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the City Manager during the period of service time of such employee <br />subsequent to his or her last salary advancement. <br />2. The Executive Director, at least twenty (20) calendar days prior to the <br />anticipated completion of such employee's required length of service, shall <br />file with the City Manager a statement recommending the granting or <br />denial of the merit increase and supporting such a recommendation with <br />specific reasons therefore. The employee shall be notified by the Executive <br />Director as to such recommendations and of the reasons therefore. <br />3. No advancement in salary above Step "D". shall become effective until <br />approved by the City Manager, except when placement on a salary step <br />above Step "D" results from promotion under the provisions of Section 4.10 <br />of this Article. <br />C. Length of Service Required When Advancement Denied When an employee <br />has not been approved for advancement to merit Step "E;' he or she may be <br />reconsidered. for such advancement after the completion of 520 hours of <br />additional service and shall be reconsidered for such advancement after the <br />completion of 1040 hours of additional service. This reconsideration shall <br />follow the same steps and shall be subject to the same actions as provided in <br />subparagraph $ of this section. <br />4.9 Reduction in Salary Steps Any employee who is being paid at merit Step "E" may <br />be reduced to Step 'D" of the appropriate salary range, upon the recommendation <br />of the Executive Director, and the approval of the City Manager. Procedure for <br />such reduction shall follow the same procedure as outlined for merit <br />advancements in Section 4.8 above, and such employee may be considered for <br />readvancement under the same provisions as contained in Subsection C of Section <br />4.8 above. <br />4.10 Promotional Salary Advancement When an employee is promoted to a position <br />in a higher classification from a position in a lower classification in the same <br />occupational career ladder, he or she shall be reassigned to Step "AA" in, the <br />appropriate salary rate range for the higher classification; provided, however, that <br />if the base salary step currently being paid such employee is already equal to or <br />higher than said Step "AA," he or she will be placed in the lowest"step in the <br />appropriate salary rate range as will grant that employee a minimum increase of <br />one (1) salary step (approximately 5%) over his or her current base salary step, <br />inclusive of lead pay, and exclusive of any other assignment or special pay <br />additive or additives such as bilingual pay, shift differential, special sIdlI pay or <br />10 <br />