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schedule, as provided in the highest amount as available to represented management <br />employees on or after January 1, 2015. <br />B. Compensation Plan Implementation. Upon implementation of the basic salary <br />schedule set forth in Sub -section 1.13. of this Resolution, a current incumbent of an <br />Executive Management (EM) classification listed herein above will be placed at the <br />monthly rate in the assigned salary rate range which matches the incumbent's <br />assigned base monthly salary rate on the day preceding the effective date of this <br />Resolution. <br />C. Hiring Pay Policy. A newly hired Executive Management (EM) employee will be <br />compensated at a monthly rate within the lower third of the salary range (Steps 1 <br />through 5) for his/her job classification as authorized by the appointing authority. When <br />economic conditions, unusual employment conditions, or exceptional qualifications of a <br />candidate for employment indicates a higher rate would be in the City's best interest, <br />the City Manager may authorize compensating the new employee within the middle <br />third of the salary range (Steps 6 through 10) but the higher starting salary will generally <br />not be above Step 8. <br />D. Rates of Pay for Temporary and Part -Time Work. When an employee is hired in <br />an Executive Management (EM) classification on a temporary basis, which is defined as <br />employment with an anticipated duration of less than six (6) months, or an employee is <br />hired in an Executive Management (EM) classification on a part-time basis, which is <br />defined as employment of forty (40) hours or less per semi-monthly pay period, the <br />employee will be paid at a rate per hour for actual time spent in the duties of his or her <br />employment. Rate per hour will be computed to the nearest whole cent by dividing the <br />classification's standard monthly rate of compensation by 173.33. A computation <br />resulting in exactly one-half (1/2) cent will fix the rate at the next higher whole cent. <br />E, Service. The word "service" as used in this Resolution will be deemed to mean <br />continuous, full-time service in the classification in which the employee is being <br />considered for salary advancement, service in the higher classification or service in a <br />classification allocated to the same salary rate range and having generally similar <br />duties and requirements. Employees hired after the first (1s) working day of the month <br />will not be credited with "time in service" for that month when determining the length of <br />service required for salary step advancement. A lapse of service by an Executive <br />Management (EM) employee for a period of time longer than ten (10) calendar days by <br />reason of resignation, quit, or discharge, will serve to eliminate the accumulated length <br />of service time of such employee for the purpose of this Resolution. <br />F. Appointment or Promotion of Current Employee. An employee who is appointed <br />or promoted to an Executive Management (EM) classification from a represented <br />management or non -management classification of the City service will be placed at a <br />salary rate in the Executive Management (EM) salary rate range which provides a <br />minimum of a five percent (5%) pay increase. <br />Resolution No. 2015-001 <br />Page 4 of 15 <br />