Demotion Compensation. A unit member permanently assigned by the Agency to a position within the unit compensated at a lower salary range than the previously assigned salary range shall be deemed to have been demoted and shall be placed on the same step in the lower salary range for the position classification assigned. Such unit member shall retain his/her anniversary step placement.
Demotion Compensation. 2 Employees “permanently” assigned by the District to a position within the unit 3 which is compensated at a lower salary range than their previously assigned 4 salary range shall be deemed to have been demoted and shall be placed at the 5 appropriate salary range for the position classification to which they have been 6 assigned and shall be placed on the same salary range increment (step) of the 7 demoted salary range as previously held.
Demotion Compensation. The pay for an employee demoted will normally be decreased between two (2) and five (5) percent. In addition, the salary rate will normally not exceed the maximum of the new salary grade’s range. The College will minimize this decrease to the extent possible and make it clear to the employee the reasons for the demotion. In unusual circumstances, an employee’s current rate may be approved above the maximum of the new salary grade range. As such, the employee will normally not be eligible to receive further salary increases until such time as the salary rate is encompassed by upward movement of the salary grade’s range in which the employee’s classification is assigned. A demotion will require an updated job description of the position prior to the effective date of the demotion so the employee is provided with the opportunity to understand the expectations of the downgraded position. The need for an involuntary demotion will also be discussed with the Union Co-Presidents prior to the effective date as a courtesy and will have no changes in management rights.
Demotion Compensation. The pay for an employee demoted will normally be decreased between two (2) and five (5) percent. In addition, the salary rate will normally not exceed the maximum of the new salary grade’s range. The College will minimize this decrease to the extent possible and make it clear to the employee the reasons for the demotion. In unusual circumstances, the “red-circling” the employee’s current rate above the maximum of the new salary grade range may be warranted. This will depend on the circumstances of the demotion. This action freezes the employee’s salary rate. As such, the employee will normally not be eligible to receive further salary increases until such time as the salary rate is encompassed by upward movement of the salary grade’s range in which the employee’s classification is assigned. A demotion will require an updated job description of the position prior to the effective date of the demotion so the employee is provided with the opportunity to understand the expectations of the downgraded position. The need for an involuntary demotion will also be discussed with the Union President prior to the effective date as a courtesy and will have no changes in management rights.
Demotion Compensation. Employees permanently assigned by the District to a position within the unit which is compensated at a lower salary range than their previously assigned salary range shall be deemed to have been demoted, and shall be placed at the appropriate salary range for the position classification to which they have been assigned. Employees shall retain their anniversary step placement and shall be placed on the same step of the new salary range as previously held. INCORRECT SALARY PLACEMENT Errors in current salary schedule placement shall only be corrected during the fiscal year in which they are discovered, and any such corrections shall only apply to that fiscal year.
