(A) An employee who receives an original appointment shall be paid at the minimum rate for the job class covering the position unless:
(1) Employees may be employed on a training basis in which case he or she shall be paid at a rate of 5% less than minimum for the grade. Training status should remain in effect for any one employee for no more than six months or until new-hire probationary period is completed and given regular status or employee is terminated;
(2) The employee possesses education or experience above the minimum required as currently specified in the position’s job description in which the County Manager may approve employment at a salary above the specified minimum according to the following schedule: If a newly hired employee, one-half of the approved increase above minimum may be issued at the time of hire and the rest may be issued at successful completion of the six-month probation period.
(a) If the employee’s documented education and/or experience exceeds the minimums required as specified in the position’s job description by at least three years of related work experience and/or at least documentation of successful attainment of a more advanced academic degree in a field that relates to the position at least one level above that required the employee may be paid at a rate up to the maximum salary for the grade if approved by the County Manager after consultation with the Human Resources Director.
(B) An employee who is reinstated within six months to a position previously held must be paid at the same rate the employee received during the previous employment or at least equal to the current minimum rate for the position.
(C) Newly elected officials, appointed magistrates, probate judges and masters-in-equity will be paid using the state mandated requirements for minimum salaries. In the absence of a state mandated minimum salary, elected officials will be paid within their position grade and their salary cannot be reduced during their term of office. For the elected positions who have no mandated minimum salary, such as sheriff, clerk of court and coroner, the salary of the outgoing elected official will become the salary of the newly elected official. Salary adjustments will be made to ensure that salaries do not fall below the state mandated requirements for minimum salaries. Annual increases will match the higher of the state or county cost of living adjustment.
(D) Unique, hard to recruit positions pay increase. Elected officials may, subject to approval by the County Council, petition the County Manager for an increase in pay for those positions which have proven hard to fill or which, by their unique nature, are hard to establish parity in pay on a local level. In these instances, the affected elected official must demonstrate and document in the records of Human Resources: the absence of qualified individuals meeting the basic requirements for the position as advertised by Human Resources or alternatively, the unique aspect of the position, its rarity, or why the position is difficult to fill at the pay level established for the local level and thereby qualify for an increase in pay no greater than 20% and in no event exceeding the maximum salary of the designated pay grade. Upon meeting the requirements, the request shall be placed on the next available County Council Agenda, as a personnel matter for discussion in executive session.
(E) The County Manager may approve an increase to an employee’s base salary of 10% if they are to perform as an interim Department Director or Assistant County Manager for the duration of the temporary assignment. In order for this to apply, the assignment must be expected to last at least 60 days. Once the interim assignment ends, the employee’s salary returns to the original pay plus any increases warranted during this time.
(F) Pay periods and tax status changes. County employees are paid biweekly Friday via direct deposit. When a payday falls on a scheduled holiday, the county endeavors to pay employees on the workday preceding. It is requested that employees change tax status for payroll only at the first check of each quarter or on their final payroll check due to retirement or termination of employment.
(G) Verification of hours. Employees should examine their paycheck information immediately to ensure that they have been properly paid for all hours worked and that no improper deductions have been made. Any payment errors must be reported to Human Resources/Payroll within 14 days. Necessary corrections will be made on the following payroll.
(1) Supervisors must verify that employees accurately reported hours worked. A supervisor who fails to verify employee hours may be subject to discipline.
(2) A supervisor who intentionally misrepresents or allows an employee to record an incorrect number of hours worked may be disciplined up to and including termination.
(H) Deductions. The county deducts from employees’ gross pay taxes and withholding required by taxing authorities. The county may also deduct from employees’ pay the employees’ share of any premiums or plan contributions for insurance, retirement and similar plans that are elected by the employee. The county may make other deductions as required by law or court order. The county does not make unauthorized deductions and will reimburse employees if such deductions are made inadvertently and reported to payroll.
(I) Advance wages. Cash, debts owed the county, fringe benefits, uniforms, tools, equipment, vehicles, instruction manuals, keys, county identification cards and other items belonging to the county that are advanced or issued to an employee but not repaid or returned by him or her at the time he/she leaves employment are considered advance of wages, the value of which may be deducted or withheld from an employee’s pay.
(J) The County Manager may approve an increase to an employee’s base salary up to 10%, not to exceed grade level maximums, to any employee that, based upon the department director’s statement, has assumed additional responsibilities that are beneficial to the department but do not warrant a change in job description and/or grade level.
(‘77 Code, § 13-29) (Ord. 1584, passed 9-17-84; Am. Ord. 5288, passed 10-17-88; Am. Ord. 6896, passed 12-16-96; Am. Ord. 2601, passed 7-16-01; Am. Ord. 5308, passed 9-2-08; Am. Ord. 1214, passed 5-5-14; Am. Ord. 4015, passed 11-2-15; Am. Ord. 1316, passed 4-18-16; Am. Ord. 3217, passed 6-19-17; Am. Ord. 3918, passed 8-20-18; Am. Ord. 3722, passed 9-19-22)