25 NCAC 01I .2103. SALARY RATES

(a)  New Appointments.  The entrance salary rate for an employee shall be at the minimum of the range or at a salary rate within the salary range assigned to the class unless an employee is hired in a trainee appointment. Discretion should be exercised by boards of county commissioners or their designees on new appointments salaries above the minimum of the range to avoid creating salary inequities within the jurisdiction.

(b)  Promotion.  When a promotion occurs, the employee's salary shall be increased, if it is below the new minimum, to at least the minimum rate of the salary range assigned to the class to which the employee is promoted.  If an employee's current salary is already above the new minimum salary rate, his salary may be adjusted upward or left unchanged at the discretion of local management, provided that the adjusted salary does not exceed the maximum of the assigned salary range.  If the salary falls between steps in the salary range, it may be adjusted to the next higher step in the range.

(c)  Demotion.  When an employee's current salary falls above the maximum of the range for the lower class, his salary may remain the same until general schedule adjustments or range revisions bring it back within the lower range or may the salary be reduced to any step in the lower salary range, as long as the reduced salary does not fall below the minimum salary rate of that range.  If the employee's current salary falls between steps in the lower range, it may be reduced to the next lower step.

(d)  Salary Adjustments; Salary Plan Revisions.  When the salary rates in the salary plan are changed or a class is moved to a higher or lower salary grade, the following adjustments shall be made in incumbents' salary rates:

(1)           When it is an upward revision and the employee's current salary is less than the minimum salary rate of the salary range for the classification, the employee's salary shall be adjusted to at least the minimum of the range.  If the employee's salary is already at or above the new minimum of the range, management may elect to increase the salary to another step within the range.  An employee's salary may not, however, exceed the maximum of the range.

(2)           If there is a downward revision, management may elect to reduce each employee's salary rate by a corresponding amount or allow the salary rates to remain the same.

(e)  Trainee Adjustments.  During a trainee appointment an evaluation of the individual's performance and progress on the job is to be made at frequent intervals.  As a general guide, salary increases are provided at specified intervals.  These increases are not automatic, and are not necessarily limited to the full elapse of specified intervals.  Salary adjustments may be either advanced or delayed depending upon the progress of the employee.  In cases where salary adjustments have been advanced, the trainee's salary will not be adjusted to the minimum of the range for the regular classification until the employee meets all education and experience requirements for the appointment.  Adjustments are to be given upon recommendations by the appointing authority and the supervisor that the employee has earned an increase.  When the employee with a trainee appointment has successfully completed the training and experience requirements for the classification, he must be given a regular appointment to that classification and his salary increased at least to the minimum of the salary range.

(f)  An employee's salary cannot be raised by merit increases to exceed the maximum salary rate of the salary range assignment to his class.

 

History Note:        Authority G.S. 126‑4;

Eff. August 3, 1992.