PROMOTIONS AND PROMOTIONAL PAY. Subject to the approval of the Appointing Authority or designee, when an employee is promoted to assume additional responsibilities or duties, from one classification or title to another having a higher salary range, then the employee’s salary shall be increased to the minimum of the new range or wage guide step closest to five percent but not greater than five percent of the employee’s current base salary, whichever is higher. The Appointing Authority or designee shall determine what is a promotion and whether the employee is entitled to the “Promotional Pay” provided for above. The Appointing Authority shall base his/her determination upon the increased responsibilities and complexities of the additional duties. Neither an increase in the volume of the same type of work now being performed or length of service in a classification will be considered as a basis for promotion. Furthermore, a change in job classification, per se, is not necessarily a promotion.
PROMOTIONS AND PROMOTIONAL PAY. The City shall provide qualified employees with the opportunity to be interviewed for open positions covered by this Agreement. Subject to the approval of the Appointing Authority or designee, an employee, when promoted so as to assume additional responsibilities or duties, from one class or title to another having a higher salary range, then his/her salary shall be increased to the minimum of the new range or by five (5%) percent of his/her then current base salary, whichever is higher. The Appointing Authority or designee shall determine what is a promotion and whether the employee is entitled to the “Promotional Pay” provided for above. The Appointing Authority or designee shall base his/her determination upon the increased responsibilities and complexities of the additional duties. Neither an increase in the volume of the same type of work now being performed or length of service in a classification will be considered as a basis for promotion. Furthermore, a change in job classification, per se, is not necessarily a promotion.
PROMOTIONS AND PROMOTIONAL PAY. Subject to the approval of the Township Manager or his designee, an employee, when he is promoted so as to assume additional responsibilities or duties, from one classification or title to another having a higher salary grade level range, then his salary shall be increased to the minimum step of the higher classification or nearest step plus one additional step on the salary grade level. The Township Manager or his designee shall determine what a promotion is and whether the employee is entitled to the "Promotional Pay" provided for above. The Township Manager shall base his determination upon the increased responsibilities and complexities of the additional duties. Neither an increase in the volume of the same type of work now being performed or length of service in a classification will be considered as s basis for promotion. Furthermore, a change in job classification, per se, is not necessarily a promotion.
PROMOTIONS AND PROMOTIONAL PAY. Subject to the approval of City Council or their designee, an employee, when he is promoted so as to assume additional responsibilities or duties, from one class title to another having a higher salary range, then his/her salary shall be increased to the minimum of the new range or by five (5) percent of his/her current base salary, which ever is higher. The City Council or their designee shall determine what is a promotion and whether the employee is entitled to the Promotional Pay provided for above. All job classification determinations shall be done in accordance with the Department of Personnel’s rules and regulations. The Council shall base the determination upon the increased responsibilities and complexities of the additional duties. Neither an increase in the volume of the same type of work now being performed or length of service in a classification will be considered as a basis for promotion. Furthermore, a change in job classification, per se, is not necessarily a promotion. Any employee who performs work in a higher paid title, which is outside of his or her personnel department description, shall be paid at the starting rate of the higher classification or given five (5%) percent of the employee’s base daily wage, whichever is higher. This is for each day worked.
PROMOTIONS AND PROMOTIONAL PAY. The City shall provide qualified employees with the opportunity to be interviewed for open positions covered by this Agreement. Subject to the approval of the Appointing Authority or designee, an employee, when promoted so as to assume additional responsibilities or duties, from one class or title to another having a higher salary range, then his/her salary shall be increased to the minimum of the new range or by five percent of his/her then current base salary, whichever is higher. The Appointing Authority or designee shall determine what is a promotion and whether the employee is entitled to the “Promotional Pay” provided for above. The Appointing Authority or designee shall base his/her determination upon the increased responsibilities and complexities of the additional duties. Neither an increase in the volume of the same type of work now being performed or length of service in a classification will be considered as a basis for promotion. Furthermore, a change in job classification, per se, is not necessarily a promotion.
