AFSCME Contract - MMB Home - Minnesota Management & Budget

D. Compensation Grids 2A and 3A. Employees in classes covered by compensation grid 2A
and 3A shall advance to the next higher step in their salary range on their progression date.
Advancement through the salary range shall occur semi-annually or annually in accordance
with the requirements specified on the compensation grid for that class, until the maximum rate
of pay is attained.
E. Compensation Grid TSS (Transportation Specialist Series). Employees in classes covered
by the TSS compensation grid shall advance to the next higher step in their salary range on
their progression date. Advancement through the salary range shall occur semi-annually in
accordance with the requirements specified on the compensation grid for that class, until the
maximum rate of pay is attained.
Individual progression dates for those employed prior to October 1, 2007 shall be as
determined on October 1, 2007 pursuant to the provisions of the 2007-2009 Collective
Bargaining Agreement. The progression date for employees hired or promoted on or after
October 1, 2007 shall be the last date of hire or promotion.
F. Compensation Grid 4A - Human Services Technician. Employees in the class covered by
compensation grid 4A shall advance to the next higher step in their salary range on their
progression date. Advancement through the salary range shall occur annually until step fifteen
(15) is attained. Advancement from step fifteen (15) to the maximum step of the salary range
shall occur semi-annually.
Section 6. Salary Upon Class Change.
A. Promotion. Employees who are promoted during the life of this Agreement shall be granted a
salary increase of at least one (1) step or shall be paid at the minimum of the higher range,
whichever is greater.
B. Voluntary Transfer. An employee who transfers within the same class shall receive no salary
adjustment. An employee who transfers between classes shall receive the minimum
adjustment necessary to bring his/her salary to the minimum rate of the new class. However,
an employee receiving a rate of pay in excess of the range maximum shall continue to receive
that rate of pay.
C. Voluntary Demotion. An employee who takes a voluntary demotion shall retain his/her
present salary unless that salary exceeds the maximum rate of pay for the new position, in
which case the employee's salary shall be adjusted to the new maximum. However, an
employee may continue to receive a rate of pay in excess of that maximum upon the
recommendation of the Appointing Authority and approval of the Commissioner of Minnesota
Management & Budget.
D. Demotion in Lieu of Layoff. Any employee who demotes as part of the layoff procedure in
Article 15 of this Agreement shall retain his/her current rate of pay or the rate of pay at the top
of the pay range of the class to which he/she demotes, whichever is less. However, an
employee may continue to receive a rate of pay in excess of the maximum upon the
recommendation of the Appointing Authority and approval of the Commissioner of Minnesota
Management & Budget. Employees covered by this Agreement who demote within a seniority
unit as a result of a single layoff shall be treated consistently.
E. Non-certification During Probationary Period. An employee who is not certified to
permanent status and returns to his/her former class shall have his/her salary restored to the
same rate of pay the employee would have received had he/she remained in the former class.
2013-2015 AFSCME Contract – Page 51