Work FAQs

Normal business/work hours are from 8:00 am – 5:00 pm.

Flexing hours in a work week or working an alternative work schedule depends on the office size. Smaller offices typically work 8:00 am – 5:00 pm. Larger offices may allow shorter lunches in order to start later or leave later than the standard 8-5 work schedule. On request, taking shorter lunches may be utilized to make up time used for appointments and normal annual leave requests in order not to have to use leave.

No.

Business casual. Many offices allow jeans one Friday per month.

Employees are required to use direct deposit. Employees working 40 hours per week or less with set hours are paid on a salary basis on the first working day of the following month. For example, work completed in the month of January is paid on February 1.

Employees working in positions without set hours are paid on an hourly basis on the 10th day of the following month except if the 10th falls on a weekend or a holiday, employees are paid on the preceding working day. For example, work completed in January is paid on February 10th.

Employees who are occasionally approved or required to work over 40 hours in a work week earn compensatory time at a rate of one and one-half hours for each hour of employment for which overtime pay would normally be required. Compensatory time, referred to a comp time, is paid time off instead of overtime pay. For example, an employee who works one hour of overtime is given one and one-half hours of paid leave.

Sick and annual leave accumulated while employed by the state or by the county in the clerk of court’s office may be transferred to the Court System. However, no compensatory time or obligation will be transferred.

If an employee leaves state or clerk of court office county employment and returns to the Court System within three years, the employee will be credited with previous years of service for calculating the sick leave accrual rate.

If an employee leaves state or clerk of court office county employment and is hired by the Court System within one year (two years if the employee was affected by a reduction in force), the employee must be credited with the amount of sick leave hours the employee had accumulated at the time of departure, less any amount for which the employee had previously been paid.

If an employee leaves state or clerk of court office county employment and returns to the Court System within three years, the employee will be credited with previous years of service for calculating the annual accrual rate.

No. The Court System uses a time-based step-rate system for classified employee compensation. A time-based step-rate pay system is based on longevity in the job and satisfactory performance. New classified employees start at step 1.

Classified employees are eligible to receive a step increase after an introductory period and then every two years through 19 years of service. Performance adjustments as authorized by the legislature are given July 1 of every year. Non-classified employees generally receive increases equivalent to classified employees. All increases are subject to fund availability.

Non-classified positions include State Court Administrator, Assistant State Court Administrator for Trial Courts, Court Administrator, Clerk of Supreme Court, and Law Clerk.

Employee benefits start the first of the month following an employee’s first working day. For example, benefits begin February 1st for employees whose employment starts in January.

Career development is defined as helping you grow. Employees are encouraged to discuss with their supervisors their career goals and how they define career success. Whether it’s up, down, sideways, subject matter expert, team or project leader, additional experiences, growing in place, or other possibilities that engage and excite employees, supervisors and managers can help employees explore their interests and talents and support them in their career development at the Court System.

Supervisors may be able to provide access to on-the-job learning opportunities such as job rotations, job shadowing, mentoring, targeted training, stretch assignments, or special projects to improve or develop hard and soft skills. They can also direct employees toward academic programs that align with those efforts. The Court System’s Education Reimbursement policy (Policy 145) allows for reimbursement for courses which benefit the Court System in the employee’s present position or for a future position within the Court System.

Court recorder and court reporter employees are administrative assistants to judges. Deputy clerks work with judges in the courtroom and other employees may work with the judges on committees.

Deputy Clerk of District Court.

No. Under the ND Constitution and Section 27-02-05.1, N.D.C.C., the Supreme Court has the authority to establish rules and policies relating to the administration of all courts and court personnel.