Non-disciplinary Reductions. 1. Except as provided in Section 6.C., below, when a regular or limited-term employee is reduced for physical disability or other non-disciplinary reasons, the employee shall receive the highest salary in the lower salary range that does not exceed the employee's rate of pay in the higher class or the advertised market rate of the salary range. When a promotional probationary employee is reduced for physical disability or other non-disciplinary reasons, the employee shall have the salary status he or she would have achieved if the employee had remained in the lower class throughout the period of his or her service in the higher class.
2. When a regular, limited-term, or probationary employee is reduced because the position the employee occupied is reclassified, the applicable salary shall be determined as follows:
a. If the salary of the employee is the same or less than the maximum advertised rate on the new salary range, the salary of the employee shall not change.
b. If the salary of the employee is greater than the maximum advertised rate on the new salary range, the salary of the employee shall be designated as a Y-Rate and shall not change during continuous regular service until the maximum advertised rate on the new salary range exceeds the salary of the employee or until the period of calendar time indicated in the schedule below has elapsed, whichever is sooner. If, at the end of the calendar period indicated below, the salary of the employee still exceeds the maximum advertised rate on the new salary range, the salary or rate of the employee shall be reduced to the maximum advertised rate on the salary range for the new class. The duration of the Y-Rate shall begin on the effective date of the reclassification of the position.
Non-disciplinary Reductions. 1. Except as provided in Section 7.C., below, when a regular or limited-term employee is reduced for physical disability or other non-disciplinary reasons, the employee shall receive the highest salary in the new pay range that does not exceed the employee's rate of pay immediately prior to the reduction and shall retain his or her merit increase eligibility date. When a promotional probationary employee is reduced for physical disability or other non-disciplinary reasons, the employee shall have the salary status he or she would have achieved if the employee had remained in the lower class throughout the period of his or her service in the higher class.
2. When a regular, limited-term, or probationary employee is reduced because the position the employee occupied is reclassified, the applicable salary shall be determined as follows:
a. If the salary of the employee is the same or less than the maximum advertised rate on the new salary range, the salary and merit increase eligibility date of the employee shall not change.
b. If the salary of the employee is greater than the maximum advertised rate on the new salary range, the salary of the employee shall be designated as a Y-Rate and shall not change during continuous regular service until the maximum advertised rate on the new salary range exceeds the salary of the employee or until the period of calendar time indicated in the schedule below has elapsed, whichever is sooner. If, at the end of the calendar period indicated below, the salary of the employee still exceeds the maximum advertised rate on the new salary range, the salary or rate of the employee shall be reduced to the maximum advertised rate on the salary range for the new class. The duration of the Y-Rate shall begin on the effective date of the reclassification of the position. Less than 5 years Two years from the date of reclassification 5 years but less than 10 years Three years from the date of reclassification 10 years but less than 15 years Four years from the date of reclassification 15 years but less than 20 years Five years from the date of reclassification 20 years but less than 25 years Six years from the date of reclassification 25 years or more Seven years from the date of reclassification
