Johann Pretorius HRIS Manager
Human Resources Information Systems
Tel: 780-5628 - Fax: 780-5554 - Email: HRIS
© 2003 USM - HRIS
A Member of the University of Maine System
U N I V E R S I T Y O F S O U T H E R N M A I N E
POLICY#: 104.6
SUBJECT: NON-DISCIPLINARY DEMOTION AND COMPENSATION
APPLIES TO: CLASSIFIED EMPLOYEES
ISSUED BY: UNIVERSITY OF MAINE SYSTEM
EFFECTIVE DATE: 09/08/92
The following University of Maine System policy is
applicable to represented and non-represented classified
employees who are subject to non-disciplinary demotions, and
effects the calculation of wage rate for the effected employee.
Employees who are demoted for non-disciplinary reasons to a
job in a lower wage band will be placed at the step in the new
wage band that would have been obtained had the employee not been
employed at the higher classification. The determination of wage
rate in this occurrence commences with a review of the employee's
employment history to determine if the employee held the title to
which the demotion occurs at some prior time in his/her
employment. If the employee held the title previously, the point
at which the calculation of the wage rate for the position into
which the employee is to demote will commence at the last date
the employee held this title. If the employee had not held the
title previously, the calculation of the wage rate will commence
from the original date of employment, or if there was a break in
service from the most recent date of employment, the calculation
of the wage rate is then derived by placing the employee at the
new wage band, and further calculating the step placement the
employee would have obtained in the lower wage band. For this
purpose steps which may have been attained after the starting
point as a result of promotion to a position higher than the new
level will be ignored. A chart of step movements for the purpose
of determination of wage calculation specific to the C.O.L.T. and
Service and Maintenance agreements has been attached. The
applicable sections within each agreement or handbook are as
follows:
C.O.L.T. Article 11 Section C.1.
Police Article 16 Section 5.a.
Service & Maintenance Article 19 Section 3.a.
University Supervisors & Confidential Employees Page 8
COLT - SERVICE AND MAINTENANCE
CLASSIFIED PAY INCREASES
DATE ACTION
July 1, 1969 All Classified Placed on Scale
July 1, 1970 Step Increase Allowed
August 1, 1971 Step Increase Allowed
November 14, 1971 Adjustment in Wage Bands
July 1, 1972 Step Increase Allowed
July 1, 1973 Step Increase Allowed
April 1, 1974 Administrative Increase, NO Steps
July 1, 1974 Step Increase Allowed
July 1, 1975 NO Increase Allowed
July 1, 1976 Step Increase Allowed
July 1, 1977 Step Increase Allowed
July 1, 1978 Step Increase Allowed
July 1, 1979 Service & Maintenance First
Contract
July 1, 1979 Administrative Increase, NO Steps
July 1, 1980 Step Increase Allowed
July 1, 1981 Administrative Increase, NO Steps
July 1, 1982 Administrative Increase, (Step
Increase, Service & Maintenance
and Police Only)
July 1, 1983 Steps all Units
July 1, 1984 Steps all Units
July 1, 1985 Administrative Increase for All and
Steps in COLT
July 1, 1986 NO Steps in All Units
July 1, 1987 Administrative Increase; Steps in
Service & Maintenance and Police;
6.3% Increase in Excluded and
NO Steps
July 1, 1988 Same as 1987
July 1, 1989 NO Steps in Service & Maintenance
(COLT Step Effective 2/1/90 only)
February 1, 1990 Step in COLT to All Employees
July 1, 1990 Step in COLT, NO Steps in Service & Maintenance
July 1, 1991 Step in COLT, NO Steps in Service & Maintenance
These pages are designed and
maintained by
Johann Pretorius HRIS Manager
Human Resources Information
Systems
Tel: 780-5628 - Fax: 780-5554 - Email: HRIS
© 2003 USM - HRIS
A Member of the University
of Maine System