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approved by the City Manager, except when placement on a salary step above <br />Step "D" results from promotion under the provisions of Section 4.9 of this <br />Article. <br />C. Length of Service Required When Advancement Denied. When an officer or <br />employee has not been approved for advancement to the merit step E, he or she may <br />be reconsidered for such advancement after the completion of three (3) months of <br />additional service and shall be reconsidered for such advancement after the <br />completion of six (6) months of additional service. This reconsideration shall follow <br />the same steps and shall be subject to the same actions as provided in Subparagraphs <br />B (2) and B (3) of this Section. <br />4.8 Reduction in Salary Steps. Any officer or employee who is being paid on merit step E may <br />be reduced to Step "D" of the appropriate salary range, upon the recommendation of the <br />Police Chief, and the approval of the City Manager. Procedure for such reduction shall <br />follow the same procedure as outlined for merit advancements in Section 4.7 above, and such <br />officer or employee may be considered for re-advancement under the same provisions as <br />contained in Subsection C of Section 4.7. <br />4.9 Promotional Salary Advancement. When an officer or employee is promoted to a position in <br />a higher classification from a position in a lower classification in the same occupational <br />career ladder, he or she shall be reassigned to Step "A" in the appropriate salary rate range for <br />the higher classification; provided however, that if the base salary step currently being paid <br />such officer or employee is already equal to or higher than said Step "A," he or she will be <br />placed in the lowest step in the appropriate salary rate range as will grant that officer or <br />employee an increase of at least one (1) salary step over his or her current base salary step <br />including any additive or additives such as career development or educational incentive pay, <br />but excluding shift differential, assignment pay and bilingual pay. <br />4.10 Demotion. When an officer or employee is demoted to a position in a lower classification, his <br />or her salary rate shall be fixed in the appropriate salary rate range for the lower classification <br />in accordance with the following provisions: <br />A. The salary rate shall be reduced by at least one (1) step. <br />B. The new salary rate must be within the appropriate salary rate range. <br />C. The new salary rate shall not be higher than the salary step to which the officer or <br />employee would have been entitled had his or her service time in the higher <br />classification been spent in the lower classification. <br />D. If the salary rate recommended by the Police Chief is lower than the maximum step <br />permissible under Subsection C above, such recommendation shall be considered a <br />reduction in pay in addition to the demotion and shall be handled in accordance with <br />the provisions for salary reductions (Section 4.8, above). <br />4.11 Reallocation of Salary Rate Ran es. Any officer or employee who is employed in a <br />14 <br />