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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 inexactly 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 (V) 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 />G. Reduction in Pay. An Executive Management (EM) employee may receive a <br />reduction in salary on the basis of unsatisfactory work performance, conduct or other <br />reasons at the discretion of the City Manager. <br />H. Temporary Upgrade to an Executive Management (EM) Classification. Regular <br />employees of the City who are incumbents of classes of employment not included in this <br />Resolution and who are temporarily upgraded to an Executive Management (EM) <br />classification will receive a five percent (5 %) increase or the minimum rate of the <br />Executive Management (EM) salary range, whichever is higher, in accordance with <br />current upgrade provisions. <br />I. Reallocation of Salary Rate Ranges. When an employee is in an Executive <br />Management (EM) classification which is reallocated from the current salary rate range <br />to a different salary rate range, the employee will retain the same salary step he or she <br />held prior to the reallocation. The employee will retain credit for length of service in <br />such salary step towards advancement to the next higher salary step. <br />J. Y- Rating. In special circumstances the City Manager may approve <br />compensating an employee in excess of the salary range of the classification to which <br />75A -1 -15 <br />