D.C. Mun. Regs. tit. 7, r. 7-1804

Current through Register Vol. 71, No. 43, October 25, 2024

Rule 7-1804 - MERIT, INCENTIVE AND OVERTIME PAY

1804.1

Merit increases (increases in base salary) shall be tied to performance ratings.

1804.2

General equity standards and the following principles shall guide merit increases:

(a) Motivating and rewarding excellence and tangible results;

(b) Wherever possible, rewards shall be linked to measurable individual, departmental, or organizational objectives; and

(c) To the extent practicable, the performance management program implemented by the Retirement Board shall serve as the primary system for measuring performance and providing feedback to employees;

1804.3

Annual salary adjustments shall be governed by a merit budget which shall be determined annually. The merit budget shall be based on competitive practices in the marketplace, the Retirement Board's current competitive position, and the availability of funds appropriated for such purpose.

1804.4

Incentive pay (monetary payments) shall be used to reward employees for strong performance and goal attainment.

1804.5

Individual or work group incentive compensation adjustments may be authorized for outstanding performance, or as recognition for suggestions, work process improvements, or operational savings.

1804.6

The incentive compensation program shall reward top performers for achievement of goals rather than development of competencies and shall consist of monetary payments and non-monetary awards, but shall not result in temporary or permanent adjustments in the employee's base salary.

1804.7

Overtime shall be governed by the Fair Labor Standards Act ("FLSA") of 1938 (29 U.S.C. § 201, et seq.) which requires that all employees covered by minimum wage and overtime pay provisions ("non-exempt" employees) be paid at a rate of one-and-one-half times the employees regular rate of pay for each hour worked in excess of 40 hours in a workweek.

1804.8

Compensatory time off in lieu of monetary overtime compensation may be authorized upon request by non-exempt employees. Compensatory time for non-exempt employees shall be granted at a rate of one-and-one-half hours for each hour worked for which overtime compensation is required under FLSA ( 29 U.S.C. § 207) .

1804.9

Compensatory time for FLSA exempt employees may be authorized at a rate not to exceed one times the hours accrued for compensation purposes in excess of 40 hours per week at the sole discretion of the Retirement Board.

1804.10

Exempt and non-exempt employees shall receive compensation for compensatory time earned but not taken either;

(i) within one year (12 months) from the time such compensatory time is earned or,

(ii) at the time of separation from the service of the Board, whichever occurs first.

D.C. Mun. Regs. tit. 7, r. 7-1804

Notice of Final Rulemaking published at 47 DCR 9899, 9900 (December 15, 2000)