(a) Education Incentive Pay Plan.
(1) All full-time employees who are eligible for overtime compensation, and who have completed one (1) year of full-time service with the Village, are eligible to receive the following annual pay incentive:
Type of Education | Annual Pay Incentive |
2-Year Associate Degree | $1,000 |
4-Year College Degree | 2,000 |
Masters Degree | 2,500 |
(2) A single annual payment for education incentive shall be made in the first July payroll as additional taxable compensation, based on the highest degree achieved as of that date. Payments shall be made to those employees employed as of July 1st. Payments will begin upon submission of proof of the certificate or degree to the Finance Director, or his designee, for qualification and approval prior to July 1st in the year in which payments begin.
(3) Payments will be made during the calendar year in which the certificate or degree is awarded and each calendar year thereafter while in the full-time employ of the Village.
(4) Degrees eligible for the incentive must be granted by an accredited degree granting institution of higher learning.
(b) Wellness Incentive Pay.
(1) All full-time and part-time employees who have completed six (6) months of services with the Village are eligible to participate in the wellness incentive pay plan. Both part-time and full-time non-tobacco user employees must be in the active pay status in order to be eligible to receive payments under this program. A part-time employee must have worked a minimum of eight (8) hours per pay period in the previous six (6) months in order to be eligible to participate in the wellness incentive pay plan.
(2) Payments for those eligible will generally be paid every six (6) months, not to exceed two (2) payments in any calendar year. Payments will begin after completion of the required approved fitness test and for those qualifying under the program guidelines set up and approved by the Village. Payment for full-time employees is made on the basis of two dollars ($2.00) per point earned or granted as shown on the chart below.
RATING | RATING INTERVALS EVERY 6 MONTHS ACTIVE PAY |
Excellent | $900.00 - $1,000 |
Good | $750.00 - $899.00 |
Above Average | $600.00 - $749.00 |
Average | $450.00 - $599.00 |
Below Average | $301.00 - $449.00 |
Poor | $0.00 - $300.00 |
Part-time employees shall receive a prorated payment on the basis of $2.00 per point earned or granted as shown on the chart above multiplied by a factor that equals the number of hours the part-time employee worked during the previous calendar year divided by 2080 (e.g. for the year 2013, an employee who worked 520 hours in 2012 and qualifies as “Excellent” in 2013 would receive (520/2080) x $1,000 = $250).
(3) Failure to take a test, or to follow the guidelines of the Village’s appointed Counselor, and/or failure to improve when in the poor or below average ratings, will result in ineligibility for six (6) months.
(4) To be eligible for payment under this plan, the employee must sign an affidavit asserting that he or she has not smoked or otherwise used tobacco products within the six month period just prior to the fitness test.
(Ord. 2013-110. Passed 4-9-13.)
(c) (Reserved).
(d) Attendance Incentive Program.
(1) Purpose. To minimize disruption to the work schedule and minimize the need for unscheduled overtime work.
(2) Incentives. The Attendance Incentive Program has two rewards, a monetary incentive and a scheduled time off incentive.
(Ord. 2008-101. Passed 1-8-08.)
(3) Eligibility. All full-time employees who are eligible for overtime compensation and who have completed one (1) or more years of full-time, uninterrupted, continuous service with the Village of Hunting Valley as of the ending date of the Plan Year will be eligible for the Attendance Incentive Program. In determining an employee’s eligibility, a deduction will be made for any interruption in continuous service for any period greater than ten (10) consecutive unpaid work days in the inactive pay status. The “Plan Year” is defined as twenty-six consecutive pay periods with the twenty-sixth pay period having an ending date closest to November 1st.
(4) Active Pay Status. Active pay status is defined to include hours for which wages are paid by the Village for services provided, vacation hours, holiday hours, sick leave, bereavement leave, or paid administrative leave.
(5) Inactive Pay Status. Inactive pay status includes all periods when an employee is not receiving wages for hours designated in the active pay status. Injury leave where an employee receives payments from the Bureau of Workers’ Compensation, or all other unpaid leave of absences are considered inactive status for purposes of attendance incentive credit.
(6) Date of Payment. Generally, employees will receive this payment in a special pay period ending closest to December 15.
(7) Computation of Monetary Incentive. The amount of the payment will be determined by multiplying the employee’s base monthly rate of pay in effect on the ending date of the plan, by twelve (12) and multiplying the result of that computation by a percentage as determined in the chart below, where ‘minimum hours’ and ‘maximum hours’ will mean the hours of sick time used (whether paid or unpaid) by the employee, added to the hours that the employee was on inactive pay status for the plan year. Time off granted because of this incentive is subject to administrative rules of the Mayor.
(8) Scheduled Time-off Incentives. The number of hours of scheduled time off granted to the employee will be determined by the chart below.
Minimum Hours | Maximum Hours | Monetary Percentage | Scheduled Time- Off (Hours) |
0 | 0 | 3.5 | 20 |
.25 | 8 | 3.0 | 10 |
8.25 | 16 | 3.0 | 5 |
16.25 | 24 | 3.0 | 0 |
24.25 | 40 | 2.5 | 0 |
40.25 | 64 | 2.0 | 0 |
64.25 | 88 | 1.5 | 0 |
88.25 | 120 | 0.75 | 0 |
120.25 | Unlimited | 0 | 0 |
(Ord. 2016-23. Passed 11-15-16.)