Utah Admin. Code R477-6-6 - Salary
(1) Promotions.
(a) Management may increase an employee's
wage when the employee is promoted.
(b) Management may promote an employee when
the employee meets the requirements and skills specified in the job description
and position specific criteria as determined by management for the
position.
(c) Any wage increase
granted under this subsection shall be at least 1/2% or up to the salary range
maximum.
(2)
Reclassifications.
(a) Management may grant an
employee a wage increase of at least 1/2% or up to the salary range maximum
when the employee is reclassified to a job with a salary range maximum
exceeding the employee's current salary range maximum. Management shall place
the employee within the new salary range.
(b) Management may not decrease the wage of
an employee whose job is reclassified to a job with a lower salary
range.
(3) Pay for
Performance Increase The agency head authorizes and approves pay for
performance increases under the following parameters.
(a) An increase shall be at least
1/2%.
(b) The increase may exceed
the salary range maximum.
(c)
Management may not grant a pay for performance increase unless the agency has
sufficient funding within the enacted budget for the fiscal year in which the
incrase is given and sufficient ongoing funding to cover the increase in future
fiscal years.
(d) Management
confirms that the employee has at least two quarters of performance
evaluations.
(e) The increase is
granted pursuant to an agency policy that meets the requirements of Section
R477-10-1.
(f) The agency head
determines that the requirements of Section R477-10-1 have been
met.
(4) Administrative
Adjustment.
Management may not adjust the current actual wage of an employee whose position has been allocated by DHRM from one job to another job or salary range for administrative purposes unless the employee's wage is below the minimum of the new salary range.
(5) Reassignment.
Management may not decrease an employee's current actual wage 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.
Management may reduce the current actual wage of an employee demoted under Section R477-11-2 by at least 1/2%, or down to the salary range minimum as determined by the agency head or designee.
(8) Administrative Salary Increase.
The agency head authorizes and approves administrative salary increases under the following parameters.
(a) Any increase shall be at least 1/2% or up
to the employee's salary range maximum.
(b) Management may not grant an
administrative salary increase unless the agency has sufficient funding within
their annualized base budgets for the fiscal year in which the adjustment is
given.
(c) Justification for an
administrative salary increase shall be:
(i)
in writing;
(ii) approved by the
agency head or designee; and
(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)
Management may grant an administrative salary increase to an employee during
the probationary period. Wage increases shall be at least 1/2% or up to the
salary range maximum.
(f)
Management may not grant an administrative salary increase to an employee whose
wage is at or above the salary range maximum.
(g) DHRM shall process an administrative
salary increase separately from any other action.
(9) Administrative Salary Decrease.
The agency head authorizes and approves administrative salary decreases for nondisciplinary reasons according to the following:
(a) management may not decrease the final
wage below the salary range minimum;
(b) management shall decrease the employee's
wage by at least 1/2% or down to the salary range minimum;
(c) justification for an administrative
salary decrease shall be:
(i) in
writing;
(ii) approved by the
agency head; and
(iii) supported by
issues such as previous written agreements between management and the employee
to include career mobility, reasonable accommodation, or other unique
situations or considerations in the agency; and
(d) the agency head or designee shall answer
any challenge or grievance resulting from an administrative salary
decrease;
(10) Career
Mobility.
(a) When commencing a career
mobility assignment, management shall determine the new wage by following the
rules governing the appropriate underlying action such as:
(i) promotion;
(ii) reassignment; or
(iii) transfer.
(b) If a career mobility assignment does not
become permanent at its conclusion, management shall return the employee to the
employee's previous position or a similar position and grant, at a minimum, the
same wage and the same or higher salary range that the employee would have
received had the career mobility assignment not occurred.
Notes
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