Subpart 1.
Availability of
funds.
Before salary increases and adjustments are made in
accordance with this chapter or in accordance with a negotiated collective
bargaining agreement, the civil defense authority shall have in its records and
carry in its minutes a definite statement that funds for this purpose are
available.
Subp. 2.
Plan requirements.
In agencies where there is no exclusive representative or
collective bargaining agreement, negotiated adjustments in the rates of pay of
incumbents of positions, in order to conform to a newly adopted or currently
effective compensation plan, shall be in accordance with items A to H.
A. If the rate of pay of an employee is below
the minimum of the range prescribed for the employee's classification on the
merit system compensation plan the rate shall be adjusted to that
minimum.
B. If the rate of pay of
an employee is at or above the new minimum salary adopted for the employee's
class, the employee may receive the general merit system adopted adjustment
and, if a class was adjusted to a greater extent than the general adopted
adjustment, the class may receive the additional adjustment as provided in part
7520.0620, subpart
3, if the additional
adjustment does not place the class salary over the new maximum adopted salary
for the class.
C. If an appointing
authority has determined that the general merit system adopted adjustment is
inappropriate for its employees, it may grant a different adjustment; however,
it must file with the supervisor the new salary steps by class. The adjustments
shall at least place employees at the minimum salary and not over the maximum
salary for their class.
D.
Employees at the maximum salary for their class may be granted salary
adjustments over the maximum salary prescribed for their class, only if a merit
system adjustment is adopted and only in the amount adopted for incumbents of
that class.
E. If the rate of pay
of an employee is higher than the maximum of the range prescribed for the
employee's class the rate may remain the same as long as the employee retains
the same classification.
F. If the
rate of pay of an employee falls between the minimum and maximum of the salary
range prescribed for the employee's class but does not correspond to any
intervening steps in the range due to the adoption of a merit system general
adjustment the rate may remain the same. In the case of subsequent merit
increases the employee shall be placed on a step in the adopted salary range
for the employee's class.
G.
Employees at or above the maximum salary rate for their class may be granted a
salary adjustment only in the amount adopted by the merit system for all
employees whose positions are not covered by the terms and conditions of a
collective bargaining agreement. If an appointing authority wishes to grant a
larger general adjustment to its employees than that adopted by the merit
system, the appointing authority, by prior resolution, may grant that employee
the annual equivalent of the difference between the merit system adopted
adjustment for all employees and the agency adopted adjustment for its
employees in the form of a single lump sum payment or lump sum salary payments
commencing on the effective date of the general adjustment. The employee's base
salary rate shall be equal to the employee's salary before the agency
adjustment plus the merit system adopted adjustment.
H. An appointing authority may grant a salary
increase within the salary range to an employee based upon unusual employment
conditions that make the action necessary and the interests of the agency that
will be served by the action. In granting this increase, the appointing
authority shall give due consideration to the salary rates paid other employees
in the same class in the agency and shall deny any request which does not
assure equitable compensation for comparable work. Salary increases proposed
according to this part are not based on employee performance or a general merit
system adopted salary adjustment. The granting of the increase will not affect
the employee's eligibility for subsequent merit increases or salary adjustments
in accordance with merit system rules. If the unusual employment conditions
justifying the increase are of a temporary nature the employee's salary shall
be decreased to its previous level upon conclusion of those conditions,
notwithstanding the provisions of part
7520.0670 or
9575.1180.
Subp. 3.
Recommended adjustment.
The merit system general adjustment recommended for
incumbents is three percent for employees on the professional and clerical
salary schedules.
Subp. 4.
Salary differentials.
Intra-agency salary differentials between employees in the
same class of positions, between employees in different classes of positions in
the same occupational field, and between occupational fields in the same agency
are recognized as important factors in the maintenance of satisfactory morale.
If the general adjustments result in the reduction of the differential between
employees in the same class of positions or between employees in different
classes of positions in the same occupational field, adjustments may be made
that will, insofar as practicable, maintain differentials within the limits of
the new plan. In maintaining differentials the appointing authority shall
consider the length of service and quality of performance of the employee
affected.
Subp. 5.
Collective bargaining agreements.
In agencies where there is an exclusive representative and a
negotiated salary schedule for employees in the bargaining unit, adjustments in
the rates of pay of employees shall follow the wording of the contract or
agreement.
Notes
Minn. R. agency 171, ch. 7520, COMPENSATION PLAN, pt. 7520.0650
8 SR 1352; 9 SR 1339; 10
SR 1507; 11 SR 1075; 12 SR 1335; 14 SR 1806; 15 SR 838; 16 SR 2055; 17 SR 1829;
18 SR 2278; 19 SR 2090; 20 SR 2592; 22 SR 45; 23 SR 82; 23 SR 2404; 25 SR 487;
26 SR 812
Statutory Authority: MS s
12.22
