R477-6-6. Salary

  (1) Promotions.

  (a) An employee who is not in designated schedule IN or TL and is promoted to a job with a salary range maximum exceeding the employee's current salary range maximum shall receive a wage increase of at least 5%.

  (b) An employee who is promoted may not be placed higher than the maximum or lower than the minimum in the new salary range except as provided in subsection R477-6-6(3), governing longevity salary increases.

  (c) To be eligible for a promotion, an employee shall meet the requirements and skills specified in the job description and position specific criteria as determined by the agency for the position.

  (2) Reclassifications.

  (a) At agency management's discretion, an employee reclassified to a job with a salary range maximum exceeding the employee's current salary range maximum may receive a wage increase of at least 1/2% or up to the salary range maximum. An employee shall be placed within the new salary range. An employee's eligibility for a longevity salary increase shall be consistent with Subsection R477-6-6(3).

  (b) An employee whose job is reclassified to a job with a lower salary range shall retain the current wage.

  (3) Longevity Salary Increase.

  (a) An employee shall receive an initial longevity salary increase of 2.75% when:

  (i) the employee has been in state service for eight years or more. The employee may accrue years of service in more than one agency and such service is not required to be continuous.

  (ii) the employee has been at or above the maximum of the current salary range for at least one year; and

  (iii) received a passing performance appraisal rating within the 12-month period preceding the longevity increase.

  (b) An employee who has received the initial longevity increase is then eligible for an additional 2.75% increase every three years. To be eligible for these additional increases, an employee shall receive a passing performance appraisal rating within the 12-month period preceding the longevity increase.

  (c) An employee with a wage that is above the maximum salary range because of a longevity salary increase:

  (i) shall retain the current actual wage if receiving an administrative adjustment or is reassigned or reclassified to a job with a lower salary range maximum.

  (ii) who is reclassified to a job with a higher salary range maximum shall only receive a wage increase if the current actual wage is less than the salary range maximum of the new job. At the discretion of agency management, the salary increase shall be at least 1/2% or up to the salary range maximum of the new job.

  (iii) who is promoted shall only receive a wage increase if the current actual wage is less than the salary range maximum of the new job. The wage increase shall be at least 5% or up to the salary range maximum of the new job.

  (iv) who is promoted, reclassified, transferred, reassigned or receives an administrative adjustment and remains at or above the salary range maximum, shall receive their next longevity salary increase three years from the date they received the most recent increase subject to (3)(a).

  (d) An employee with a wage that is not at or above the salary range maximum who is reclassified, transferred, reassigned, or receives an administrative adjustment and has a current actual wage that is above the salary range maximum of the new job is considered to be above maximum and may be eligible for a longevity salary increase after meeting the requirements of (3)(a).

  (e) An employee in Schedules AB, IN, or TL is not eligible for the longevity salary increase program.

  (4) Administrative Adjustment.

  (a) An employee whose position has been allocated by DHRM from one job to another job or salary range for administrative purposes may not receive an adjustment in the current actual wage unless the employee is below the minimum of the new salary range.

  (b) An employee whose position is changed by administrative adjustment to a job with a lower salary range shall retain the current wage even if the current wage exceeds the new salary range maximum.

  (5) Reassignment.

  An employee's current actual wage may not be decreased except as provided in federal or state law.

  (6) Transfer.

  (a) Management may decrease the current actual wage of an employee who transfers to another job with the same or lower salary range maximum.

  (b) An employee who applies for a job with a lower salary range maximum shall be placed within the salary range of the new job.

  (7) Demotion.

  An employee demoted consistent with Section R477-11-2 shall receive a reduction in the current actual wage of at least 1/2%, or down to the salary range minimum as determined by the agency head or designee. The agency head or designee may move an employee to a job with a lower salary range concurrent with the reduction in the current actual wage.

  (8) Administrative Salary Increase.

  The agency head authorizes and approves administrative salary increases under the following parameters:

  (a) An employee shall receive an increase of at least 1/2% or up to the salary range maximum.

  (b) Administrative salary increases shall only be granted when the agency has sufficient funding within their annualized base budgets for the fiscal year in which the adjustment is given.

  (c) Justifications for administrative salary increases shall be:

  (i) in writing;

  (ii) approved by the agency head or designee;

  (iii) supported by unique situations or considerations in the agency.

  (d) The agency head or designee shall answer any challenge or grievance resulting from an administrative salary increase.

  (e) Administrative salary increases may be given during the probationary period. Wage increases shall be at least 1/2% or up to the salary range maximum. These increases alone do not constitute successful completion of the probationary period or the granting of career service status.

  (f) An employee at or above the salary range maximum may not be granted administrative salary increases.

  (g) Increasing an employee's wage as part of a transfer or reassignment action must be justified as an administrative salary increase in a separate action.

  (9) Administrative Salary Decrease.

  The agency head authorizes and approves administrative salary decreases for nondisciplinary reasons according to the following:

  (a) The final wage may not be less than the salary range minimum.

  (b) Wage decreases shall be at least 1/2% or down to the salary range minimum.

  (c) Justification for administrative salary decreases shall be:

  (i) in writing;

  (ii) approved by the agency head; and

  (iii) supported by issues such as previous written agreements between the agency and the employee to include career mobility, reasonable accommodation, or other unique situations or considerations in the agency.

  (d) The agency head or designee shall answer any challenge or grievance resulting from an administrative salary decrease.

  (10) Career Mobility.

  (a) A wage change at the commencement of a career mobility is governed by the rules governing the underlying action including, but not limited to:

  (i) promotion;

  (ii) reassignment; or

  (iii) transfer.

  (b) If a career mobility assignment does not become permanent at its conclusion, the employee shall return to the previous position or a similar position and shall receive, at a minimum, the same wage and the same or higher salary range that the employee would have received without the career mobility assignment.

  (11) Exceptions.

  The Executive Director, DHRM, may authorize exceptions for wage increases or decreases.