State of Rhode Island
Employee Handbook

Therefore it shall be the policy of the State of Rhode Island that no state employee shall engage in any outside business activities, however remote from the function of his/her office, which would in any way interfere with the employee’s performance of his/her regular duties, or embarrass or bring discredit to either the employee or the state. State employees who avoid or ignore this policy shall be subject to disciplinary action.

Furthermore, whenever a state employee shall so conduct himself/herself as to cause scandal or to lose or jeopardize such esteem, (s)he may be dismissed for the good of the service, subject to the provisions of the law and rules.

Similarly, in accordance with RIGL§ 36-14-1, it is the policy of the state of Rhode Island that public officials and employees must adhere to the highest standards of ethical conduct, respect the public trust and the rights of all persons, be open, accountable, responsive, avoid the appearance of impropriety, and not use their position for private gain or advantage. Behavior that discredits a Department and the State cannot and will not be tolerated.

Further, the Code of Ethics is comprised of a set of statutory and regulatory provisions which regulate the ethical conduct of elected and appointed public officials as well as state and municipal employees. To access specific sections of the Code, including those provisions regarding prohibited conduct, nepotism, gifts, and revolving door, see The Code of Ethics.

The Rhode Island Commission for Human Rights and Equal Employment Opportunity Commission (EEOC) Guidelines define “harassment” as follows:

Harassment is verbal and/or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, gender, national origin, age, disability or sexual orientation, or that of his or her relatives, friends or associates, and that: (1) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes, but is not limited to, the following: (1) epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to race, color, religion, gender, national origin, age, disability, sexual orientation or gender identity or expression; and (2) written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, gender, national origin, age, disability, sexual orientation or gender identity or expression that is placed on walls, bulletin boards, or elsewhere on workplace premises, or in circulation in the work place, including, but not limited to e-mails and similar materials.

Retaliation against an individual for protesting harassment, for filing a charge of discrimination or for testifying or assisting in an investigation of a charge of discrimination is unlawful and strictly prohibited.

Each State Agency’s Affirmative Action Plan publication includes policies, practices and complaint procedures instituted to prevent and investigate claims of discrimination and harassment.

Subject to certain specified exceptions, the Hatch Act also prohibits state employees from being a candidate for any partisan elective office (regardless of jurisdiction) if the employee’s salary is entirely paid for by the federal government.

Please do not assume that either your job or your political activities are not subject to the Hatch Act. Should this Act apply to you, we recommend you seek an advisory opinion from the United States Office of Special Counsel.

In addition, Rhode Island General Laws, §§ 36-4-51 to 36-4-54, contain prohibitions on classified employees from seeking the nomination of or being a candidate for any elective State Office, and also contain prohibitions on classified employees running for partisan political office, campaigning for public officials during working hours, and soliciting political contributions for or being solicited for political campaigns. Violations of these statutes can result in demotion or dismissal.

The State of Rhode Island takes allegations of sexual harassment seriously and will promptly respond to complaints of sexual harassment. Where it is determined that such inappropriate conduct has occurred, action shall be taken to prevent further offending conduct and impose timely corrective action as is necessary, up to and including disciplinary action where appropriate.

Please note that while this policy sets forth goals of promoting a workplace that is free of sexual harassment, the policy is not designed or intended to limit the authority to immediately impose discipline or take remedial action for workplace conduct deemed unacceptable, regardless of whether that conduct satisfies the definition of sexual harassment.

All employees are required to read and abide by the State’s Sexual Harassment Policy, which is located at the following link: Sexual Harassment Policy.

It is the responsibility of the individual employee to maintain the appropriate licensure during employment in positions where required and provide updated information to the Division of Human Resources in a timely manner. As such, employees must provide proof of licensure renewal on or before the renewal or expiration date.

Upon selection of a job candidate, the Division of Human Resources shall request applicable documentation and confirm that candidates are appropriately licensed.

For further information regarding the applicability, procedures and compliance of this policy, please review the full Licensure policy found here: Licensure Policy.

To ensure that the State is in compliance with these new rules, the Department of Administration, Division of Legal Services has promulgated a “Litigation Hold” policy which sets forth the authority and process for initiating, implementing, monitoring, and releasing litigation holds. This policy applies to all potential evidence in whatever form when litigation against a Department, or an employee acting within the scope of employment, has been filed or is reasonably anticipated or foreseeable. This policy also applies to litigation that has been filed, or is reasonably anticipated or foreseeable to be filed, on behalf of the Department.

This policy suspends any records retention policy that would otherwise authorize destruction, deletion or disposal of such potential evidence.

For further information, please review the full Litigation Hold Policy at : Litigation Hold Policy.

If you have any questions or comments about the litigation hold policy, the Division of Legal Service is available to discuss the subject with your representatives.

For further information, please refer to the State’s Policy on Fraud and Fraudulent Practices which provides instruction for all State Agencies and their respective employees at: Fraud Policy.

For many employees, membership in the Employees’ Retirement System of Rhode Island (ERSRI) is compulsory. The majority of State employees are required to contribute 8.75% of their bi-weekly salary to the system. The State also makes a contribution to fund your retirement benefits.

Shortly after being hired, ERSRI will mail an enrollment application to your home. Once you have completed the enrollment application, it should be returned to ERSRI following the mailing instructions included with the enrollment application.

As you near retirement, the Employees' Retirement System of Rhode Island offers free retirement counseling at our offices and at 'outreach centers' around the state.

For more information, go to the Employees’ Retirement System of Rhode Island (ERSRI) website at: http://www.ersri.org/#gsc.tab=0

“Upfront hours” are credited on the date you first begin employment with the State and on January 1st every year thereafter. The number of upfront hours credited is based on an employee’s total years of service with the State (calculated from the employee’s “Base Entry Date” recorded on the Personnel Action CS-3 form) as indicated in the chart above.

Vacation leave does not accrue for any time during which an employee is on leave without pay.

Employees who have a combined total of 20 years of state and municipal service in Rhode Island will be credited with five additional vacation days. A Certification of Municipal Service form must be completed and approved in advance of receiving credit and can be obtained from the human resources office. The completed form must be submitted to your human resources office for submission to the Office of the Personnel Administrator for review and approval.

The accrual year shall end on the last day of the last full biweekly pay period in the calendar year.

Accrued hour balances are recorded on direct deposit receipts and may be viewed on PayStub RI.

On your paystub, there are three ‘buckets’ of vacation accruals. The Current Year bucket reflects the current years accruals (Accrued & Discharged), to include your previous balance from the last pay period, any hours discharged or used for that pay period (Discharge), and your biweekly accrual for the current pay period. New Balance is the sum of Previous Balance and Accrued minus Discharge and is paid out upon separation from State service.

Prior Year2 bucket holds up to one year of accruals that were carried over from previous year(s). New Balance is paid out upon separation from State service.

The Prior Year bucket holds up to one year of accruals and has no cash value, meaning it does not get paid out upon separation from State service.

The Total Column is the sum of the New Balance from all three “buckets” Current Year, Prior Year2 and Prior Year.

At the end of each accrual year, up to one-year of accruals from the New Balance in Current Year moves to Prior Year2. If there is any excess over one-year of accruals in the Prior Year2 bucket, then up to one year of the excess is moved into Prior Year. Any accruals in excess of the total two year carry over is not eligible to carry into the new year and will be lost (known as ‘Use or Lose’).

When vacation hours are discharged, the hours will be deducted from the Prior Year bucket first, if none, then from the Current bucket, and if none, from the Prior Year2 bucket.

Pers Adjustments are corrections made to an employee’s vacation accrual due to a late/amended timesheet. Comp Adjustments are automatically generated by the payroll system when an employee acquires the next Years of Service level and is eligible for additional upfront hours or at the beginning of September when the computer automatically generates the adjustment needed to ensure the employee is credited with the correct number of Total Hours per Year.

When an employee leaves state service, to include retirement, termination, resignation, death, or dismissal, the employee or their estate is entitled to be paid any accrued vacation in the Prior Year2 and Current Year bucket. Hours in Prior Year bucket are not payable upon termination/retirement.

If an employee has any hours in the ‘DEFER’ bucket (also known as “Sundlun Days”), this amount will be paid out upon separation from state service at the employee’s current rate of pay.

If an employee has any hours in the ‘FROZEN VAC’ bucket, this amount will be paid out upon separation from state service at the employee’s current rate of pay.

If an employee has any hours in the R0 and/or R1 buckets and they leave state service for any action other than dismissal, up to four (4) days of the R0 and/or up to four (4) days of the R1 hours will be paid at the hourly rate associated with the ‘R’ hours. If an employee is dismissed from state service, they will not receive any payout for R0 or R1 hours that remain.

The State’s Accrual System is the system of record when determining an employee’s vacation payout due.

The discharge of accrued vacation leave must be requested and approved in advance and in accordance with the policy and procedures in effect at the employee’s workplace.

Employees in a 35-hour workweek accrue four (4) hours of paid sick leave for every two (2) weeks of work up to a maximum of 875 hours. Employees in a 40-hour workweek accrue five (5) hours of paid sick leave for every two (2) weeks of work up to a maximum of 1,000 hours. Paid sick leave does not accrue for any time when the employee is on leave without pay. The employee’s sick leave accrual balance is recorded on the direct deposit receipts on PayStub RI.

Personnel Rule 5.06231 and collective bargaining agreements define “immediate family” to include: spouse, domestic partner, child (including foster child), brother, sister, parent, parent-in-law, grandparent or other relative residing in the employee’s household. Note that the Family Medical Leave Act (FMLA) provides for leave to care for a spouse, child under age 19 (including a foster child), adult child incapable of self-care, parent or parent-in-law with a serious health condition.

Pursuant to Personnel Rule 5.0623, an employee may discharge up to twenty (20) days of sick leave in a calendar to care for a family member. If the absence to care for a family member exceeds twenty (20) days, the employee may discharge vacation or personal leave.

Employees must notify their immediate supervisor of their absence as soon as the employee knows of the necessity of the absence, and the employee must follow the notice procedure in place in the employee’s work unit. The employee must provide advance notice of medical treatment or medical appointments which are scheduled in advance of the absence.

For a medical absence of more than three (3) days but less than five (5) days, the employee may submit either a note or other document from his or her treatment provider or a properly completed “Employee Certification of Necessary Absence” form. This form may be printed from the State’s Human Resources website (www.hr.ri.gov).

For medical absences of five (5) days or more, the employee must submit a note or other document from their treatment provider. The document must present sufficient medical facts to establish the medical necessity of the absence, together with the anticipated duration of the absence. If the anticipated duration is unknown, the treatment provider must indicate the next date when the provider will evaluate the employee’s work status.

An employee may apply for leave under the Family Medical Leave Act (FMLA). Based upon the employee’s previous hours worked and the information provided by the treatment provider on the required medical certification form, Human Resources will determine whether the employee is eligible for FMLA leave, whether the absence qualifies for FMLA leave and the duration of the FMLA leave which is approved. If the employee is approved for FMLA, an employee will be required to discharge accrued leave as stipulated in the State Family Medical Leave Act policy found here: https://rigov-policies.s3.amazonaws.com/HR_FMLA_Policy_6-6-17.pdf

The State may require that the treatment provider verify or clarify any medical document submitted by an employee in support of the employee’s absence and may require specific medical documentation in cases of excessive absenteeism, unauthorized absence, or a pattern of sick leave abuse.

When an employee returns to work from a medical absence of five (5) days or longer, the employee must submit a release from the treatment provider clearing the employee to return to work. The treatment provider may release the employee to return to work “full duty, no restrictions”. If the employee is released with restrictions, the treatment provider must identify the restrictions with sufficient specificity that the employee’s supervisors can determine whether they can accommodate those restrictions.

Upon the expiration of an authorized leave of absence, the employee shall be returned to the position which (s)he occupied at the time the leave became effective, subject to the law and rules. Failure of an employee to report for duty promptly at the expiration of such leave is just cause for dismissal.

State employees will not be granted a leave of absence to accept employment outside of state service.

If you are seeking a leave for the reason of a personal illness or disability, please contact the Disability Management Unit (DMU). The DMU, with notice to the appointing authority and the Executive Director of Human Resources/Personnel Administrator, may place an employee on a “Personal Illness” leave of absence upon receipt of medical certification which establishes the medical necessity of such a leave. DMU, with the approval of the appointing authority and the Executive Director of Human Resources/Personnel Administrator, may also place an employee on a “Personal Illness” leave of absence when an employee is unable to perform the essential functions of his/her position so that the employee may obtain medical treatment to enable the employee to return to work and to perform the essential functions of his/her position. A “Personal Illness” leave of absence is subject to the periodic submission of medical certification which establishes the medical necessity of the employee’s continued absence and the reasonable likelihood that the employee will return to work and will perform his/her job duties at the conclusion of the leave of absence.

An employee may request up to an additional eighty (80) hours of sick leave with pay. This request must be submitted to the payroll representative for approval by the Executive Director of Human Resources and notice to the Controller, provided that all leave accruals have been exhausted and the employee agrees that future accruals of sick leave shall be applied against such advance until the balance is reimbursed.

In all such cases, satisfactory medical evidence is required in support of the request. In addition, length of service and attendance history is taken into consideration when reviewing such requests for approval.

For an up-to-date listing of human resources representatives, to include the payroll representative for each agency within the Executive Branch, please visit: http://www.hr.ri.gov/about/programs/.

The labor/management committee must require adequate evidence of the employee’s catastrophic illness or injury, which is not job related. Sick leave bank hours will not be granted to an applicant with evidence of prior sick leave abuse in his/her personnel file or attendance record. Prior utilization of sick leave does not by itself indicate sick leave abuse.

Union members make contributions to the Sick Leave Bank during the donation drives. Any employee who does not make a contribution is not eligible to apply to the Bank for any sick leave.

Members who wish to be eligible to apply to the bank must contribute eight (8) hours of sick leave if assigned to a forty (40) hour work week or seven (7) hours of sick leave if assigned to a thirty-five (35) hour work week.

The maximum amount of sick leave that may be granted is 480 hours for an employee assigned to a forty (40) hour work week or 420 hours for an employee assigned to a thirty-five (35) hour work week.

Part-time employees may participate on a pro-rata basis.

Nothing herein contradicts or restricts an employee’s entitlement to FMLA leave. In addition, the discharge of sick leave bank hours granted shall be counted towards an employee’s entitlement under FMLA.

For more information, see the union contract (if applicable) on the Division of Human Resources website at http://www.hr.ri.gov or contact your human resources office.

An employee is “eligible” for leave under the FMLA when he/she has worked for the State for at least one (1) year and has worked 1,250 hours within the twelve months immediately before the beginning date of the requested leave. An employee is “eligible” for leave under the State Act if the employee has worked for the State for at least twelve consecutive months.

An eligible employee will be granted FMLA leave under the Federal law and the State Act for any of the following reasons:

1. The employee’s own “serious health condition”;
2. The “serious health condition” of a family member (spouse, parent or in-law, child under the age of 18, or disabled child 18 years of age or older who is incapable of self-care);
3. Birth of a child or to care for a newborn child, or placement of a child with an employee for adoption or foster care.

An eligible employee will also qualify for FMLA leave to care for a covered member of the military service who sustained or aggravated a serious injury or illness in the line of duty while on active duty, or to tend to a qualifying exigency arising out of a covered military member’s commitment to duty under a call or order to active duty.

An eligible employee with a qualifying reason for leave may be approved to take that leave in the following forms:

1. as a continuous period of absence up to thirteen weeks each year;
2. on an “intermittent” basis, up to a total absence of thirteen weeks each year, when the serious medical condition causes flare-ups or other periodic absence.
3. as a reduced work schedule for up to a total absence of thirteen weeks per year.

The “serious health condition” of the employee or a family member is determined based upon the medical certification of the employee’s or family member’s treatment provider. The treatment provider may complete and sign the FMLA medical certification form (The WH-380-E for an employee or the WH-380-F for a family member.) The State may also accept other written documentation from the treatment provider which reasonably establishes that the employee’s absence is medically necessary due to the serious medical condition of the employee or family member. The medical document must state the anticipated duration of the employee’s continuous absence, or the anticipated frequency and duration of episodes of intermittent absence, or the anticipated duration of the need for a reduced work schedule.

January 1 and March 31 - four (4) days
April 1 and June 30 - three (3) days
July 1 and September 30 - two (2) days
October 1 and December 31 - one (1) day

Personal leave may not be carried from year to year, nor are employees compensated upon termination of employment.

Refer to your union contract (if applicable) for further information.

1. Four (4) days in the event of the death of a spouse (including domestic partner), child (including foster child or stepchild who resides with the employee), mother, father, brother or sister, step-mother,step-father, step-brother or step-sister;
2. Three (3) days in the event of the death of a mother-in-law, father-in-law, grandmother, grandfather, grandchild or any other relative living in the employee’s household;
3. One (1) day in the case of death of an aunt, uncle, sister-in-law or brother-in-law, niece, nephew or cousin.

If more than the above days of bereavement leave are needed, such additional time must be charged to annual or personal leave.

NOTE: Some union contracts contain provisions which may differ from the above. Union members are encouraged to check their applicable union contract.

• A 35 hour standard workweek - 5 consecutive days of 7 consecutive hours, exclusive of unpaid lunch periods. This workweek designation is ‘non-exempt’ as per the provisions of the Fair Labor Standards Act (FLSA);
• A 40 hour standard workweek - 5 consecutive days of 8 consecutive hours each, exclusive of unpaid lunch periods. This workweek designation is ‘non-exempt’ as per the provisions of the Fair Labor Standards Act (FLSA);
• A non standard workweek - 5 consecutive days of at least 7 consecutive hours each, exclusive of unpaid lunch periods or an average of at least 35 hours per week; not eligible for overtime pay for hours worked in excess of 35 hours per week. This workweek designation is exempt from the provisions of the Fair Labor Standards Act (FLSA);
• A non-standard/non-exempt workweek - 5 consecutive days of at least 7 consecutive hours each; eligible for overtime pay for all hours worked in excess of forty (40) hours in a work week. For this workweek designation, FLSA rules apply once the 40 hour minimum has been met in a work week.

Each position is also assigned a total number of scheduled hours per week which indicates whether the position is full or part time and is the basis for leave accruals and service credit.

The assigned hours of work for employees can vary by department, program and facility. There are established work weeks and work hours not reflected above that are peculiar to certain positions due to the nature of the work performed and requirements necessary to conduct that business. Some union contracts contain provisions which may differ from the above. Employees are advised of their standard hours, scheduled work hours and assigned hours of work at the time of hire and/or appointment to a position and the State reserve the right to alter an employee’s standard hours, scheduled work hours and assigned hours of work at any point during the course of employment based on the needs of the operations.

Prior approval is required for the discharge of vacation, personal, and all other leave types. Except in the case of sudden illness or injury or emergency circumstances, no employee is authorized to be absent without prior approval/authorization from their immediate supervisor.

If an employees’ absences are unduly excessive and are disruptive to the operations of the agency, the employee may be subject to discipline, up to and including termination.

New Year’s Day: Friday, January 1
Dr. Martin Luther King’s Day: Monday, January 18
Memorial Day: Monday, May 31
Independence Day: Sunday, July 4 (State employees celebrate on Monday, July 5th
Victory Day: Monday, August 9
Labor Day: Monday, September 6
Columbus Day: Monday, October 11
Veteran’s Day: Thursday, November 11
Election Day: Tuesday after the first Monday in even years (State Offices)
Thanksgiving Day: Thursday, November 25
Christmas Day: Saturday, December 25 (State employees celebrate on Monday, December 27th)

When a scheduled holiday falls on a Saturday or Sunday, refer to the calendar posted on the Division of Human Resources website.

An employee in a classification assigned a non-standard/non-exempt work week is eligible to receive additional compensation for hours worked in excess of 40 hours worked.

The rate or type of additional compensation may vary based on union contracts, management/union agreements and/or application of RIGL § 36-4-63 (Sick leave and other leave – effect of discharging upon overtime work and overtime compensation).

Absent a union contract provision or agreement to the contrary or application of RIGL § 36-4-63, an employee receives overtime compensation at the rate of 1.5 times the number of hours worked multiplied by their hourly rate.

Note that some union contracts allow the employee to elect to receive compensatory time in lieu of cash payment for hours worked between 35 and 40.

All employees who are permanently assigned to work sixteen (16) or more hours of a forty (40) hour workweek or fourteen (14) or more hours of a thirty-five (35) hour workweek during the period defined above, are compensated an additional amount per hour over the rate prescribed for the classification in which their work is performed for a hours of the workweek; or they may be compensated at a rate that is stipulated in a particular union contract.

For more information, see the Rhode Island Military and Family Relief Act (RIGL § 30-33) and other provisions of Chapter 30 of the RI General Laws, the Uniformed Services Employment and Reemployment Rights Act (USERRA), Personnel Rules and union contract (if applicable). Links to each are available on the Division of Human Resources website at http://www.hr.ri.gov. To request a leave, contact your human resources office.

Employees are expected to report to work whenever their services are not required by the court during their normally scheduled workday and provide regular updates to their supervisor with regards to their jury duty status and scheduled release from jury duty date.

Each employee should notify his/her supervisor and human resources office when a summons has been received.

Such instances include, but are not limited to, absence from duty necessitated by internal investigations and/or hearings as to alleged charges of malfeasance or misfeasance or dereliction of duty by a State employee; conduct or activity which would interfere with an employee's ability to perform his/her duties; and/or conduct which would embarrass or bring discredit to either the employee or the State.

The use of Administrative Leave so defined is not deemed to be mandatory by an Appointing Authority and does not preclude the immediate application of the provisions of Rule 5.0661 (Leave Without Pay) in such cases as it shall appear to be in the best interest of the State.

Upon the expiration of Administrative Leave as described above, an employee must be returned to full-time duty without prejudice or placed on leave without pay pending a final resolution of the case in question.

More information about the program may be found in the Personnel Rules (Personnel Rule VII) available on the Division of Human Resources website at http://www.hr.ri.gov/

Program #1: Employees with a date of hire before July 1, 2001, who complete the program, will be granted a one-step pay increment next above the current base step, or if at the maximum of the grade, a pay increment equal in amount to the last step in the pay grade. This amount will be retained by the employee annually for the remainder of their career in State service. If the employee leaves State service after receiving their award and later returns, their award will be reinstituted. If the employee leaves State service before completing the program and later returns, partial credits will not be reinstituted, and they will be entered into Program #2.

Employees with a date of hire before July 1, 2001, may choose to opt-out of Program #1 and enter Program #2. To do so, they must complete an opt-out/opt-in form available in the Division of Human Resources and submit the completed form to the Office of Learning and Development. The original incentive award must be terminated before new courses can be requested for credit under Program #2. Courses approved in the original program, and courses similar to them, cannot be taken again in the new program. The employee cannot change back to the original program once the opt-out/opt-in choice is made.

Program #2: Employees hired on or after July 1, 2001, who complete the program will be granted an incentive determined in the same manner as in #1, but will receive this incentive for only 4 years. For 3 years thereafter, the incentive award will be terminated, and no incentive requests can be made during these 3 years. After the 3-year period ends, employees may again request courses for incentive credit, but not courses previously approved for incentive credit, nor courses similar to them. This cycle may continue throughout the employee’s career with the State.

Rules for both programs:

• All qualified course requests must be made on a CS-365 Request for In-Service Training Incentive Credit form, with all information filled out.
• Completed CS-365 forms must be received by the Office of Learning and Development at least 7 days before the course start date – late requests will not be accepted. It is the employee’s responsibility to verify that the Office of Learning and Development has received their CS-365 request.
• Employees whose requests are approved by the Office of Learning and Development for incentive credit will receive a CS-372 “approval letter.” If a course is disapproved, the employee will be notified on a CS-372A form.
• The Office of Learning and Development may request additional information before a decision is made to approve or disapprove a course for incentive credit.
• All courses must be directly job related to the employee’s current job duties. Courses taken for promotional advancement are ineligible.
• Each course must be a minimum of 15 hours of in-class time for ½ incentive credit and a minimum of 24 hours of in-class time for 1 incentive credit.
• Course level must be appropriate to the employee's job classification.
• Only 2 courses for credit can be taken at a time.
• All courses must have an exam component.
• Completion credit will be given for non-State sponsored courses only when official transcripts/certificates are submitted to the Office of Learning and Development by the employee. Completion dates are those dates transcripts/certificates are received by the Office of Learning and Development, not the course end date.
• When each course is successfully completed, the Office of Learning and Development will send a “verification of completion” letter to the employee.

Upon successful completion of 4 credits, the Division of Human Resources will initiate the pay increment. Note: Requirements for obtaining college degrees, CEUs, who pays for the course or if the employee takes the course outside of work hours etc. are not criteria affecting the incentive credit programs.

*Online courses may be eligible if they meet all criteria, are approved in advance by the Office of Learning and Development, are taken at an accredited college or university, and a final transcript is submitted to the Office of Learning and Development.

If you have any questions call the Office of Learning and Development in the Division of Human Resources at 222-2178.