Download PDF Packet - Agenda

3.10 Red Line Rate: Red Lined means a rate of pay in excess of the maximum rate prescribed for
the classification of any specific position. For example, any employee whose existing salary was
found excessive for that class of work, at the time that Ray and Associates completed the county's
compensation study, will be considered at "Red Line Rate". A Red Line Rate shall be assigned only
if an employee (immediately prior to the implementation date of the current classification and
compensation plan) is paid at a rate higher than the maximum for his or her prescribed class. In all
such cases, that employee's salary shall remain unchanged while he/she remains in such class, or
until changes in "Structure" result in that salary falling below the new maximum.
CLASSIFICATION OF NEW APPOINTMENTS:
3.11 Starting Salary: The classification and starting salary for all new hires or appointments will
be determined by Commissioners Court. Newly hired employees shall be placed at the entry level of
the authorized pay group for the job class into which they are appointed.
3.12 In-Grade Transfer: If an employee is transferred to a job in the same pay group, the salary
will remain the same.
REINSTATEMENT:
3.13 If reinstated to the same class, an employee appointed from a reinstatement list after having
been laid off pursuant to Chapter VI, shall be paid at a rate (in the current range for the class) at
which he/she was paid when laid off. Reinstatement to positions other than the class held at the time
of lay-off will be treated as "new appointments" and will be re-classified by the Commissioners
Court under the provisions of paragraph 3.11 above.
Individuals who are re-employed or reinstated will be subject to the restoration of longevity pay in
accordance with the time of service.
3.14 Voluntary Resignations: For purposes of compensation only, an applicant appointed from a
reinstatement list after voluntarily resigning from the county in good stead, will be treated as a "new
appointment" and will be classified by the Commissioners Court in accordance with paragraph 3.11
above. If the reinstatement occurs within six months after the employee left the county in good
stead, and the reinstatement is for the same position or pay group, the employee (during the first year
of reemployment) may not earn more that he/she did at the date of previous separation from the
county.
Individuals who are re-employed or reinstated will be subject to the restoration of longevity pay in
accordance with the time of service.
DEMOTION AND SALARY REDUCTION:
3.15 Performance Related: If an employee is reassigned to a position at a lower grade due to poor
performance in the current job, the appointing elected official/department head may request an
adjustment in the salary of that employee. In all such cases, the Commissioners Court will make the
final determination. All requests for demotion and/or salary reduction will be submitted on a Nueces
County Personnel Action form (NCF-1), and all such actions will be dependent upon there being
(within that department) a vacant authorized position of the lower grade to which the employee is
being demoted.
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Nueces County Civil Service Commission Page -23-
Rules and Regulations [Adopted on ___________]