Demotion/Reassignment Salary Administration

Demotion or reassignment is a move to a lower salary grade.

If the change results from inefficiency in performance or as a disciplinary action, the action is considered a demotion.

If the change results from a mutual agreement between the employee and employer, the action is considered a reassignment.

If the employee's current salary falls within the new lower salary range, it may remain the same or be reduced to any salary in the new lower range.

If the employee's current salary is above the maximum of the new lower salary range, it is reduced to the maximum of the new lower range.

When a layoff priority candidate accepts a position with a lower salary grade and the candidate's salary at the time of the layoff is above the maximum of the new, lower salary range, the candidate's salary is reduced to the maximum of the new lower grade.

If an employee is promoted or reclassified upward and within one year subsequently demoted, reassigned or reclassified back to the same salary grade held before the promotion or reclassification, the salary shall revert to the last salary held prior to the promotion or reclassification, plus any increase the employee would have received had the promotion or reclassification not occurred.

If an employee is promoted or reclassified upward and within one year is subsequently demoted, reassigned or reclassified to a higher salary grade than held before, the salary will revert to a salary that would have been permitted under the promotion or reclassification policies as if the previous promotion or reclassification had not occurred.

If an employee is promoted or reclassified upward and within a year is subsequently demoted, reassigned, or reclassified to a lower grade than held before, the salary will revert to the last salary held prior to the promotion or reclassification, plus any increase the employee would have received had the promotion or reclassification not occurred, but not to exceed the maximum of the new lower salary range.

An employee automatically qualifies for a position when demoted or reassigned within the same field of work. If a demotion or reassignment is made to a different field of work, the employee must meet the minimum qualifications for that job classification as defined by the Office of State Personnel.

Deparments must initiate a demotion or reassignment action through the Human Resources Information System (HRIS).

Demotions/reassignments are normally effective on the first day of the bi-weekly pay period.