Employee Retention Requirement. Employees who are approved to receive a student loan payment reimbursement must remain actively employed by DHS for a period of one (1) year after receiving a reimbursement payment. Employees who voluntarily separate sooner than one (1) year after receiving such payment shall be required by the Appointing Authority to repay the student loan reimbursement received the previous year. Such repayment shall be on a prorated, monthly basis. The repayment requirements may, under special circumstances, be waived by the Employer, the Commissioner of Management and Budget. Such waiver must be requested in writing by the Appointing Authority. If an employee is required to repay all or part of a student loan reimbursement payment, the Appointing Authority shall deduct the amount owed from vacation payout or compensatory time payout or severance pay. If the amount withheld from payouts is not sufficient to reimburse the State, the employee is required to reimburse the State for the remaining amount. Retention and repayment requirements do not apply in the case of death or permanent layoff.
Employee Retention Requirement. Employees who are approved to receive a student loan payment reimbursement must remain employed by the Agency for a period of one (1) year after receiving a reimbursement payment. Employees who separate from the Agency sooner than one (1) year after receiving a reimbursement payment shall be required to repay the student loan reimbursement received the previous year on a prorated monthly basis. Retention and repayment requirements do not apply in the case of death or layoff of the employee who received the student loan reimbursement. • Reimbursement Schedule. Loan reimbursement payments may be disbursed with a disbursement schedule determined by the Agency. • Documentation of Student Loan Payments Made Required. The employee must provide documentation of actual student loan payments made within the twelve (12) months immediately prior to requesting student loan payment reimbursement. • This provision is not subject to the grievance procedure. • This provision becomes effective upon the 2023 – 2025 Agreement’s implementation, and will sunset upon the implementation of the 2025-2027 contract. Any employee who received Student Loan Repayment under the terms of this section remains obligated to the payback language if they separate from the Agency, even if this pilot is discontinued in subsequent Agreements. Recruiting Incentive (Pilot) With advance approval from MMB, the Appointing Authority may offer a recruiting incentive of up to $5,000 to new employees who accept hard-to-fill positions. • Whether or not a position is deemed “hard-to-fill” is determined by MMB, and the Appointing Authority must seek approval from MMB prior to offering a hiring incentive to any prospective employee. • The incentive shall be paid in two installments, the first of which occurs after successful completion of the required probationary period, in a lump sum effective the pay period following the new hire’s certification, and the second of which occurs after two years of continuous satisfactory service in that hard-to-fill position. • This provision is not subject to the grievance or arbitration process. This provision becomes effective upon the 2023-2025 contract’s implementation, and will sunset upon the legislature’s implementation of the 2025 – 2027 contract. However, employees awarded a recruiting incentive during this contract period remain eligible to receive the full payment in subsequent contracts even if this pilot program is discontinued. Employee Referral Incentive (P...
Employee Retention Requirement. Employees who are approved to receive a student loan payment reimbursement must remain employed by the Agency for a period of one
