Common use of MERIT STEP INCREASE Clause in Contracts

MERIT STEP INCREASE. ‌ (a) Employees hired or promoted into their classification on or before December 1, 2014, and who satisfactorily complete 2080 hours of service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase on July 1, 2015 and yearly thereafter until they reach the top of the range for their position in the attached salary schedule. (1) Employees hired or promoted into the RAPG Admin represented unit after December 1, 2014, and who satisfactorily complete 2080 hours of service, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach step three (3) of the attached salary schedule. Subsequent advancement to step 4 and/or 5 will require the approval of the City Manager. There is no appeal of the City Manager’s decision. (2) Employees currently employed, as of December 1, 2014, and represented by the Reno Administrative Professional Group Professional Unit (RAPG PRO) that are promoted into the RAPG Admin unit will be eligible for the five step salary ranges. This does not apply to any employee hired (new City employee or current City employee that is not represented by the RAPG PRO unit) into the RAPG PRO represented unit after December 1, 2014. (c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation. Employees hired by the City prior to December 1, 2014 shall have a July 1, 2015 anniversary date for the purposes of calculating subsequent increases, The anniversary date of employees hired or promoted after December 1, 2014 shall be the employee’s date of hire or promotion. (d) If there is a delay in awarding the merit increase that was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due. (e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten (10) working days of such notification request in writing a review before his/her Department Head or designee to discuss the reason for the denial. (1) The review shall be attended by the employee, the employee’s supervisor, and the Department Head or his/her designee, and may include at the employee’s discretion, an Association Representative. (2) The decision of the Department Head or his/her designee may be appealed to the City Manager or his/her designee for a final decision. The employee has the right to attach a written rebuttal statement to the evaluation, which will be included in the official personnel file. (f) If the merit step increase has not been paid and there is no denial of the performance step increase in accordance with (e) above, at any time after two (2) full pay periods following the employee’s anniversary date, the Association or the employee may notify the Department of Human Resources in writing, or by e- mail, with a copy to the Department Head, and request award of the merit step increase. Following notification from the Association or the employee, the Department Head shall notify the Department of Human Resources within one (1) full pay period, if the employee’s job performance is the basis of the non- award. If there is no response within the specified time period, or if the response indicates the delay is due to administrative oversight, the Human Resources Department shall initiate the applicable merit step increase which will be retroactive to the date that it was originally due. (g) Management will not be arbitrary or capricious in the denial of a performance step increase. (h) A standard merit step increase shall be one step above the employee’s present step in the assigned pay grade as provided in the attached appendix. (i) For exceptional performance the City Manager may approve a two (2) step pay increase. (j) The decision to grant or deny a step increase is not subject to the grievance procedure.

MERIT STEP INCREASE. ‌ (a) Employees hired or promoted into their classification on or before December October 1, 2014, and who satisfactorily complete 2080 hours twelve (12) months of continuous service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step increase on July 1, 2015 and yearly thereafter until they reach the top of the range for their position in the attached salary schedule. (1) Employees hired or promoted into the RAPG Admin represented unit after December 1, 2014, and who satisfactorily complete 2080 hours of service, after initial appointment or promotion to a position, shall be eligible for a merit step increase and yearly thereafter until they reach the top of the range for their position in the attached salary schedules. (b) Employees hired or promoted into the RAPG PRO represented unit after October 1, 2014, and who satisfactorily complete twelve months of continuous service, excluding overtime, after initial appointment or promotion to a position, shall be eligible for a merit step three (3) increase and yearly thereafter until they reach Step 4 of the attached salary schedule. Subsequent advancement to step 4 and/or Step 5 will require the approval of the City Manager, or his/her designee. There is no appeal of the City Manager’s ’s, or his/her designee’s, decision. (2) Employees currently employed, as of December 1, 2014, and represented by the Reno Administrative Professional Group Professional Unit (RAPG PRO) that are promoted into the RAPG Admin unit will be eligible for the five step salary ranges. This does not apply to any employee hired (new City employee or current City employee that is not represented by the RAPG PRO unit) into the RAPG PRO represented unit after December 1, 2014. (c) To be eligible for a merit step increase the employee must meet a meritorious level of performance and competence since the last year’s evaluation. Employees hired by the City prior to December 1, 2014 shall have a July 1, 2015 anniversary date for the purposes of calculating subsequent increases, The anniversary date of employees hired or promoted after December 1, 2014 shall be the employee’s date of hire or promotion. (d) If there is a the delay in awarding the merit increase that was due to clerical or administrative delay or mistake, the proper adjustment shall be made retroactive to the date it was due. (e) In the event that an employee is denied a merit step increase, the employee will be informed of the specific reasons for such denial and may within ten (10) working days of such notification request in writing a review before his/her Department Head or designee his/her designee, to discuss the reason for the denial. (1) The review shall be attended by the employee, the employee’s Association Representative, the supervisor, and the Department Head or his/her/her designee, and may include at the employee’s discretion, an Association Representative. (2) The decision of the Department Head or his/her/her designee may be appealed to the City Manager or his/her/her designee for a final decision. The employee has the right to attach a written rebuttal statement to the evaluation, evaluation which will be included in the official personnel file. (f) If the merit step increase has not been paid and there is no denial of the performance step increase in accordance with (e) above, at any time after two (2) full pay periods following the employee’s anniversary date, the Association or the employee may notify the Department of Human Resources in writing, or by e- e-mail, with a copy to the Department Head, and request award of the merit step increase. Following notification from the Association or the employeeAssociation, the Department Head shall notify the Department of Human Resources within one one (1) full pay period, if the employee’s job performance is the basis of the non- award. If there is no response within the specified time period, or if the response indicates the delay is due to administrative oversight, the Human Resources Department shall initiate the applicable merit step increase which will be retroactive to the date that it was originally due. (g) Management will not be arbitrary or capricious in the denial of a performance step increase. (h) A standard merit step increase shall be one step above the employee’s present step in the assigned pay grade as provided in the attached appendixappendices. (i) For exceptional performance the City Manager Manager, or his/her designee, may approve a two (2) step pay increase. (j) The decision to grant or deny a step increase is not subject to the grievance procedure.two