The compensation plan, contemplated by Section 6.9 of the City Charter, shall include:
A. 
The compensation provisions of this chapter and subsequent amendments and additions thereto.
B. 
A schedule of salary ranges (consisting of minimum and maximum rates of pay and intermediate steps for all classes of positions included in the City Classification Plan) in Sections 1.12.350 to 1.12.640[1], inclusive, and subsequent additions and amendments thereto.
[1]
Code Reviser’s note: Salary schedules [§ 1.12.355] are on file in the Human Resources Department.
C. 
The annual budgets prescribed by the laws of the State of Washington.
(Ord. 15751 § 1, 1956-12-17; Ord. 26182 § 1, 1997-12-16)
Salary ranges shall be linked directly to the plan of position classification and shall be determined with due regard to ranges of pay for other classes, relative difficulty and responsibility of positions in the class, availability of employees in particular occupational categories, prevailing rates of pay for similar employment in private establishments in the Tacoma area, rates of pay in other jurisdictions, cost-of-living factors, the financial policies of the City, and other economic considerations. The minimum and maximum and intermediate steps of each salary range shall be those rates in the basic salary schedule which most nearly reflect these factors.
Prior to the preparation of each biennial budget, as well as at other appropriate times, the City Manager and the Director of Utilities shall make or direct to be made, such comparative studies as they may deem necessary, of the factors affecting the level of salary ranges. On the basis of information derived from such studies, the City Manager and the Director of Utilities shall recommend to the City Council for approval such changes in the salary ranges as are pertinent to the fairness and adequacy of the overall salary structure. Such changes shall be accomplished by increasing or decreasing the salary ranges the appropriate number of ranges as provided in the basic salary schedule. The rate of pay for each employee shall be adjusted to the corresponding step in the new range in conformance with the adjustment of the salary range for the class.
Employees appointed to classifications designated as Class D or Class E by Section 1.12.080 are considered salaried employees. The hourly rates reflected in Section 1.12.355 are adopted for the administrative convenience in processing the payroll. There shall be no deduction for absences of less than one work day for Class D or Class E employees.
(Ord. 15751 § 2.1, 1956-12-17; Ord. 15995, 1957-12-16; Ord. 23445 § 1, 1985-08-06; Ord. 24856 § 1, 1991-03-05; Ord. 28263 Ex. A, 2014-12-09)
Salary ranges shall be linked directly to the plan of position classification and shall be determined with due regard to ranges of pay for other classes, relative difficulty and responsibility of positions in the class, availability of employees in particular occupational categories, prevailing rates of pay for similar employment in private establishments in the applicable market area, rates of pay in other jurisdictions, cost-of-living factors, the financial policies of the City, and other economic considerations. The minimum and maximum and intermediate steps of each salary range shall be those rates in the basic salary schedule which most nearly reflect these factors.
Prior to each calendar year, as well as at other appropriate times, the Human Resources Director shall make or direct to be made such comparative studies as they may deem necessary, of the factors affecting the level of salary ranges. On the basis of information derived from such studies, the City Manager and the Director of Utilities shall recommend to the City Council for approval such changes in the salary ranges as are pertinent to the fairness and adequacy of the overall salary structure.
Employees appointed to classifications designated as Class D by Section 1.12.080 are considered salaried employees. For such classifications, the hourly rates reflected in Section 1.12.355 are adopted for the administrative convenience in processing the payroll.
If any portion of this section conflicts with any other portion of the Tacoma Municipal Code, it is intended that this provision controls.
(Ord. 27775 Ex. A, 2008-12-16)
The salary ranges are intended to furnish administrative flexibility in recognizing individual differences between positions allocated to the same class in the classified service and as a guide for appointive positions and in providing employee incentives and rewarding employees for meritorious service. The following shall be the general policy with respect to the use of the pay steps within salary ranges:
A. 
The minimum rate of pay for a class shall be paid to any person on their original appointment to a position of a class except when, as determined by the appointing authority, the new employee possesses exceptional qualifications warranting employment at a higher rate in the pay range; provided, that money is in the budget, as provided in Section 1.12.070.
B. 
The basic salary range shall consist of five numbered steps.
Within-range increases for classifications with five or fewer steps shall be from one pay step to the next higher step upon completion of a six-month period and annually thereafter or as agreed in a collective bargaining agreement, unless the appointing authority considers the employee’s services to have been unsatisfactory. Notice of such unsatisfactory service shall be given to the employee and the Human Resources Director 10 days prior to the effective date for the within-range salary increase. Step increases for ranges with greater than five steps may be based on skills, assignments, performance or as specified in a collective bargaining agreement.
An employee whose normal within-range increase has been suspended by a report of unsatisfactory service shall not thereafter be entitled to any further, within-range increases in that position except upon the specific recommendation of the appointing authority. Such further within-range increases, upon specific recommendation of the appointing authority, may be made to any higher step in the range for which the employee would qualify had such step increases been made on a continuous normal basis.
All within-range increases are subject to the availability of funds. For the purposes of computing the length of time for eligibility for within-range increases, upon the request of the department concerned and upon approval of the Human Resources Director, the period of all leaves of absence without pay, except for military purposes for reserves performing active training duty or for pre-induction purposes, or sick leave during the first six months after appointment shall not be included, and all employees granted leaves of absence without pay in excess of 15 calendar days, except for military leaves as above stated, shall have a period of time equal to the total leave without pay added to the annual time for the further increases.
Eligibility for within-range salary increases shall be computed on the actual anniversary date of such eligibility.
Salary increases or decreases resulting from the adjustment of salary ranges in accordance with Section 1.12.020 shall not prevent within-range increases in accordance with this section.
(Ord. 16516, 1960-02-23; Ord. 17727 § 1, 1964-12-08; Ord. 19584 § 1, 1972-05-30; Ord. 20233 § 1, 1974-10-15; Ord. 21298 § 1, 1978-03-21; Ord. 23111 § 1, 1984-02-07; Ord. 25645 § 1, 1994-12-13; Ord. 25683 § 1, 1995-03-28; Ord. 26345 § 1, 1998-12-15; Subst. Ord. 28862 Ex. A, 2022-12-13)
The salary ranges are intended to furnish administrative flexibility in recognizing individual differences between positions allocated to the same class in the classified service and for appointive positions and in providing employee incentives and rewarding employees for meritorious service. The following shall be the general policy with respect to the use of the pay steps within salary ranges:
A. 
The minimum rate of pay for a class shall be paid to any person on their original appointment to a position except when, as determined by the appointing authority and approved by the Human Resources Director, the employee possesses exceptional qualifications, or exceptional market conditions exist warranting employment at a higher step in the pay range; provided, that money is in the budget, as provided in Section 1.12.070.
B. 
The basic salary range shall consist of full steps.
1. 
For nonrepresented employees hired January 1, 2023, or later, step increases shall be considered upon completion of a 12-month period and annually thereafter.
a. 
For nonrepresented employees hired before January 1, 2023, step increases shall be considered upon completion of a six-month period and annually thereafter.
2. 
Step increases shall consist of one full step.
a. 
If a step increase is withheld, written notice shall be given to the employee and the Human Resources Director at least ten days prior to the effective date of the step increase.
b. 
An employee not receiving a full step increase shall not thereafter be entitled to any further step increases in that position except upon the specific recommendation of the appointing authority. Such further step increases, upon specific recommendation of the appointing authority, may be made to any higher step in the range for which the employee would have qualified.
c. 
The Human Resources Director may approve additional step increases to address identified compression issues.
d. 
As part of the 2023 Classification and Compensation Study implementation, the Human Resources Director may approve additional step increases in order to address specific tenure-based inequities, effective September 25, 2023.
e. 
The classifications of City Manager and Director of Utilities are comprised of all non-automatic steps, with progression based on market and/or an executive performance appraisal conducted by the appropriate hiring authority.
3. 
For purposes of computing the length of time for eligibility for step increases:
a. 
Upon the request of the department concerned and upon approval of the Human Resources Director, the period of all leaves of absence without pay shall be excluded, provided that military leave, pursuant to TMC § 1.12.260, shall not be excluded from the time computed.
b. 
All employees granted leaves of absence without pay in excess of 15 calendar days, except for military leaves as above stated, shall have a period of time equal to the total leave without pay added to the annual time for the further increases.
4. 
All step increases are subject to the availability of funds. Salary increases or decreases resulting from the adjustment of salary ranges in accordance with Section 1.12.021 shall not prevent within-range step increases in accordance with this section.
If any portion of this section conflicts with any other portion of the Tacoma Municipal Code, it is intended that this provision controls.
(Ord. 27775 Ex. A, 2008-12-16; Subst. Ord. 28862 Ex. A, 2022-12-13; Subst. Ord. 28907 § 1, 2023-08-22)
As of the effective date of the adoption of the Compensation Plan or any subsequent amendment thereto:
A. 
All employees whose pay is in excess of the maximum rate prescribed for their class shall not be reduced in pay but they shall not receive any pay increases as long as they occupy positions for which the salary range maximum is the same as, or less than, the pay rate currently received.
B. 
Employees will be advanced in pay as the result of an adjustment to the salary range for their class, as provided for in Section 1.12.020. In addition, employees will be eligible for within-range increases according to the years of continuous service in the class as provided for in Section 1.12.030B.
The provisions of this section shall not prevent demotion or reduction for disciplinary reasons or the application of service-wide pay decreases when such action is required by the financial condition of the City or by changing economic conditions.
C. 
Employees reclassified as a result of the City-wide Ewing Study whose pay is in excess of the maximum rate prescribed for their new class shall not be reduced in pay and shall continue to receive the annual cost of living adjustment equivalent to that received by the majority of other City employees. Should such employees accept another position in the City service, they shall receive the rate of pay for that class as provided herein.
(Ord. 15751 § 2.3, 1956-12-17; Ord. 15995, 1957-12-16; Ord. 24215 § 1, 1988-10-18)
As of the effective date of the adoption of the Compensation Plan or any subsequent amendment thereto:
A. 
All employees whose pay is in excess of the maximum rate prescribed for their class shall not be reduced in pay but they shall not receive any pay increases as long as they occupy positions for which the salary range maximum is the same as, or less than, the pay rate currently received.
B. 
Employees will be advanced in pay as the result of an adjustment to the salary range for their class, as provided for in Section 1.12.021. In addition, employees will be eligible for step increases as provided for in Section 1.12.031. The provisions of this section shall not prevent demotion or reduction in pay for disciplinary reasons or the application of pay decreases when such action is required by the financial condition of the City or by changing economic conditions.
C. 
Employees who may be reclassified as a result of a classification and/or compensation study, whose pay is in excess of the maximum rate prescribed for their new class shall not be reduced in pay, but they shall not receive any pay increases as long as the salary range maximum for their new classification is the same as, or less than, the pay rate currently received. Upon the recommendation of the Human Resources Director, and with the approval of the City Council, employees who do not receive a salary increase as a result of this provision may receive an annual lump sum payment up to an amount that represents the general wage adjustment percentage provided in that year to other nonrepresented employees. Should such employees accept another position in the City service, they shall receive the rate of pay for that class as provided herein.
D. 
Eligible appointive, permanent, project, and temporary employees whose compensation is impacted as a result of classification and/or compensation study and whose initial placement in the revised pay structure as of January 2, 2023, provides for a wage increase of less than 5 percent, may receive a one-time, lump sum payment up to an amount that represents the difference between the annual salary in their initial placement and the value of a 5 percent annual wage increase.
E. 
Effective January 5, 2009, nonrepresented executive and nonrepresented classifications will no longer be eligible for longevity pay. A one-time roll in of the employee’s current longevity pay will be added to base pay when determining employee placement in the new pay structure.
If any portion of this section conflicts with any other portion of the Tacoma Municipal Code, it is intended that this provision controls.
(Ord. 27775 Ex. A, 2008-12-16; Subst. Ord. 28862 Ex. A, 2022-12-13)
When an employee is transferred, promoted, demoted, reinstated, or reemployed, his/her rate of pay for the new position shall be determined as follows:
A. 
Transfer. An employee transferred to another position in the same class will continue to receive the same pay rate until he/she is promoted or demoted or until his/her pay rate is adjusted in accordance with the provision of Section 1.12.030 of this chapter.
B. 
Promotion.
1. 
If his/her rate of pay in the lower class is below the minimum salary for the higher class, his/her rate of pay shall be increased to the minimum rate for the higher class; provided however, in no event shall such increase be less than one step in the range structure or its equivalent. In the event such an increase is less than such one step or its equivalent, the employee’s rate of pay shall be increased to the next higher step above the minimum rate if such exists.
2. 
If his/her rate of pay in the lower class falls within the range of pay for the higher class, the employee shall be advanced to the next higher step; provided however, in no event shall such increase be less than one step in the range structure or its equivalent. In the event such an increase is less than such one step or its equivalent, the employee’s rate of pay shall be increased to the next higher step, if such exists.
C. 
Demotion.
1. 
An employee demoted for disciplinary purposes from a position in one class to another having a lower pay range shall receive a salary decrease.
a. 
If the rate of pay of the employee in the higher class is above the maximum salary for the lower class, his/her rate of pay will be decreased to the maximum rate of the lower class, unless the decrease shall be less than one pay step, in which case his/her pay shall be reduced to the next lower pay step in the pay range.
b. 
If the rate of pay of the employee in the higher class is within the pay range of the lower class, his/her rate of pay will be decreased by one pay step.
2. 
An employee demoted for nondisciplinary purposes from a position in one class to another having a lower final step pay range shall be placed at a rate closest to, but less than, the rate he/she currently earns.
D. 
Reinstatement. The compensation of an employee reinstated to his/her former position shall be determined as follows:
1. 
An employee who had resigned from his/ her position in the City Service and is subsequently reinstated to a position in his/her former class shall be paid in accordance with the rules governing original appointments to a position in the City Service.
2. 
An employee who is reinstated to his/her position after an authorized leave of absence without pay shall be paid at the same pay step in the range for his class that he/she was receiving at the time he/she began his/her leave of absence without pay.
E. 
Reemployment. An employee reemployed in his/her former position after layoff shall be paid at the same pay step in the range for his/her class that he/she was receiving at the time he/she was laid off.
(Ord. 16940 § 1, 1961-12-19; Ord. 17605 § 1, 1964-05-19; Ord. 19272 § 1, 1970-12-29; Ord. 19584 § 2, 1972-05-30; Ord. 23111 § 2, 1984-02-07; Ord. 25645 § 2, 1994-12-13)
When an employee is transferred, promoted, demoted, reclassified, reinstated, or reemployed, their rate of pay for the new position shall be determined as follows:
A. 
Transfer. An employee transferred to another position in the same class will continue to receive the same pay rate until they are promoted or demoted or until their pay rate is adjusted in accordance with the provision of Section 1.12.021 or .031 of this chapter.
B. 
Promotion.
1. 
If the rate of pay in the lower class is below the minimum salary for the higher class, the rate of pay shall be increased to the minimum rate for the higher class; except when, as determined by the appointing authority and approved by the Human Resources Director, the employee possesses exceptional qualifications, or exceptional market conditions exist warranting placement at a higher rate in the pay range; provided, that money is in the budget, as provided in Section 1.12.070.
2. 
If the rate of pay in the lower class falls within the range of pay for the higher class, the employee shall be advanced to the next higher step; except when, as determined by the appointing authority, and approval of the Human Resources Director, the employee possesses exceptional qualification warranting employment at a higher rate in the pay range; provided, that money is in the budget, as provided in Section 1.12.070.
C. 
Demotion.
1. 
An employee demoted for disciplinary purposes from a position in one class to another class having a lower pay range shall receive a salary decrease.
a. 
If the rate of pay of the employee in the higher class is above the maximum salary for the lower class, the rate of pay will be decreased to at least the maximum rate of the lower class.
b. 
If the rate of pay of the employee in the higher class is within the pay range of the lower class, the rate of pay will be decreased by a full step.
2. 
An employee demoted for non-disciplinary purposes from a position in one class to another shall be placed at a pay rate closest to, but less than, the pay rate he or she currently earns.
D. 
Reinstatement. The compensation of an employee reinstated to their former position shall be determined as follows:
1. 
An employee who had resigned from their position in the City Service and is subsequently reinstated to a position in their former class shall be paid in accordance with the rules governing original appointments to a position in the City Service.
2. 
An employee who is reinstated to their position after an authorized leave of absence without pay shall be paid at the same pay in the range for the class that he or she was receiving at the time they began their leave of absence without pay.
E. 
Reemployment. An employee reemployed in their former position after layoff shall be paid at the same pay in the range for the class that they were receiving at the time they were laid off.
If any portion of this section conflicts with any other portion of the Tacoma Municipal Code, it is intended that this provision controls.
(Ord. 27775 Ex. A, 2008-12-16; Subst. Ord. 28862 Ex. A, 2022-12-13)
An appointing authority for just causes may reduce the salary of an employee within the pay range prescribed for the class. Notice of intention to effect such a reduction in pay and the reasons for such action shall be given to the employee and the Human Resources Director 10 days prior to the effective date of the reduction. The employee affected shall have the right to appeal in the manner outlined in Section 1.24.950.
(Ord. 15751 § 2.5, 1956-12-17; Subst. Ord. 28862 Ex. A, 2022-12-13)
This chapter shall be in force and effect January 1, 1958, and from and after said effective date, employees in each class of position in the City Service shall be compensated according to the basic set hourly rates and salary ranges and schematic lists set forth in Sections 1.12.350 to 1.12.640[2] inclusive, of this chapter, and subsequent amendments and additions thereto, and in accordance with the annual budgets adopted by the Council pursuant to the laws of the State of Washington. Each annual budget as finally adopted by the City Council shall be the final determining factor for the payment of said compensation during the year to which said budget is applicable and the salaries and wages specifically provided for and set forth therein for each position, applied in conformance with the provisions of this chapter relating to compensation, shall be the salaries and wages to be paid to each officer and employee of the City during said year, unless lawfully changed by ordinance; provided, that, in cases of promotion, transfer, reemployment, and the return of an employee after leave of absence, and in cases of classification or reclassification of positions which, under Section 1.12.050 and under other provisions of this chapter, require the payment of a different wage or salary than that specifically set forth in the annual budget, the compensation to be paid in such cases shall be figured and paid in accordance with said Section 1.12.050 and other pertinent sections of this chapter without ordinance or Council action, if the payment thereof can lawfully be made from funds appropriated in the current annual budget, under the item of salaries and wages, without exceeding such appropriation.
In cases where the annual budget makes provisions for the payments of compensation for any position classification differing from the compensation set forth in said salary ranges, in order to comply with the provisions of subdivision A of Section 1.12.040 of this chapter and the provisions of Section 1.24.360, the employee affected by the provisions of said section shall be paid the compensation for such position as set forth in the annual budget, and in all cases where no provision is made in said salary ranges, the compensation to be paid to any employee shall be that set forth in the annual budget or such compensation as shall be lawfully authorized by the City Council.
(Ord. 16670 § 1, 1960-12-13; Ord. 19493 § 1, 1971-12-28; Ord. 28048 § 1, 2012-01-10; Ord. 28053 § 1, 2012-03-06; Ord. 28148A Ex. A, 2013-05-07)
[1]
Note: Preparation of payroll – See Sections 1.20.040 – 1.20.080.
[2]
Code Reviser’s note: Salary schedules [§ 1.12.355] are on file in the Human Resources Department.
A. 
When the Director of Finance, or the Director’s designee (“Director”) determines that an employee was overpaid wages, the Director shall provide written notice to the employee. The notice shall include the amount of the overpayment, the basis for the claim, a demand for payment within 25 calendar days from the date of mailing, and the rights of the employee under this section. The notice shall be mailed by regular mail and certified mail, return receipt requested, to the employee at his or her last known address.
B. 
Within 20 calendar days after receiving the notice from the Director that an overpayment has occurred, the employee may request, in writing, that the Director review his or her finding that an overpayment has occurred. If the request is not made within the 20-day period as provided in this subsection, the employee may not further challenge the overpayment and has no right to further agency review, Hearing Examiner review, or judicial review.
C. 
Upon receipt of an employee's written request for review of the overpayment, the Director, in consultation with the Director of Human Resources, shall within 30 business days of receipt of such request, review the employee's challenge to the overpayment and notify the employee, in writing, of the Director’s decision regarding the employee's challenge. The notification shall be sent by certified mail, return receipt requested, to the employee at his or her last known address.
D. 
If the employee is dissatisfied with the Director’s decision regarding the employee's challenge to the overpayment, the employee may appeal the Director’s decision to the Hearing Examiner by requesting an adjudicative proceeding. The employee's appeal must be in writing, state the basis for contesting the overpayment notice, and include a copy of the Director’s notice of overpayment. The application must be served on and received by the Director within 28 calendar days of the employee's receipt of the Director’s decision following review of the employee's challenge. The employee must serve the Director by certified mail, return receipt requested.
The Hearing Examiner, upon receipt of a properly filed appeal, shall set a hearing date, and the appellant shall be notified of the hearing date by first-class mail and by certified mail, return receipt requested. Proceedings in regard to appeals filed under this section shall be conducted in accordance with the requirements of Tacoma Municipal Code 1.23 and Office of the Hearing Examiner Rules of Procedures for Hearings. The Hearing Examiner shall determine the amount, if any, of the overpayment received by the employee, and shall issue Findings of Fact and Order, based on the hearing, in writing, delivered to the appellant by first-class mail and by certified mail, return receipt requested.
E. 
If the employee does not request an adjudicative proceeding within the 28-day period, the amount of the overpayment provided in the notice shall be deemed final and the Director may proceed to recoup the overpayment as provided by law.
F. 
Pursuant to RCW 49.48.210, when it is determined that an employee covered by a collective bargaining agreement is overpaid wages, the Director shall provide written notice to the employee. The notice shall include the amount of the overpayment, the basis for the claim, and the rights of the employee under the collective bargaining agreement. Any dispute relating to the occurrence or amount of the overpayment shall be resolved using the grievance procedures contained in the collective bargaining agreement.
(Ord. 27637 Ex. A, 2007-08-28)