CITY OF LODI

                            ADMINISTRATIVE POLICY AND PROCEDURE MANUAL

 

 

 

 

 

SUBJECT:                                           :           SALARY - Policy

 

DATE ISSUED:                                   :           May 1, 1995

 

SECTION:                                           :           S

 

 

 

SECTION 1:                                        PURPOSE

 

                                                            The purpose of this policy is to provide guidance in the administration of the City of Lodi salary plan.  All pay rates prescribed shall be fixed on the basis of full-time service in regular allocated positions, unless otherwise designated.

 

 

SECTION 2:                                        SALARY

 

                                                            Salary shall refer to the base salary defined as the monthly monetary compensation step in a class salary range as indicated in the City's salary schedule.

 

 

SECTION 3:                                        SALARY AT INITIAL APPOINTMENT

 

                                                            Salary at initial employment shall be at a salary step as determined by the Department Head. Appointments made above "B" step must have prior approval by the City Manager.

 

 

SECTION 4:                                        CALCULATION OF PERSONNEL ACTION DATE

 

                                                            The personnel action date shall be established as the effective date of employment, merit advancement, promotion or demotion in the City service.

 

                                                            The personnel action date of those reemployed shall be the effective date of reemployment.

                                                            The personnel action date of those reinstated shall be the effective date of reinstatement.  The reinstatement date shall govern the employee's seniority.

 

 

SECTION 5:                                        MERIT SALARY INCREASES

 

                                                            Department Heads may recommend merit salary increases for those employees who have demonstrated an ability to satisfactorily perform the duties of the job.  Satisfactory performance shall be documented in the "Employee Performance Evaluation."  After completion of the evaluation, merit increases may be recommended to the next step in the salary range for the classification.  An employee who demonstrates exceptional meritorious performance, may receive a merit increase at a higher step upon the approval of the City Manager.

 

                                                            An employee shall be eligible to receive a merit increase after performing the duties of his/her position for a full 26 pay periods, or in accordance with the appropriate memorandum of understanding.   Merit increases in salary are not automatic and are made on the basis of increased service value of the employee to the City as documented in performance evaluations by the department.  The denial of a merit increase is not grievable.

 

 

SECTION 6:                                        RETENTION OF SALARY AND "Y" RATES

 

                                                            When a pay range for a given class is adjusted downward, incumbents, on approval of the City Manager, may retain their same dollar amount of salary within the lower pay range, or if their present rate exceeds the maximum of the lower range, may continue to receive the same dollar amount and said amount shall be designated a "Y" rate.  Any such "Y" rate shall be indicated by a capital "Y" following the salary each time it appears on personnel records or transactions.  Such "Y" rate shall not be eligible to receive cost-of- living or merit increases.  Said "Y" rate shall be cancelled on vacancy of the position or when general salary adjustments increase the salary to a rate which exceeds the "Y" rated salary.

 

 

SECTION 7:                                        MERIT INCREASE ON DATE OF PROMOTION

 

                                                            When a merit increase becomes effective on the date an employee is promoted to a higher class, the employee shall receive first any merit increase to which entitled in the lower class, and then the promotional adjustment as provided in Section 10 of this policy.

 

 

 

 

 

SECTION 8:                                        APPLICABLE SALARY FOLLOWING

                                                            REEMPLOYMENT

 

                                                            Upon the appointment of an employee from a reemployment list, the employee shall receive the salary step in the pay range the employee received prior to layoff.

 

 

SECTION 9:                                        APPLICABLE SALARY FOLLOWING

                                                            REINSTATEMENT

 

                                                            Upon the reinstatement of an employee as provided by Section 8 of this policy, the employee shall receive not more than the same salary step in the pay range the employee received prior to voluntary resignation or voluntary demotion.

 

 

SECTION 10:                                      APPLICABLE SALARY FOLLOWING PROMOTION

 

                                                            Upon the promotion of any employee, such employee shall be placed at the step of the new range that provides a minimum five percent (5%) increase over the base salary received unless the top step of the new range is less than five percent in which case they shall be placed at the top step of the new range.  Effective on the date of the promotion, a new personnel action date shall be established coinciding with the effective date of the promotion.

 

                                                            The applicable salary after promotion from a represented class to a Mid-Management class shall be based upon merit and minimum qualifications.

 

                                                            The applicable salary after a promotion from a class which received education incentives is subject to the City's procedure for "Education Incentives."

 

 

SECTION 11:                                      APPLICABLE SALARY FOLLOWING TRANSFER

 

                                                            Upon the transfer of any employee from one position to another in the same class or to another class to which the same pay range is applicable, the employee shall remain at the same salary step and shall retain the same personnel action date.

 

 

SECTION 12:                                      APPLICABLE SALARY FOLLOWING DEMOTION TO A LOWER CLASS

 

                                                            Upon the demotion of any employee to a class with a lower maximum salary, the employee shall be assigned to a salary step in the lower pay range as follows:

                                                            A.        If the demotion is a disciplinary demotion, the employee may be assigned to any designated step in the pay range for the lower class which is at least one step less than the dollar amount received in the pay range for the class from which demoted.

 

                                                            B.         If the demotion is a voluntary demotion, the employee shall be assigned to that salary step in the new pay range so as to receive the same salary he/she was receiving in the old range.  If the same salary is not a step in the new range, he/she shall be placed on such step of the new range as to receive the nearest lower salary.  When the City Manager determines that it is in the best interest of the City, an employee may be “Y” rated upon a voluntary demotion.

 

 

SECTION 13:                                      APPLICABLE SALARY FOLLOWING

                                                            RECLASSIFICATION

 

                                                            If a position is reallocated to a class which has the same maximum salary, the salary and the personnel action date of the incumbent shall not change.

 

                                                            If a position is reallocated to a class which has a higher maximum salary of less than 5%, the incumbent shall remain at his/her present salary step, and retain the same personnel action date.  If the difference in salary ranges between classes is greater than 5%, the reclassification shall be considered a promotion subject to Section 10 of this policy.

 

                                                            If it is demonstrated that the incumbent has been performing the duties of the higher class for a substantial period of time the incumbent may be granted a step in the new salary range greater than 5%.

 

                                                            If a position is reallocated to a class which has a lower maximum salary, the incumbent shall be placed at the step of the new salary range so as to receive at least the same salary as received in the old range.  If the present salary is greater than the maximum salary for the new range, then the salary shall be "Y" rated as provided in Section 6 of this policy.