Division of State Human Resources

Model Policies

Topics

 

EPMS

References

 

Topics

 

The following information does not apply to instructional personnel of institutions of higher learning or employees not covered by the State Employee Grievance Procedure Act (SEGPA).

 

Probationary Period

  • The probationary period is the initial working test period of employment in an FTE position with the State of not more than 12 months duration for non-instructional personnel or the academic year duration for instructional personnel except for those at State technical colleges, or of not more than 2 full academic years duration for faculty at State technical colleges. An employee who receives an unsatisfactory performance evaluation during the probationary period must be terminated before becoming a covered employee.

  • The performance review period for a probationary employee begins on the date of employment and ends the day before the annual performance review date. For example, an employee who is hired on December 2 should have their annual review completed on or before December 1 of the following year.

  • During the probationary period, the probationary employee receives leave and may participate in retirement, insurance and deferred compensation benefits. Insurance benefits are only available for employees working at least a 30-hour workweek. If the employee successfully completes the probationary period, the employee becomes covered under the SEGPA and becomes eligible for recall and reinstatement rights in the event of a reduction-in-force.

  • Once a probationary period has been completed, the covered employee does not serve another probationary period, provided there is no break in state service or movement from a position not covered by the SEGPA.

  • The agency head or his designee may count up to six months of continuous satisfactory service in a temporary, temporary grant, time-limited or another full time equivalent (FTE) position in the same or different state agency toward completion of an employee's probationary period in accordance with the State Human Resources Regulations.

  • Should an employee be promoted, demoted, reclassified or reassigned prior to completing a probationary period, the employee would start a new 12-month probationary period. However, at the agency head's discretion or designee may count up to six months of continuous satisfactory service in the previous class toward the employee's probationary period which would result in a reduction in the length of the employee's performance review period. 

  • An employee's probationary period cannot be extended beyond 12 months.

 

Trial Period

  • A trial period is the initial working test period of six months immediately following a covered employee's promotion, reclassification, demotion, reassignment or transfer to a classification or unclassified state title in which they have never attained permanent status. Upon successful completion of a trial period, the employee attains permanent status in the class. The trial period provides the supervisor an opportunity to observe an employee's performance prior to the employee receiving permanent status in a new classification or unclassified state title.

  • An employee's trial period may be extended for up to 90 calendar days upon written notification to the employee of the extension prior to the end of the six-month trial period.

  • If the employee has been promoted, reclassified, or reassigned and does not successfully complete the trial period, the agency must remove the employee from the position by demoting, reclassifying, or reassigning the employee back to the previous position or a position equal to the old position. If a transfer from another agency is involved, the agency has the option of removing the employee from the position by reassigning the employee to a position similar to the prior position. 

  • When an employee's state class title changes to a class in which the employee has previously completed a successful trial period and attained permanent status in the class, the employee does not serve another trial period.

  • After successful completion of a trial period, the annual performance review date is established one calendar year from the end of the trial period. For example, if the employee's trial period ends on January 1, the annual performance review date is January 2; therefore the employee's evaluation must be completed by January 1 of the next year, unless the agency uses a universal review date.

 

 

Performance Review Date

  • The performance review date is the first day which marks the beginning of a new performance review period.

  • The supervisor can complete the employee's evaluation any time during the 90 days before the conclusion of the employee's review period. 

  • A covered employee who is promoted, demoted, reclassified, reassigned or transferred to a new class or unclassified state title in which the employee has permanent status in the class or unclassified state title, the employee’s performance review date is reestablished six months from the date of the promotion, demotion, reclassification, reassignment or transfer.

  • A covered employee who is transferred to another state agency in the same class or reassigned in the same agency to the same class in which they have permanent status and is within six months or less of their review date, their performance review date will advance six months from the transfer or reassignment. If the review date is more than six months from the reassignment or transfer, their review period will not change.

  • When an employee is promoted or reclassified upward, and prior to attaining permanent status in the class is demoted or reclassified downward to the previous class, the employee would retain the original performance review date.

  • When an employee's supervisor changes during the review period, the previous supervisor may complete the employee's evaluation within 90 days of the annual performance review date, or the new supervisor is responsible for completing the evaluation with or without the previous supervisor's input. 

 

Universal Review Date

  • A universal review date is the one date on which annual performance reviews are due for all employees in an agency or every employee in an organizational unit. 

  • If an agency choses to use universal review date it must update its EPMS policy to include provisions for a universal review date. As of the effective date of the revised policy, the agency will use in a short year review period until the universal review date occurs. 

  • A short year review is a performance appraisal that evaluates an employee's performance for a period of time less than twelve months to phase onto a universal review date.

 

Planning Stage

  • The planning stage is designed to outline the job functions and performance expectations for the rating period.

  • The job duties are used to identify the specific job functions that will be reviewed for the rating period and identify the success criteria for evaluating the employee's performance.

  • Each employee should have a planning stage conducted as soon as possible at the beginning of each rating period. Good management practices encourage the planning stage to be completed within at least the first six weeks of the beginning of the rating period.

  • Objectives are special, non-recurring projects or assignments that are not included on an employee's job description. Objectives are optional for all employees and not a requirement on an EPMS evaluation. The agency may determine whether to use objectives for all its employees.

 

Evaluation Stage

  • The rater (supervisor) may complete the employee's EPMS evaluation up to 90 days prior to the annual performance review date which does not change the annual performance review date.

  • The rater must complete the employee's EPMS evaluation by the close of business on the day before the employee's annual performance review date or the employee will receive a "successful" rating by default. EPMS documents should be completed prior to the annual performance review date. Good management practices encourage the rater to complete the employee's EPMS evaluation even after the annual performance review date has been missed.

  • The rater's rating on an EPMS evaluation can be changed by a reviewer (supervisor’s supervisor) only if it is allowed by the agency's EPMS policy.

  • If employees disagree with their appraisal they may attach a response to the EPMS evaluation stating their reasons for the disagreement.

  • The EPMS rating is neither grievable nor appealable under the State Employee Grievance Procedure Act.

  • Should an agency choose to use less or more than the standard three levels of performance in its EPMS policy, the agency should consult its human resources consultant since its reduction in force must be updated and approved by the Division of State Human Resources (DSHR). The policy must have a conversion for the standard three levels of performance for merit pay and reduction-in-force purposes. 

  • If employees refuse to sign their EPMS evaluation form, the rater should note the refusal on the form. If there is a witness to the refusal, the witness should also sign the form.

 

Substandard Performance

  • While coaching and counseling may be used to improve an employee's performance, the use of a "Warning Notice of Substandard Performance" is not required in a probationary period. If an uncovered employee is not performing satisfactorily during the probationary period, the employee shall or must be terminated before becoming a covered employee. Until an employee has completed the probationary period and has a "successful" or higher overall rating on the employee's performance evaluation, the employee has no grievance rights under the State Employee Grievance Procedure Act.

  • If during the performance period a covered employee is considered "unsuccessful" in any essential job function or objective which significantly impacts performance, the rater should provide the employee with a written "Warning Notice of Substandard Performance".

  • The requirements of a "Warning Notice of Substandard Performance" are: The notice shall be in writing, addressed to the employee, labeled as a "Warning Notice of Substandard Performance," and signed by the employee (witnessed, if employee will not sign). The notice shall list the job function(s) and/or objective(s) included on the employee's planning document that are considered "unsuccessful," with an explanation of the deficiencies for each job function and/or objective. The notice shall include the time period for improvement and the consequences if no improvement is noted (i.e., dismissal, demotion, reassignment). The notice shall include a plan for evaluating employee progress during the warning period. In addition, a copy of the notice shall be given to the employee and placed in the employee's official personnel file.

  • The "Warning Notice of Substandard Performance" must provide for an improvement period of no less than 30 calendar days and no more than 120 calendar days. The "Warning Notice of Substandard Performance" may be issued at any time during the review period. Ordinarily, the warning period may not extend beyond the employee's annual performance review date. However, the performance review date may be advanced to coincide with the "Warning Notice of Substandard Performance" dates.

  • It is recommended that a supervisor plan for a range of several days instead of one specific date to complete the employee's rating during the improvement period. 

  • Once a time frame for improving substandard performance has been given, the employee must be rated prior to the end of the warning period or the employee will receive a "successful" rating by default. 

  • A "Warning Notice of Substandard Performance" can be extended prior to the last day indicated in the “Warning of Substandard Performance;” however, the entire period cannot extend beyond 120 calendar days from the date that an employee is issued a "Warning Notice of Substandard Performance." 

  • Should the employee’s performance improve to the successful or higher level during "Warning Notice of Substandard Performance" the rater should give the employee written notice indicating the improvements that were made. The notice is placed in the employee's personnel file and the employee continues to perform his regular job duties. This action does not alter the annual performance review date. 

  • By the end of the warning period, if the employee is rated "unsuccessful" on any essential job function or objective which significantly impacts performance as noted in the "Warning Notice of Substandard Performance," the employee shall be removed from the position immediately (i.e. terminated, reassigned, demoted). 

  • Upon the third occurrence of a "Warning Notice of Substandard Performance" within a 365-day period, an employee shall be removed from the position without further notice. 

  • According to the State Employee Grievance Procedure Act, a "Warning Notice of Substandard Performance" is not grievable or appealable. However, if an employee is subsequently demoted or terminated, these actions may be grievable or appealable.

 

Overtime

 

Grievance

 

Progressive Discipline

References

Topics

  • Whenever possible, coaching and counseling should precede any disciplinary action.

  • The types of disciplinary actions typically included in an agency's progressive discipline policy are oral reprimand, written reprimand, suspension and termination. An agency may also use reassignments, reclassifications, unclassified State title changes and demotions as types of disciplinary actions.

  • Because probationary employees do not have grievance rights, agencies should not use their progressive discipline policy with probationary employees.

  • A disciplinary action should generally be in the form of a letter and include the following items:

  • The effective date of the action;

  • Facts - define the problem based on facts, including any past disciplinary problems;

  • Objectives - define what must be done to correct the problem or what the desired behavior is;

  • Solutions - indicate the resources that will be provided to help the employee achieve the desired behavior; and

  • Actions - state the consequences of not correcting the behavior and the time limit within which the problem is to be corrected.

  • An agency generally should include documentation of disciplinary actions in an employee's personnel file.

  • Oral reprimands should be documented, and the documentation should be signed by both the employee and the supervisor.

  • If the employee refuses to sign the disciplinary action letter or form, a notation of this should be made on the disciplinary action letter or form. If possible, a witness should sign to acknowledge that the employee refused to sign the documentation.

  • Before taking disciplinary action, agencies should refer to their progressive discipline policy, the Act on Alcoholism, the American with Disabilities Act (ADA), the American with Disabilities Act Amendments Act (ADAAA), S.C. Code of Laws Section 8-11-110, Section 44-107-10 through 90 (Drug Free Workplace Act), the State Human Resources Regulations Section 19-710.04, B.5. and the Omnibus Transportation Employee Testing Act of 1991 (for employees with a commercial driver's license).

Progressive Discipline Policy Approval and Review

  • The Division of State Human Resources must approve an agency's progressive discipline policy.

The approved policy does not become effective until employees receive actual notice of any revisions to the policy, including a date for implementation.

Reduction In Force

References

Topics

 

General Information

  • An agency can implement a Reduction in Force (RIF) for one or more of the following reasons:

  • Reorganization (example: outsourcing);

  • Work Shortage (example: automation, declining enrollment);

  • Loss of Funding (example: budget cuts, grant revenue loss);

  • Outsourcing/Privatization (example: contracting with a company for printing services).

  • A RIF policy is the document created to outline the components of a RIF and the manner in which it is implemented. If an agency determines a RIF is needed, it develops a RIF plan. The RIF plan must outline why a RIF is being implemented and must contain information such as the competitive area, the competitive group, the employee(s) affected by the RIF, and what efforts will be made to assist them. The agency's RIF plan must include all the mandatory components of a RIF plan as outlined in the agency's RIF policy.

  • Once completed and approved by agency management, the RIF plan containing all required information must be submitted to the Division of State Human Resources (DSHR) for review and approval for procedural correctness. Procedural correctness indicates only that the agency has included the components in the RIF plan as provided for by the agency's RIF policy.

  • An agency may not hire a temporary employee to perform the duties of an employee affected by a RIF. If these duties are required to be performed within one year of the effective date of the RIF, the agency should reestablish the position and implement its recall procedure.

Reduction-in-Force Plan Development

RIF Samples (link to separate pages)

  • The agency should determine the following items prior to developing the RIF plan: the reason for the RIF, the competitive area(s), the competitive group(s) and the number of positions in each State class title that are to be eliminated.

  • The competitive area is the area of the agency impacted by the RIF. The agency determines the competitive area(s) the RIF will impact. A competitive area may be the entire agency, a department, a unit or a geographical location. The agency should establish a competitive area that is clearly distinguishable from the staff in other areas and where the interchange of employees would not be practical.

  • A competitive group may be an established State class title, State class title series or State class titles that are part of the agency's normal established career path. An example of a State class title series may be Auditor I, Auditor II, Auditor III, Auditor IV, Audits Manager I, and Audits Manager II. An example of the State class titles that are a part of the agency's normal established career path may be Administrative Assistant, Communications Coordinator, Program Coordinator II, and Program Manager I.

  • The agency must use State class titles, not internal titles, when determining competitive groups or classes.

  • An employee may be affected by a RIF by involuntary separation, involuntary demotion, reassignment or a reduction in work hours.

  • Covered employees in State government have RIF rights. A RIF does not apply to non-covered employees (i.e., probationary employees, temporary employees, temporary grant employees and time-limited project employees). Employees exempted from this provision are listed in S.C. Code Section 8-17-370.

  • An employee who is notified of a pending RIF and, prior to the effective date of the RIF, voluntarily applies for, accepts, and begins a position within state government or with another employer would not have recall or reinstatement rights. An employee has recall and reinstatement rights only if they are in the position affected by the RIF on the effective date of the RIF. Agencies are advised to inform employees of these rights at the time of the notification of the RIF. If an employee wants to maintain their RIF rights, they should begin the other job after the effective date of the RIF.

  • Retention points are based on an employee's previous performance evaluations and continuous State service, as determined by the agency's RIF policy. The agency calculates retention points for covered employees in the competitive area(s) and competitive group(s) to be used in determining which covered employees are to be involuntarily separated, demoted, reassigned or have a reduction in work hours. The only exception allowed to adjust retention points is if the agency's RIF policy has the provision to add points to an employee's total retention points if the employee is bumping down to compete in a State class title in a lower band.

  • Continuous State service is service with one or more State agencies without a break in service.

  • A covered employee in a State class title with a higher pay band has the right to displace, or bump, another covered employee in a State class title with a lower pay band (within the competitive area and competitive group) who has accumulated less retention points. Under no circumstances may an employee gain from a RIF. Bumping rights are provided only downward.

  • An employee who was involuntarily demoted as a result of bumping in a RIF may not continue to perform the duties of the position in the higher pay band. Should the majority of these duties need to be performed within one year of the effective date of the RIF, the agency should reestablish the position in the higher band and implement its recall procedure.
  • An employee with a lower number of retention points can be retained in preference to another employee in the competitive area(s) and group(s) with a higher number of retention points only when the agency determines that a Retention of Necessary Qualifications applies.
  • A Retention of Necessary Qualifications (RNQ) is used when an agency has determined that an employee with higher retention points will not be able to satisfactorily perform the duties of the job, within a reasonable training period, based on the lack of knowledge, abilities, skills, supervisory responsibilities, or necessary experience. In this case, the employee with lower retention points may be retained in preference to the employee with higher retention points. The agency must justify and retain documentation to support the Retention of Necessary Qualifications.

Implementation of a Reduction in Force

  • Generally, an agency must notify an employee affected by a RIF, which has been approved for procedural correctness by the Division of State Human Resources (DSHR) in writing no less than one week prior to the effective date of the RIF. DSHR recommends providing notice at least two weeks prior to the effective date.

  • An employee affected by a RIF has the right to see a copy of the RIF plan.

  • The agency's RIF policy specifies what information should be given to an employee affected by a RIF to include: the reason for the RIF, the competitive area(s) and competitive group(s), the benefits to which an employee is entitled, reinstatement rights and recall rights, the manner in which the agency will notify an employee affected by a RIF of any vacancy involving recall rights, and the requirements of S.C. Code Ann. Section 8-11-185.

 

RIF Applicant Pool

  • State government employees separated by a reduction in force (RIF) with grievance rights, may participate in DSHR's RIF Applicant Pool. State agencies are required to submit specific information electronically to DSHR concerning employees separated by a RIF.

  • The information provided by state agencies becomes DSHR's official RIF Applicant Pool database. Any state agency that posts a vacancy is required to give priority consideration to employees separated by a RIF.

  • Eligible employees separated by a RIF can access this information at any time to update their addresses, telephone numbers, skills or other information. The eligible employee's information will remain in the RIF applicant pool database for 12 months following the effective date of the RIF. State agencies can access the information in the RIF Applicant Pool to identify those applicants to whom they should give priority consideration.

RIF Applicant Update

RIF Agency Access­­­­­­­­­­­­­­­­­­

Recall and Reinstatement Rights

  • An agency will notify an employee of any vacancies to which they have recall rights and will report information about the employee affected by a RIF to the Division of State Human Resources (DSHR).

  • If a vacancy occurs within the competitive area which is in the same State class title as the position the employee held prior to the RIF, the Agency will recall eligible employees to the position in the inverse order of the layoff. The Agency will notify the employee in writing of the job offer, recall rights and time frame the employee has to respond to the job offer.

  • An employee affected by a RIF has recall rights to a position which is reestablished in the same State class title as the position the employee held prior to the RIF within the competitive area for one year from the effective date of the RIF. If an employee is bumped into a lower pay band, the employee still has recall rights to the position in the same State class title with the higher band and competitive area the employee was in prior to the RIF.

  • At the time of recall, the agency will offer the recalled employee insurance benefits as a new hire. The agency will also reinstate the employee's accumulated sick leave, and will provide the employee the option of buying back all, some, or none of his annual leave at the rate it was paid out at the time of the separation.

  • An employee affected by a RIF may voluntarily waive his recall rights by submitting a written notification to the agency. Additionally, if the employee does not accept the job offer within the time frame allotted in the agency's RIF policy, the employee's recall rights are waived.

  • Reinstatement rights are the rights of an employee affected by a RIF to have employee benefits restored if the employee accepts a job offer to a Full Time Equivalent (FTE) position. Upon returning to employment in an insurance eligible FTE position, the employee will be offered insurance benefits as a new hire. The Agency will also reinstate the employee's accumulated sick leave, and will provide the employee the option of buying back all, some, or none of his annual leave at the rate it was paid out at the time of the separation. If an employee elects to buy back annual leave, they must purchase the leave from the agency where they were employed prior to the RIF.

  • An employee separated by a RIF has reinstatement rights to a position in State government for one year from the effective date of the RIF. An employee separated by a RIF may apply for any State job for which they meet the minimum training and experience requirements. After the employee exercises their reinstatement rights once, they no longer maintain their reinstatement right benefits; however they still retain recall rights for the remainder of the year from the effective date of the RIF.

  • When an employee is separated by a RIF and subsequently recalled or reinstated, no changes are made in regards to the employee’s state hire date, agency service date, leave accrual date and continuous state service date.

  • If the employee is recalled or reinstated to a position in the same State class title he held prior to the RIF, the EPMS review date is reestablished six months from the date the employee is recalled or reinstated. If the employee is reinstated into a different State class title in which the employee has not attained permanent status, the employee would serve a six month trial period from the date of reinstatement.

  • All leave in excess of 45 days is restored to an employee who has been recalled or reinstated ONLY if the employee buys back all of the annual leave which was paid out at the time of the RIF.

  • An employee who has accepted a position in a lower pay band than the one from which they were separated as the result of a RIF, still retains recall rights to a position in the same State class title within the competitive area as the position held prior to the RIF.

Grievance Rights

  • A covered employee who is affected by a RIF has the right to file a grievance to the agency and an appeal to the State Human Resources Director only if the grievance or appeal is based on improper or inconsistent application of a RIF policy or plan.

  • The time frame to file a grievance begins with the effective date of the RIF, not the date the employee is notified about the RIF.

 

RIF Transaction Codes (SCEIS and HRIS)

 

HRIS
  • 21 -- Separation due to a RIF
  • 22 -- Termination in conjunction with a RIF (Probationary Employees only)
  • 45 -- RIF Reinstatement
  • 45 -- RIF Recall
  • 47 -- RIF Demotion
  • 48 -- RIF Reassignment

 

SCEIS

Action – Rehire (Employee in withdrawn status)

  • 03 RIF Reinsta-RIF Demo w/in 1 Yr

This reason represents an employee who is in a withdrawn status in SCEIS and is rehired at the same agency or a different agency into a lower pay band FTE position than the position at the time of the RIF.

  • 04 RIF Rein-RIF Reassgn w/in 1 Yr

This reason represents an employee who is in a withdrawn status in SCEIS and is rehired into an FTE position in the same agency and same pay band FTE position as the position at the time of the RIF.

  • 05 RIF Recall within 1 Yr

This reason represents an employee who is in a withdrawn status in SCEIS and is rehired into an FTE position in the same agency, within the same competitive area and same competitive classification as the position at the time of the RIF.

  • 11 RIF Reinsta-RIF Prom w/in 1 Yr

This reason represents an employee who is in a withdrawn status in SCEIS and is rehired at the same agency or a different agency into a higher pay band FTE position than the position at the time of the RIF.

  • 12 RIF Reinsta-RIF Trans w/in 1 Yr

This reason represents an employee who is in a withdrawn status in SCEIS and is rehired into an FTE position at a different agency in the same pay band FTE position as the position at the time of the RIF.

 

Action – Movement Between Agencies (Transfer) (Employee in active status)

  • 09 RIF Reinsta-RIF Demo w/in 1 Yr

This reason represents an employee who is currently in active status is SCEIS (live in SCEIS), in a non-FTE position and is reinstated at a different agency into a lower pay band FTE position than the position at the time of RIF.

  • 10  RIF Reinsta-RIF Prom w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS (live in SCEIS), in a non-FTE position and is reinstated at a different agency into a higher pay band FTE position than the position at the time of RIF.

  • 11   RIF Reinsta-RIF Tran w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS, in a non-FTE position and is reinstated at a different agency into the same pay band FTE position as the position at the time of RIF.

  • 12  RIF Recall w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS, and returns to a FTE position at the original agency in the same competitive area and same competitive class as the position at the time of the RIF.

Action – Non-Payroll SAP to Payroll SAP

  • 13 RIF Reinsta-RIF Demo w/in 1 Yr

This reason represents an employee who never received a PERNER (the employee is from a non-SCEISagency) and is hired to a different agency in a lower pay band FTE position than the position at the time of RIF.

  • 18 RIF Reinsta-RIF Prom w/in 1 Yr

This reason represents an employee who never received a PERNER (the employee is from a non-SCEIS agency) and is hired to a different agency in a higher pay band FTE position than the position at the time of RIF.

  • 19 RIF Reinsta-RIF Tran w/in 1 Yr

This reason represents an employee who never received a PERNER (the employee is from a non-SCEIS agency) and is hired to a different agency but in the same pay band FTE position than the position at the time of RIF.

Action- Demotion

  • 01 FTE RIF Demotion

This reason represents an agency’s action to demote an employee within the competitive area and competitive group as the result of an approved RIF plan.

Action- Appointment Change

  • 06 RIF Reassignment

This reason represents an agency reassigning an employee within the competitive area as a part of an approved RIF plan.

  • 09 RIF Decrease in Work Hours

This reason represents an agency’s action to reduce an employee’s work hours within the competitive area and competitive class as the result of an approved RIF plan.

Action- Separation

  • 12 RIF Separation

This reason represents an agency’s action to separate an employee as the result of an approved RIF plan.

Action – Appointment Change- These actions are associated with changes an employee experiences within the same agency.

  • 32  Reason RIF Recall w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS in a FTE or non-FTE position who is moved to a FTE position in the same agency, within the same competitive area and same competitive class as the position at the time of the RIF.

  • 33  Reason RIF Rein-RIF Reassgn w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS in a non-FTE position who is moved to a FTE position in the same state agency in the same pay band as the position at the time of the RIF.

  • 36  Reason RIF Rein-Tran w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS in a non-FTE position who is moved to a FTE position in the same agency in the same pay band as the position at the original agency at the time of the RIF.

  • 34  Reason RIF Reinsta-RIF Demo w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS in a non-FTE position who is moved to a FTE position in the same state agency in a lower pay band than the position at the time of the RIF.

  • 35  Reason RIF Reinsta-RIF Prom w/in 1 Yr

This reason represents an employee who is currently in an active status in SCEIS in a non-FTE position who is moved to a FTE position in the same agency in a higher pay band than the position at the time of the RIF.

THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY CONTRACT OF EMPLOYMENT.