Common use of SALARY CHANGES Clause in Contracts

SALARY CHANGES. If an employee holds a position whose classification is re-graded to a lower salary grade, the employee shall retain her/his salary at the time of grade reduction unless that salary is greater than the maximum of the new grade. If the salary is greater than the maximum, the employee’s salary shall be reduced to the maximum of the new grade. The University may offer the employee a position at a higher grade up to and including the original salary grade. If such offer is made, the employee must accept the position in order to retain the salary of the original higher salary grade. If the employee chooses not to accept, her/his salary shall be determined as if she/he voluntarily chose to be demoted to the current grade level of the position. An employee who is being paid in accordance with a higher salary grade than her/his current position shall, in the event of a promotion to a position in a higher salary grade than the one in which she/he is currently working, receive a new salary which is the greater of the following: a. the employee’s current salary, or b. the salary that would have been determined had the employee’s current position been at the same grade level as her/his current salary. The above does not apply to an employee who voluntarily demotes or otherwise moves to a position in a lower salary grade. In such case, an employee in A (Probation Rate), B (Start Rate) or C (Standard Rate) will receive the same rate (A, B or C) in the lower salary grade. An employee in the progression range of a salary grade who voluntarily demotes or otherwise moves to a position in a lower salary grade will receive a 5% salary decrease for each grade of demotion, but in no case will she/he receive less than salary rate C of the new grade. The salary of an employee who moves to a lower grade through application of the layoff procedure is governed by paragraph 87.

SALARY CHANGES. If an employee holds a position whose classification is re-graded to a lower salary grade, the employee shall retain her/his their salary at the time of grade reduction unless that salary is greater than the maximum of the new grade. If the salary is greater than the maximum, the employee’s salary shall be reduced to the maximum of the new grade. The University may offer the employee a position at a higher grade up to and including the original salary grade. If such offer is made, the employee must accept the position in order to retain the salary of the original higher salary grade. If the employee chooses not to accept, her/his their salary shall be determined as if she/he they voluntarily chose to be demoted to the current grade level of the position. An employee who is being paid in accordance with a higher salary grade than her/his the Bargaining Unit Member’s current position shall, in the event of a promotion to a position in a higher salary grade than the one in which she/he the Bargaining Unit Member is currently working, receive a new salary which is the greater of the following: a. the employee’s current salary, or b. the salary that would have been determined had the employee’s current position been at the same grade level as her/his the Bargaining Unit Member’s current salary. The above does not apply to an employee who voluntarily demotes or otherwise moves to a position in a lower salary grade. In such case, an employee in A (Probation Rate), B (Start Rate) or C (Standard Rate) will receive the same rate (A, B or C) in the lower salary grade. An employee in the progression range of a salary grade who voluntarily demotes or otherwise moves to a position in a lower salary grade will receive a 5% salary decrease for each grade of demotion, but in no case will she/he the Bargaining Unit Member receive less than salary rate C of the new grade. The salary of an employee who moves to a lower grade through application of the layoff procedure is governed by paragraph 87.