Policy & Rules

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If you need help understanding classification or pay policy and rules, contact OA-Human Resources’ Bureau of Classification & Compensation at 717.787.8838.

Management Directives

All commonwealth management directives.


  • Alternate Work Schedules – December 1996: Establishes policy and procedures regarding alternate work schedules (AWS). Also includes standardized language for drafting an alternate work schedule.
  • Appointments Above the Minimum – November 2002: Establishes procedures for requesting appointments above the minimum salary for AFSCME employees.
  • Cash Payments
    • Prorating Cash Payments – March 2000: Establishes policy for providing cash payments in lieu of longevity increases for employees who are at or above the maximum pay step of their pay range.
    • Calculating Cash Payments – April 2005: Explains the method of calculating cash payments for employees when they are eligible for a cash payment in lieu of a longevity increase. 
  • Reemployment of Commonwealth Annuitants – March 2002: Clarifies pay policy for the reemployment of Commonwealth annuitants. The procedure for reemploying annuitants is outlined in MD 515.20.
  • Salary Calculation for Non-Standard Pay Schedule Employees – February 2003: Clarifies the method for rounding the salaries of certain positions not on the Standard pay schedule to a whole-cent hourly rate.
  • Standard to Management Pay Scale Rules – April 2014: Explains the method for performing cross-schedule calculations between the Standard and Management pay scales, in situations such as promotion, demotion, transfer, etc.
  • Suspension Without Pay, FLSA Regulations for Exempt Employees
    • August 2004: Explains the August 2004 change to U.S. Department of Labor regulations governing the enforcement of the FLSA and how it affects the suspension of exempt employees without pay.
    • March 2010: Provides further detail on the August 2004 policy change, and provides detail on the new "safe harbor" policy, wherein improper deductions can be rectified without losing the exempt status of an employee.

Additional Guidance