City of Schenectady, NY
Schenectady County
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Table of Contents
Table of Contents
The Compensation Plan shall consist of the rates of compensation prescribed for classes of positions in the classification plan established by this article with such amendments thereto as may be made from time to time.
As used in this article, the following terms shall have the meanings indicated:
COMPENSATION
Any salary, wage, fee, allowance or other emolument paid to or consideration received by an employee for performing the duties and exercising the responsibilities of a City position and which is computed upon an annual basis.
COMPENSATION SCHEDULE
A group of rates of compensation consisting of a minimum and maximum rate and one or more intermediate rates herein called "increments."
EMPLOYEE
Any person, temporary or permanent, in a City position.
GRADE
A group of positions, all of which fall within a common minimum and maximum compensation range.
[Amended 6-2-1986 by L.L. No. 3-1986]
POSITION
A specific City office or employment, whether occupied or vacant, calling for the performance of certain duties and the carrying of certain responsibilities by one individual either on a full-time or part-time basis.
STANDARD COMPENSATION SCHEDULE TABLE
A series of compensation schedules applicable to the several grades of positions in the City service under the terms and conditions hereinafter prescribed in this article and the rules.
STEP
The addition of one or more increments to the minimum compensation as established herein for the particular position to be affected.
The Compensation Plan shall be in accordance with schedules adopted and from time to time amended by the Council. Said schedules shall be kept on file in the office of the Director of Finance.
Only such positions as are specifically described in schedules adopted in accordance with this article shall be deemed to be included within the Compensation Plan created and established herein.
Except as otherwise specifically provided, the annual compensation of every position in the City service hereafter created and of every position now in the City service which shall hereafter become vacant or the compensation for which shall hereafter be changed shall be fixed and determined upon in accordance with the compensation schedules provided for by this article and further in accordance with the provisions of this article relating thereto.
The standard Compensation Plan shall be administered by the Council with the aid, advice and recommendations of the Mayor, Director of Finance and the Municipal Civil Service Commission pursuant and agreeable to the following rules and regulations:
A. 
Employees receiving more than maximum rate. An employee receiving more than the maximum rate for his class shall continue at that rate during his period of incumbency (except in event of general servicewide reduction) but shall not be entitled to a salary increase.
B. 
New appointees. A new employee appointed to a position in a class shall be paid the minimum rate of pay for the class, except that, in cases where great difficulty is experienced in recruiting qualified personnel, the Mayor may authorize that a new employee be paid a rate above the minimum.
[Amended 6-2-1986 by L.L. No. 3-1986]
C. 
Transfers and promotions during fiscal year. If an employee is transferred or promoted to a position having a higher salary range, such employee shall be entitled to receive one additional increment at the time of such transfer or promotion; if an employee is temporarily appointed to assume the duties of an employee who is on leave of absence for 30 days or more, such employee shall, during the period he serves in such position, be entitled to receive the same compensation as the absentee employee was receiving. If an employee is transferred to a position in a class having a higher salary level than the class from which he was transferred, such change shall be deemed a promotion and the provisions of the Civil Service Law and rules governing promotions shall apply. If an employee is transferred to a position in a class the salary level of which has a maximum which is lower than the minimum from the class which the employee was transferred, such change shall be deemed a demotion and the provisions of the Civil Service Law and rules governing demotions shall apply. The Mayor, with the Director of Finance, is in all instances authorized and empowered to make the necessary financial transfers of funds to fully and accurately carry into effect the provisions of this rule.
[Amended 6-2-1986 by L.L. No. 3-1986]
D. 
Part-time employment. All rates of compensation prescribed in schedules are the standard rates of pay authorized for full-time employment. When employment is on a part-time basis, only the proportionate part of the rate for the time actually employed shall be paid.
E. 
Administrative salary adjustment. No employee shall be entitled to more than one step increase in any one fiscal year. Annual increments shall take effect on the first day of each fiscal year, provided that there shall be an annual appropriation made therefor.
F. 
Allowances. The compensation for the positions as set forth in schedules shall be deemed to include pay in every form, such as full- or part-time maintenance, etc.
G. 
Interpretation of rules. Any provision of this article shall, in case of dispute, be interpreted and construed by the Director of Finance, the Executive Secretary of the Civil Service Commission and the Corporation Counsel, whose decision thereon shall be approved by the Mayor, before it shall become effective and binding.
[Amended 6-2-1986 by L.L. No. 3-1986]
[Amended 6-2-1986 by L.L. No. 3-1986; 7-22-2013 by Ord. No. 2013-21]
In addition to any other provisions and benefits so provided, each employee shall be entitled to an insurance plan.
Any additional compensation paid pursuant to this article shall not be deemed or construed to constitute a promotion, and the civil service status of an employee shall be determined without regard to any such increase in compensation.
If it shall be determined by any court of competent jurisdiction that any provision, salary or wage fixed in the administrative provisions or the schedules of compensations, or in the rules herein contained, is contrary and in conflict with any existing statute, rule or law or charter provision of the City, such determination shall not affect the validity of any other provisions, salary, wage, rule or schedule.