AFSCME Contract - MMB Home - Minnesota Management & Budget

200 Centennial Office Building
658 Cedar Street
St. Paul, MN 55155
651.259.3637
TTY 651.282.2699
www.doer.state.mn.us
May 26, 1999
Mr. Peter Benner, Executive Director
AFSCME Council 6, AFL-CIO
300 Hardman Avenue South
South St. Paul, MN 55075
Dear Pete:
As we discussed in negotiations, the State and the Union have agreed to change the method used to
calculate holiday pay proration for employees who work less than full time. This change will be effective on
October 1, 1997.
The State will provide the following direction to agencies in this matter:
Part-time employees and eligible intermittent employees who are not working on the holiday shall have
holiday pay calculated based on the number of hours paid in the pay period divided by the number of nonholiday
hours in the pay period. For example: for pay periods containing one holiday, the employee’s hours
paid would be divided by 72; for pay periods containing two holidays, the employee’s hours paid would be
divided by 64; and for pay periods containing three holidays, the employee’s hours paid would be divided by
56. This ratio will then be multiplied by eight and rounded to the nearest whole hour to determine the
number of holiday hours paid. See Appendix B1.
For part-time employees only, uncompensated approved leave will be counted as “hours paid,” but only for
scheduled hours for which the employee requests and is granted time off as an unpaid leave of absence.
Such approved leave without pay (LWOP) must be clearly marked on the timesheet and will be coded as
such. A change in unscheduled days does not constitute an unpaid leave.
Overtime compensated at the rate of time and one-half shall not count as hours worked or paid. Overtime
compensated at the rate of straight time (i.e. “part-time pilot” situations) shall count as hours worked or paid.
If an employee is appointed or recalled during a pay period in which a holiday(s) occurs, and the employee is
eligible for holiday pay, the proration shall be based on the hours worked or paid in the next pay period which
does not include a holiday. For this purpose, and for those employees on a voluntary reduction in hours, use
the table in Appendix B.
If an employee is laid off or terminated during a pay period in which a holiday(s) occurs, and the employee is
eligible for holiday pay, the proration shall be based on the hours worked or paid in the most recent pay
period which does not include a holiday. For this purpose, use the table in Appendix B.
Sincerely,
Wayne Simoneau /s/
Deputy Commissioner
Equal Opportunity Employer
Minnesota Department of Employee Relations
2013-2015 AFSCME Contract – Page 96