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| IS - 2078 Employee Status Change | Human Resources Release Date: 7/5/01 Revision 1: 8/1/01 |
| Policy | |
Employee Handbook 5.02, Staff
This Administrative Directive addresses possible pay changes employees who are covered by the Master Salary Schedule may experience when moving to a different pay grade level. Pay changes within a pay grade are addressed in IS-2082 Pay Adjustments.
Categories in this document include promotion, demotion and transfer.
This directive is superceded by existing Collective Bargaining Agreements and Administrative Directive Contract and Grant Funded Positions.
1.1 A promotion occurs when an employee moves permanently to a new classification with a higher pay grade. If an employee moves temporarily to a new classification with a higher pay grade, it is considered to be a temporary upgrade and will be paid according to the temporary upgrade policy.
1.2 Promotion results when an employee applies for and accepts a position with a higher classification. Promotion also results when an employee’s job is changed to a higher classification through the reclassification process. In both cases, the employee’s new rate of pay must be at least the minimum pay assigned to the new classification or calculated as follows, whichever is greater:
1.2.1 An employee who is promoted to a position that is one grade level higher than his or her current level receives a pay increase of at least 5 percent. However, if the increase would raise the employee’s rate of pay above 125 percent of the minimum pay of the new classification, the employee’s rate of pay will either remain the same or increase to 125% of the minimum pay of the new classification, whichever is greater. Pay rate is determined by the qualifications and experience of the employee as well as by budgetary considerations.
1.2.2 An employee who is promoted to a position that is two grade levels higher than his or her current level receives a pay increase of at least 10 percent. However, if the increase would raise the employee’s rate of pay above 125 percent of the minimum pay of the new classification, the employee’s rate of pay will either remain the same or increase to 125% of the minimum pay of the new classification, whichever is greater. Pay rate is determined by the qualifications and experience of the employee as well as by budgetary considerations.
1.3 In no case will a promoted employee’s current rate of pay be reduced.
1.4 Benefits eligibility may be affected by promotion.
2.1 A demotion occurs when an employee moves permanently to a new job in a lower pay grade. Demotion can result from voluntary reduction or reclassification.
2.2 A voluntary reduction occurs when an employee applies for and accepts a job with a lower pay grade. In the case of a voluntary reduction, the employee’s rate of pay is determined as follows:
2.2.1 The employee’s rate of pay is reduced to an amount between the minimum pay and 125 percent of the minimum pay of the new classification, effective on the first day the employee assumes the new position. Pay rate is determined by the qualifications and experience of the employee as well as by budgetary considerations.
2.3 Reclassification may result in an employee’s job being placed into a lower classification than it currently occupies. In this case, the employee’s rate of pay will remain unchanged.
2.3.1 The employee’s rate of pay will be reduced to an amount between the minimum pay and 125 percent of the minimum pay of the new classification. Pay rate is determined by the qualifications and experience of the employee as well as by budgetary considerations.
2.4 Benefits eligibility may be affected by demotion.
3.1 A transfer occurs when an employee moves from one job to another within the same pay grade.
3.2 A transfer does not involve a pay rate change but may involve a change in annual earnings if the employee’s work hours change. For example, if an instructional support employee transfers to a non-instructional job with the same rate of pay, he or she experiences a rise in annual earnings because she or he would work more hours per year:
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Instructional Support Employee |
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Hours worked per year |
1872 |
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Pay rate per hour |
x $10 |
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Annual pay |
$18,720 |
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Non-instructional Employee |
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Hours worked per year |
2070 |
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Pay rate per hour |
x $10 |
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Annual pay |
$20,700 |
3.3 Benefits eligibility may be affected by transfer.
| Reclassification | A change in job classification that may result in a new pay grade for the position. Reclassification occurs when the duties and responsibilities of a position have significantly changed. |
| Non-instructional Employee | Non-instructional employees are hired to perform duties other than student instruction. |
| Instructional Support Employee | Instructional support employees include laboratory technicians, instructional technicians and tutors. |
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| Forms: |
Personnel Data Form |
| Support Materials:
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IS-2012,
Classification/Reclassification of Positions |
| Reference Materials: | Employee Handbook
5.02, Staff Collective Bargaining Agreements |