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(c) Longevity Increases <br /> <br />(d) <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 of service recognized will be 10 years, and <br />15 years, (Steps L1 and L2, respectively, in the PAY SCHEDULE). <br /> <br />Advancement to the first Longevity step, L1, will be contingent <br />upon the attainment of at least 10 years 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 />Minimum Wage Adjustments <br /> <br />If the starting salary for any given positio~ is below the <br />Federal minimum wage, employees at such starting salary will <br />receive a minimum wage pay supplement. The purpose of this <br />supplement is to insure that -~ewery 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 grade 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 Ingrate 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 />-4- <br /> <br /> <br />