Demotion is a status change which moves an employee from one position to another position in a lower salary range. A demotion may be made by the District for cause associated with disciplinary action or it may be voluntary at the employee's request.
Demotion for Cause:
When an employee is demoted to a lower ranking position as a disciplinary action, the employee's rate of pay will be adjusted to the same step or location in the new pay track as in their previous pay track. For example, an employee demoted for cause from Track B, step 4 will be assigned to Track A, step 4. Future rate increases will be based on annual wage adjustments, performance and salary step according to the Salary Schedule Policy, #E512.1.
When an employee chooses a demotion in lieu of a layoff or chooses the demotion to change work location or assignment, the employee's rate of pay will remain the same if that rate falls on the track of the new position, but will not exceed the maximum of the new salary track. For example, an employee demoting from Track B, step 2 will be assigned the same salary rate on the Track A, that is, Track A, step 5. However, if the employee was on Track B, step 6, the maximum they can receive is Track A, step 6. Future rate increases will be based on annual wage adjustments, performance and salary step according to the Salary Schedule Policy, #E512.1.
When management reassigns an employee to a position in a lower pay track for the good of the District or in lieu of a layoff, the employee's rate of pay will follow the same process as the Voluntary Demotion above.
A demotion is not a reclassification of a position; reclassification is addressed in policy #E512.5.
This policy will be effective on the date approved by the Board of Trustees. Employees who had accepted demotions prior to this policy will continue to be paid as previously arranged.