As a result of the pandemic, some areas may see an increase in work. See below for reminders about the rules and procedures that apply to classified employees.
State classified employees are considered overtime eligible (non-exempt) if they work more than 40 hours in a week. This applies to those working remotely or on campus. All overtime must be pre-approved or requested by a supervisor. Additionally, some classified employees may have agreed to earn compensatory time off, up to 120 hours, in lieu of cash payment. Please consult with your supervisor.
Follow the “Time Tracking for Coronavirus” job aid (page 2) to enter time in Workday. Enter time according to the pay period as “overtime-daily” with an “AC” worktag.
Currently, classified employees will continue to receive shift differential.
There must be a significant change in permanent job duties and responsibilities which alters the basic purpose of the position to the degree that the significant changes no longer meets the class to which it is assigned, per Nevada Administrative Code (NAC) 284.126. Given current budgetary constraints, managers should be judicious in assigning duties outside the scope of an employee’s current classification.
All hourly and salaried classified employees who do not have work to perform remotely should be placed on paid administrative leave. Note that supervisors can consider assigning online training sessions. There are many no-cost programs available through various university resources.
Classified evaluations should still continue as the State has not afforded any extensions and per the Nevada Administrative Code (NAC), classified employees are entitled to an evaluation. Below are steps to assist managers in completing evaluations in a timely manner:
- Notify your classified employee, preferably by phone, that you will send them a draft of their evaluation for their review.
- Follow up with a phone or video call to discuss further. If the employee has technological limitations, mail documents to them and then follow up via phone.
- Once the phone or video meeting has occurred, send the employee a copy signed by the supervisor. The employee can either:
- Print the evaluation, sign it, scan it, and email it back to the supervisor.
- Print the evaluation, sign it, take a cell phone photo of the evaluation (as long as all of the pages are visible), and text or email it back to the supervisor.
- Send an email or text message indicating that by way of their communication they are signing the evaluation.
- If this option is selected, the supervisor must save the email as a PDF and append to the appraisal document mail the employee evaluation, schedule a phone call/meeting to discuss, have the employee mail it back (note, if this option is chosen, please send the mail certified, return receipt requested).
If supervisors or employees have questions or need assistance, they can reach out to their Employee Relations Specialist.