Salary adjustments shall be handled as indicated below:
A. Upon reclassification downward, the employee shall be placed in the salary step of the reclassified position which most nearly approximates the rate of compensation he was receiving prior to the downward reclassification action; however, if the salary step of the employee prior to the downward classification action falls between two steps of the reclassified position, the employee shall be placed in the higher step.
B. Upon demotion, the employee shall be compensated according to one of these three options:
1. If the demotion is a result of reduction-in-force action, maximum compensation rate protection shall be afforded as describe above.
2. If the demotion is voluntary, the degree of compensation rate protection shall be determined by the Human Resources Division based on the merits of each individual case.
3. If the demotion is a result of a disciplinary action, the employee shall receive the rate of compensation represented by the minimum salary step of the grade of the position to which the employee is demoted.
C. Upon reassignment, there shall be no changed in rate of compensation except when converting from one salary schedule to another.
D. If an employee is promoted whether as the result of reclassification of the position the employee occupies or movement from one position to another position, and employee was once in a salary step of the grade to which promoted, which was above the minimum step of such grade, the employee shall be placed in the format, unless application of the higher compensation rate is appropriate, in which case such provisions shall govern the action.History: Rule 06-98, eff. Mar. 3, 1999