New employees will usually begin at the Hiring Rate of the salary grade for their job classification. If the individual possesses outstanding qualifications in terms of education, related experience or bilingual skills, the hiring supervisor may request the individual be started at an increased hiring rate not to exceed the Mid-point of the salary range. If the starting salary is above the Hiring Rate, the employee will not be eligible for a provisional salary increase and shall be so informed in writing. Any starting salary other than the Hiring Rate of the applicable grade requires the approval of the State Court Administrator or State Probation Administrator based upon the written recommendation of the supervisor. Written recommendations for an increased hiring rate must include the reasons why the applicant should be paid more than the hiring rate.

Amended June 27, 2007; amended July 9, 2015.

   Upon completion of the original provisional period, unless notified of an extension or separation in writing, employees paid at the Hiring Rate of their salary grade must be given a salary increase to Minimum Permanent of that grade. Employees hired above the Hiring Rate but below the Minimum Permanent shall receive a 2.5% increase. Employees hired at a salary equal to or greater than Minimum Permanent of their salary grade will not receive a salary increase upon completion of the provisional period. Employees shall be informed of this information in writing when they are hired.

Amended June 27, 2007; amended July 9, 2015; amended October 23, 2024, effective January 1, 2025.     

  1. General alterations. The Supreme Court may authorize a general alteration in the salary schedules and/or an adjustment of all salaries of employees in good standing based upon appropriations made available. When such “across the board” adjustments are authorized, all approved employees shall receive an alteration in salary in the amount authorized without affecting their placement within the salary schedule. Adjustments made under this provision can take an employee’s salary, and apply to employees, above the maximum rate for their job classification.

  2. Specific alterations. The Supreme Court may authorize specific alterations of job classifications to reflect labor market conditions, based upon salary survey information. When any such alteration is authorized, all employees subject to that job classification shall receive an alteration in salary of the amount authorized on the effective date of the alteration without affecting their placement within the salary schedule. Adjustments made under this provision will not apply to employees above the maximum rate for their job classification.

Amended July 9, 2015; amended October 23, 2024, effective January 1, 2025.

   A supervisor may request an in-grade salary adjustment for an employee in exceptional circumstances. Requests shall be reviewed by Human Resources before being submitted for approval by the State Court Administrator or Probation Administrator.

   In-grade adjustments shall not be treated like merit increases. Reasons for such requests may include the following:

   1. Internal pay equity within the Judicial Branch for similar jobs with disparity in pay.

   2. If hiring above minimum permanent due to superior qualifications causes inequity for current, equally qualified staff.

   3. If a single position within a class has unique responsibilities/skill requirements which significantly distinguish it from others in the class but are not sufficient to warrant reclassification.

   The reasons for and anticipated consequences of such requests shall be explained in detail and documented. The decision of the Court Administrator and Probation Administrator is final and is not appealable by the supervisor or the employee.

Amended July 9, 2015; amended October 23, 2024, effective January 1, 2025.

(1) Promotions

   Employees who are promoted to a higher salary grade shall be placed at the minimum permanent salary rate of the new job classification or shall receive a 5% increase, whichever is greater. If the employee being promoted possesses outstanding qualifications in terms of education or related experience, the hiring authority may request additional compensation, not to exceed 20% total, to be approved by the Court Administrator or Probation Administrator. Employees who are promoted shall not be paid above the maximum rate of the new salary grade.

(2) Demotions

   Employees requesting voluntary transfers downward shall have their salaries reduced by 5% per salary grade demoted, not to exceed 20% unless the salary is more than the maximum rate of the new salary grade.

   Disciplinary demotions require at least a 5 percent reduction per salary grade or the employee's salary may be reduced to the minimum permanent rate at the supervisor's recommendation, with approval by the Court or Probation Administrator. (See Forms of Discipline.)

Amended June 27, 2007; amended July 9, 2015; amended February 4, 2016; amended May 10, 2017.

  All provisions contained within the salary guidelines, except where otherwise stated, shall apply to part-time employees (working under 40 hours weekly). Rates of pay for part-time employees, excluding exempt employees, and temporary employees shall be calculated on an hourly rate of the applicable salary grade monthly rate.

  Part-time exempt employees shall be paid a monthly salary proportionate to that which would be paid under full-time employment. Temporary employees shall be paid at the hiring rate of the applicable salary grade.

Amended July 9, 2015; amended October 23, 2024, effective January 1, 2025.

   (1) Increased Hire Rate for New Employee.

  The State Court Administrator or the State Probation Administrator, upon written justification from the hiring supervisor, may approve an increased hiring rate of 2-5% for a bilingual employee who will use bilingual skills, on average, at least five hours per week, and who has demonstrated bilingual skills of at least an “adequate” level through the Judicial Branch testing process. The need for a bilingual employee and the language skill level demonstrated by testing will be factors in determining the amount of the increased hiring rate. A bilingual employee is expected to perform all duties of the job for which he or she is hired. The supervisor should, as needed, adjust the bilingual employee’s workload based on the time the employee may be taken away from his or her duties to assist non-English speaking customers.

  (2) Increased Pay Rate for Existing Employee.

  The State Court Administrator or the State Probation Administrator, upon written justification from a supervisor, may approve a pay increase of 2-5% for an existing employee who was not offered a premium bilingual hiring rate upon original hire, and who will use bilingual skills, on average, at least five hours per week, and has demonstrated bilingual skills of at least an "adequate" level through the Judicial Branch testing process. The need for a bilingual employee and the language skill level demonstrated by testing will be factors in determining the amount of the pay increase. The bilingual employee is expected to perform all duties of the job for which he or she is hired. The supervisor should, as needed, adjust the bilingual employee’s workload based on the time the employee may be taken away from his or her duties to assist non-English speaking customers.

  (3) Bilingual employees shall not serve as courtroom interpreters.

Amended May 28, 2025, effective January 2, 2025.

   If separated in good standing, a former employee returning to work in the same job classification within the Nebraska Judicial Branch may be rehired at the same rate the employee was receiving when the employee left employment with the Court, except that the rate must not be less than the hiring rate or higher than the Maximum Rate of the current salary grade.

Amended May 28, 2025, effective January 2, 2025.