N.J.A.C. 4A:3 Classification, Services, and Compensation

Career service is the default and everything else is carved out of it.

Two divisions, and which one a title sits in decides whether an examination stands between an appointee and permanent status.

Ten is the ceiling on municipal department heads a single municipality may place in the unclassified service, and it is the hardest number in this section.

One and one.

Two numbers bound the Senior Executive Service.

A position qualifies for the SES on what it does, not on what it is called: substantial managerial, policy influencing, or policy executing responsibility, judged position by position rather than by title or category.

The section covers hiring into the SES, but the half that matters most is what becomes of the person already in the chair.

Twenty seven words, the shortest rule in the subchapter.

No-range, which in this compensation plan means no class code is designated for the position at all.

Leave entitlement in the SES turns on what sits underneath it.

Twenty days notice at the department head discretion, and the SES appointment is over.

This is where a job specification comes from.

A classification plan is three lists: the job titles, a specification for each one, and the job bands titles have been assigned to.

The upkeep behind a classification plan, and the one section naming employee relations group changes as something that triggers union notice.

One sentence, running in both directions.

The trigger is drift.

The request has to argue against itself.

Advancement out of a trainee title requires no promotional examination.

A local title designed to run out.

During the apprenticeship there is no appeal to the Civil Service Commission at all.

A furlough here is not a layoff, and saying so is the point of subsection (b)1.

The rule for when the work outranks the title on the payroll.

Compensation is centralised in State service and devolved in local service, and this section is where that split is set.

The arithmetic turning a class code into a salary range, and it depends on the workweek code.

The unit of analysis is what separates this from a position review request.

Step four is the ceiling on a starting salary.

An anniversary date is the biweekly pay period in which an employee becomes eligible for a salary increase, if performance warrants it and their place in the range allows it.

Nine kinds of non-pay time do not push an increment date back, and they are worth knowing by name: military leave, educational leave, the two months when a 10 month title is not scheduled to work, days a part-time employee is not scheduled, leave without pay after sick leave injury is exhausted, leave without pay while receiving workers compensation, leave without pay under a voluntary alternative to layoff program, voluntary furlough, and furlough extension leave.

A four-line table that routes everything else in this subchapter.

Same step, different money.

Two tiers of raise, and four months of service decides which one applies.

One word separates a disciplinary demotion from every other kind.

Red circled is the term to know.

Single rate and no-range titles sit outside the step ladder, so moving into a title that has one needs a conversion rule.

Sitting between two steps is a resolvable state, not a permanent one.

Stepping down into a trainee title need not mean a pay cut, but keeping the salary is the appointing authority option rather than the employee right.

A tentative title is paid against a range that has not been finalized.

Military leave during a trainee period is bridged rather than penalised, and the rule works on three fronts.

The phrase governing this section is most beneficial to the employee, and it recurs.

Set this beside the special reemployment list rule and the difference is discretion.

Twenty eight words that mostly point elsewhere.

Two groups collect on a retroactive personnel action and everybody else is excluded.

Being overpaid by mistake does not automatically mean repaying all of it on the payroll terms.

The split here is total.

This is where the workweek codes printed on a State job specification are defined.

The zone between a 35 hour workweek and 40 hours, which Federal law does not reach, is handled here.

A single position can be exempt even when its title is covered, which is why the appeal section provides separately for position designation and title designation disputes.

Compensatory time instead of cash is not a unilateral choice for the employer.

NL and N4 are the codes meaning no cash.

On call, training, travel and emergencies, with the same three-tier pattern running through the first three.

Holiday work divides the way the rest of the subchapter does.

Written authorization comes first.

Two things can be appealed: whether one position is exempt or covered under the Fair Labor Standards Act, and whether an entire title is.