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tlietrthe employee shall reee+ve-e-t~rp~y-level-i+~erease-(appro~+ir3etely <br />~~-ar-ftEri+te-t~rase-ter-il~e~wity-sftla. . c#e; rvl~{eltever-is <br />---gt'ente+:be eligible for a salary level increase equivalent to the competitive market <br />rate, not to exceed the job rate of the position, with a minimum increase of 10 levels <br />(approximately 5%). <br />(b) When an employee is demoted for non-disciplinary reasons or has a job status change <br />which results in a lower ~-salary range being assigned to the employee's job, the <br />employee's pay shall remain the same (except that it shall not exceed #t#~eetf-15 pay levels <br />(approximately 7.5%) over the maximum of the new range until general schedule <br />adjustments or range revisions bring it back within the lower range); or his or her salary <br />may be reduced to any amount in the lower salary range, as long as the reduced salary <br />does not fall below the minimum salary rate of that range. <br />(c) When an employee is demoted for disciplinary reasons which results in a lower <br />t~ salary range being assigned to the employee's job, the employee's pay will be placed <br />at the job rate of the lower t~ salary range or have his or her salary reduced by t-wet3Ey <br />20 pay levels (approximately 10%) whichever is less, ulion the recommendation of the <br />department Bead with the approval of the County Manager. In no case should the reduced <br />salary fall below the minimum of the new salary range. <br />(d) When an employee is transferred to a position in the same pfry-salary range, dui <br />he or she will normally retain the same salary-i+r-tl-tfl~i~t+rge. Adjustments to the salary <br />can Ue made for special situations, if justified, upon recommendation by the department <br />head with the approval of the County Manager. <br />(e) When a position is reclassified to a higher salary range, the employee in the position <br />shall receive a ten-I 0 pay level increase (approximately 5%) or an increase to the entry <br />level of the new salary grade, whichever is greater. <br />(~ When a position is reclassified to a lower salary range, the employee's salary in <br />the position moves to the new range at the current rate of pay, etee}~t-it cannot exceed the <br />rt~t~rin~n-- maximum rate of pay of the salary grade by more than fifteen pay levels <br />(approximately 7.5%) with general schedule adjustments or range revisions bring it back <br />within the lower range. <br />' ° ii'fttH~littt~fl o •, t <br />~~et~-et~tett~-er•-st~}ettd., ,.~rtl;~t+y-}evel•• <br />Section 7. Pav Rates iu Pav Plan Adjustments <br />When the Board of Commissioners approves a change in salary range for a class of positions, the salaries <br />of the employees whose positions are allocated to that class shall be affected as follows: <br />(a) When a class of positions is assigned to a higher salary range, employees iu those <br />positions shall receive a tetrl0 pay level increase (approximately 5%) or au increase to <br />the entry level of the new salary grade, whichever is greater. <br />(b) Whcn a class of positions is assigned to a lower salary range, employees will move to <br />the new salary grade and will retain their cu-•rent rate of pay, not to exceed the maximum <br />rate of pay of the salary grade by more than #+{~ee+rl 5 pay levels (approximately 7.5%) <br />until general schedule adjustments or range revisions bring it Uack within the lower <br />range. <br />15 <br />Attachment number 1 <br />Page 143 of 362 <br />F-5 <br />