*Applicable to all County Court and Probation Employees other than those probation employees in the Administrative Office.
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, that individual may be started at an increased rate not to exceed the Mid-point of the salary grade. 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 3-28-07; amended 7-2-14; amended 7-9-15.
(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.
Bilingual employees shall not serve as courtroom interpreters.
Approved 3-28-07; amended 7-9-15.
If separated in good standing, a former employee returning to work in the same position within the Supreme Court Personnel System may be rehired at the same rate the employee was receiving when he/she 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.
Approved 7-16-03; amended 7-9-15.
Unless notifed of an extension or separation in writing due to unsatisfactory performance, upon completion of the original provisional period, new employees paid less than the Minimum Permanent Rate of their salary grade will be given a salary increase to the Minimum Permanent Rate of that grade. Employees hired at a salary greater than the Minimum Permanent Rate 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 7-2-14; amended 7-9-15.
The Supreme Court may authorize a general alteration in the salary schedule based upon appropriations made available. When such an "across the board" adjustment is authorized, all employees subject to the salary schedule shall receive an alteration in salary in the amount authorized.
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.
Employees shall not receive a longevity increase unless they were already receiving such an increase at the time of this rule amendment.
Employees who are promoted to a higher salary grade shall receive a 5% increase per salary grade advanced not to exceed 20%, unless the rate is less than the minimum permanent rate of his/her new salary grade or the employee being promoted possesses outstanding qualifications in terms of education or related experience and the Court Administrator or Probation Administrator approve a higher rate. Employees who are promoted shall not be paid above the maximum rate of the new salary grade.
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% reduction in 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 6-9-04; amended 07-02-14; amended 7-9-15.
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 clerk magistrates and temporary employees shall be calculated on an hourly rate of the applicable salary grade monthly rate.
Part‑time clerk magistrates 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 7-16-03; amended 7-9-15.