BC 1994 07 05 - Laserfiche WebLink

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163 range. Employees above the job rate shall move to the new salary grade and receive an increase'to the job rate or a ten level pay increase (approximately 5%), whichever rate of pay is greater. (b) When a class of positions is assigned to a lower salary range, employees will move to the new salary grade and will retain their current rate of pay, not to exceed the maximum rate of pay of the salary grade by more than fifteen pay levels (approximately 7.5%) until general schedule adjustments or range revisions bring it back within the lower range Section 8. Pay Rates For Interim Job Assignments Occasionally a position vacancy or the long term absence of the person in the position requires the temporary assignment of all or part of such a position's duties to another county employee. A temporary increase would be implemented in the salary of an employee accepting such an assignment with the approval of the County Manager and based upon the following scale. TEMPORARY POSITION SALARY INCREASE Department Head 20 to 40 pay levels (approximately 10 to 20%) Supervisory Positions 20 to 30 pay levels (approximately 10 to 15%) Other Key Positions 10 to 20 pay levels (approximately 5 to 10%) The exact size of the temporary increase will be based upon the size of the department, the significance of duties assumed and the level of responsibility for persons, property and operations. Increases will not be given for additional duties that are routine or similar to those of an employee's regular job assignment. Section 9. Pay for Part-Time Work The pay plan established by this policy is for full-time service. An employee appointed for less than full-time service will be paid a prorated amount determined by converting the established salary to an hourly rate. Section 10~ Overtime · Overtime work shall be administered in accordance with the Wage and Hour Policy as contained in Appendix C. Compensatory time may be taken with the prior approval of the supervisor, in accordance with the Wage and Hour Policy as contained in Appendix C. Section 11, Call Back Pay Any County employee eligible to receive overtime compensation or compensatory time as defined in the Wage and Hour Policy ~contained in Appendix C shall be guaranteed a minimum of two hours for being called back to work outside of normal working hours. Section 12. Payroll Deductions Only payroll deductions specifically mandated or authorized by Federal or State act, or authorized by the Board of Commissioners, may be deducted from each employee's pay at each pay period. Section 13. Longevity Pay Plan The Cabarrus County Longevity Pay Plan was discontinued effective July 1, 1993. Each employee receiving this benefit prior to this date will continue to do so. This "grandfathered" benefit will be paid in the biweekly pay checks, at an amount equal to that which was in effect on June 30, 1993. Recipients will lose this benefit upon separation from employment with Cabarrus County. Section 14, Education Incentive Program Although the minimumqualifications have been established for all classifications within the County, certain classifications are awarded educational incentives if the employee obtains an educational level higher than the minimum requirements. A maximum educational level to which the incentive will apply shall be established by the County Manager for each eligible position. In addition, these classifications must be recommended by the County Manager and approved by the Board of County Commissioners. The classifications eligible for the educational incentive program are listed in Appendix G of the Personnel Ordinance. The educational incentive program is established to pay $.75 per month or $9.00 per year for each quarter hour up to 96 quarter hours of credit toward