Prior to the adoption of Ord. 21828 on 09/16/2013, Section 19-84 read as follows.


     (a)      Promotion.   When an employee is promoted, the employee's base rate of pay  shall be increased by ten percent (10%) or the minimum of the new pay grade, whichever is greater.  A supervisory employee promotion shall receive a one-time pay adjustment that is five percent (5%) greater than the highest paid subordinate’s base pay to at least the minimum rate for the new position.  

     (b)      Upward reassignment reclassification .  When an employee’s position is reassigned reclassified  to a classification in a higher pay grade, the employee’s base rate of pay shall be increased  by five percent (5%) or the minimum of the new pay grade, whichever is greater.  A supervisory employee reassignment shall receive a one-time pay adjustment that is five percent (5%) greater than the highest paid subordinate’s base pay , if necessary, to fall within the pay range of the new position.  Subject to any guidelines established by the city manager, the department head, with the approval of the director, may increase the reclassified employee’s rate of pay to any amount within the pay range of the new position.

     (c)      Downward reassignment reclassification .  When an employee’s position is reassigned reclassified  to a classification in a lower pay grade, the employee’s base rate of pay shall not be lowered.  If, after reassignment reclassification , the employee’s base rate of pay is higher than the maximum for the pay grade, the employee’s rate of pay shall remain unchanged and shall not be increased before the maximum for the pay grade is increased to exceed the employee’s base rate of pay.

     (d)      Market adjustments Upward change in pay grade .   When a classification is placed in a higher pay grade, the rate of pay of employees in that classification shall not automatically be increased, except that the rate of pay of employees paid below the minimum of the new pay grade shall be increased to the minimum of the new pay grade. The director generally, as part of the budget process, will compare current employee pay levels to the market and make recommendations to the city manager.

    (e)    Downward change in pay grade. When a classification is placed in a lower pay grade, the rate of pay of employees in that classification shall not be lowered. If, after the classification is placed in a lower pay grade, an employee's rate of pay is higher than the maximum for the pay grade, the employee's rate of pay shall remain unchanged and shall not be increased before the maximum for the pay grade is increased to exceed the employee's rate of pay.  This provision shall not apply to voluntary transfers or demotions or to competitive appointments.

     ( f e )      Transfers.  When an employee is transferred to another position in the same pay grade, the employee shall not be eligible for a pay increase , the employee’s rate of pay shall be adjusted, if necessary, to fall within the pay range of the new position.  Subject to any guidelines established by the city manager, the department head, with the approval of the director, may increase the transferred employee’s rate of pay to any amount within the pay range of the new position .

     ( g f )       Demotions.  When an employee is demoted to a previously held position   (voluntarily or as a result of disciplinary actions or reductions in departmental operations) , the employee’s rate of pay shall be lowered to the original rate of pay of the previously held position.  Any across the board or performance increases received after leaving the previously held position shall be adjusted based on the rate of pay for the original position , if necessary, to fall within the pay range of the new position .

(Code 1964, § 22.520(3); Ord. No. 14617, § 1, 9-18-95; Ord. No. 18254, § 1, 9-20-04; Ord. No. 20767, § 1, 9-20-10)