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Salary Administration Poljcy #18 the new range as before the reclassification. All employees will be paid at least the minimum range for the classification. Examples include restructuring of job hierarchy, title changes and/or grade adjustment that more closely aligns the current essential functions with the appropriate grade to reflect appropriate labor market salaries for the city's market. When a position or job is reclassified to a higher salary range based on significantly increased job responsibilities, the incumbent employee may be eligible for a salary adjustment. When the reclassification is based on major changes in responsibilities such as taking on supervisory responsibilities, or additional significantly higher level technical or professional responsibilities, the employee may qualify for a reclassification adjustment corresponding to the city's promotional salary increases at the time the reclassification is effective. When an employee's position is reclassified to a lower pay grade and the present salary is above the maximum of the lower grade, the employee's salary will remain the same for the first budget year of the reclassification. Future adjustments will be determined each budget year to bring the salary within the range. Reclassifications based on job studies or compensation plan revisions may have separate policies governing salary adjustments. The Director of Human Resource Management shall review all position reclassifications and make recommendations for approval to the City Manager. G. Special Pay Adjustments The City Manager may authorize special pay adjustments on an individual basis in the interest of compensation equity, to recognize significant additional responsibilities that do not affect the classification of the employee's position, or based on accomplishments that impact the employee's performance and support a higher salary placement. Such adjustments are usually granted in the most compelling of circumstances. Special pay adjustments are normally limited to 5% but may be granted up to 15%. Recommendations for special pay adjustments should be submitted by the Department Head to the Director of Human Resource Management. The Director of Human Resource Management will conduct a full analysis and recommend appropriate action to the City Manager. An employee shall not be eligible to receive more than one special pay adjustment within a one-year period. H. Bonuses Bonuses may be awarded to employees for exceptionally meritorious service or a special act that is considerably above and beyond the normal scope of assigned duties and responsibilities. Regular full-time employees may be awarded a one-time bonus in any amount up to $1,500.00 in a fiscal year. Recommendations for bonuses should be submitted by the Department Head to the Director of Human Resource Management. The Director of Human Resource Management will conduct a full analysis and recommend appropriate action to the City Manager. I. Acting Status When an employee is assuming the full duties, responsibilities and accountabilities of the higher position, for a minimum of three months, departments may submit a request to the Director of Human Resource Management for a temporary adjustment of up to 10%. When the employee is assuming significantly higher-level job responsibilities (three or more pay grades), the department may request a temporary adjustment of up to 15%. The City Manager may authorize additional temporary adjustments for employees who are placed in Acting Status for a Department Head or similar level position. While serving in Acting Status, the employee will continue to accrue benefits and be eligible for salary increases on their base level position and salary.