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August 19, 2024 (Regular Meeting) Page <br />(a) All transitions described below must start on the first day of a new pay cycle. <br />(b) When an employee is promoted to a position in a higher salary range, the employee shall be eligible <br />for a salary increase equivalent to the competitive market rate. Increases shall be calculated based on <br />credit for experience and education. Increases that exceed the 35' percentile of the range must be <br />approved by the County Manager. <br />(c) When an employee is demoted for non -disciplinary reasons or has a job status change which results in <br />a lower salary range being assigned to the employee's job, the employee's pay shall remain the same <br />(except that it shall not exceed approximately 7.5%) over the maximum of the new range until general <br />schedule 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 does not fall <br />below the minimum salary rate of that range. <br />(d) When an employee is demoted for disciplinary reasons which results in a lower salary range being <br />assigned to the employee's job, the employee's pay will be placed at the hire rate of the lower salary <br />range or have his or her salary reduced by approximately 10%, whichever is less, upon the <br />recommendation of the department head with the approval of the County Manager. In no case should <br />the reduced salary fall below the minimum of the new salary range. <br />(e) When an employee is transferred to a position in the same salary range, he or she will normally retain <br />the same salary. Adjustments to the salary can be made for special situations, if justified, upon <br />recommendation by the department head with the approval of the County Manager. <br />(f) When a position is reclassified to a higher salary range, the employee in the position shall receive <br />approximately 5% or an increase to the entry level of the new salary grade, whichever is greater. <br />(g) When a position is reclassified to a lower salary range, the employee's salary in the position moves to <br />the new range at the current rate of pay. It cannot exceed the maximum rate of pay of the salary grade <br />by more than approximately 7.5% until general schedule adjustments or range revisions bring it back <br />within the lower range. <br />ARTICLEVI. LEAVESOFABSENCE <br />Firefighters 24-hour schedule needs to be added. <br />Section 5. Vacation Leave - Maximum Accrual <br />Vacation leave may be accrued without any applicable maximum until December 31 of each <br />calendar year. At the end of each benefit year on December 31, any County employee with <br />accrued vacation leave in excess of 240 hours (252 hours for law enforcement officers working <br />a 12-hour shift schedule, 318 for fire fighters working 24-hour shift schedule) shall have the <br />excess vacation leave converted to sick leave. Converted sick leave shall be used in the same <br />manner as accrued sick leave and may be used for authorized sick leave purposes. Like regular <br />sick leave, any unused converted sick leave may be counted toward creditable service at <br />retirement as regulated by the North Carolina Local Governmental Employees' Retirement <br />System or Law Enforcement Officers' Benefit and Retirement Fund. <br />Section 6. Vacation Leave - Payment on Separation <br />An employee who is separated shall be paid for vacation leave accumulated to the date of <br />separation, not to exceed a maximum of 240 hours (252 hours for law enforcement officers <br />working a 12-hour shift schedule, 318 for fire fighters working 24-hour shift schedule). <br />The estate of an employee who dies while employed by the County shall be entitled to payment <br />for all of the accumulated vacation leave credited to the employee's account not to exceed a <br />maximum of 240 hours (252 hours for law enforcement officers working a 12-hour shift <br />schedule, 318 for fire fighters working 24-hour shift schedule). The date of death shall be used <br />as the date of separation for purpose of determining such payment. <br />Adding a section regarding the order of accrual time usage. <br />Section 15. Family Medical Leave Act <br />Federal legislation made the Family and Medical Leave Act (FMLA) effective on August 5, <br />1993 and FMLA regulations were revised on January 16, 2009. A copy of the Department of <br />Labor, Wage and Hour Division Publication 1420, Employee Rights and Responsibilities Under <br />Page 49 <br />