Source: http://lacounty-ca.elaws.us/code/coor_title6_div1_ch6.10_sec6.10.060
Timestamp: 2020-03-31 22:13:10
Document Index: 607106659

Matched Legal Cases: ['§ 6', '§ 6', '§ 10', '§ 21', 'Art. 6', '§ 96']

§ 6.10.060. Manpower shortage ranges., Chapter 6.10. SPECIAL CASE RATES, Division 1. General Provisions, Title 6. SALARIES, Code of Ordinances, Los Angeles County
§ 6.10.060. Manpower shortage ranges.
Manpower Shortage Ranges.
A manpower shortage range is an alternative range which is at least one level, but not more than four schedules (44 levels) above the salary schedule established for a class in Section 6.28.050 and any applicable monthly bonus which is established in this Title 6 as a designated number of schedules and/or levels on the standardized salary schedule.
Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, a manpower shortage range is defined as an alternative range which is at least 0.25 percent but not more than 11.6125 percent above the salary schedule established for a classification in Section 6.28.050 and any applicable monthly bonus which is established in this Title 6 as a designated percentage on the level percentage conversion table.
Effective October 1, 2013, a manpower shortage range is defined as an alternative range which is at least 0.25 percent but not more than 20 percent above the salary schedule established for a classification in Section 6.28.050 and any applicable monthly bonus which is established in this Title 6 as a designated percentage on the level percentage conversion table.
Determination of Range. When the chief executive officer finds, after investigation, that a critical manpower shortage exists for certain positions within a classification, he may approve the establishment of a manpower shortage range.
Establishment of Range. The chief executive officer may establish such a manpower shortage range by authorizing the appointment of persons to specific positions within a classification at the specific alternate manpower shortage range designated by the chief executive officer. The chief executive officer, with such restrictions as he may determine, may delegate to an appointing authority in writing, until later revoked in writing, the approval of manpower shortage ranges.
Application of Range. The range may apply to a permanent or temporary position, regardless of whether it is compensated on a monthly, daily or hourly basis. The rate may apply to any type of appointment, such as original, promotion, reinstatement, except an appointment resulting from involuntary demotion, in accordance with paragraph C of Section 6.08.110.
Effect on Filled Positions. A person already employed in a position to which a manpower shortage range applies, whose base rate is less than the established range, shall be advanced to the established range.
Step Advancement and Promotion. Persons receiving compensation pursuant to this section shall be entitled to step advancement and step placement upon promotion as designated by the chief executive officer.
Annual Review. At least once annually, the chief executive officer shall review all manpower shortage ranges and may discontinue the authority to appoint persons to a manpower shortage range if he finds that a critical manpower shortage no longer exists and the needs of the county have been met. The current rate of pay of any person already employed shall not be affected by such discontinuation; however, further advancement shall be limited to that fixed by Section 6.28.050 for his position.
Not a Base Rate. Manpower shortage ranges approved pursuant to this section do not constitute a base rate.
(Ord. 2013-0037 § 10, 2013; Ord. 2012-0017 § 21, 2012; Ord. 6222 Ch. 1 Art. 6 § 96, 1953.)