§ 82-523. Eligibility criteria

(a) A position must meet the following criteria to be certified as eligible to receive special duty pay:

(1) It must be a regular, full-time clerical position located in a secured or detention facility; and

(2) The position must require the employee to have regular direct contact with confined individuals or provide a service to or for confined individuals in the regular course of a work day.

(b) Detention, security and supervisory positions are excluded from receiving special duty pay.

(c) An employee must physically work a full pay period to receive special duty pay for the month.

(d) If an employee leaves a position which is eligible to receive special duty pay and moves to a position not eligible to receive special duty pay (which includes transfers, demotions or promotions), the employee's special duty pay terminates.

(e) If a position identified as eligible to receive special duty pay is transferred out of one secured or detention facility to another or to a different location (cost center, department, etc.), the position must be recertified by the human resources/civil service department as eligible to receive special duty pay.

(f) Regular, full-time employees temporarily assigned to a designated special duty pay position must work a full pay period to receive special duty pay.

(g) Employees become eligible to receive this additional compensation when the new hire personnel action is effective or the first day of a pay period for any payroll not distributed when not part of the new hire process (with no retroactive adjustments). The special duty pay will be paid after each eligible pay period.

(h) For purposes of calculating salaries, special duty pay is added or subtracted after the applicable calculations have been completed. (For example, if an employee is promoted from a grade five non-special duty pay position to a grade six position which is eligible to receive special duty pay, the promotional increase is first calculated and then the $50.00 special duty pay is added to the new promotional salary.)

(i) Effective October 1, 2000, the biweekly compensation will be $23.08. As with all compensation matters, the provisions of and the amount is subject to the commissioners' court appropriating funds for this purpose during the budgetary process each year.

(j) If a department identifies a position that may be eligible to receive special duty pay, the department will submit a special duty request form to the human resources/civil service department who will complete a review and notify the requesting department of the findings. If the position is certified as eligible to receive special duty pay, the requesting department submits a new employee and position change (personnel court order) form no. 6-1 to the county auditor.

(Ord. No. 2011-559, 3-22-2011)