Arduous Pay. The State at its discretion may provide arduous pay, $300 - $1200 per pay period, to Work Week Groups E and SE employees in accordance with the existing Pay Differential 62, FLSA Exempt Employee Differential For Extremely Arduous Work and Emergencies. The following criteria shall apply:
A. Requests for arduous pay shall be made to DPA on a case-by-case basis by the employing department. DPA shall evaluate said requests based on whether it satisfies all of the following: • Nonnegotiable Deadline or Extreme Urgency The work must have a deadline or completion date that cannot be controlled by the employee or his/her supervisor, or must constitute an extreme urgency. The deadline or extreme urgency must impose upon the employee an immediate and urgent demand for his/her work that cannot be avoided or mitigated by planning, rescheduling, postponement or rearrangement of work, or modification of the deadline. • Work Exceeds Normal Work Hours and Normal Productivity The work must be extraordinarily demanding and time consuming, and of a nature that it significantly exceeds the normal workweek and work productivity expectations of the employee’s work assignment. Employees who are excluded from FLSA are expected to work variable work scheduled as necessary to meet the demands of the job. This pay differential is not intended for employees who regularly or occasionally work in excess of the normal workweek to meet normal workload demands. It is intended where in addition to working a significant number of hours in excess of the normal workweek, there is a demand for and achievement of greater productivity or result. Time that an employee is absent during his/her regular working hours, whether paid or unpaid, shall be taken into consideration when DPA reviews arduous pay requests from departments. • Work is Unavoidable The work must be of a nature that it cannot be postponed, redistributed, modified, reassigned or otherwise changed in any way to provide relief.
Arduous Pay. The State at its discretion may provide arduous pay, $300 - $1200 per pay period, to Work Week Groups E and SE employees in accordance with the existing Pay Differential 62, FLSA Exempt Employee Differential For Extremely Arduous Work and Emergencies. The following criteria shall apply:
A. Requests for arduous pay shall be made to California Department of Human Resources (CalHR) on a case-by-case basis by the employing department. CalHR shall evaluate said requests based on whether it satisfies all of the following: • Non-negotiable Deadline or Extreme Urgency The work must have a deadline or completion date that cannot be controlled by the employee or his/her supervisor, or must constitute an extreme urgency. The deadline or extreme urgency must impose upon the employee an immediate and urgent demand for his/her work that cannot be avoided or mitigated by planning, rescheduling, postponement or rearrangement of work, or modification of the deadline. • Work Exceeds Normal Work Hours and Normal Productivity The work must be extraordinarily demanding and time consuming, and of a nature that it significantly exceeds the normal workweek and work productivity expectations of the employee’s work assignment. Employees who are excluded from FLSA are expected to work variable work scheduled as necessary to meet the demands of the job. This pay differential is not intended for employees who regularly or occasionally work in excess of the normal workweek to meet normal workload demands. It is intended where in addition to working a significant number of hours in excess of the normal workweek, there is a demand for and achievement of greater productivity or result. Time that an employee is absent during his/her regular working hours, whether paid or unpaid, shall be taken into consideration when CalHR reviews arduous pay requests from departments. • Work is Unavoidable The work must be of a nature that it cannot be postponed, redistributed, modified, reassigned or otherwise changed in any way to provide relief.
