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<br />B. The new salary rate must be wi thin the appropriate <br />salary rate range. <br /> <br />C. The new salary rate shall not be higher than the salary <br />step to which the officer or employee would have been <br />entitled had his or her service time in the higher <br />classification been spent in the lower classification. <br /> <br />D. If the salary rate recommended by the Police Chief is <br />lower than the maximum step permissible under <br />Subsection C above, such recommendation shall be <br />considered a reduction in pay in addition to the <br />demotion and shall be handled in accordance with the <br />provisions for salary reductions (Section 4.8, above). <br /> <br />4.11 Reallocation of Salary Rate Ranges. Any officer or employee <br />who is employed in a classification which is reallocated to <br />a different salary rate range from that previously assigned <br />shall be retained in the same salary step in the new salary <br />rate range as he or she had previously held in the prior <br />rate range and shall retain credit for length of service in <br />such step towards advancement to the next higher step. <br /> <br />4.12 Direct Paycheck Deposit. The City and Association agree to <br />form a Citywide task force to determine the feasibility of <br />implementing a direct paycheck deposit system. If agreed to <br />by all parties, the new system will be implemented by <br />January 1, 2001, or as soon as practicable thereafter. <br /> <br />4.13 Deferred Compensation. If, during the term of this <br />Agreement, the City agrees to match employee Deferred <br />Compensation contributions for members of any other <br />bargaining unit, then employees covered by this Agreement <br />shall receive the same benefit. <br /> <br />15 <br />