SMCCE 5.3 Salary Step Increases

Permanent and probationary employees serving in regular established positions shall be considered by the appointing authority on their salary anniversary dates for advancement to the next higher step in the salary schedule for their respective classes as follows. A step shall be defined as five and seventy-four one-hundredths percent (5.74%), and all references to a “step” in this agreement are understood to equate to five and seventy-four one-hundredths percent (5.74%). All increases shall be effective at the beginning of the next full pay period directly following their advancement to the next higher step in the salary schedule for their respective class.

Hours of Service Necessary for Step Increases:

(1) After completion of one thousand and forty (1,040) regular hours satisfactory service in Step A of the salary schedule, and upon the appointing authority’s recommendation, an employee shall be advanced to the next higher step in the salary schedule for the classification. If an employee is appointed at a step higher than the first step of the salary range for that classification, the first merit increase shall be after completion of two thousand eighty (2,080) regular hours of satisfactory service.

(2) After the completion of two thousand eighty (2,080) regular hours satisfactory service in each of the salary steps above A, and upon the appointing authority’s recommendation, the employee shall be advanced to the next higher step in the salary schedule for the classification until the top step of the range is reached.

(3) If an employee completes the one thousand forty (1,040) or two thousand eighty (2,080) hours in the middle of a pay period, the employee shall be eligible for an increase as follows:

– if the merit increase period is completed during the first week of a pay period the increase will be made effective with the start of the then current pay period.

– if the merit increase period is completed during the second week of a pay period the increase will be made effective with the start of the next pay period.

Special Merit Increases

Upon recommendation of the appointing authority and approval by the Director of Human Resources, employees may receive special merit increases at intervals other than those specified in this Section. The Human Resource Director’s decision shall be final.

Salary Step if Rejected During Probation

Employees who are rejected during the promotional probationary period who revert to their former classification shall return to the salary anniversary date held in the former class unless otherwise determined by the Director of Human Resources. The salary anniversary date for an employee shall not be affected by a transfer, downward reclassification or a demotion.

Prior Service Credits

  1. A permanent employee accepting provisional employment, as defined in the Civil Service Rule XI, Section 7, in a higher or different class in the County Classified Service, and who reverts to the former classification, shall retain the salary anniversary date in the former class on the same basis as if there had been no such provisional appointment.

Salary range adjustments for a classification will not set a new salary anniversary date for employees serving in that classification.

  1. Upon recommendation of the appointing authority and approval by the Director of Human Resources, provisional, temporary, seasonal and extra help employees shall be advanced to the next higher step in the salary schedule upon completion of the periods of service prescribed in this Section, provided that their service has been satisfactory. Continuous service in provisional, temporary, seasonal or extra help capacity shall be added to service in a regular established position for the purpose of determining an employee’s salary anniversary date, eligibility for salary increases, as well as vacation and sick leave accrual. However, such service may not be added if it preceded a period of over twenty-eight (28) consecutive calendar days during which the employee was not in a pay status, except by approval of the Director of Human Resources or except when the employee is absent from his/her position by reason of an injury or disease for which he/she is entitled to and currently receiving Workers’ Compensation benefits.