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Ingrade Progression may be withheld from employees by the Department Head upon submission of two (2) Un- satisfactory Performance Evaluations to the employee. One Performance Evaluation must have been conducted prior to, and one subsequent to, three months before the employee becomes ~ligible for the Ingrade Progression. Any non-probationary employee whose performance is such that Ingrade Progression is withheld for two consecutive years, will be demoted or terminated. (c) Longivity Increases. Steps L1 and L2 are included in the Pay Plan solely for the purpose of recognizing service attainment by City employees. The specific years of service recognized will be ten (10) yearsr and fifteen (15) years, (Steps L1 and L2 respectively in the PAY SCHEDULE). Advancement to the first Longevity step, L1, will be contingent upon the attainment Of at least ten (10) years of service and comple~ion of at least one year in the G or Gt steps. Advancement to the second Longevity step, L2, will be contingent upon the attainment of at least fifteen (15) years of service and completion of at least one year in the L1 step. '~ Employees who are currently in the G, Gt, or L1 st~ps, but lack the required years of service will remain on that step until the required years of service have been completed. (d) Minimum Wage Adjustments. If the starting salary for a given grade is below %he minimum wage, employees at such starting salary will receive a minimum wage pay supplement. The purpose of this supple- ment is to insure that every supplemented employee's salary equals minimum wage. The employee's minimum wage pay supplement will be adjusted (increased or decreased) in accordance with salary changes under this section of the Classification and Pay Plan. When a minimum wage pay supplement is no longer necessary to maintain the employee at salary rate equal to the minimum wage level, the supplement will be~termi- nated.