Prior to the adoption of Ord. 17016 on 09/17/2001, Section 19-86 read as follows.


    (a) Step-up and step-down pay. When an eEmployees 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 higher level classification or one step position or 5% above their the employee’s 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 employee’s time sheet will 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 pursuant to 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 rate 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 Such temporary assignment shall be regular and continuous in character for at least eight (8) hours and the individual shall be fully 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 as the 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 employees for 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)