Whenever an employee is promoted to a job title with a higher Pay Range or whenever the position which an Employee holds is reclassified to a job title with a higher Pay Range, such Employee's salary shall be increased to that salary in the new Pay Range which is next over the salary such Employee was receiving prior to such promotion or reclassification or to Step A of the new Pay Range, whichever is higher, except when a higher level of pay is approved by the Chief Administrative Officer The Employee shall advance one Step in the new Pay Range at the beginning of the next pay period following completion of each twelve (12) months service in such new job title.
Whenever an employee demotes to a job classification in a lower range, but the employee’s previous wage is above the maximum rate for the lower range, the employee shall be paid at the maximum rate for that pay range. When an employee is involuntary demoted as a result of disciplinary action, the employee will be placed on the pay range at a rate commensurate with his/her experience for the position.
Whenever an employee is called out to work or employed on a Saturday, Sunday or a holiday, he/she shall be paid at least four (4) hours at the applicable overtime rate unless the overtime work immediately precedes his/her regular shift and he works or is paid for the first half of his regular shift, in which case he shall be paid for the overtime actually worked by the hour and half-hour. All time worked beyond the first four (4) consecutive hours on Saturday, Sunday and holidays shall be reckoned by the hour at the applicable overtime rate. On a two- shift or three-shift job if Employees are called out to work or employed on the first shift on a Saturday, Sunday or holiday, the above shall apply but if any Employees are called out or employed to work on a second or third shift on Saturday, Sunday or holiday all shift work Employees called out or employed shall be compensated in accord- ance with either Section 06.05.00 or 06.06.00, as the case may be.
Whenever an employee is injured on the job and compelled to seek immediate medical treatment, the employee shall be compensated in full for the remaining part of the day of injury without effect to his/her sick leave or vacation or other paid leave account. Scheduled workdays falling within only the first three (3) calendar days following the day of injury shall be compensable through accrued sick leave. Any earned vacation or other paid leave may be used in a like manner after sick leave is exhausted, provided that, if neither accrued sick leave nor accrued vacation or other paid leave is available, the employee shall be placed on no pay status for these three (3) days. If the period of disability equals or extends beyond fourteen (14) calendar days, then (1) any accrued sick leave, vacation, or other paid leave utilized due to absence from his/her regular duties as provided for in this section shall be reinstated and the employee shall be paid in accordance with Section 9.1 which provides payment at the eighty percent (80%) rate, or (2) if no sick leave, vacation, or other paid leave was available to the employee at that time, then the employee shall thereafter be compensated for the three (3) calendar days at the eighty percent (80%) compensation rate described in Section 9.1.
Whenever an employee s days of illness exceed his/her cumulative credit, the excess days of illness shall be regarded as days of illness without pay.
Whenever an employee is receiving income under a disability insurance plan, the employee may elect to use their accrued sick benefit to cover the difference between the amount of their disability income benefits and their regular rate of pay. At no time may an employee access sick benefits, in combination with disability insurance income, so that they are receiving greater than 100% of their regular rate of pay.
Whenever an employee is relieved from duty by a shift supervisor because of a service- connected injury or disability, he shall be paid for the remaining hours of that shift and such time shall not be charged to leave of any kind.
Whenever an employee demotes to a job classification in a lower range, but the employee’s previous wage is above the maximum rate for the lower range, the employee shall be paid at the maximum rate for that pay range.
Whenever an employee is absent from employment and unable to perform duties as a result of personal injury sustained in the course of employment, the employee may choose between using sick leave benefits or State Worker’s Compensation.
Whenever an employee returns to duty after an absence of thirty (30) calendar days or more resulting from medical leave or a disciplinary suspension.
