BC 1992 06 01 - Laserfiche WebLink

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559 paydate for the bi-weekly period which includes the last day in May. If an individual who has earned Merit Pay leaves county employment prior to the scheduled paydate, he or she will receive such payment due in their final check. (2) When an employee completes a project or performs an action of a singular nature which results in Special benefit(s) to the county and/or its citizens, his or her salary base may be increased as recommended by the department head with the approval of the County Manager. (e) Salary Adjustments. Increases may be made to an employee's salary base if justified by an unusual or inequitable situation and approved by the County Manager. Section 4. Payment at a Listed Rate Ail employees covered by the pay plan shall be paid at a listed rate within the salary ranges established for their respective job classes except for employees in a trainee status, or employees whose present salaries are above the established maximum rate following transition to a new pay plan or due to a job status change. Section 5. Salary of a Trainee An applicant hired or an employee promoted to a position who does not meet all the established requirements of the position may be appointed at a rate in the pay plan below the minimum rate established for that position. The established trainee rate for any given position shall be the hiring rate for the salary grade below the one of that position. An employee at the trainee level shall be evaluated every six months. The department head may certify that the trainee is qualified to assume the full responsibilities of the position at the conclusion of any six-month evaluation period. At this point the employee will be paid at the entry salary for the position They then become eligible for development increases on subsequent anniversaries of the date they were released from trainee status. No employee shall remain in a trainee status (pay below lowest amount for salary grade assigned to his or her job classification) for more than twelve (12) months. Section 6. (a) Pay Rates in Promotion, Demotion, Transfer, and Reclassification When an employee is promoted to a position in a higher pay range, then the employee shall receive a ten pay level increase (approximately 5%) or an increase to the entry salary of the new salary grade, whichever is greater. (b) When an employee is demoted for nondisciplinary reasons or has a job status change which results in a lower pay range being assigned to the employee's job, the employee's pay shall remain the same (except that it shall not exceed fifteen pay levels (approximately 7.5%) over the maximum of the new range until general schedule adjustments or range revisions bring it back within the lower range): or his or her salary may be reduced to any amount in the lower salary range, as long as the reduced salary does not fall below the minimum salary rate of that range. (c) When an employee is demoted for disciplinary reasons which results in a lower pay range being assigned to the employee's job, the employee's pay will be placed at the job rate of the lower pay range or have his or her salary reduced by twenty pay levels (approximately 10%) whichever is less, upon the recommendation of the department head with the approval of the County Manager.