to his/her next scheduled shift, he/she shall be paid at the
appropriate overtime rate. If the member is notified later than four (4) hours after the
completion of his/her shift that he/she is to report for duty prior to his/her next scheduled
shift, he/she shall receive a minimum of two (2) hours at the appropriate overtime rate.
Provided, however, that if the early call-in is for one hour or less before the normal shift
starting time, only the actual time worked shall be compensated; the rate to be straight
time or overtime as appropriate. "Early call-in" shall be defined as the notification of a
member to report early and contiguous with his/her next regular scheduled shift.
15.12 - Interruption of Vacation/Leave:
Occasionally, due to necessity, a member will be required to interrupt his/her vacation
leave and return to duty status. It is agreed that this is not desired by either party and it
is the parties’ intent to keep this to a minimum. However, as this does occasionally occur,
the following provision will control.
Prior to beginning vacation leave, the member is required to clear with the appropriate
judicial officer before beginning the vacation leave, and inform the scheduling supervisor
in writing of this action in order to be eligible for compensation in this section.
When the member begins the trip from the vacation site to the work location, the member
will be placed in travel status. At completion of the trip, the member will be compensated
at the overtime rate. Upon arrival at the work location, the member shall be placed in
normal duty status and compensated at the overtime rate for all hours worked.
When the member’s presence is no longer required, the member shall have the option of
being returned to the vacation leave site or remaining. In any event, every reasonable
effort shall be made to allow the member to extend the vacation by the interrupted period.
If the member chooses to return to the vacation leave site, the member will be placed in
travel status from the time the trip begins until it ends and will be compensated at the
overtime rate.
15.13 - FLEXIBLE SCHEDULE – INTENT LANGUAGE:
The intent of a flexible schedule workweek is for the employee to address his/her work
schedule throughout the workweek to accommodate the work load, such as an extended
number of hours to be worked during a village visit or complex investigation. It is
acknowledged that during the course of a flexible schedule workweek, hours worked
earlier in the week may cause a decision to be made by a supervisor as to whether
overtime is necessary to complete the employee’s scheduled workweek, or whether the
employee is going to take the rest of the workweek off in conjunction with his/her RDOs.
It is not the intent of a flexible schedule to allow the Employer to split shifts or shorten a
shift in the middle of the week for a planned event, unless it is mutually agreed upon with
the employee.
It is the intent of a flexible schedule that an employee advise his/her supervisor of the
status of his/her shift or hours remaining in a workweek so that his/her supervisor can
plan for coverage later in the employee’s workweek as necessary. Employees on a
flexible schedule shall normally be in contact with their supervisor when it is apparent the
normal workweek is changing. In any case, the employee should be in contact with the
supervisor when they reach 32 hours and it is apparent that the 40-hour workweek shall
be complete prior to the end of the member’s scheduled workweek, unless other
arrangements are in place for supervisor notification. This is to ensure that a supervisor
can assign overtime or elect to re-schedule other employees to cover the needed shifts
or standby time.
Nonscheduled or Flexible Scheduled Posts
(This Section only applies to Alaska Wildlife Troopers and members within the Statewide
Drug Enforcement Unit).
The Employer reserves the right to designate posts and assignments as being on a
"flexible schedule." The workweek for these posts and assignments shall be based on a
total workweek of forty (40) hours rather than the normal daily schedule. Paid leave and
non-floating holidays shall be considered as pay status.
Members stationed at nonscheduled posts and the detachment/bureau Commander, or
designee, shall mutually agree on a flexible schedule that shall specify the workdays and
the workweek. Seniority shall be considered when determining schedules and RDOs.
The member shall complete forty (40) hours in pay status each workweek. These hours
are to be completed within a forty (40) hour workweek beginning on the first (1st) day
following his/her regularly scheduled days off.
Each agreed-upon schedule shall be in writing, and shall state:
1. The member's normal and anticipated hours of work for each workday. It
shall also specify the member's "sleep hours."
"Sleep hours" are those eight (8) consecutive hours that a member shall not
normally be interrupted by a call to duty.
2. The member's normal and anticipated workdays for each workweek.
3. The member's normal and anticipated consecutive regular days off.
4. The member's normal and anticipated workweek. The first (1st) workday of
the workweek shall be the first (1st) duty day after the normal and
anticipated scheduled regular days off. If no workweek is designated, the
workweek shall be Sunday midnight to Sunday midnight.
5. A provision for the authorization and utilization of overtime for all hours in
pay status beyond forty (40) hours within a workweek.
6. A provision for the authorization and application of "recall." For the
purposes of this Agreement, "Recall" for a member on a flexible schedule
shall be treated as follows:
If a member is recalled to work during his/her scheduled "sleep hours,
regular day off (RDO) or holiday," the member shall be paid a minimum of
three (3) hours pay at the appropriate overtime rate, or credited with a
minimum of four and one-half (4 ½) hours of straight time to be counted
towards his/her forty (40) hour workweek requirement. Should total callback hours worked exceed three (3) hours, the member shall receive pay
at the appropriate overtime rate for all such hours worked, or credited with
the number of hours worked, four and one-half (4 ½) hours minimum at the
straight-time rate, towards his/her forty (40) hour workweek requirement.
For the purposes of this Section, it shall be management's right to decide
whether to pay the member for overtime, or credit his/her hours toward the
member’s workweek requirement. If overtime is paid for these "recall"
hours, those hours paid shall not be credited towards the forty (40) hour
workweek requirement.
7. The duration of the agreed-upon flexible schedule that shall not be less than
one (1) workweek.
8. A procedure for the termination or modification of the agreed-upon
schedule, with not less than seven (7) calendar days written notice by either
party.
9. Flexible schedules shall be reviewed at a minimum of every six months.
The review shall be initiated when management instructs the member to
propose a new flexible shift schedule, or when the member requests a new
schedule be negotiated and submits a proposal. The member may submit
the current flexible shift schedule. The member and the designated
supervisor shall meet within seven (7) days of the submission of the
proposed schedule to discuss any changes and determine if a schedule can
be agreed upon.
10. Should the member and the designated supervisor be unable to agree upon
a new flexible shift schedule, the member shall remain on his /her previous
flexible shift schedule until the dispute is resolved. The first level of review
for a disputed flexible shift schedule shall be the Detachment/Bureau
Commander. If the dispute is not resolved at that level, it shall be submitted
to an Independent Review Board consisting of one member appointed by
PSEA, one member appointed by the Department and one member agreed
upon by the two review board members. A copy of each flexible schedule initiated shall be forwarded to the Association business office within three (3) working days of the date on which it is signed.
Shift differential pay for the normally scheduled flexible workday shall be in
accordance with Article 15.05. However, hours worked outside the normally
scheduled flexible workday shall receive the appropriate shift differential for the
time the work was performed.
15.14 - Workweek:
A. The normal workweek shall consist of forty (40) hours in pay status from Sunday
midnight to Sunday midnight within a maximum of five (5) days or eighty (80) hours
bi-weekly, including a paid lunch period of one-half (½ ) hour for days worked less
than 12 hours or two one-half (½) hour lunch periods for days worked more than
12 hours. The work schedule shall be no more than five (5) work days with no less
than two (2) consecutive days off. Unless the member is on layoff or on leave
without pay, the member is guaranteed a forty (40) hour workweek or 80 hours biweekly provided he/she is ready, willing and able to work.
B. Members shall receive overtime for all hours in pay status over the member’s
normal scheduled work day. Overtime shall be paid at one and one-half times
(1 ½) of the member’s regular hourly rate for all hours authorized in pay status.
Overtime shall not be pyramided.
C. Overtime shall be paid in cash except where a member requests and management
approves compensatory time. All compensatory time agreements must be in
accordance with the Fair Labor Standards Act.
Compensatory time shall be accrued at the rate of one and one-half (1 ½) times
the actual hours worked and shall be capped at 100 hours.
The Employer may require that a member reduce his or her compensatory time
balance through cash out or use before he or she changes geographic locations.
D. The Employer shall make every reasonable effort not to schedule a member for
duty on his/her days off.
15.15 - Continuous Hours of Work:
If a member is assigned by the Employer and is required to work in excess of sixteen (16)
continuous hours, except Sea Duty, those hours in excess of sixteen (16) continuous
hours shall be paid at double-time.
15.16 - Sea Duty Pay:
This Section shall apply to members who are assigned to Sea Duty for more than twentyfour (24) consecutive hours.
A. Members on Sea Duty shall be assigned an uninterrupted sleep period of
eight consecutive hours in each 24 hour period when practicable.
B. An uninterrupted meal period shall be allowed for each meal, not to exceed
three (3) meals per day.
C. The hourly rate of pay while assigned to Sea Duty shall be computed by the
following formula:
0.367 x annualized hourly rate = Sea Duty Hourly Rate of Pay
D. All hours of Sea Duty shall be considered hours worked, therefore on:
1. Regular Duty Day: The member shall be paid eight (8) hours
at the straight rate and sixteen (16) hours at the time and
one-half (1 ½) rate of Sea Duty Hourly Rate of Pay; and
2. Regular Day Off (Sixth [6th] and Seventh [7th] day) and Nonfloating Holiday: The member shall be paid eight (8) hours
at the time and one-half (1½) rate and sixteen (16) hours at
the double time rate of the Sea Duty Hourly Rate of Pay.
E. For Sea Duty credited for one, two, three, or four consecutive days, ten (10)
hours per day for each day of Sea Duty shall be credited towards fulfilling
the minimum workweek/work period and towards the workweek/work period
overtime threshold.
For each thirty (30) days Sea Duty, the member shall be provided with ten (10) days of
Shore Duty. When assigned to Shore Duty, members shall revert to the standard
provisions of this Agreement.
The normal accrual rate for personal leave and credit for non-floating holidays shall not
be changed by this Section.
Sea Duty Hourly Rates of Pay shall not be used in the computation of overtime rates
when the member is not assigned to Sea Duty. Overtime pay during a workweek that
includes Sea Duty shall be paid on the basis of the work performed during the overtime
hours in accordance with 29 CFR Sec 778.419.
15.17 - Village Visits and Field Remain Overnight (RON):
Members assigned to a village visit RON for AST shall receive standby pay in addition to
each assigned duty pay. This section does not apply to Investigators or SERT members
who RON while working on a specific case, assignment or investigation.
Members assigned to Field RON for AWT shall receive at least two (2) hours of time
worked at the rate of one and one-half (1.5) times the regular rate of pay in addition to
each regularly assigned duty day. This time worked at the rate of one and one-half (1.5)
times the regular rate of pay will not count towards the forty (40) hour flex threshold unless
agreed to by the member.
15.18 - Investigator Assignments:
A Trooper, Range 77 who is selected for an Investigator position shall be paid for all
subsequent days at the Range 78 at their current step. Management shall review the
delegated authority after a Trooper, Range 77 has been paid to perform as an investigator
for a year and after each one year interval thereafter. Members promoted to another
position directly from the investigator assignment shall have their promotion placement
based on their current rate of pay as an investigator. Upon commencement of the duties
of their regular position, the member shall return to their normal rate of pay.
15.19 - Master and Mate Pay:
See Note 2 for full Master and Mate Pay table
A classified Trooper, Range 77, or a classified Corporal, Range 78, who has received
written delegation from the Division Director and performs the duties of any of the
positions listed below, shall be paid for all hours of compensation in accordance with the
pay differential applied to the appropriate hourly rate of pay as specified below. This pay
differential applies only to employees specifically designated as a Master or Mate and
during the time that they are assigned as a Master or Mate.
A Trooper, Range 77, performing the duties of a Master or Mate, is not eligible for OIC
differential pay.
15.20 - Acting in a Higher Classification:
When a bargaining unit member receives a written assignment to perform essentially all
of the duties of a specific position in a higher pay range than the member’s own for fifteen
(15) consecutive calendar days or more, the member will be paid for such time worked,
retroactive to the first day, at the first step in that higher pay range that is above the
member’s current pay rate. If the assignment requires a member to perform the work of
a position outside the bargaining unit, the member will remain a member of the bargaining
unit and continue to have all the rights and obligations of a bargaining unit member,
including the payment of dues and entitlement to health coverage.
Leave used or cashed out while a bargaining unit member is acting in a higher
classification shall be paid at the bargaining unit member’s regular rate of pay.
15.21 - Instructor Premium Pay:
A member assigned to give instruction to other employees of the department as an
additional assignment to their regular duties shall receive a five percent (5%) premium
pay in addition to their regular rate of pay for all hours worked in preparation, presentation
and travel associated with the course of instruction.
15.22 - Diver Premium Pay:
A member assigned as a department diver shall receive a five percent (5%) premium pay
in addition to their regular rate of pay for all hours worked while actually engaged in diving
activities or while training or preparing for diving activities.
15.23 – Motor Unit on Highway Premium Pay:
All members who are designated as current authorized Department of Public Safety
motorcycle operators shall receive a pay differential of five percent (5%) of their regular
hourly rate for all hours worked while actually riding, either in patrol or during training
exercises.
15.24 - SERT Premium Pay:
All members who are designated as current, authorized SERT members shall receive a
pay differential of 5.0% of their hourly rate for all hours in work status.
15.25 - Explosive Ordinance Disposal (EOD) Premium Pay:
All members who are designated as current certified EOD technicians shall receive a pay
differential of 5.0% of their regular hourly rate for all hours worked while actually engaged
in explosive ordinance disposal activities, including training.
15.26 - Pilot Flight Time Premium Pay:
All members who are designated as current authorized Department of Public Safety pilots
shall receive a pay differential of 5.0% of their regular hourly rate for all hours in work
status. This applies only to those members on active flight status.
None of the above aforementioned premium pays may be compounded or pyramided
unless specifically identified above.
15.27 - Canine Handler Pay:
Canine handlers shall be paid one hour of on-duty time per work day for routine canine
care at the appropriate rate. On non-duty days, canine handlers shall be paid for one
hour of routine canine care at the appropriate rate if the dog is in their care.
15.28 Appointments to a Position in a Lower Job Classification Not in the Same, Parallel, or Closely Related Class:
A member who is appointed to a position in a lower job classification not in the same,
parallel, or closely related class series shall be paid at the step in the range of the lower
job class that best reflects the earned step based on creditable State service. The
member shall serve a new probationary period in the lower class and shall have a new
merit anniversary date established.
15.29 Two Week x Two Week (168 Hour) Work Periods:
Management may designate posts or positions as being staffed on the basis of a 14-day
(168 working hour) work period. The following terms and conditions apply to the 168-
hour alternate work period schedules described below:
1. The assigned work schedule, as reflected on an assignment worksheet, will consist
of fourteen (14) consecutive working days of 12-hour shifts for a total of one
hundred sixty-eight (168) hours in pay status, followed by fourteen (14)
consecutive days off. The work period will include a one-half (.5) hour paid lunch
break approximately half way through each work shift. Unless on layoff or on leave
without pay, the members shall be guaranteed a full work period, provided they
are ready, willing, and able to work. In accordance with Article 6, Management
reserves the right to make final determinations concerning scheduling.
2. If a holiday falls on the member’s regularly scheduled day off, the member shall
receive payment for the holiday for eight (8) hours at the straight-time rate provided
the member was in pay status on the member’s last scheduled workday prior to
the holiday and the member’s first scheduled workday following the holiday. Such
holiday pay does not count for the purpose of fulfilling the work period.
3. A member who accepts another position with the Employer will have their step
placement determined based on the regular rate of pay for their position, not an
“override rate” granted by this Agreement.
4. Members shall receive overtime for all hours in pay status which exceed twelve
(12) hours per day. Overtime shall be paid at one and one-half (1½) times of the
member’s regular hourly rate for all hours authorized in pay status. Overtime shall
not be pyramided.
5. Shift assignments will be rotated by one week each calendar year, upon mutual
agreement of the member and Management. The state will not pay overtime to
members when effectuating the regularly scheduled shift changes.
6. The Employer will provide round-trip transportation to the Duty Station from an
assigned departure point: Kenai, Anchorage, or Fairbanks. Members are
responsible for reporting to their departure point for travel to their duty station.
Members will be authorized up to three (3) pieces of luggage without prior
supervisory approval. Members recalled to work on their regular days off, including
for court, will be provided round-trip transportation from their assigned departure
point. Members are cautioned that Employer provided transportation may be
considered by the Internal Revenue Service to be a taxable benefit and could be
reported as such.
7. The duty station shall be the post designated by management on the attached
assignment worksheet. The Geographic Differential for each position will be one-half
of the applicable Geographic Differential outlined in Article 15.04.
8. The department agrees to move members placed on this agreement out of their
current state housing unit (if applicable) to an urban location at or near a departure
point, including the following locations: Anchorage, Fairbanks, Kenai, Palmer, or
Wasilla. If the member wishes to further relocate their residence while working
under this alternate work schedule, all moving costs will be at their own expense.
9. Members will reside in employer provided housing and will each pay an equal
share of the cost of housing as determined by using the rental schedule and
formula set out in Article 13. Members will also be responsible for paying an equal
share of the utilities, but no more than a combined total of $250 per month for
utilities as set out in Article 13.10. Members will be billed one monthly amount that
includes the cost of rent and utilities. Members will not receive per diem in their
duty station or while at their assigned departure point.
10. A member who is assigned to remain at the duty station and work on their Regular
Days Off (RDOs) shall receive time and one-half (1½) premium pay for all hours
worked on their RDOs regardless of the number of hours worked during their
regularly scheduled work period.
If a member cannot be returned to their assigned departure point due to reasons
beyond their control (e.g. flight delays due to weather or mechanical issues) and
must remain in the duty station on their RDO, the member shall be placed on
standby and receive RDO standby pay until they return to their assigned departure point,
or until they are relieved on location. Additionally, members will be entitled
to Recall and Telephone Calls pursuant to Articles 15.09 (A) and 15.10. The pay
shall not pyramid when the member is otherwise eligible for overtime premium pay
by other operation of law or contract.
11. If a member is voluntarily assigned to a duty station outside of the duty station for
their regularly assigned shift, or volunteers for overtime during their scheduled
weeks off and must work in a different location, the member is not entitled to a
geographic differential for all hours worked in the other location. It is the
responsibility of the member to document on their timesheet that the work was
performed voluntarily in a different location.
If, through no fault of their own (i.e. inclement weather, involuntary assignment,
etc.), a member is unable to return to the duty station for their regularly assigned
shift, and is assigned work in a different location, or is assigned overtime during
their scheduled weeks off and must work in a different location, the member will
be entitled to the reduced geographic differential established under Subsection I,
above, for all hours worked in the other location.[2]
|
”
|
