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<br />C. Length of Service Required When Advancement Denied. When an officer <br />or employee has not been approved for advancement to the next higher salary step, <br />he or she may be reconsidered for such advancement after the completion of three <br />(3) months of additional service and shall be reconsidered for such advancement <br />after the completion of six (6) months of additional service. This reconsideration <br />shall follow the same steps and shall be subject to the same actions as provided <br />in the sub-paragraph B(2) and (3) of this Section. <br /> <br />Section 8. REDUCTION IN SALARY STEPS. Any officer or employee who is being <br />paid on a salary. step higher than Step uCu may be reduced by one or more steps, <br />but not lower than Step "Cu of the appropriate salary range, upon the recommendation <br />of the department head and the approval of the City Manager. Procedure for such <br />reduction shall follow the same procedure as outlined for merit advancements in <br />Section 7 above, and such officer or employee may be considered for readvancement <br />under the same provisions as contained in subsection C of Section 7. <br /> <br />Section 9. PROMOTIONAL SALARY ADVANCEMENT. When an officer or employee is <br />promoted to a position in a higher classification from a position in a lower class- <br />ification in the same occupational career ladder, he or she shall be reassigned to <br />Step "Au in the appropriate-salary rate range for the hgiher classification; pro- <br />vided, however, that if the base salary step currently being paid such officer or <br />employee is already equal to or higher than said Step "Au, he or she shall be place <br />in the lowest step in the appropriate salary rate range as will grant that officer <br />or employee an increase of one (1) salary step over his or her current base <br />salary step exclusive of any pay additive or additives such as shift differential, <br />assignment pay, special skill payor the like; provided further, however, that any <br />pay differential paid in accordance with the provisions of the Police Career <br />Development Program (Section 3.2) herein above and the shift differential pay <br />paid to Fire Services Dispatchers assigned to the special twelve (12) hour work <br />shift schedule requiring an average workweek of forty-two (42) hours shall be <br />considered as part of current base salary for purposes of this Section. <br /> <br />Section 10. DEMOTION. When an officer or employee is demoted to a position <br />in a lower classification, his or her salary rate shall be fixed in the appropri- <br />ate salary rate range for the lower classification in accordance with the following <br />provisions: <br /> <br />A. <br /> <br />The salary rate shall be reduced by at least one (1) step. <br /> <br />B. <br /> <br />The new salary rate must be within the appropriate salary rate <br /> <br />range. <br /> <br />C. The new salary rate shall not be higher than the salary step to <br />which the officer or employee would have been entitled had his or her service <br />time in the higher classification been spent in the lower classification. <br /> <br />D. If the salary rate recommended by the department head is lower <br />than the maximum step permissible under subsection C above, such recommendation <br />shall be considered a reduction in pay in addition to the demotion and shall be <br />handled in accordance with the provisions for salary reductions (Section 8, above). <br /> <br />Section 11. REALLOCATION OF SALARY RATE RANGES. Any officer or employee <br />who is employed in a classification which is reallocated to a different salary <br /> <br />-11- <br />