(a) Applicability. This section applies to all employees in the classified service who are represented by a certified employee organization.
(b) Generally.
(1) Except as otherwise provided in this subsection:
(i) an
employee other than an employee hired into a classification on the FW pay schedule shall be hired at the minimum rate of pay of the grade; and
(ii) an employee hired as a Water/Wastewater Systems Technician I on the FW pay schedule shall be hired at the FW1 base rate; and
(iii) an employee hired into the water/wastewater systems technician series who holds a current permanent water or wastewater operator's license issued by the Maryland Department of the Environment may be placed as proficiency level II, subject to FW-02 base rate of pay and standard internal position requirements.
(2) With the approval of the Personnel Officer, the appointing authority may make an initial hire for a position at a pay rate not exceeding 15% more than the minimum pay for the grade.
(3) With the approval of the Personnel Officer and the Chief Administrative Officer, the appointing authority may make an initial hire for the position at a pay rate not exceeding 35% more than the minimum pay for the grade.
(c) Advancement to new rate of pay. Except as provided in subsection (d), an employee must receive an overall satisfactory performance annual appraisal rating before advancing to a new rate of pay as follows:
(1) except as provided in subsection (c)(2), for represented employees an increase in pay not to exceed the maximum for the grade as set forth in the applicable memorandum of agreement negotiated and executed in accordance with Title 4, between the County and an exclusive representative; and
(2) (i) for represented employees on the LM pay schedule who are hired at the minimum pay rate for the grade, a 9% increase in pay on the first full pay period after the successful completion of 12 months of employment.
(ii) for represented employees on the LM pay schedule who are hired above minimum pay rate for the grade, an increase to 9% above the minimum pay rate on the first full pay period after the successful completion of 12 months of employment.
(d) Memorandum of agreement applicability. Advancement through the pay schedule for represented employees on the FW pay schedule shall be in accordance with the applicable memorandum of agreement.
(e) Effective date for pay changes. The effective date for any merit pay or longevity advancements in pay is the first day of the first full bi-weekly pay period closest to the date that applicable requirements are met.
(f) Processing merit pay increases prior to promotion, demotion, or reclassification. If an employee’s merit pay increase falls on the same date as the employee’s promotion, demotion, or reclassification, the merit pay increase will be processed prior to the promotion, demotion, or reclassification.
(1985 Code, Art. 8, § 1-205) (Bill No. 71-96; Bill No. 100-96; Bill No. 65-97; Bill No. 63-99; Bill No. 43-00; Bill No. 46-00; Bill No. 1-01; Bill No. 39-01; Bill No. 52-02; Bill No. 75-02; Bill No. 23-04; Bill No. 34-04; Bill No. 86-04; Bill No. 59-06; Bill No. 41-07; Bill No. 42-07; Bill No. 45-07; Bill No. 33-09; Bill No. 34-09; Bill No. 78-09; Bill. No. 38-10; Bill No. 46-11; Bill No. 85-12; Bill No. 58-13; Bill No. 47-16; Bill No. 58-17; Bill No. 56-18; Bill No. 60-19; Bill No. 51-22)