Browsers that can not handle javascript will not be able to access some features of this site.
Skip Navigation
MI Civil Service CommissionMichigan.gov-Official Website for the State of Michigan
Michigan.gov Home MCSC Home | Contact MCSC | MCSC Online Services
Printer Friendly Version Printer Friendly   Text Only Version Text Version Email this page Email Page
Chapter 5 Compensation and Fringe Benefits

5-1 Civil Service Compensation Plan
5-2 Hours of Service
5-3 Compensation Schedules
5-4 Additional Compensation: Overtime, etc.
5-5 Additional Compensation: Prison Employees
5-6 Additional Compensation: Miscellaneous
5-7 Expense Reimbursement
5-8 Longevity Payment
5-9 Supplement to Workers' Disability Compensation
5-10 Paid Holidays and Leave
5-11 Group Insurance Plans
5-12 Maintenance Allowance
5-13 Retirement
5-14 Coordination of Benefits
5-15 Electronic Funds Transfer
5-16 [Reserved]
5-17 Deferred Retirement Option Plan for State Police Command Officers


5-1 Civil Service Compensation Plan
  5-1.1 Application
    (a) General application. All eligible employees in the classified service receive compensation and fringe benefits in accordance with the compensation plan, except as provided in subsection (b)
  (b) Collective bargaining agreement. All employees in the classified service are covered by these rules, except that employees covered by an approved collective bargaining agreement differing from the compensation plan are governed by the collective bargaining agreement, where different.
  5-1.2 Amendments to Compensation Plan
    The civil service commission may amend the compensation plan at any time, consistent with article 11, section 5, of the constitution. The state personnel director may submit to the commission recommended amendments to the compensation rules at any time. The director shall also submit to the commission for its review (1) any proposed collective bargaining agreement or amendment agreed to by the state employer and an exclusive representative, (2) any recommendation of the impasse panel, and (3) any recommendation of the coordinated compensation panel.
  5-1.3 Coordinated Compensation Plan
    The coordinated compensation panel shall send a recommended coordinated compensation plan for all nonexclusively represented classified employees to the civil service commission. The panel shall consider negotiated collective bargaining agreements, any impasse panel recommendations, and any recommendations of the employer or employees. The panel shall send its recommendation on or before the date set by the state personnel director.
         
[Rule 5-1 last amended effective January 1, 2002]
5-2 Hours of Service
  5-2.1 Work Period
  (a) Standard work period. The standard biweekly work period for a full-time employee in the classified service is the equivalent of 80 hours of work.
  (b) Alternative work periods. The state personnel director may issue regulations that establish alternative work periods and measures of equivalent full-time service.  The regulations may conform the compensation plan to the alternative periods and measures.
  5-2.2 Service Hours toward Benefits
    A career employee in the classified service earns credit for hours paid in a biweekly work period for accruing fringe benefits.  An employee cannot receive credit for paid service in excess of 80 hours in a biweekly work period.  A noncareer employee is not eligible for fringe benefits and cannot accrue credit hours toward benefits.
  5-2.3 Voluntary Work Schedule Adjustment Plans
    An employee may volunteer to participate in any voluntary work schedule adjustment plan authorized in this rule.  The employee’s appointing authority has the discretion to approve or disapprove an employee’s participation in a plan.  If an appointing authority approves an employee’s participation, the appointing authority may later rescind or modify its approval, effective at the end of any pay period, by giving advance written notice to the employee.  An employee cannot grieve a decision of an appointing authority to disapprove participation in a program or to rescind or modify previous approval.
    (a) Plan A: Biweekly scheduled hours reduction.
      (1) Eligibility. Only full-time employees who have satisfactorily completed 720 hours of state service are eligible to participate in Plan A.
      (2) Operation of Plan A. Under Plan A, an employee may reduce the number of scheduled work hours by 1 to 16 hours per pay period.  In addition, for one pay period in a fiscal year, an employee may reduce the number of scheduled work hours by up to 40 hours.  Time off under Plan A counts against leave entitlement under the federal Family and Medical Leave Act (FMLA) if the time off is for a qualifying purpose under the FMLA.
      (3) Group insurance continuation. An employee’s enrollment in state sponsored group insurance plans is unaffected by participation in Plan A.
      (4) Leave accruals and service credits. While an employee participates in Plan A:
        (A) The employee does not incur a break in service as a result of the reduction in hours worked.
        (B) The employee continues to accrue annual leave and sick leave as though the employee was in approved paid status for 80 hours per pay period.
        (C) The employee is given state service credit of 80 hours per pay period for purposes of retirement service credit, longevity pay, pay step increases, employment preference, and holiday pay.
    (b) Plan C: Leave of absence.
      (1) Eligibility. Only full-time and part-time employees who have satisfactorily completed their initial probationary period are eligible for Plan C.  Permanent-intermittent employees are not eligible.
      (2) Operation of Plan C. Under Plan C, an employee may elect to take one unpaid leave of absence during a fiscal year.  The length of a Plan C leave of absence must be at least 2 weeks and at most 3 months.  Time off under Plan C counts against leave entitlement under the federal Family and Medical Leave Act (FMLA) if the leave is for a qualifying purpose under the FMLA.
      (3) Insurance. Except for the long-term disability income protection plan, an employee’s enrollment in state sponsored group insurance plans is unaffected by participation in Plan C so long as the employee prepays the employee’s share of the premiums for the entire Plan C leave of absence.  Long-term disability income protection coverage is not in effect during the leave of absence, but is reinstated after the leave of absence, as provided in the regulations.
      (4) Leave accruals and service credits. While an employee is on a Plan C leave of absence:
        (A) The employee does not incur a break in service as a result of the Plan C leave of absence but no state service is granted for any purpose for the period of the leave.
        (B) The employee’s accumulated annual leave and sick leave balances are frozen during a Plan C leave of absence.  The employee does not accrue any further leave credits during the period of the leave of absence.
         
[Rule 5-2 last amended effective July 24, 2003]
5-3 Compensation Schedules
  5-3.1 Compensation Schedules
    The civil service commission shall approve compensation schedules that establish the rates of compensation for each class of positions in the classified service.  The rates of compensation authorized are for full-time employment. Payment for part-time service is proportionate to the time actually worked. If a new classification is added to the classification plan, the state personnel director shall initially establish the rates of compensation for the classification.
  5-3.2 Agency Salary-range Subdivisions
    An appointing authority, with the prior written approval of the state personnel director, may implement agency salary-range subdivisions within a salary range.  A salary-range subdivision must fall within the range of rates of compensation approved by the civil service commission for the classification.  The salary-range subdivision must be based on relevant, job-related agency considerations, such as job complexity, level of responsibility, market conditions, or reporting relationships.  The appointing authority shall publish all approved salary-range subdivisions for its affected employees.
  5-3.3 Individual Compensation
    The appointing authority shall assign the individual level of compensation for each classified employee as provided in the compensation plan.  The individual level of compensation must fall within the range of rates of compensation approved by the civil service commission for the employee’s classification level.  If the appointing authority implements an approved salary-range subdivision, the individual level of compensation of an employee subject to the subdivision must also fall within the approved agency range of rates for the subdivision.  Any exception must be approved by the state personnel director.
  5-3.4 Operation of Compensation Schedules
    An employee in the classified service cannot be paid less than the minimum nor more than the maximum authorized in the compensation plan, unless authorized by the state personnel director.
  (a) Initial appointment. On initial appointment, an employee is paid the minimum salary step in the salary range unless the appointing authority chooses to pay a higher initial salary as authorized in the compensation plan.
  (b) Schedules with steps. If the compensation plan creates steps in the pay range, an employee receives pay increases in the amounts and at the intervals provided for in the compensation schedule for the employee’s classification level.  An employee under an unsatisfactory probationary, interim, or follow-up rating is not eligible for a step increase.
    (1) Effective date. Any pay increase is effective at the beginning of the first pay period after the employee becomes eligible.
    (2) Advancement. An employee advances in pay by successive steps of the pay range for the employee’s classification level, as provided in the compensation plan, unless a special increase is granted in accordance with the compensation plan.
    (3) Reduction of pay. An appointing authority may, for cause, reduce the pay of an employee receiving more than the minimum step for the classification level.
    (4) General schedule revision. If the compensation schedule is amended, an employee is paid at the salary step corresponding in length of service to the step at which that employee was being paid in the previous salary range for the classifica­tion level.
  (c) Performance-pay programs.
    (1) Salary range. For each class of positions in a performance-pay program, the civil service commission shall approve a salary range that includes (1) a minimum point, (2) one or more control points, and (3) a maximum point:
      (A) Minimum point. The minimum point is the lowest base salary payable to an employee in the classification.
      (B) Control point. The control point is the highest base salary payable to an employee in the classification.
      (C) Maximum point. The maximum point is the maximum total salary, including both base salary and any lump sum awards, payable to an employee in the classification during a fiscal year.
    (2) Performance-pay awards.
      (A) Awards authorized. If an employee’s position is included in a performance-pay program, the appointing authority, with the approval of the state personnel director, may award the employee an increase in base salary or a lump sum award, or both, in accordance with the compensation plan.  The director may set limits on the amount of performance pay that may be awarded in a fiscal year.
      (B) Performance ratings.
          (1) If the employee receives a needs improvement annual rating or an unsatisfactory interim or follow-up rating, the employee is not eligible for a base salary or lump sum award.
          (2) If the employee receives an unsatisfactory interim or follow-up rating, the appointing authority may reduce the employee’s base salary in accordance with the compensation plan.
  (d) Conversion of performance-pay schedule to step schedule. If a classification is converted from a performance-pay schedule to a schedule with steps, an employee whose position is converted must be placed at a step at least equal to the employee’s base salary under the performance-pay plan at the time of conversion in accordance with the regulations.
  (e) Salary rate for temporary projects. Upon request of an appointing authority, civil service staff may approve alternative or supplemental compensation that exceeds the scheduled maximum rate of pay for an employee assigned to a temporary project.  The appointing authority must receive written authorization for the project pay from civil service staff before the employee is assigned to the project.  Temporary project pay may not exceed two years without the written authorization of the state personnel director.
  (f) Red-circled pay treatment. The state personnel director may authorize an employee’s salary to be red-circled.  An employee whose pay is red-circled continues to be paid at the employee’s red-circled salary rate until the scheduled maximum salary of the employee’s classification or classification level equals or exceeds the red-circled salary rate.  An employee whose salary is red-circled is not eligible for any portion of a general wage adjustment that exceeds the maximum of the employee’s classification or classification level.
  5-3.5 Salary Rate upon Change in Classification, Return from Layoff, or Reinstatement
    An employee who moves from one classification to another and who returns from layoff or is reinstated after separation is paid in the new classification at the appropriate salary step in accordance with the compensation plan.
  5-3.6 Payment at Death of an Employee
    The appointing authority shall pay the final wages due a deceased employee in accordance with a primary and secondary beneficiary designation filed by the employee under regula­tions issued by the state personnel director.  In the absence of a valid beneficiary designation, payment is made only in accordance with the instructions of a court.
  5-3.7 Compensation from Other State Sources
    A classified employee who concurrently occupies more than one position in the state service cannot be credited with more than 80 hours in pay status for any purpose, except salary.  Salary is prorated and paid by each agency on the basis of time actually worked for each agency.
  5-3.8 Pilot Compensation Plans
    The civil service commission may approve pilot compensation plans for individual classifications.  A pilot compensation plan may be limited to a classification or group of classifications in one or more agencies or programs, upon approval of the state personnel director.
  5-3.9 Approval and Disapproval of Disbursements for the Classified Payroll
    The state personnel director shall certify each payroll for the classified service.  Payroll certification is based on computerized payroll system edits of payroll calculations and personnel transactions and the audit of personnel transactions for compliance with civil service rules and regulations. The director shall establish edit requirements and audit procedures. The director may delete from the payroll any item that cannot be certified under this rule and shall give notice of the action, together with the reason for the action, to the appointing authority concerned.
   
[Rule 5-3 last amended effective August 26, 2007]
5-4 Additional Compensation: Overtime, etc.
  5-4.1 Additional Compensation
    An appointing authority may require an employee to work under special conditions.  An eligible employee working under the following special conditions is paid the pay premiums provided in this rule in accordance with the regulations.
  5-4.2 Overtime
    (a) Eligibility. The compensation schedules must identify each classification that is eligible for overtime pay.  Overtime pay is paid to eligible employees for time in pay status, excluding sick leave, in excess of 40 hours in a week or as otherwise provided in the regulations.
    (b) Rate. The overtime rate of pay is one and one-half times the employee’s regular rate of pay, as defined in the regulations.  The regulations may provide for accrual of compensatory time at the premium rate instead of a cash payment.
  5-4.3 On-call
    (a) Eligibility. The compensation schedules must identify each classification that is eligible for on-call pay.  On-call pay is paid to an eligible employee who is scheduled to be available to return to duty, work-ready, within a specific time.
    (b) Rate. The on-call rate of pay is one hour of straight time pay for each 5 hours of on-call time.
  5-4.4 Callback
    (a) Eligibility. The compensation schedules must identify each classification that is eligible for callback pay.  Callback pay is paid to an eligible employee who is not on scheduled on-call status but is called back to duty outside of normal working hours.
    (b) Rate. Callback pay is paid at the overtime rate of pay.  An eligible employee is paid for a minimum of 3 hours unless called back within 3 hours of the employee’s regular starting time.
  5-4.5 Shift Differential
    (a) Eligibility. The compensation schedules must identify each classification that is eligible for shift differential premium.  The shift differential premium is payable to an eligible employee for each shift in which more than 50 percent of the employee’s regularly scheduled shift falls between 4:00 p.m. and 5:00 a.m.
    (b) Rate. The shift differential premium is 5 percent of an employee’s regular rate.
  5-4.6 Exclusions and Exceptions
    (a) Exclusions for SES and ECP Group 4. An employee in the senior executive service or ECP Group 4 is not eligible to accrue compensatory time or to receive additional compensation for (1) overtime, (2) on-call time, (3) special shift, or (4) callback.  How­ever, if an employee otherwise qualifies, the employee is eligible for other premium pay provided in the compensation plan.
    (b) State police. Notwithstanding the exclusion in subsection (a), a state police command officer participating in the high visibility patrol program and a state police lieutenant‑14 or -15 (enlisted) is eligible to accrue compensatory time up to a maximum of 80 hours.  The compensatory time will be paid at the employee’s current rate at retirement.
    (c) Exceptions for ECP Groups 1, 2, and 3.The state personnel director is authorized to grant eligibility for (1) overtime, (2) on-call time, (3) special shift, or (4) callback pay to employees in ECP Groups 1, 2, and 3 who are otherwise ineligible for these special pay premiums.
           
[Rule 5-4 last amended effective March 19, 2008]
5-5 Additional Compensation: Prison Employees
  5-5.1 Prison Employee Premium
    (a) Eligibility. An employee who meets any of the following eligibility criteria is paid a special prison premium rate:
      (1) An employee assigned regular and recurring responsibility for custody or supervision of prisoners in the department of corrections.
      (2) An employee in a position located at a correctional or a mental health facility who handles, on a regular and recurring basis, the personal, financial, or other matters affecting the well-being of prisoners of the department of corrections.
      (3) An employee whose work location is within the security perimeter of a correctional facility or within a facility of the department of community health housing correc­tions prisoners, thereby placing the employee in an environment where physical confrontation could occur.
    (b) Exception. An employee is not eligible for prison rate if the employee’s classification or a predecessor classification was granted a special 5 percent increase in Part 1B of the minutes of the civil service commission meeting on December 14, 1978.  The state personnel director shall list the current ineligible classifications in the regulations.
    (c) Rate. The prison premium rate is $0.40 an hour.  The prison rate is paid for all hours in pay status, including holidays and leave time.
  5-5.2 High Security Retention Premium
    (a) Eligibility. An employee who meets the following eligibility criteria is paid a high security retention premium.
      (1) An employee who is classified as a Forensic Security Supervisor 11‑14 at the department of community health center for forensic psychiatry.
      (2) An employee in an eligible classification who works in an eligible facility:
        (A) Eligible classifications. An employee in the following classifications is eligible:
          (1) Corrections Security Inspector 13.
          (2) Corrections Shift Supervisor 11, 12, or 13.
          (3) Deputy Prison Warden 14.
          (4) Assistant Resident Unit Supervisor 11.
          (5) Resident Unit Manager 13, if the employee's office is in a housing unit considered a high security work unit.
        (B) Eligible facilities. An employee in the following facilities is eligible:
          (1) A correctional facility designated as level 4, 5, or 6 by the department of corrections.  A level 4, 5, or 6 work unit or an administrative segregation work unit at another facility (i.e., regional, multiple, levels 3, 2, and 1) is not eligible.
          (2) Huron Valley Center.
          (3) An employee who receives the prison employee premium of $0.40 an hour who has 2 years of continuous service, and is employed at one of the facilities listed in subsection (a)(2)(B).
    (b) Rate. The high security retention premium is $0.50 an hour.  The high security retention premium of $0.50 an hour and the prison employee premium of $0.40 an hour cannot be paid simultaneously.
           
[Rule 5-5 last amended effective May 24, 2001]
5-6 Additional Compensation: Miscellaneous
  5-6.1 High Structures and Tunnels Premium
    (a) Eligibility. An employee who works (1) on a structure over 40 feet in height that requires scaffolding or safety harnesses or (2) in a pressurized tunnel (new construction or reconstruction) is paid a hazard premium.
    (b) Exclusions.  Work performed from safety buckets (aerial equipment) is not eligible for hazard premium pay.  Work performed in caissons is not eligible for hazard premium pay.
    (c) Rate. The hazard premium is $1.00 an hour for each hour of exposure.  A minimum of 4 hours of hazard premium is paid for each day of exposure.  The hazard premium is not paid for holidays or leave time used.
  5-6.2 Explosive Materials Premium
    (a) Eligibility. An employee of the department of state police assigned to handle and dispose of explosives is paid an explosives premium.
    (b) Rate. The explosives premium is $103.85 per biweekly pay period.
  5-6.3 Premium for Department of Labor and Economic Growth Insurance Examiners Working out of State
    (a) Eligibility. An employee who (1) is employed as an Insurance Examiner in the department of labor and economic growth, (2) is classified as an Auditor 9‑12 or Auditor Manager 13, and (3) is required to work outside of the state of Michigan for extensive periods, is paid an out-of-state location premium.
    (b) Rate. The out-of-state premium is $10.00 per day.
  5-6.4 Premium for Department of Treasury Auditors Working and Residing out of State
    (a) Eligibility. An auditor employed in the department of treasury whose principal work location and residence are outside of the state of Michigan is paid an out-of-state location premium.
    (b) Rate. The out-of-state location premium is 20 percent of the employee's base pay.
  5-6.5 Other Employees Residing out of State
    (a) Eligibility. Any other classified employee whose primary work location and residence are outside of the state of Michigan may be paid an out-of-state location premium.
    (b) Rate. The civil service commission shall determine the amount of the out-of-state location premium.
  5-6.6 Emergency Response Compensation
    (a) State Police.
      (1) Eligibility. A state police command officer is paid an emergency response compensation.
      (2) Rate. The emergency response compensation is $4.00 per day.
    (b) Conservation Officer–Law Supervisors 13-16.
      (1) Eligibility. A Conservation Officer–Law Supervisor 13-16 is paid an emergency response compensation.
      (2) Rate. The emergency response compensation is $3.00 per day.
  5-6.7 Conservation Officer 13 Premium
    An employee classified as a Conservation Officer–Law Supervisor 13 who is identified by the department of natural resources and approved as eligible by civil service staff may be credited with an additional 1.2 hours of straight time compensation for each biweekly pay period.
  5-6.8 Premium for Department of Education Schools for the Deaf and Blind Employees Providing Extracurricular Program Services
    (a) Eligibility. An employee of the Schools for the Deaf and Blind who provides coaching or other extracurricular program services is paid an extracurricular activities premium.
    (b) Rate. The civil service commission shall approve the payment of premiums for the extracurricular program services.
  5-6.9 Jury Duty
    An employee summoned to jury duty or subpoenaed as a witness for the people to give testimony related to state employment is paid the difference between any jury or subpoena fee received and the employee’s regular pay during the period of required attendance.
  5-6.10 Severance Pay
    (a) Eligibility.
      (1) Employees. The following employees are eligible for severance pay if they meet the criteria in subsection (a)(2) and are not disqualified by the criteria in subsection (a)(3):
        (A) An “agency based” employee of the department of community health laid off because of deinstitutionalization of the department of community health resident population after October 1, 1996.
        (B) A nonexclusively represented employee who is indefinitely laid off on or after October 1, 1995.
      (2) Criteria. An employee is eligible if the employee was (1) laid off for at least 6 months, (2) was laid off in satisfactory employment status, and (3) was not separated from a temporary or limited-term appointment.
      (3) Disqualification. An otherwise eligible employee is disqualified from receiving severance pay for any of the following reasons:
        (A) The employee dies before accepting payment.
        (B) The employee is hired in any position in the classified service.
        (C) The employee refuses recall to state employment located within a 75-mile radius of the agency from which the employee was laid off.
        (D) The employee is recalled to an indefinite appointment in a position covered by a collective bargaining agreement, in which case the agreement controls.
        (E) The employee is hired for any position outside of the classified service and the initial base hourly rate for the position is 75 percent or more of the employee's final base hourly rate in the position from which the employee was laid off.
    (b) Time limits. The appointing authority shall notify an employee of the employee’s severance pay option 6 months and 12 months after the layoff.
      (1) The employee may accept in writing the lump sum severance payment at any time after the first notice until 14 calendar days after the second notice.  The employee is deemed to have rejected severance pay if the employee does not timely accept the severance pay in writing.
      (2) If the employee accepts severance pay, the appointing authority shall pay the employee within 60 calendar days and remove the employee’s name from all recall and layoff lists.
      (3) Acceptance of severance pay constitutes a break in service and terminates any rights to continuous service credits for any purpose, including annual leave accrual and longevity.
    (c) Severance pay rates. The severance payment for an eligible employee who accepts severance pay is determined by the regulations and the following table:
       
Years of Service
Weeks of Severance Pay
1
1
2
2
3
3
4
4
5
5
6
7
7
9
8
11
9
13
10
15
11
18
12
21
13
24
14
27
15
30
16
33
17
36
18
39
19
42
20
45
21
48
22
51
23 or more
52
    (d) If an employee receives a severance payment, the employee may be rehired in the classified service only under the conditions provided in the regulations.
  5-6.11 Signing Bonus
    (a) Eligibility.
      (1) Authorization. If an appointing authority is experiencing serious recruitment and retention problems, the appointing authority may agree to pay an optional one-time signing bonus to an employee who is newly hired into one of the following classes:
        (A) Pharmacist Manager.
        (B) An excluded Dentist class.
      (2) Current employees ineligible. An employee who is a classified employee immediately before appointment is not eligible for a signing bonus.
      (3) Repayment agreement. An employee may only be paid a signing bonus if the employee agrees in writing to repay the entire signing bonus, including tax withholding amounts, if the employee leaves the agency within one year after the effective date of the appointment.
    (b) Rate.
      (1) Pharmacist. An eligible Pharmacist Manager may be paid a signing bonus not to exceed $2,500.
      (2) Dentist. An eligible Dentist may be paid a signing bonus not to exceed $5,000.
  5-6.12 Retention Bonus
    (a) Eligibility.
      (1) Authorization. If an appointing authority is experiencing serious recruitment and retention problems, the appointing authority may agree to pay an optional one-time retention bonus to a current employee in an excluded Dentist position.
      (2) Eligibility. An employee who has been employed in the classified service for at least 2,080 hours as of February 25, 2006, is eligible for a retention bonus.
    (b) Rate. An eligible Dentist may be paid a retention bonus not to exceed $5,000.
  5-6.13 Lottery Sales Incentive Payments
    (a) Eligibility.
      (1) Authorization. The bureau of state lottery may implement a lottery sales incentive program for employees in the following classifications:
        (A) Lottery Sales Representative 10, 11, and 12.
        (B) Lottery Sales Regional Manager 13, 14, and 15.
        (C) Promotional Specialist 14 and 15.
      (2) Eligibility. An employee is eligible for an incentive payment if retailers in the employee’s area of account responsibility achieve required quarterly sales increases, as established by the bureau of state lottery in the lottery sales incentive program.
      (3) Award brackets. The bureau of state lottery shall establish objective eligibility criteria and bonus amounts for any incentive program before each quarter.
    (b) Rate. An eligible employee may be paid an incentive bonus not to exceed $900 per quarter.
    (c) Change or discontinuance.The bureau of state lottery may alter or discontinue the lottery sales incentive plan before any quarter.
     
[Rule 5-6 last amended effective October 1, 2008]
5-7 Expense Reimbursement
  5-7.1 Travel Expense Reimbursement
    (a) Eligibility. An employee who incurs expenses for official travel is eligible for reimbursement in accordance with the standardized travel regulations issued by the department of management and budget and the state personnel director.
    (b) Rates. An employee is reimbursed at the rates approved by the civil service commission.
      (1) Recommendation. The director of the department of management and budget and the state personnel director may jointly recommend to the commission changes in the travel reimbursement rates.
      (2) Comments. Before submitting the rec