§ 2-239. Special situations.

(a) End of probation. When an employee completes his first six (6) months in a position and receives a satisfactory performance evaluation, he is eligible for a salary increase of up to five (5) percent at the discretion of the department head with the approval of the city manager.

(b) Demotion. If an employee is demoted to a lower job classification, whether at his own request or by action of the department head, he shall not be paid less than the minimum rate nor more than the maximum rate established for the salary range of the lower job classification.

(c) Leave of absence. When an employee returns to duty in the same position or salary range following a leave of absence, he shall receive the same pay rate as was received prior to taking leave. If the salary range for the job classification has been upgraded during the employee's absence or the position has been reclassified to a higher salary range, the returning employee's rate of pay will be adjusted accordingly. If the job qualifications of the employee have increased during the leave of absence, consideration will be given to reinstating the employee at a higher rate.

(d) Temporary work in higher classification. When an employee is required to work on a temporary basis in a position with a higher classification than that of his regular position, he will be paid the appropriate rate of the higher classification. The temporary pay rate will be calculated as follows:

Calculate percent increase from minimum of regular salary to minimum of temporary salary range. Multiply employee's normal hourly rate by percent increase to determine his temporary hourly rate which may not exceed the maximum for the temporary salary range.

A temporary assignment will receive the prior approval of the city manager and will not exceed thirty (30) days; where circumstances required, the city manager may extend the temporary assignment. At the conclusion of the temporary assignment, the employee's rate of pay will revert to the authorized rate established for his regular position. Filling in or doing the work of an employee in the same department who is on vacation or absent for short periods of time will not be considered as a temporary assignment to a higher classification. Serving as an "acting" supervisor or "acting" department head in the absence of the supervisor or department head will not be considered as a temporary assignment to a higher classification.

(Ord. No. 94-18, § 1, 9-20-94)