CHANGES IN ASSIGNMENT

A. Promotion: A posted promotional opportunity is open to an employee(s) who meets the minimum qualifications. On occasion, a posted promotional opportunity may be limited to employees in specific positions or departments.

1. An employee who is promoted typically receives an increase in pay rate which is five percent (5%) higher than his/her previous pay rate, or the minimum pay rate of the new pay range; whichever is greater. Increases greater than five percent (5%) shall be approved by the Executive Director. If an employee’s performance evaluation date in the former position falls within thirty (30) days of the date of promotion, the employee shall receive both the merit increase based on the fiscal year budget and the promotional increase.

2. An employee who is on disciplinary probation may not be considered for promotional opportunities. 3. An employee who has been demoted for cause may not be considered for a promotion until ninety

(90) days after the effective date of the demotion.

B. Demotion: It shall be considered a demotion when an employee moves from one classification to another in a lower pay grade. An employee may be demoted, with the approval of the Executive

Director, for inability of the employee to meet the requirements of the employee’s position; at the request of the employee; and/or for the convenience of the Airport Authority. (See section 5.12 for Disciplinary Demotion)

Phoenix-Mesa Gateway Airport Authority Personnel Rules

1. When appropriate, an employee who is demoted for failing to meet the requirements of the position may be demoted to a formerly held position, if available, and the employee's pay rate shall be returned to the pay rate of his/her formerly held position.

2. An employee who requests a demotion shall be paid at a rate within the positions pay range unless otherwise approved by the Executive Director.

3. An employee demoted for the Airport Authority's convenience typically will continue to receive the same pay rate as before the demotion. If this pay rate is higher than the maximum of the new

position's pay range, the employee’s pay rate will be “frozen” until the pay range for the new position reaches the employee's pay rate, at which point the employee will again be eligible for pay rate increases.

4. An employee demoted shall be placed on an orientation period and a new annual performance evaluation date based on the effective date of the demotion.

C. Transfer: Management will make final decisions regarding transfers in conjunction with Human

Resources. The transferred employee may maintain the same Performance Evaluation date as prior to the transfer. However, if the duties and responsibilities are sufficiently different from those previously performed, the employee may be placed on an orientation period the same as a regular employee’s orientation.

1. Compensation: The pay rate of an employee whose position is transferred from one classification to another classification having the same pay range shall remain the same unless approved by the Executive Director.

2. Intra-Department Transfer: An employee may be transferred to a different position within the same department with the same pay range, with the approval of the Executive Director and notification to the Human Resources Manager.

3. Inter-Department Transfer: An employee may be transferred to a position in a different

department with the same pay range with the approval of both the current and prospective director or manager, and the Executive Director, with notification to the Human Resources Manager. Each transfer is determined on an individual basis, depending on the needs of both departments involved. 4. Reason for Transfer: An employee may be transferred at the employee's request, or for the

convenience of the Airport Authority.

5. Qualifications: A transferred employee must meet the minimum qualifications for the class to which the employee may be transferred.

D. Temporary Assignments: With the approval of the Executive Director, an employee may be placed on a temporary assignment for assuming higher level job responsibilities for a period of greater than one month.

1. Compensation: An employee placed on temporary assignment shall receive a five (5%) salary increase to compensate the employee for the higher level work performed. The Executive Director may approve more than a five (5%) increase in pay.

2. Duration: No temporary assignment shall extend beyond a period of six (6) months unless approved by the Executive Director.

Phoenix-Mesa Gateway Airport Authority Personnel Rules

3. Review Date: During the period of a temporary assignment, the employee’s Performance

Evaluation date does not change, and the employee continues to receive merit increases based on the pay range established and fiscal year budget for the employee’s regular position.

SECTION 5.8: SEPARATIONS

A. Resignation: It is customary for an employee in good standing who wishes to resign, to submit written notice at least two (2) weeks in advance.

1. At the Executive Director’s sole discretion, an employee who has submitted a notice of resignation may be required to cease working for the Airport Authority immediately.

2. An employee who has submitted a resignation may submit in writing a withdrawal of resignation. The decision to accept the withdrawal will be based on the consent of the manager, the Human Resources Manager, and the Executive Director.

3. An employee who is unable to work due to a medically certified disability may apply for long-term disability if eligible. This application shall be treated as the resignation from PMGAA employment. B. Reduction in Workforce: The Executive Director may institute a layoff of employees due to lack of

funds, lack of work, or any other business reason. The Executive Director shall determine the timing and number of employees to be laid off. Layoff will be performed in a manner which best facilitates the reason(s) behind the layoff. Upon approval of the Executive Director, an employee subject to layoff may be transferred to a vacant position.