Transfers to a Lower Position Level or Demotion Sample Clauses

Transfers to a Lower Position Level or Demotion. PSSAP MANUAL (July 1, 2008) 8 Any salary reduction must be approved by the Xxxx/Director/Department Head and the appropriate Administrative Officer in consultation with the Manager of Total Compensation. The extent of the salary reduction resulting from a transfer to a lower position level or a demotion shall reflect: * the reason for the demotion, * the extent of the demotion, * the education and experience of the employee in relation to the new position, and * the relative position of the employee’s salary in the new salary range. 1. If an employee applies for a position evaluated at a lower level than the one currently held, there will be no salary increase and the salary may not exceed the midpoint of the range, or the highest salary advertised, if the advertised salary is less than the midpoint of the range (See page 6 - C2). 2. Generally, when redefinition of an existing position results in a lowered level, the incumbent’s salary will be unaffected. However, the position will be identified for the lower classification and salary when it becomes vacant (“red- circled”). 3. An employee bumping into to a position with lesser responsibilities and position level shall normally have the salary reviewed so that it is appropriately placed within the range for the new position; there shall be no more than a 25% salary reduction.

Transfers to a Lower Position Level or Demotion. Any salary reduction must be approved by the Xxxx/Director/Department Head and the appropriate Administrative Officer in consultation with the Manager of Total Compensation. The extent of the salary reduction resulting from a transfer to a lower position level or a demotion shall reflect: the reason for the demotion, the extent of the demotion, the education and experience of the employee in relation to the new position, and the relative position of the employee’s salary in the new salary range. If an employee applies for a position evaluated at a lower level than the one currently held, there will be no salary increase and the salary may not exceed the midpoint of the range, or the highest salary advertised, if the advertised salary is less than the midpoint of the range (See page 6 - C2). Generally, when redefinition of an existing position results in a lowered level, the incumbent’s salary will be unaffected. However, the position will be identified for the lower classification and salary when it becomes vacant (“red-circled”). An employee bumping into to a position with lesser responsibilities and position level shall normally have the salary reviewed so that it is appropriately placed within the range for the new position; there shall be no more than a 25% salary reduction. Employees temporarily assigned duties and responsibilities of more complexity in addition to those outlined in the current job description, or transferred temporarily to a vacant higher position in an acting capacity should receive additional compensation from the date of assignment if such assignment is continuous and is to be in excess of one month. An employee assigned such additional duties and responsibilities shall be eligible for a temporary increase in salary. This recommended increase should be based on an evaluation of the assigned duties by the Department Head in consultation with the Manager of Total Compensation or designee. An employee assuming a higher position in an acting capacity shall be eligible for an increase in salary to the starting rate of the range of the assumed position or an increase normally between 6%-10% but not less than 6% for one grade level, 8%-12% but not less than 8% for two grade levels, 10%-14% but not less than 10% for three grade levels, of the current salary, whichever amount is greater, if the assignment is for a period of at least 30 calendar days. The duration of the acting period should not exceed one year.