S.C. Code Regs. 19-705.04 - SALARY INCREASES
A. Agencies
shall develop written policies to govern the administration of salary increases
for employees.
B. Legislative
Increase--General and Merit Increases shall be provided to employees in
accordance with the provisions of the annual Appropriation Act.
C. In-Band Salary Increase--Written
justification for awarding an in-band salary increase shall be maintained by
the employing agency. An employee's salary may be increased within his current
pay band for the following reasons:
1.
Performance Increase--An agency may increase an employee's salary based upon
performance in accordance with Section
8-1-160
of the South Carolina Code of Laws. Such increase shall be determined by the
agency. A performance increase shall not place an employee's salary above the
maximum of the pay band.
2.
Additional Skills or Knowledge Increase--An in-band increase may be granted
when an employee gains additional skills or knowledge directly related to the
job. An employee's salary may be increased by up to 15% for the acquisition of
additional skills or knowledge, provided such increase does not place the
employee's salary above the maximum of the pay band. For an increase of more
than 15%, the agency must submit written justification to OHR for
approval.
3. Additional Job Duties
or Responsibilities Increase--An in-band increase may be granted when an
employee is assigned additional job duties or broader responsibilities, either
within his current position or as a reassignment to another position in the
same pay band in the employing agency. An employee's salary may be increased by
up to 15% for the recognition of the additional job duties or responsibilities,
provided such increase does not place the employee's salary above the maximum
of the pay band. For an increase of more than 15%, the agency must submit
written justification to OHR for approval. Should the additional job duties or
responsibilities be removed from the employee within six months of the date
that the salary increase was awarded, the salary may be reduced by up to the
amount of the additional job duties or responsibilities increase. (For removal
of additional job duties or responsibilities, refer to Regulation 19-705.05 B.
2.)
4. Transfer Increase--An
in-band increase may be granted when an employee accepts a position within
another agency which is in the same pay band as his current position. An
employee's salary may be increased by up to 15% for the recognition of a
transfer, provided such increase does not place the employee's salary above the
maximum of the pay band.
5.
Retention Increase--An in-band increase may be granted when an employee has a
bona fide job offer from another employer, either within or outside of State
government, and an agency wishes to retain the services of this employee in his
current position. An employee's salary may be increased by up to 15% for the
purpose of retention, provided such increase does not place the employee's
salary above the maximum of the pay band. For an increase of more than 15% for
employees who have bona fide job offers outside of State government, the agency
must submit written justification to OHR for approval. An employee shall
receive no more than one retention increase in a one-year period.
D. Salary Increases Resulting from
Upward Band Changes--An employee's salary may be increased as a result of
movement to a higher pay band for the following reasons:
1. Promotional Increase
a. Upon promotion, the employee must be paid
at least the minimum of the pay band of the class to which promoted.
b. Upon promotion, an employee's salary may
be increased by up to 15% of his salary prior to promotion, or to the midpoint
of the new pay band, whichever is greater. For an increase of more than 15% and
above the midpoint of the pay band, the agency must submit written
justification to OHR for approval. Such increase shall not place the employee's
salary above the maximum of the new pay band.
2. Reclassification Increase
a. When an employee's position is
reclassified to a class with a higher pay band, the employee's salary shall be
increased to at least the minimum of the pay band of the class to which
reclassified.
b. Upon
reclassification, an employee's salary may be increased by up to 15% of the
salary prior to reclassification, provided such increase does not place the
employee's salary above the maximum of the new pay band. For an increase of
more than 15%, the agency must submit written justification to OHR for
approval.
3.
Reallocation Increase--When OHR reallocates a class to a higher pay band:
a. An employee in that class shall receive a
salary increase at least to the new minimum of the new pay band; or
b. An employee in that class may receive up
to a 15% salary adjustment provided such increase does not place an employee's
salary above the maximum of the new pay band.
E. An employee is not eligible to receive a
salary increase upon downward reclassification or demotion.
F. Return from Leave Without Pay--An employee
who has returned from an authorized leave of absence without pay shall be paid
at the same rate being paid at the time leave was granted, except that the
employee shall be granted any legislative increases authorized during the
employee's leave of absence. In determining the amount of adjustment that the
employee shall be granted, the same implementation instructions that applied to
all employees in that class shall be followed.
Notes
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