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Section 6 Pav Rates in Promotion, Demotion, Transfer. and Reclassification <br />(a) When an employee is promoted to a position in a higher salary range, the employee shall be <br />eligible for a salary level increase equivalent to the competitive market rate, not to exceed the <br />job rate of the position, with a minimum increase of 10 levels (approximately 5%). <br />(b) When an employee is demoted for nondisciplinary reasons or has a job status change which <br />results in a lower salary range being assigned to the employee's job, the employee's pay shall <br />remain the same (except that it shall not exceed 15 pay levels (approximately 7.5%) over the <br />maximum of the new range until general schedule adjustments or range revisions bring it <br />back within the lower range); or his or her salary maybe reduced to any amount in the lower <br />salary range, as long as the reduced salary does not fall below the minimum salary rate of that <br />range. <br />(c) When an employee is demoted for disciplinary reasons which results in a lower salary range <br />being assigned to the employee's job, the employee's pay will be placed at the job rate of the <br />lower salary range or have his or her salary reduced by 20 pay levels (approximately 10%) <br />whichever is less, upon the recommendation of the department head with the approval of the <br />County Manager. In no case should the reduced salary fall below the minimum of the new <br />salary range. <br />(d) When an employee is transferred to a position in the same salary range, he or she will <br />normally retain the same salary. Adjustments to the salary can be made for special situations, <br />if justified, upon recommendation by the department head with the approval of the County <br />Manager. <br />(e) When a position is reclassified to a higher salary range, the employee in the position shall <br />receive a 10 pay level increase (approximately 5%) or an increase to the entry level of the <br />new salary grade, whichever is greater. <br />(f) When a position is reclassified to a lower salary range, the employee's salary in the position <br />moves to the new range at the current rate of pay, it cannot exceed the maximum rate of pay <br />of the salary grade by more than fifteen pay levels (approximately 7.5%) until general <br />schedule adjustments or range revisions bring it back within the lower range. <br />Section 7. Pav Rates in 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 in those positions <br />shall receive a 10 pay level increase (approximately 5%) or an increase to the entry level of <br />the new salary grade, whichever is greater. <br />(b) When a class of positions is assigned to a lower salary range, employees will move to the <br />new salary grade and will retain their current rate of pay, not to exceed the maximum rate of <br />pay of the salary grade by more than 15 pay levels (approximately 7.5%) until general <br />schedule adjustments or range revisions bring it back within the lower range. <br />14 <br />Attachment number 6 <br />Page 233 of 362 <br />F-5 <br />