Phila. Civil Service Reg. 31.50 to 31.99999, (Trans.279, Apr-10-2001)

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Philadelphia Civil Service Regulations
Table Of Contents . . . Purpose Definitions Preparation, Adoption and Revision of Regulations Exemptions from Civil Service Classification Plan Pay Plan General Requirements for Applicants Applications Examinations Eligible Lists Requisitions, Certification and Appointment Limited-Term Appointments Assignments and Transfers Probationary Period Resignation, Reinstatement, Restoration and Retirement Layoffs Dismissals, Demotions, Suspensions and Appeals Hours of Work Holidays Vacation Leave Sick Leave Leaves of Absence Performance Reports Working Conditions Records and Reports Training of Employees Safety, Health, Welfare and Recreation Labor Relations Political Activity Residence Requirement Interim Regulations: 31.01, 31.19, 31.50+ Injury and Disability Miscellaneous Regulations Alphabetical Index . . . return to Personnel Home Page	31. INTERIM REGULATIONS (continued, 31.50 to 31.99999) 31.50 - LUMP SUM LONGEVITY PAYMENT - DISTRICT COUNCIL #33 LOCAL 159B. Employees in the following classes of positions shall be eligible to receive lump sum longevity payments: Youth Detention Counselor I Youth Detention Counselor II Prison Baker Prison Cook Prison Maintenance Mechanic Prison Trades Worker Effective July 1, 1986, all such employees with two or more years of service in these classes, but less than six years of such service or who will not complete six years before July 1, 1987 shall receive a lump sum payment of one hundred and fifty dollars ($150). Employees with six or more years of service as of July 1, 1986, shall receive a lump sum payment of two hundred ($200) dollars. Employees who complete six years of service between July 1, 1986 and June 30, 1987 shall receive two hundred dollars ($200). For purposes of the lump sum longevity payment only service in the above classes will be credited. 31.51 - INTERIM LONGEVITY INCREMENT. (Regulation Abolished - Trans#269) 31.511 - LUMP SUM PAYMENT FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33 AND DISTRICT COUNCIL 47 OR NOT REPRESENTED FOR COLLECTIVE BARGAINING PURPOSES. (Regulation Abolished - Trans#269) 31.512 - Transfer of Leave for Employees Represented by District Council #47. Notwithstanding any provisions of these Regulations to the contrary the Director and the President of District Council #47 shall establish a pilot program for the transfer of accrued leave between employees within the representation of District Council #47. Such program shall not continue beyond June 30, 1992 without the approval of the Commission. 31.52 - PERFORMANCE RATING FOR EMPLOYEES IN DISTRICT COUNCIL #33 REPRESENTED CLASSES. Effective February 1, 1984, all performance rating credits for employees in classes represented by District Council #33 shall be either Unsatisfactory or Satisfactory for promotional examination, layoff and earned pay step increase purposes. Overall performance ratings and performance factor ratings of Superior or Outstanding on file prior to February 1, 1984, shall be considered as Satisfactory. Improvement Needed or Unacceptable ratings shall be considered as Unsatisfactory. 31.54 - CERTAIN CITY EMPLOYEES APPOINTED TO POSITIONS IN THE PHILADELPHIA PARKING AUTHORITY. Each employee leaving City employment on July 8, 1983, to be employed by the Philadelphia Parking Authority shall be granted a leave of absence from the City department in which the employee was employed, such leave to be for the period the employee is employed by the Parking Authority in good standing and in the same position as the entry position. Rights during such leave of absence shall be only as follows: The City seniority rights of such employees shall be protected and shall accumulate during the period of service with the Parking Authority; Such employees shall have the right to apply to fill vacancies in the same or equivalent positions in the Civil Service, in their former City department, and the Personnel Director shall make the same effort to place such employees as he would if they were City employees in their former City departments; Such employees shall be eligible for appointment to positions on a promotional basis, provided they otherwise meet the Civil Service requirements. Those Parking Authority employees covered by these regulations who are no longer in their entry position, and thus no longer on a leave of absence from the City, are not entitled to the benefits of (B) and (C) above, but shall continue to accumulate City seniority as long as they are employees of the Parking Authority in good standing. Such employees may at their option carry earned but unused time off to the Parking Authority instead of such leave balances being retained by the City. 31.554 - Special Compensatory Time shall be used before any other compensatory time an employee may have to his/her credit. On July 1, 1987, Special Compensatory Time shall be combined with regular compensatory time, the total shall be subject to the accumulation limit for regular compensatory time, and all hours above that limit shall be forfeited. For employees separated from the City Service prior to July 1, 1987, Special Compensatory Time shall be included in applying the provisions of Sections 6.117, 6.1171, 6.118, 6.1181, and 6.1182. 31.58 - SENIORITY CREDIT FOR CERTAIN FORMER SCHOOL DISTRICT EMPLOYEES. Each current City employee who was appointed to the civil service through Qualifying examination, following employment in a regular full-time School District position in the Department of Revenue or Law Department, shall be granted City seniority credit for the School District employment. Such seniority credit shall be granted as of January 1, 1987, subject to existing civil service regulations. 31.61 - EFFECT ON PAY RATES OF TARGETED REFUGEE ASSISTANCE PROGRAM EMPLOYEES IN THE MANAGING DIRECTOR'S OFFICE TRANSFERRING TO THE CITY CIVIL SERVICE. If a position occupied by a Targeted Refugee Assistance Program employee working in the Managing Director's Office subsequently becomes a Civil Service position, the rate of pay that an employee holding a regular, full-time position on February 28, 1989, receives on the date of appointment to a Civil Service position shall be the pay rate in the pay range for such position to which the employee would have been entitled had the position been a Civil Service position during his/her entire tenure therein, and had he/she received, at all times during such tenure overall performance ratings of Satisfactory or better (Refer to Section 6.084), provided that each employee shall be paid at one of the established steps in the appropriate pay range for the class. The salary of any such employee which is in excess of the range prescribed for the class to which the position has been allocated shall not be reduced. Such employee, however, shall not be eligible to receive any salary increases except in the event that general increases in salaries shall raise the maximum of the range above his/her present salary. 31.63 - SPECIAL PROVISIONS RELATING TO LEAVE ENTITLEMENT OF TARGETED REFUGEE ASSISTANCE PROGRAM EMPLOYEES IN THE MANAGING DIRECTOR'S OFFICE TRANSFERRED TO THE CITY CIVIL SERVICE. Targeted Refugee Assistance Program employees working in the Managing Director's Office who transfer without a change of duties to equivalent positions in the Civil Service shall be entitled to retain the sick leave, vacation leave, and compensatory time accumulated as of the date of transfer under the rules of the Targeted Refugee Assistance Program as certified by the appointing authority. 31.65 - PERFORMANCE BASED INCENTIVE SYSTEM - PILOT PROGRAM. During the first twelve months after the date that the Civil Service Commission approves the Performance Based Incentive System (1/24/90), any incentive based program developed and implemented by any department will be considered a pilot program. All such programs will be subject to the following conditions: No individual bonus shall exceed $2,000 for any period. No individual will be eligible to receive more than $2,000 total bonus during any twelve month period. All bonuses shall be awarded in lump sum amounts and shall not be computed as percentage of salary. All incentive systems must be presented to a committee of participating employees at least one month prior to official implementation date. This committee will consist of at least three department employees and one Personnel Department employee. The departmental employees will be designated by the appointing authority and the Personnel Department representative will be designated by the Director. This committee will review the system, will present written recommendations to the Director and Appointing Authority if appropriate, and will be responsible for informing all other participating departmental employees of the elements of the system. The Personnel Director, however, retains final authority for review and approval of all incentive systems. The following appeal procedures shall be used for the three types of incentive systems. Employees can appeal only their own score or bonus. Goal Achievement/Formula Based System - Employee can appeal scoring errors to the Director. Incident Specific System Exceptional Performance/Distributed System - Employees can appeal decisions concerning awards to the Appointing Authority. After three incentive programs from three separate departments have been used for a twelve month period, the Personnel Director will prepare a written evaluation of the incentive systems and present this report to the Commission. This evaluation will consider the overall effectiveness of the system and the conditions described above. The evaluation will recommend the continuation or cancellation of the individual systems and the conditions described above for pilot programs. If the Personnel Director recommends that the pilot program conditions described above shall continue, these conditions will be incorporated into a permanent civil service regulation and will be a condition for all performance based incentive systems. If the Personnel Director recommends that the pilot program conditions described above be revised or canceled, such recommendations must be presented to the Commission for their review. 31.71 - The provisions of Sections 6.094, 6.11421, 6.1145, 14.013, 18.013, 19.01, 19.0131, *(Regulation 19.01311 abolished), (Regulation 19.01312 abolished), 20.15, 21.0312 and 27.0117 implementing the Fire Arbitration Award dated November 21, 1993, are to be effective July 1, 1992. 31.72 -* A uniformed employee in the Fire Department who as of the effective date of the revisions to Regulation 32 provided for in the Act 111 Arbitration Award in Case No. 14 L390 1642 92 J, dated November 21, 1993 has been in a disabled status for more than one (1) year, shall be continued in that status for a period not to exceed six (6) months pending determination by the Appointing Authority of the employee's eligibility for a six (6) months extension in accordance with the requirements of the Civil Service Regulations 32.045 and 32.0511. 31.73 -The following provisions governing the holiday time benefit for uniformed Fire employees shall apply to all such leave earned prior to July 1, 1993: Fire Department personnel shall receive in lieu of these holidays: New Year's Day, Martin Luther King's Birthday, Lincoln's Birthday, Washington's Birthday, Good Friday, Memorial Day, Flag Day, Independence Day, Labor Day, Columbus Day, November Election Day, Veteran's Day, Thanksgiving Day, and Christmas Day, compensatory time off with pay on an hour for hour basis aggregating during a full calendar year one hundred and twenty-four (124) hours. Such holiday compensatory time shall be scheduled as full tours of duty off from work at time determined at the discretion of the appointing authority. Payment for Unused Holiday Hours or Days for Fire Personnel. Holiday hours as provided for above in this Regulation and not utilized by the end of the calendar year shall be paid for in cash at the straight time rate of pay at the end of each calendar year, provided however, that of the fourteen (14) holidays received by uniformed Fire personnel, each such employee may elect to forego up to five (5) tours of duty programmed by the Fire Department each calendar year; also for the portion of the one hundred twenty-four (124) holiday compensatory hours not utilized by the end of each calendar year, the employee shall elect to be paid in cash in January of the following year or to carry unused holiday time on the books. Payment for Unused Holiday Time for Uniformed Fire Employees Upon Retirement. Retirees shall receive a lump sum cash payment for all holiday time not utilized by the date of retirement, in accordance with the provisions of this section. 31.74 - Effective November 21, 1993, uniformed employees of the Fire Department assigned to pay ranges which have been adjusted as a result of the Arbitration Award dated November 21, 1993, whose rate of pay exceeds the maximum of their adjusted pay range shall continue to receive their current rate of pay until general increases in salaries raise the maximum of the range above his/her present salary. 31.75 - Uniformed employees of the Fire Department who retired and entered directly into one of the City's Pension Plans after June 30, 1992 and on or before November 21, 1993, shall not have their terminal leave pay for holiday compensatory time recalculated based upon the terms of the Act 111 Arbitration Award dated November 21, 1993. 31.76 - FAMILY AND MEDICAL LEAVE. The amendments to Section 22.023 implementing the provisions of the Family and Medical Leave Act shall be effective February 5, 1994. 31.77 - TANDEM AXLE HIGH DENSITY COMPACTORS. The provisions of the agreement between the City of Philadelphia, Department of Streets, Sanitation Division and AFSCME Local 427 as described in Regulations 6.1424 and 6.1425 will be effective as of January 24, 1994. The term of this agreement is two years from the effective date. After that time, either party may terminate the agreement within ninety (90) days notice to the other party. During the ninety day period, the parties will have an opportunity to discuss and amend the agreement. All prior agreements and past practices with regard to high density compactors (including the Get-It-And-Go-Policy) are terminated and replaced with this agreement. 31.78 - The amendments to Section 2.56 establishing the Career Advancement Program for District Council 33 classes, and Section 6.29 (Regulation abolished Trans#268), providing educational incentive payments for employees in the classes of Social Worker II and Librarian II shall be effective retroactive to May 13, 1994 in accordance with the terms of a Consent Order issued by the U.S. District Court on May 13, 1994. 31.79 - INTERIM REGULATION - APPOINTMENT RATE FOR BRIDGE MAINTENANCE SUPERVISORS. Employees appointed to the class of Bridge Maintenance Supervisor prior to March 1, 1996 shall be appointed at the second step of the pay range for this class. This regulation shall be effective retroactive to August 8, 1994. The regulation will be abolished no more than ninety (90) days after the regulation has been approved by the Administrative Board. 31.80 - LUMP SUM RATIFICATION BONUS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33. All permanent full-time employees in classes represented by District Council 33 who are on the active payroll as of July 15, 1996 (the date of the Union's ratification of the 1996-2000 Memorandum of Agreement between the City and the Union) shall receive a one thousand, one hundred dollar ($1,100) lump sum ratification bonus. Employees hired into classes represented by District Council 33 between July 1, 1996 and July 14, 1996 will be eligible for a lump sum bonus payment upon receiving permanent status at the conclusion of their probationary periods. The payment of the lump sum bonus will be made within (15) days of written notification to the City of the Union's ratification of the Memorandum of Agreement. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payments and the lump sum payment shall not affect pension benefits. A permanent full-time employee represented by District Council 33 who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum ratification bonus only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The provisions of this Regulation shall be effective retroactive to the date the City receives written notification of the Union's ratification of the Memorandum of Agreement. 31.81 - LUMP SUM RATIFICATION BONUS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 47. All permanent full-time employees in classes represented by District Council 47 who are on the active payroll as of July 2, 1996 (the date of the Union's ratification of the 1996-2000 Memorandum of Agreement between the City and the Union) shall receive a one thousand, one hundred dollar ($1,100) lump sum ratification bonus. the payment of the lump sum bonus will be made within (15) days of written notification to the City of the Union's ratification of the Memorandum of Agreement. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payments and the lump sum payment shall not affect pension benefits. A permanent full-time employee represented by District Council 47 who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum ratification bonus only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The provisions of this Regulation shall be effective retroactive to the date the City receives written notification of the Union's ratification of the Memorandum of Agreement. 31.82 - LUMP SUM PAYMENT NON-REPRESENTED EMPLOYEES. All permanent full-time employees in Civil Service Non-Represented classes who are on the active payroll as of July 1, 1996 shall receive a one thousand, one hundred dollar ($1,100) lump sum payment. The lump sum payment will be made on or prior to July 31, 1996. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payments and the lump sum payment shall not affect pension benefits. A permanent full-time Non-Represented employee who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum payment only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The provisions of this Regulation shall be effective retroactive to July 1, 1996. 31.83 - IMPLEMENTATION OF ADDITIONAL HEALTH-WELFARE PAYMENTS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 47 AND NON-REPRESENTED EMPLOYEES. The amendment to Regulation 27.0117 extending health-medical payments after retirement from three (3) years to four (4) years for employees represented by District Council 47 and Non-Represented employees shall be effective retroactive to July 1, 1996 and shall apply to all employees represented by District Council 47 and Non-Represented employees who retire on or after July 1, 1996. 31.84 - LUMP SUM PAYMENT FOR PART TIME EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33 AND DISTRICT COUNCIL 47 OR NOT REPRESENTED FOR COLLECTIVE BARGAINING PURPOSES. All permanent part-time employees represented by District Council 33 and District Council 47 or in classes not represented for collective bargaining purposes who work twenty (20) hours a week or more on an annualized basis, and are on the active payroll on July 1, 1996, shall receive a five hundred and fifty dollar ($550.00) lump sum payment. This lump sum payment shall be made no later than October 18, 1996. Employees hired between July 1, 1996 and July 14, 1996 into part-time positions who work twenty (20) hours a week or more on an annualized basis, will be eligible for a lump sum bonus payment upon receiving permanent status at the conclusion of their probationary periods. A permanent part-time employee who works twenty (20) hours a week or more on an annualized basis, who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum bonus only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payment and the lump sum payment shall not affect pension benefits. The provisions of this regulation shall be retroactive to July 17, 1996. 31.85 - The changes to regulations 6.11410, 6.11411 and 19.0132 to implement the Act 111 interest arbitration award dated July 30, 1996 covering the uniformed and investigatory employees of the Police Department and the District Attorney's Office shall be effective July 1, 1996. 31.86 - SNOW EMERGENCY DUTY PAY. Employees of the Streets Department and Fairmount Park Commission in the classes of Assistant Chief Highway Engineer, Bridge Operations and Maintenance Engineer, Executive Assistant, Highway District Engineer and Park District Manager, who, during periods during Fiscal Year 1996 officially declared as Snow Emergencies, were required to work during time periods other than their regularly scheduled hours to effect snow removal operations and who were ineligible to earn additional compensatory time for such duty because they had accumulated the maximum amount of compensatory time allowed by these Regulations, may be compensated for such extraordinary duty with a lump-sum amount to be determined by the Appointing Authority with the approval of the Personnel Director. The total amount of such compensation to be paid out by any department during Fiscal Year 1996 shall not exceed twenty-five thousand dollars ($25,000). The provisions of this Section shall be effective retroactive to January 1, 1996 and shall expire on the date that the final Fiscal Year 1996 declared Snow Emergency ended. 31.87 - The provision of Sections 6.1434 and 6.0923 of the Regulations implementing the Agreement between the City and District Council 47 signed May 8, 1997 shall be effective July 1, 1997. 31.90 - LUMP SUM PAYMENT - DEPUTY SHERIFF SERIES. All permanent full-time employees in the Sheriff's Office who were on the active payroll in the classes of Deputy Sheriff Officer, Deputy Sheriff, Deputy Sheriff Sergeant, Deputy Sheriff Lieutenant and Deputy Sheriff Captain as of July 1, 1996 shall receive a one-time Three Thousand Dollar ($3,000) lump sum bonus. The lump sum bonus will not be added to the employee's base salary rates. Pension contributions will not be made on the lump sum bonus nor will the lump sum bonus affect pension benefits. 31.92 - HEALTH PROGRAM MANAGER (EARLY INTERVENTION). Employees appointed to the Early Intervention specialty of the Health Program Manager class from the eligible list established as a result of the examination announced for the class in 2000 shall be appointed to the fourth step of the pay range for the class. This starting salary shall be retroactive to the date that the employee is appointed and assumes the duties and responsibilities of the position. This action is being taken to facilitate recruitment efforts. This regulation shall expire no later than December 31, 2000. 31.93 - In recognition of the contribution to the development and implementation of the RGI made by the employees of the Recreation District Manager class working in the Recreation Department during the period beginning August 1, 1997 and ending July 31, 1998, a one time lump sum bonus of $3,300 will be paid to all employees who had permanent status in that class as of January 1, 1998 and who currently have a performance rating not less than satisfactory. 31.94 - IMPLEMENTATION OF ADDITIONAL HEALTH-WELFARE PAYMENTS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33, DISTRICT COUNCIL 47, UNIFORMED AND INVESTIGATORY EMPLOYEES IN THE POLICE DEPARTMENT AND DISTRICT ATTORNEY'S OFFICE AND NON-REPRESENTED EMPLOYEES. The amendment to Regulation 27.0117 extending health-medical payments after retirement from four (4) years to five (5) years for employees represented by District Council 33, District Council 47, uniformed and investigatory employees in the Police Department and District Attorney's Office and Non-Represented employees shall be effective retroactive to July 1, 2000 and shall apply to all employees represented by District Council 33, District Council 47 and Non-Represented employees who retire on or after July 1, 2000. 31.95 - The changes to regulations 21.142, 27.0117, 27.01171, and 27.01172 to implement the Act 111 interest arbitration award dated July 30, 2000 covering the uniformed and investigatory employees of the Police Department and District Attorney's Office shall be effective July 1, 2000. END OF REGULATION 31.
Philadelphia Civil Service Regulations Transmittal no.279 (Apr-10-2001)

Philadelphia Civil Service Regulations

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31. INTERIM REGULATIONS

(continued, 31.50 to 31.99999)

31.50 - LUMP SUM LONGEVITY PAYMENT - DISTRICT COUNCIL #33 LOCAL 159B.

Employees in the following classes of positions shall be eligible to receive lump sum longevity payments:

Youth Detention Counselor I
Youth Detention Counselor II
Prison Baker
Prison Cook
Prison Maintenance Mechanic
Prison Trades Worker

Effective July 1, 1986, all such employees with two or more years of service in these classes, but less than six years of such service or who will not complete six years before July 1, 1987 shall receive a lump sum payment of one hundred and fifty dollars ($150). Employees with six or more years of service as of July 1, 1986, shall receive a lump sum payment of two hundred ($200) dollars. Employees who complete six years of service between July 1, 1986 and June 30, 1987 shall receive two hundred dollars ($200).

For purposes of the lump sum longevity payment only service in the above classes will be credited.

31.51 - INTERIM LONGEVITY INCREMENT.

(Regulation Abolished - Trans#269)

31.511 - LUMP SUM PAYMENT FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33 AND DISTRICT COUNCIL 47 OR NOT REPRESENTED FOR COLLECTIVE BARGAINING PURPOSES.
(Regulation Abolished - Trans#269)

31.512 - Transfer of Leave for Employees Represented by District Council #47. Notwithstanding any provisions of these Regulations to the contrary the Director and the President of District Council #47 shall establish a pilot program for the transfer of accrued leave between employees within the representation of District Council #47. Such program shall not continue beyond June 30, 1992 without the approval of the Commission.

31.52 - PERFORMANCE RATING FOR EMPLOYEES IN DISTRICT COUNCIL #33 REPRESENTED CLASSES.

Effective February 1, 1984, all performance rating credits for employees in classes represented by District Council #33 shall be either Unsatisfactory or Satisfactory for promotional examination, layoff and earned pay step increase purposes. Overall performance ratings and performance factor ratings of Superior or Outstanding on file prior to February 1, 1984, shall be considered as Satisfactory. Improvement Needed or Unacceptable ratings shall be considered as Unsatisfactory.

31.54 - CERTAIN CITY EMPLOYEES APPOINTED TO POSITIONS IN THE PHILADELPHIA PARKING AUTHORITY.

Each employee leaving City employment on July 8, 1983, to be employed by the Philadelphia Parking Authority shall be granted a leave of absence from the City department in which the employee was employed, such leave to be for the period the employee is employed by the Parking Authority in good standing and in the same position as the entry position.

Rights during such leave of absence shall be only as follows:

The City seniority rights of such employees shall be protected and shall accumulate during the period of service with the Parking Authority;

Such employees shall have the right to apply to fill vacancies in the same or equivalent positions in the Civil Service, in their former City department, and the Personnel Director shall make the same effort to place such employees as he would if they were City employees in their former City departments;

Such employees shall be eligible for appointment to positions on a promotional basis, provided they otherwise meet the Civil Service requirements.

Those Parking Authority employees covered by these regulations who are no longer in their entry position, and thus no longer on a leave of absence from the City, are not entitled to the benefits of (B) and (C) above, but shall continue to accumulate City seniority as long as they are employees of the Parking Authority in good standing. Such employees may at their option carry earned but unused time off to the Parking Authority instead of such leave balances being retained by the City.

31.554 - Special Compensatory Time shall be used before any other compensatory time an employee may have to his/her credit. On July 1, 1987, Special Compensatory Time shall be combined with regular compensatory time, the total shall be subject to the accumulation limit for regular compensatory time, and all hours above that limit shall be forfeited. For employees separated from the City Service prior to July 1, 1987, Special Compensatory Time shall be included in applying the provisions of Sections 6.117, 6.1171, 6.118, 6.1181, and 6.1182.

31.58 - SENIORITY CREDIT FOR CERTAIN FORMER SCHOOL DISTRICT EMPLOYEES.

Each current City employee who was appointed to the civil service through Qualifying examination, following employment in a regular full-time School District position in the Department of Revenue or Law Department, shall be granted City seniority credit for the School District employment. Such seniority credit shall be granted as of January 1, 1987, subject to existing civil service regulations.

31.61 - EFFECT ON PAY RATES OF TARGETED REFUGEE ASSISTANCE PROGRAM EMPLOYEES IN THE MANAGING DIRECTOR'S OFFICE TRANSFERRING TO THE CITY CIVIL SERVICE.

If a position occupied by a Targeted Refugee Assistance Program employee working in the Managing Director's Office subsequently becomes a Civil Service position, the rate of pay that an employee holding a regular, full-time position on February 28, 1989, receives on the date of appointment to a Civil Service position shall be the pay rate in the pay range for such position to which the employee would have been entitled had the position been a Civil Service position during his/her entire tenure therein, and had he/she received, at all times during such tenure overall performance ratings of Satisfactory or better (Refer to Section 6.084), provided that each employee shall be paid at one of the established steps in the appropriate pay range for the class. The salary of any such employee which is in excess of the range prescribed for the class to which the position has been allocated shall not be reduced. Such employee, however, shall not be eligible to receive any salary increases except in the event that general increases in salaries shall raise the maximum of the range above his/her present salary.

31.63 - SPECIAL PROVISIONS RELATING TO LEAVE ENTITLEMENT OF TARGETED REFUGEE ASSISTANCE PROGRAM EMPLOYEES IN THE MANAGING DIRECTOR'S OFFICE TRANSFERRED TO THE CITY CIVIL SERVICE.

Targeted Refugee Assistance Program employees working in the Managing Director's Office who transfer without a change of duties to equivalent positions in the Civil Service shall be entitled to retain the sick leave, vacation leave, and compensatory time accumulated as of the date of transfer under the rules of the Targeted Refugee Assistance Program as certified by the appointing authority.

31.65 - PERFORMANCE BASED INCENTIVE SYSTEM - PILOT PROGRAM.

During the first twelve months after the date that the Civil Service Commission approves the Performance Based Incentive System (1/24/90), any incentive based program developed and implemented by any department will be considered a pilot program.

All such programs will be subject to the following conditions:

No individual bonus shall exceed $2,000 for any period.

No individual will be eligible to receive more than $2,000 total bonus during any twelve month period.

All bonuses shall be awarded in lump sum amounts and shall not be computed as percentage of salary.

All incentive systems must be presented to a committee of participating employees at least one month prior to official implementation date. This committee will consist of at least three department employees and one Personnel Department employee. The departmental employees will be designated by the appointing authority and the Personnel Department representative will be designated by the Director. This committee will review the system, will present written recommendations to the Director and Appointing Authority if appropriate, and will be responsible for informing all other participating departmental employees of the elements of the system. The Personnel Director, however, retains final authority for review and approval of all incentive systems.

The following appeal procedures shall be used for the three types of incentive systems. Employees can appeal only their own score or bonus.
1. Goal Achievement/Formula Based System - Employee can appeal scoring errors to the Director.
2. Incident Specific System
3. Exceptional Performance/Distributed System - Employees can appeal decisions concerning awards to the Appointing Authority.

After three incentive programs from three separate departments have been used for a twelve month period, the Personnel Director will prepare a written evaluation of the incentive systems and present this report to the Commission. This evaluation will consider the overall effectiveness of the system and the conditions described above. The evaluation will recommend the continuation or cancellation of the individual systems and the conditions described above for pilot programs.

If the Personnel Director recommends that the pilot program conditions described above shall continue, these conditions will be incorporated into a permanent civil service regulation and will be a condition for all performance based incentive systems.

If the Personnel Director recommends that the pilot program conditions described above be revised or canceled, such recommendations must be presented to the Commission for their review.

31.71 - The provisions of Sections 6.094, 6.11421, 6.1145, 14.013, 18.013, 19.01, 19.0131, (Regulation 19.01311 abolished), (Regulation 19.01312 abolished), 20.15, 21.0312 and 27.0117 implementing the Fire Arbitration Award dated November 21, 1993, are to be effective July 1, 1992.

31.72 - A uniformed employee in the Fire Department who as of the effective date of the revisions to Regulation 32 provided for in the Act 111 Arbitration Award in Case No. 14 L390 1642 92 J, dated November 21, 1993 has been in a disabled status for more than one (1) year, shall be continued in that status for a period not to exceed six (6) months pending determination by the Appointing Authority of the employee's eligibility for a six (6) months extension in accordance with the requirements of the Civil Service Regulations 32.045 and 32.0511.

31.73 -The following provisions governing the holiday time benefit for uniformed Fire employees shall apply to all such leave earned prior to July 1, 1993:

Fire Department personnel shall receive in lieu of these holidays: New Year's Day, Martin Luther King's Birthday, Lincoln's Birthday, Washington's Birthday, Good Friday, Memorial Day, Flag Day, Independence Day, Labor Day, Columbus Day, November Election Day, Veteran's Day, Thanksgiving Day, and Christmas Day, compensatory time off with pay on an hour for hour basis aggregating during a full calendar year one hundred and twenty-four (124) hours. Such holiday compensatory time shall be scheduled as full tours of duty off from work at time determined at the discretion of the appointing authority.

Payment for Unused Holiday Hours or Days for Fire Personnel. Holiday hours as provided for above in this Regulation and not utilized by the end of the calendar year shall be paid for in cash at the straight time rate of pay at the end of each calendar year, provided however, that of the fourteen (14) holidays received by uniformed Fire personnel, each such employee may elect to forego up to five (5) tours of duty programmed by the Fire Department each calendar year; also for the portion of the one hundred twenty-four (124) holiday compensatory hours not utilized by the end of each calendar year, the employee shall elect to be paid in cash in January of the following year or to carry unused holiday time on the books.

Payment for Unused Holiday Time for Uniformed Fire Employees Upon Retirement. Retirees shall receive a lump sum cash payment for all holiday time not utilized by the date of retirement, in accordance with the provisions of this section.

31.74 - Effective November 21, 1993, uniformed employees of the Fire Department assigned to pay ranges which have been adjusted as a result of the Arbitration Award dated November 21, 1993, whose rate of pay exceeds the maximum of their adjusted pay range shall continue to receive their current rate of pay until general increases in salaries raise the maximum of the range above his/her present salary.

31.75 - Uniformed employees of the Fire Department who retired and entered directly into one of the City's Pension Plans after June 30, 1992 and on or before November 21, 1993, shall not have their terminal leave pay for holiday compensatory time recalculated based upon the terms of the Act 111 Arbitration Award dated November 21, 1993.

31.76 - FAMILY AND MEDICAL LEAVE.

The amendments to Section 22.023 implementing the provisions of the Family and Medical Leave Act shall be effective February 5, 1994.

31.77 - TANDEM AXLE HIGH DENSITY COMPACTORS.

The provisions of the agreement between the City of Philadelphia, Department of Streets, Sanitation Division and AFSCME Local 427 as described in Regulations 6.1424 and 6.1425 will be effective as of January 24, 1994. The term of this agreement is two years from the effective date. After that time, either party may terminate the agreement within ninety (90) days notice to the other party. During the ninety day period, the parties will have an opportunity to discuss and amend the agreement. All prior agreements and past practices with regard to high density compactors (including the Get-It-And-Go-Policy) are terminated and replaced with this agreement.

31.78 - The amendments to Section 2.56 establishing the Career Advancement Program for District Council 33 classes, and Section 6.29 (Regulation abolished Trans#268), providing educational incentive payments for employees in the classes of Social Worker II and Librarian II shall be effective retroactive to May 13, 1994 in accordance with the terms of a Consent Order issued by the U.S. District Court on May 13, 1994.

31.79 - INTERIM REGULATION - APPOINTMENT RATE FOR BRIDGE MAINTENANCE SUPERVISORS.

Employees appointed to the class of Bridge Maintenance Supervisor prior to March 1, 1996 shall be appointed at the second step of the pay range for this class. This regulation shall be effective retroactive to August 8, 1994. The regulation will be abolished no more than ninety (90) days after the regulation has been approved by the Administrative Board.

31.80 - LUMP SUM RATIFICATION BONUS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33.

All permanent full-time employees in classes represented by District Council 33 who are on the active payroll as of July 15, 1996 (the date of the Union's ratification of the 1996-2000 Memorandum of Agreement between the City and the Union) shall receive a one thousand, one hundred dollar ($1,100) lump sum ratification bonus. Employees hired into classes represented by District Council 33 between July 1, 1996 and July 14, 1996 will be eligible for a lump sum bonus payment upon receiving permanent status at the conclusion of their probationary periods. The payment of the lump sum bonus will be made within (15) days of written notification to the City of the Union's ratification of the Memorandum of Agreement. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payments and the lump sum payment shall not affect pension benefits. A permanent full-time employee represented by District Council 33 who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum ratification bonus only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The provisions of this Regulation shall be effective retroactive to the date the City receives written notification of the Union's ratification of the Memorandum of Agreement.

31.81 - LUMP SUM RATIFICATION BONUS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 47.

All permanent full-time employees in classes represented by District Council 47 who are on the active payroll as of July 2, 1996 (the date of the Union's ratification of the 1996-2000 Memorandum of Agreement between the City and the Union) shall receive a one thousand, one hundred dollar ($1,100) lump sum ratification bonus. the payment of the lump sum bonus will be made within (15) days of written notification to the City of the Union's ratification of the Memorandum of Agreement. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payments and the lump sum payment shall not affect pension benefits. A permanent full-time employee represented by District Council 47 who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum ratification bonus only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The provisions of this Regulation shall be effective retroactive to the date the City receives written notification of the Union's ratification of the Memorandum of Agreement.

31.82 - LUMP SUM PAYMENT NON-REPRESENTED EMPLOYEES.

All permanent full-time employees in Civil Service Non-Represented classes who are on the active payroll as of July 1, 1996 shall receive a one thousand, one hundred dollar ($1,100) lump sum payment. The lump sum payment will be made on or prior to July 31, 1996. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payments and the lump sum payment shall not affect pension benefits. A permanent full-time Non-Represented employee who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum payment only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The provisions of this Regulation shall be effective retroactive to July 1, 1996.

31.83 - IMPLEMENTATION OF ADDITIONAL HEALTH-WELFARE PAYMENTS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 47 AND NON-REPRESENTED EMPLOYEES.

The amendment to Regulation 27.0117 extending health-medical payments after retirement from three (3) years to four (4) years for employees represented by District Council 47 and Non-Represented employees shall be effective retroactive to July 1, 1996 and shall apply to all employees represented by District Council 47 and Non-Represented employees who retire on or after July 1, 1996.

31.84 - LUMP SUM PAYMENT FOR PART TIME EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33 AND DISTRICT COUNCIL 47 OR NOT REPRESENTED FOR COLLECTIVE BARGAINING PURPOSES.

All permanent part-time employees represented by District Council 33 and District Council 47 or in classes not represented for collective bargaining purposes who work twenty (20) hours a week or more on an annualized basis, and are on the active payroll on July 1, 1996, shall receive a five hundred and fifty dollar ($550.00) lump sum payment. This lump sum payment shall be made no later than October 18, 1996. Employees hired between July 1, 1996 and July 14, 1996 into part-time positions who work twenty (20) hours a week or more on an annualized basis, will be eligible for a lump sum bonus payment upon receiving permanent status at the conclusion of their probationary periods. A permanent part-time employee who works twenty (20) hours a week or more on an annualized basis, who is on a leave of absence without pay as of July 1, 1996 will be eligible for the lump sum bonus only if he/she returns to the active payroll before October 1, 1996 and remains on the active payroll for at least sixty (60) consecutive calendar days thereafter. The lump sum payment will not be added to the employee's base salary rates. Pension contributions shall not be made on lump sum payment and the lump sum payment shall not affect pension benefits. The provisions of this regulation shall be retroactive to July 17, 1996.

31.85 - The changes to regulations 6.11410, 6.11411 and 19.0132 to implement the Act 111 interest arbitration award dated July 30, 1996 covering the uniformed and investigatory employees of the Police Department and the District Attorney's Office shall be effective July 1, 1996.

31.86 - SNOW EMERGENCY DUTY PAY.

Employees of the Streets Department and Fairmount Park Commission in the classes of Assistant Chief Highway Engineer, Bridge Operations and Maintenance Engineer, Executive Assistant, Highway District Engineer and Park District Manager, who, during periods during Fiscal Year 1996 officially declared as Snow Emergencies, were required to work during time periods other than their regularly scheduled hours to effect snow removal operations and who were ineligible to earn additional compensatory time for such duty because they had accumulated the maximum amount of compensatory time allowed by these Regulations, may be compensated for such extraordinary duty with a lump-sum amount to be determined by the Appointing Authority with the approval of the Personnel Director. The total amount of such compensation to be paid out by any department during Fiscal Year 1996 shall not exceed twenty-five thousand dollars ($25,000). The provisions of this Section shall be effective retroactive to January 1, 1996 and shall expire on the date that the final Fiscal Year 1996 declared Snow Emergency ended.

31.87 - The provision of Sections 6.1434 and 6.0923 of the Regulations implementing the Agreement between the City and District Council 47 signed May 8, 1997 shall be effective July 1, 1997.

31.90 - LUMP SUM PAYMENT - DEPUTY SHERIFF SERIES.

All permanent full-time employees in the Sheriff's Office who were on the active payroll in the classes of Deputy Sheriff Officer, Deputy Sheriff, Deputy Sheriff Sergeant, Deputy Sheriff Lieutenant and Deputy Sheriff Captain as of July 1, 1996 shall receive a one-time Three Thousand Dollar ($3,000) lump sum bonus. The lump sum bonus will not be added to the employee's base salary rates. Pension contributions will not be made on the lump sum bonus nor will the lump sum bonus affect pension benefits.

31.92 - HEALTH PROGRAM MANAGER (EARLY INTERVENTION).

Employees appointed to the Early Intervention specialty of the Health Program Manager class from the eligible list established as a result of the examination announced for the class in 2000 shall be appointed to the fourth step of the pay range for the class. This starting salary shall be retroactive to the date that the employee is appointed and assumes the duties and responsibilities of the position. This action is being taken to facilitate recruitment efforts. This regulation shall expire no later than December 31, 2000.

31.93 - In recognition of the contribution to the development and implementation of the RGI made by the employees of the Recreation District Manager class working in the Recreation Department during the period beginning August 1, 1997 and ending July 31, 1998, a one time lump sum bonus of $3,300 will be paid to all employees who had permanent status in that class as of January 1, 1998 and who currently have a performance rating not less than satisfactory.

31.94 - IMPLEMENTATION OF ADDITIONAL HEALTH-WELFARE PAYMENTS FOR EMPLOYEES REPRESENTED BY DISTRICT COUNCIL 33, DISTRICT COUNCIL 47, UNIFORMED AND INVESTIGATORY EMPLOYEES IN THE POLICE DEPARTMENT AND DISTRICT ATTORNEY'S OFFICE AND NON-REPRESENTED EMPLOYEES.

The amendment to Regulation 27.0117 extending health-medical payments after retirement from four (4) years to five (5) years for employees represented by District Council 33, District Council 47, uniformed and investigatory employees in the Police Department and District Attorney's Office and Non-Represented employees shall be effective retroactive to July 1, 2000 and shall apply to all employees represented by District Council 33, District Council 47 and Non-Represented employees who retire on or after July 1, 2000.

31.95 - The changes to regulations 21.142, 27.0117, 27.01171, and 27.01172 to implement the Act 111 interest arbitration award dated July 30, 2000 covering the uniformed and investigatory employees of the Police Department and District Attorney's Office shall be effective July 1, 2000.

END OF REGULATION 31.

Philadelphia Civil Service Regulations
Transmittal no.279 (Apr-10-2001)