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RESOLUTION 96- 95 Page 7 5.9 Layoff from an Administrative Management Class. Any affected employee, whose position has been abolished due to lack of work or lack of funds and who is reassigned to another position, shall be placed at a rate or step in the new Salary Rate Range which does not provide an increase in pay. 5.~0 Reduction in Pay for Administrative ManaGement Employees. An Administrative Management employee may receive a reduction in salary on the basis of unsatisfactory work performance or conduct, subject to civil Service Rules and Regulations where applicable. 5.11 Actinq Pay. An unrepresented Administrative Management employee may be appointed by the city Manager to serve in an acting capacity during an unplanned absence from work of thirty calendar days or more of another unrepresented management employee. Administrative Management employees who are granted acting pay by the city Manager shall receive a five percent (5%) increase in pay or the minimum rate of the higher Salary Rate Range while serving in an "acting" capacity. 5.12 Upgrade to an Administrative Management Class. Regular employees of the City who are incumbents of classes of employment not included in this Resolution and who are temporarily upgraded to an Administrative Management class shall receive a five percent (5%) increase or the minimum rate of the management salary range, in accordance with current upgrade provisions. 5,13 Reallocation of Salary Rate RanGes. Any officer or employee who is employed in a classification which is reallocated to a different salary rate range from that previously assigned shall be retained in the same salary step in the new salary rate range as he or she had previously held in the prior rate range and shall retain credit for length of service in such step towards advancement to the next higher step. 5.14 Y-Rating. In special circumstances (such as involuntary demotion from a position regularly held or reclassification to a classification assigned to a lower salary rate range) the City Manager may approve compensating an employee in excess of the salary range of the classification to which assigned by "freezing" the employee's salary at the current rate. In such cases, incumbents will not receive step increases or current and future general "across-the-board" salary adjustments scheduled for other classes until the assigned classification salary level is equal to or greater than the "frozen" salary.