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(c) Longevity Increases <br /> <br />Steps L1 and L2 are included in the Pay Plan solely for the <br />purpose of recognizing service attainment by! City~ employees. <br />The specific years o~ service recognized will be 10 years, and <br />15 years, (Steps L1 and L2, respectively, in the PAY SCHEDULE). <br />Advancement to the first Longevity step, L1, will be contingent <br />upon the attainment of at least 10 yeats Of service and <br />completion of at least one year in the G or Gt step. <br />Advancement to the second Longevity step, L2, will be <br /> contingent upon the attainment of at least fifteen years of <br /> service and completion of at least one year in the L1 step. <br /> <br /> Employees who are currently in the G, Gt, or L1 step, but lack <br /> the required years of service will remain on that step until <br /> the required years of service have been completed. <br /> <br />(d) Minimum Wage Adjustments <br /> <br /> If the starting salary for any given position is below the <br /> Federal minimum wage, employees at such starting salary will <br /> receive a minimum wage pay supplement. The purpose o~ this <br /> supplement is to insure that every supplemented employee's <br /> salary equals minimum wage. <br /> <br /> The employee's minimum wage pay supplement will be adjusted <br /> (increased or decreased) in accordance with salary changes <br /> under this section of the Classification and Pay Plan. When a <br /> minimum wage pay supplement is no longer necessary to maintain <br /> the employee at a salary rate equal to the Federal minimum wage <br /> level, the supplement will be terminated. <br /> <br /> Employees will be hired at the proper g~ade and step in <br /> accordance with the applicable sections of this Classification <br /> and Pay Plan. Those employees whose salary includes a minimum <br /> wage supplement shall only receive an Ingrade Progression <br /> increase if such step movement exceeds the current Federal <br /> minimum wage. <br /> <br /> (e) Administrative Salary Adjustments <br /> <br /> The City Manager retains the authority to make administrative <br /> salary adjustments. The reasons for adjustments include, but <br /> are not limited to: <br /> <br /> 1. Performance recognition, positive Or negative~ <br /> 2. Approval of departmental requests for special salary <br /> actions, positive or negative; <br /> 3. Correction or verified errors in application of the <br /> Pay Plan. <br /> <br /> <br />