Section 19-86 Step-up pay; multiple positions.
Prior to the adoption of Ord. 17016 on 09/17/2001, Section 19-86 read as follows.
and step-down pay. When
an e Employee s who are other than a fire department
emergency service employee, is required to assume the full responsibilities of a higher level
employee either in the absence of the higher level budgeted position employee,
or on a special
assignment as directed by of the department head and/or duly authorized
supervisor, for at least
one full shift or working day, the employee shall be paid at the entrance (base) rate of the
level classification or one step position or 5% above
their the employees present rate, whichever is greater, while so
assigned. Eligibility for stepup
pay extends down to step-up pay for half shifts or half work days when
the previous full shift or
work day was is staffed by a stepped-up employee personnel.
Stepup assignments for employees, other than
fire department emergency service
employees, shall be approved in writing by the department head. The employees time sheet
specify the position to be filled, the circumstances which make the assignment necessary and the
starting date of the assignment. Stepup assignments shall not exceed thirty (30) work days or
shifts, at which time the department head shall request a permanent reclassification or
appointment of the steppedup employee to an acting position.
Fire department emergency service employees may be assigned to stepup pay
procedures established by the fire chief and approved by the city manager. Clerical and
administrative employees working for the fire department on a 40hour basis shall be subject to
the same stepup rules as other city employees. Fire department emergency service employees
required to assume the full responsibilities of a higher level of employee shall be paid a flat
of fifty cents ($0.50) per hour in addition to their present salary for each level of responsibility
above their present rank, on an hour by hour basis. The stepup pay rate of pay shall apply only
for that time actually worked in the higher level classification.
An employee shall be eligible for stepup pay only if
temporary assignment shall be
regular and continuous in character for at least eight (8) hours and the individual shall be
qualified /trained for the higher level assignment (as determined by proficiency examination
and/or by the judgment of the duly authorized supervisor, considering such characteristics
individual's training, experience, education, reliability, and total work performance record).
"Fully qualified /trained" means the individual is capable of performing the
tasks without any
closer supervision than is normally required of the position. Conversely, an employee may be
temporarily assigned to the work of a lower level position without loss in pay for a continuous
time period not to exceed ten (10) working days. If it is necessary for the employee to work at the
lower level assignment on a temporary basis in excess of ten (10) working days, the employee
shall be compensated within the salary ranges established for the lower classification at a rate
requiring minimal decrease in salary for the period in excess of ten (10) working days. In any
case, such temporary assignment shall not exceed thirty (30) calendar day's duration, at which
time a permanent reclassification determination shall be made by the department head in
consultation with the director. Individuals who are assigned to work in a higher classification
(step-up) for a total of six (6) months or more out of the year immediately preceding a promotion
to the higher classification will be given a performance evaluation and be considered for a salary
adjustment following three (3) months in the higher classification.
Stepup pay shall not be used to avoid requesting reclassification, to reward
outstanding service, or any purpose other than filling an existing position temporarily vacant or
as specially authorized by the department head.
(b) Promotions, reclassifications and transfers. When an employee is
promoted to a position
in a higher class or when an employee's position is reclassified, the employee's salary shall be
increased to at least the minimum rate for the higher class. Employees promoted or transferred
will immediately begin a qualifying period for the new position. Any employee who accepts an
assignment at a lower rate than the rate received at the time of assignment shall receive the rate
established for the classification to which the employee is transferring. A transferring employee,
if fully qualified for the new position, may receive a pay rate equal to an amount commensurate
with the length of continuous city employment contingent upon budgetary conditions, department
head request, and the director's review of the situation. If the employee does not satisfactorily
complete the qualifying period, the employee shall, unless the qualifying period is extended,
revert to his/her previous position, provided a position is available at the time.
(c) Demotions. When an employee is demoted to a lower class position,
the employee shall be
paid at a rate which is within the approved range for the lower level position. Demotions may
occur as a result of: disciplinary actions, inadequate general performance, or cut-back in
departmental operations (not to be confused with downward reclassification, section 19-54(d)).
(d) Policy against employment in multiple positions; exceptions. It shall
be the policy, insofar
as possible, to employ individuals in not more than one permanent position at one time.
Exceptions to this provision must have the written approval of the director and the city manager.
(See administrative rules for further clarification.)
(Code 1964, § 22.520(4)(B)(1)--(4); Ord. No. 14617 § 1, 9-18-95; Ord. No. 14984, 9-16-96)