BC 1992 06 01 - Laserfiche WebLink

Home Browse Search

560 When an employee is transferred to a position in the same pay range, then he or she will normally retain the same salary in that pay range. Adjustments to the salary can be made for special situations, if justified, upon recommendation by the department head with the approval of the County Manager. (e) When a position is reclassified to a higher salary range, employees at the job rate or below shall move to the new salary grade and retain their relative position in the range. Employees above the job rate shall move to the new salary grade and receive an increase to the job rate of the new salary grade or retain their current rate of pay, whichever rate of pay is greater. Section 7. Pay Rates in Pay Plan Adjustments When the Board of Commissioners approves a change in salary range for a class of positions, the salaries of the employees whose positions are allocated to that class shall be affected as follows: (a) When a class of positions is assigned to a higher salary range, employees at the job rate or below shall move to the new salary grade and retain their relative position in the range. Employees above the job rate shall move to the new salary grade and receive an increase to the job rate or retain their current rate of pay, 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: POSITION TEMPOP~Y SALARY INCREASE Department Head Supervisory Positions Other Key Positions 20 to 40 pay levels (approximately 10 to 20 %) 20 to 30 pay levels (approximately 10 to 15 %) 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. (See Appendix H Page 561)