HR-209 Service/Maintenance Transfer
Employees who transfer positions within the University will be compensated at a rate specified by the change.
Lower to Higher Range
In all cases where the probationary period has been completed and the current rate of pay is the same as or lower than the minimum rate for the new job, the employee will be increased to the second step (job rate). In cases where the employee's current rate is higher than the new minimum rate in the new classification, the employee will move to the "next higher rate of pay" in the new classification. If the "next higher rate of pay" is less than a $.15 per hour increase, the employee will move to the next step in the new position. Longevity is accumulated in each new step to which the employee is assigned: 18 months in second step; 24 months in third step; and for journey level positions assigned to H-42 and above (and other designated titles), the employee will be increased to the second step after satisfactory completion of the probationary period.
An employee who moves to a job which has the same range as his/her present job will be moved at the same rate of the new job. Longevity in the step will transfer.
Higher to Lower Range
Employees assigned or to be assigned to a four-step range who transfer to a job which has a lower rate range will be moved to a step within the new range but no lower than the second step of the new range. Human Resources may approve a higher step in the range based upon experience. Longevity is accumulated in each new step to which the employee is assigned: 18 months in second step; and 24 months in third step.
An employee who transfers to an apprenticeship program will retain his/her old rate or the appropriate step on the apprentice scale, whichever is higher. The appropriate step is determined in accordance with the apprenticeship standards. He/she will retain this rate until the appropriate step on the apprentice scale exceeds his/her current rate at which time he/she will resume normal progression, as outlined in the apprentice standards.
Employees being transferred to a Lead position will be increased 5 percent above the top rate of the classifications which they are leading.
Probationary employees will be transferred at the minimum rate for the new job. Upon satisfactorily completing the probationary period, the employee will be given a wage increase to the second step of the rate range. The one (1)-month qualifying period may run concurrently with the probationary period.
In all cases, the new wage rate will become effective at the beginning of the pay period in which the transfer occurs. Exceptions to any of the provisions to this policy must be approved by UM Human Resources.
Date Created: 9/26/97
Last Updated: 1/1/2005