SCS RULE 6.8 PAY UPON REALLOCATION Reallocation is defined by SCS Rule 1.32 as a change in the allocation of a position from one job to another. This rule applies when an employee’s job allocation changes, but the position number remains the same. (a) Reallocation to a Higher Grade — Subject to SCS Rule 6.10(d), if an employee’s position is reallocated to a job with a higher maximum, the employee’s pay is determined as though it were a promotion under SCS Rule 6.7. (b) Reallocation to a Lower Grade — If an employee’s position is reallocated to a job with a lower maximum, the employee’s pay will not change. If the employee’s pay is above the maximum of the lower range, the employee will be “red circled” in accordance with SCS Rule 6.15. (c) Reallocation to an Equivalent Grade — If the employee’s position is reallocated to a job with an equivalent maximum, the employee’s pay will remain the same. SCS RULE 6.8.1 PAY UPON JOB CORRECTION OR GRADE ASSIGNMENT This rule applies when an employee’s position is assigned to a different pay grade by SCS through mechanisms such as a job correction or market grade adjustment. (a) Job Correction or Grade Assignment to a Higher Grade — An employee’s pay shall not change if a job is assigned to a higher grade or allocated to another job with a higher range maximum in the same or different pay schedule. However, the employee must not be paid below the minimum of the higher range. (b) Job Correction or Grade Assignment to a Lower Grade — An employee’s pay shall not change if a job is assigned to a lower grade or allocated to another job with a lower range maximum in the same or different pay schedule. This rule is subject to SCS Rule 6.15. (c) Job Correction or Grade Assignment to an Equivalent Grade — An employee’s pay shall not change if a job is assigned to an equivalent grade or allocated to another job with the same range maximum in the same or different. SCS RULE 6.8.2 PAY UPON RELOCATION Pay may be reduced upon movement to lower jobs as a result of a layoff. If an appointing authority chooses to do so, pay reductions must be uniform in their percentage for all affected employees. For example, if a 15% pay reduction is proposed, then all employees who are relocating to lower-level positions must have a 15% reduction in pay. An employee’s pay shall not be reduced to an amount that is below the range minimum for that position or the current Federal Minimum Wage. However, when an employee’s pay is above the maximum of the range, the appointing authority has two (2) options for employees who are similarly situated in a layoff as follows: 1. The pay of affected employees may be reduced to the range maximum, or 2. The pay of affected employees may be set at the red-circle rate. Application different than what is allowed in this rule requires an exception to be approved by the SCS Commission. 9 Compensation Administration Guide
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