Common use of Involuntary Demotion Clause in Contracts

Involuntary Demotion. An employee may be reassigned, to a position with a lower pay grade, as a result of a change in the Board’s organizational chart or corrective action. An employee shall not be granted a pay increase as a result of being demoted. As a result of a demotion for non-disciplinary reasons, reassignment, or a reclassification to a lower paid position on the BTU-TSP Salary Schedule an affected employee shall not receive a decrease in pay for a period of at least ten (10) months from the date of demotion. Employees demoted as a result of corrective action shall receive a decrease in pay immediately upon Board approval. At the conclusion of the ten (10) month salary protection period, the employee will be placed on a step on the new pay grade based on the employee’s assigned step in the previous paygrade. This reduction in salary shall be no less than 3% and no more than 10% of the employee’s salary in the previous pay grade. If the reduction reflects more than a 10% decrease, the employee will be placed on the highest step within a maximum reduction of 10% of the previous salary.

Involuntary Demotion. An employee may also be reassigned, to a position with a lower pay grade, as a result of a change in the Board’s organizational chart or corrective of disciplinary action. An employee shall not be granted a pay increase as a result of being demoted. As a result of a demotion for non-disciplinary reasons, reassignment, or a reclassification to a lower paid position on the BTU-TSP Salary Schedule an affected employee shall not receive a decrease in pay for a period of at least ten (10) months from the date of demotion. Employees demoted as a result of corrective action for disciplinary reasons shall receive a decrease in pay immediately upon Board approval. At the conclusion of the ten (10) month salary protection period, the employee will be placed on a step on the new pay grade based on the employee’s assigned step in the previous paygrade. This reduction in salary shall be no less than 3% and no more than 10% of the employee’s salary in the previous pay grade. If the reduction reflects more than a 10% decrease, the employee will be placed on the highest step within a maximum reduction of 10% of the previous salary.