Common use of APPROPRIATE SALARY STEP Clause in Contracts

APPROPRIATE SALARY STEP. 16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 To the fourth step of the salary schedule after completion of one (1) year of service in the third step. 16.1.2 To the fifth step after completion of six (6) months of service in the fourth step. 16.1.3 To the sixth step after completion of six (6) months of service in the fifth step. 16.1.4 To the seventh step after completion of six (6) months of service in the sixth step. 16.1.5 To the eighth step after completion of one (1) year of service in the seventh step, except as provided in section 16.1.8. 16.1.6 To the ninth step after completion of one (1) year of service in the eighth step, except as provided in section 16.1.8. 16.1.7 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee’s Department Head. 16.1.8 Certain job classes shall be designated by an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the eighth step after completion of six (6) months of service in the seventh step. They shall be eligible for consideration for merit pay increases to the ninth step after completion of six (6) months of service in the eighth step. 16.2 Merit pay increases shall be granted upon approval of the employee’s Department Head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his/her position. 16.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in section 16.1 and completion of the minimum required service in the next lower step as provided in section 16.1. 16.3 An employee may be reduced by one (1) or more steps on the basis of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Human Resources Director will be notified prior to final action being taken. 16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate. 16.4 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were hired. ANAHEIM may hire at a higher step in the salary schedule. 16.4.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.5 An incumbent employee reclassified with his/her position to a lower job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her rate of pay. If the ninth step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her job class is assigned to a salary schedule in which the ninth step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth step. 16.6 An incumbent employee reclassified with his/her position to an equivalent job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 16.7 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase not less than four percent (4%), except when the ninth step of the higher salary schedule provides a pay increase of less than four percent (4%), or when the entry-step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section 16. 16.7.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed longer than the time provided in section 16.1. 16.7.2 An employee promoted in accordance with the appropriate Apprenticeship Agreement from the apprentice classification to the journey level classification shall be placed in the ninth step of the higher salary schedule. 16.8 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4%). The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section 16.1. 16.9 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall retain his/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.10 When more than one (1) personnel action involving changes in an employee’s salary step status become effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new salary schedule; (2) merit pay or reduction in step; (3) promotion, demotion, or reclassification.

APPROPRIATE SALARY STEP. 16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 To the fourth (4th) step of the salary schedule after completion of one one (1) year of service in the third (3rd) step. 16.1.2 To the fifth (5th) step after completion of six (6) months of service in the fourth (4th) step. 16.1.3 To the sixth (6th) step after completion of six (6) months of service in the fifth (5th) step. 16.1.4 To the seventh (7th) step after completion of six (6) months of service in the sixth (6th) step. 16.1.5 To the eighth (8th) step after completion of one (1) year of service in the seventh (7th) step, except as provided in section 16.1.8ARTICLE 16. 16.1.6 To the ninth (9th) step after completion of one (1) year of service in the eighth (8th) step, except as provided in section 16.1.8ARTICLE 16. 16.1.7 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee’s Department Head. 16.1.8 Certain job classes shall be designated by an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the eighth (8th) step after completion of six (6) months of service in the seventh (7th) step. They shall be eligible for consideration for merit pay increases to the ninth (9th) step after completion of six (6) months of service in the eighth (8th) step. 16.2 Merit pay increases shall be granted upon approval of the employee’s Department Head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his/her position. 16.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in section ARTICLE 16.1 and completion of the minimum required service in the next lower step as provided in section ARTICLE 16.1. 16.3 An employee may be reduced by one (1) or more steps on the basis of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Human Resources Director will be notified prior to final action being taken. 16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate. 16.4 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were hired. ANAHEIM may hire at a higher step in the salary schedule. 16.4.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.5 An incumbent employee reclassified with his/her position to a lower job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her rate of pay. If the ninth (9th) step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her job class is assigned to a salary schedule in which the ninth (9th) step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth (9th) step. 16.6 An incumbent employee reclassified with his/her position to an equivalent job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 16.7 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase not less than four percent (4%), except when the ninth (9th) step of the higher salary schedule provides a pay increase of less than four percent (4%), or when the entry-step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16. 16.7.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed longer than the time provided in section 16.1. 16.7.2 An employee promoted in accordance with the appropriate Apprenticeship Agreement from the apprentice classification to the journey level classification shall be placed in the ninth (9th) step of the higher salary schedule. 16.8 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4%). The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16.1. 16.9 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall retain his/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.10 When more than one (1) personnel action involving changes in an employee’s salary step status become effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new salary schedule; (2) merit pay or reduction in step; (3) promotion, demotion, or reclassification.

APPROPRIATE SALARY STEP. ‌ 16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 To the fourth second (2nd) step of the salary schedule after completion of one six (16) year months of service in the first step. 16.1.2 To the third (3rd) step after completion of six (6) months of service in the second step. 16.1.3 To the fourth (4th) step after completion of six (6) months of service in the third step. 16.1.2 16.1.4 To the fifth (5th) step after completion of six (6) months of service in the fourth step. 16.1.3 16.1.5 To the sixth (6th) step after completion of six (6) months of service in the fifth step. 16.1.4 16.1.6 To the seventh (7th) step after completion of six (6) months of service in the sixth step. 16.1.5 16.1.7 To the eighth (8th) step after completion of one (1) year of service in the seventh step, except as provided in section 16.1.8ARTICLE 16. 16.1.6 16.1.8 To the ninth (9th) step after completion of one (1) year of service in the eighth step, except as provided in section 16.1.8ARTICLE 16. 16.1.7 16.1.9 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee’s Department Head. 16.1.8 16.1.10 Certain job classes shall be designated by an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the eighth step after completion of six (6) months of service in the seventh step. They shall be eligible for consideration for merit pay increases to the ninth step after completion of six (6) months of service in the eighth step. 16.2 Merit pay increases shall be granted upon approval of the employee’s Department Head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his/her position. 16.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in section 16.1 ARTICLE 16.2 and completion of the minimum required service in the next lower step as provided in section ARTICLE 16.1. 16.3 An employee may be reduced by one (1) or more steps on the basis of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Human Resources Director will be notified prior to final action being taken. 16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate. 16.4 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were he/she was hired. ANAHEIM may hire at a higher step in the salary schedule. 16.4.1 16.3.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.5 16.4 An incumbent employee reclassified with his/her position to a lower job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her rate of pay. If the ninth step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her job class is assigned to a salary schedule in which the ninth step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth step. 16.6 16.5 An incumbent employee reclassified with his/her position to an equivalent job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 16.7 16.6 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase of not less than four percent (4%), ) except when the ninth step of the higher salary schedule provides a pay increase of less than four percent (4%), or when the entry-fifth step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16. 16.7.1 16.6.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed longer than the time provided in section ARTICLE 16.1. 16.7.2 An employee promoted in accordance with the appropriate Apprenticeship Agreement from the apprentice classification to the journey level classification shall be placed in the ninth step of the higher salary schedule. 16.8 16.7 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4%). The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16.1. 16.9 16.8 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall retain his/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.10 16.9 When more than one (1) personnel action involving changes in an employee’s salary step status become becomes effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new newly authorized salary schedule; (2) merit pay advancement or reduction in salary step; (3) promotion, demotion, or reclassification.

APPROPRIATE SALARY STEP. 16.1 ‌ 14.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 14.1.1 To the fourth second (2nd) step of the salary schedule after completion of one six (16) year months of service in the first step. 14.1.2 To the third (3rd) step after completion of six (6) months of service in the second step. 14.1.3 To the fourth (4th) step after completion of six (6) months of service in the third step. 16.1.2 14.1.4 To the fifth (5th) step after completion of six (6) months of service in the fourth step. 16.1.3 14.1.5 To the sixth (6th) step after completion of six (6) months of service in the fifth step. 16.1.4 14.1.6 To the seventh (7th) step after completion of six (6) months of service in the sixth step. 16.1.5 14.1.7 To the eighth (8th) step after completion of one (1) year of service in the seventh step, except as provided in section 16.1.8. 16.1.6 14.1.8 To the ninth (9th) step after completion of one (1) year of service in the eighth step, except as provided in section 16.1.8. 16.1.7 14.1.9 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee’s Department Head. 16.1.8 Certain job classes shall be designated by an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the eighth step after completion of six (6) months of service in the seventh step. They shall be eligible for consideration for merit pay increases to the ninth step after completion of six (6) months of service in the eighth step. 16.2 14.2 Merit pay increases shall be granted upon approval of the employee’s Department Head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his/her the position. 16.2.1 14.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in section 16.1 ARTICLE 14.2 and completion of the minimum required service in the next lower step as provided in section 16.1ARTICLE 14.1. 16.3 An employee may be reduced by one (1) or more steps on the basis of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Human Resources Director will be notified prior to final action being taken. 16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate. 16.4 14.3 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were the employee was hired. ANAHEIM may hire at a higher step in the salary schedule. 16.4.1 14.3.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.5 14.4 An incumbent employee reclassified with his/her position to a lower job class shall retain his/her the current base rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her the current base rate of pay. If the ninth step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her the job class is assigned to a salary schedule in which the ninth step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth (9th) step. 16.6 14.5 An incumbent employee reclassified with his/her position to an equivalent job class shall retain his/her the current base rate of pay and his/her anniversary date for purposes of merit pay increases. 16.7 14.6 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase of not less than four percent (4%), ) except when the ninth step of the higher salary schedule provides a pay increase of less than four percent (4%), or when the entry-fifth step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section 16ARTICLE 14.1. 16.7.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed longer than the time provided in section 16.1. 16.7.2 An employee promoted in accordance with the appropriate Apprenticeship Agreement from the apprentice classification to the journey level classification shall be placed in the ninth step of the higher salary schedule. 16.8 14.7 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4%). The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section 16.1ARTICLE 14.1. 16.9 14.8 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall retain his/her the same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.10 14.9 When more than one (1) personnel action involving changes in an employee’s salary step status become becomes effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new newly authorized salary schedule; (2) merit pay advancement or reduction in salary step; (3) promotion, demotion, or reclassification.

APPROPRIATE SALARY STEP. 16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 To the fourth (4th) step of the salary schedule after completion of one one (1) year of service in the third (3rd) step. 16.1.2 To the fifth (5th) step after completion of six (6) months of service in the fourth (4th) step. 16.1.3 To the sixth (6th) step after completion of six (6) months of service in the fifth (5th) step. 16.1.4 To the seventh (7th) step after completion of six (6) months of service in the sixth (6th) step. 16.1.5 To the eighth (8th) step after completion of one (1) year of service in the seventh (7th) step, except as provided in section ARTICLE 16.1.8. 16.1.6 To the ninth (9th) step after completion of one (1) year of service in the eighth (8th) step, except as provided in section ARTICLE 16.1.8. 16.1.7 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee’s Department Head. 16.1.8 Certain job classes shall be designated by an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the eighth (8th) step after completion of six (6) months of service in the seventh (7th) step. They shall be eligible for consideration for merit pay increases to the ninth (9th) step after completion of six (6) months of service in the eighth (8th) step. 16.2 Merit pay increases shall be granted upon approval of the employee’s Department Head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his/her position. 16.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in section ARTICLE 16.1 and completion of the minimum required service in the next lower step as provided in section ARTICLE 16.1. 16.3 An employee may be reduced by one (1) or more steps on the basis of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Human Resources Director will be notified prior to final action being taken. 16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate. 16.4 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were hired. ANAHEIM may hire at a higher step in the salary schedule. 16.4.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.5 An incumbent employee reclassified with his/her position to a lower job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her rate of pay. If the ninth (9th) step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her job class is assigned to a salary schedule in which the ninth (9th) step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth (9th) step. 16.6 An incumbent employee reclassified with his/her position to an equivalent job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 16.7 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase not less than four percent (4%), except when the ninth (9th) step of the higher salary schedule provides a pay increase of less than four percent (4%), or when the entry-step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16. 16.7.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed longer than the time provided in section 16.1. 16.7.2 An employee promoted in accordance with the appropriate Apprenticeship Agreement from the apprentice classification to the journey level classification shall be placed in the ninth (9th) step of the higher salary schedule. 16.8 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4%). The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section 16.1ARTICLE 16. 16.9 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall retain his/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.10 When more than one (1) personnel action involving changes in an employee’s salary step status become effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new salary schedule; (2) merit pay or reduction in step; (3) promotion, demotion, or reclassification.

APPROPRIATE SALARY STEP. 16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 To the fourth (4th) step of the salary schedule after completion of one one (1) year of service in the third (3rd) step. 16.1.2 To the fifth (5th) step after completion of six (6) months of service in the fourth (4th) step. 16.1.3 To the sixth (6th) step after completion of six (6) months of service in the fifth (5th) step. 16.1.4 To the seventh (7th) step after completion of six (6) months of service in the sixth (6th) step. 16.1.5 To the eighth (8th) step after completion of one (1) year of service in the seventh (7th) step, except as provided in section 16.1.8ARTICLE 16. 16.1.6 To the ninth (9th) step after completion of one (1) year of service in the eighth (8th) step, except as provided in section ARTICLE 16.1.8. 16.1.7 For those classifications with a tenth (10th) step added to the salary range effective the pay period including January 1, 2024 (See Appendix A – for details), employees at the ninth (9th) step shall be eligible to move to the tenth (10th) step on their first merit review date occurring on or after the effective date of the addition of the tenth (10th) step. Except that an employee who has been on Step 9 for one year or more and is not currently on a performance improvement plan shall be advanced to the Step 10 upon its effective date. 16.1.8 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee’s Department HeadHead . 16.1.8 16.1.9 Certain job classes shall be designated by an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the eighth (8th) step after completion of six (6) months of service in the seventh (7th) step. They shall be eligible for consideration for merit pay increases to the ninth (9th) step after completion of six (6) months of service in the eighth (8th) step. 16.2 Merit pay increases shall be granted upon approval of the employee’s Department Head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his/her position. 16.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in section ARTICLE 16.1 and completion of the minimum required service in the next lower step as provided in section ARTICLE 16.1. 16.3 An employee may be reduced by one (1) or more steps on the basis of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Human Resources Director will be notified prior to final action being taken. 16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate. 16.4 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were hired. ANAHEIM may hire at a higher step in the salary schedule. 16.4.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.5 An incumbent employee reclassified with his/her position to a lower job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her rate of pay. If the ninth (9th) step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her job class is assigned to a salary schedule in which the ninth (9th) step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth (9th) step. 16.6 An incumbent employee reclassified with his/her position to an equivalent job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 16.7 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase not less than four percent (4%), except when the ninth (9th) step of the higher salary schedule provides a pay increase of less than four percent (4%), or when the entry-step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16. 16.7.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed longer than the time provided in section 16.1. 16.7.2 An employee promoted in accordance with the appropriate Apprenticeship Agreement from the apprentice classification to the journey level classification shall be placed in the ninth (9th) step of the higher salary schedule. 16.8 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4%). The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16.1. 16.9 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall retain his/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.10 When more than one (1) personnel action involving changes in an employee’s salary step status become effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new salary schedule; (2) merit pay or reduction in step; (3) promotion, demotion, or reclassification.

APPROPRIATE SALARY STEP. 16.1 Regular, full-time employees shall be eligible for consideration for merit pay increases as follows: 16.1.1 To the fourth second (2nd) step of the salary schedule after completion of one six (16) year months of service in the first step. 16.1.2 To the third (3rd) step after completion of six (6) months of service in the second step. 16.1.3 To the fourth (4th) step after completion of six (6) months of service in the third step. 16.1.2 16.1.4 To the fifth (5th) step after completion of six (6) months of service in the fourth step. 16.1.3 16.1.5 To the sixth (6th) step after completion of six (6) months of service in the fifth step. 16.1.4 16.1.6 To the seventh (7th) step after completion of six (6) months of service in the sixth step. 16.1.5 16.1.7 To the eighth (8th) step after completion of one (1) year of service in the seventh step, except as provided in section 16.1.8ARTICLE 16. 16.1.6 16.1.8 To the ninth (9th) step after completion of one (1) year of service in the eighth step, except as provided in section 16.1.8ARTICLE 16. 16.1.7 16.1.9 In such cases as may occur wherein an employee shall demonstrate exceptional ability and proficiency in performance of his/her assigned duties, said employee may be given a special merit advancement to the next higher step without regard to the minimum length of service provisions contained in this ARTICLE upon the approval of the employee’s Department Head. 16.1.8 16.1.10 Certain job classes shall be designated by an “S” before schedule numbers. Employees in these classes shall be eligible for consideration for merit pay increases to the eighth step after completion of six (6) months of service in the seventh step. They shall be eligible for consideration for merit pay increases to the ninth step after completion of six (6) months of service in the eighth step. Notwithstanding the foregoing, employees hired in these classes on or after the first day of the first full pay period in the first month following City Council adoption of this 2018-2022 MOU shall be eligible for merit pay increases to the eight (8th) step after completion of one (1) year of service in the seventh (7th) step. They shall be eligible for consideration for merit pay increases to the ninth (9th) step after completion of one (1) year of service in the eight (8th) step. 16.2 Merit pay increases shall be granted upon approval of the employee’s Department Head for continued meritorious and efficient service and continued improvement by the employee in the effective performance of the duties of his/her position. 16.2.1 The effective date of the merit pay increases shall be the first day of the pay period following approval as provided in section 16.1 ARTICLE 16.2 and completion of the minimum required service in the next lower step as provided in section ARTICLE 16.1. 16.3 An employee may be reduced by one (1) or more steps on the basis of unsatisfactory work performance or conduct. Such action shall require approval of the employee’s Department Head and the Human Resources Director will be notified prior to final action being taken. 16.3.1 The employee may be returned to his/her former salary step at such time as deemed appropriate. 16.4 Newly hired employees shall normally be compensated at the lowest step of the salary schedule of the job class for which they were he/she was hired. ANAHEIM may hire at a higher step in the salary schedule. 16.4.1 16.3.1 The provisions of this ARTICLE shall also apply to re-employed and reinstated employees. 16.5 16.4 An incumbent employee reclassified with his/her position to a lower job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases, or shall be placed in the step of the lower salary schedule closest to his/her rate of pay. If the ninth step of the salary schedule of the lower job class is lower than the incumbent’s rate of pay, the rate of pay shall be identified as the “Y” step of the lower salary schedule. An employee compensated at the “Y” step because of a downward reclassification shall remain in the “Y” step, until such time as his/her job class is assigned to a salary schedule in which the ninth step is equivalent to or higher than the “Y” step, at which time the employee shall be placed in the ninth step. 16.6 16.5 An incumbent employee reclassified with his/her position to an equivalent job class shall retain his/her rate of pay and his/her anniversary date for purposes of merit pay increases. 16.7 16.6 An employee who is promoted or reclassified with his/her position to a higher job class shall be placed in the step of the higher salary schedule that will provide a pay increase of not less than four percent (4%), ) except when the ninth step of the higher salary schedule provides a pay increase of less than four percent (4%), or when the entry-fifth step of the higher salary schedule is more than four percent (4%) higher than the employee’s current rate of pay. The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16. 16.7.1 16.6.1 An employee promoted to a formal apprenticeship classification may be appointed above the entry level step and may remain in the step to which he/she is appointed longer than the time provided in section ARTICLE 16.1. 16.7.2 An employee promoted in accordance with the appropriate Apprenticeship Agreement from the apprentice classification to the journey level classification shall be placed in the ninth step of the higher salary schedule. 16.8 16.7 An employee who is demoted shall be placed in the step of the lower salary schedule that will provide a reduction in pay of not less than four percent (4%). The employee shall be given a new anniversary date for purposes of merit pay increases in accordance with the provisions of section ARTICLE 16.1. 16.9 16.8 An employee in a job class which is assigned to a different salary schedule as a result of a pay adjustment shall retain his/her same salary step status in the newly authorized salary schedule and shall retain the same anniversary date for purposes of merit pay increases. 16.10 16.9 When more than one (1) personnel action involving changes in an employee’s salary step status become becomes effective on the same day, all such changes shall be in accordance with the provisions of the preceding paragraphs of this ARTICLE, and shall take place in the following order of precedence: (1) adjustment to same salary step in a new newly authorized salary schedule; (2) merit pay advancement or reduction in salary step; (3) promotion, demotion, or reclassification.