• 
  • Chancellor
  • Academic Affairs
  • Administration and Finance
  • Advancement
  • Communications
  • Councils & Workgroups
  • Internal Audit
  • Government Relations
  • Procurement
  • Legislative Testimony
  • Employment
  • Directions to the USM System Office
  • System Office Staff Directory
  • Organizational Chart
  • Organizational Chart of Institutions
• 
  • Universities
  • Research Institutions
  • Online Application
  • Transcripts
  • Systemwide Staff Directory
  • USM Institutions Map
• 
  • Members
  • Committees
  • Schedule of Meetings
  • Agendas
  • Minutes
  • Bylaws and Policies
  • Effectiveness & Efficiency Initiative
  • Honorary Degrees
  • Advisory Councils
  • Resolutions
• 
  • Bylaws
  • System Policies
  • I. Systemwide Councils and Institutional Boards
  • II. Faculty
  • III. Academic Affairs
  • IV. Research
  • V. Student Affairs
  • VI. General Administration
  • VII. Human Resources
  • VIII. Fiscal and Business Affairs
  • IX. External Relations
  • X. Information Technology
• 
  • Employment Opportunities
  • Human Resources Policies
• 
  • Search for:

  236.0 VII-9.60-POLICY ON SALARY UPON REINSTATEMENT
  (Approved by the Board of Regents, June 9, 1995, EFFECTIVE July 1,
  1996.  Please refer to the "replacement for" section of this
  policy.)
 
 
  I.   Purpose and Applicability
 
       This policy establishes the guidelines by which the salary for
       a position in a job class shall be determined when the
       position is to be held by an individual eligible for
       reinstatement to UMS service.  This policy applies to
       reinstatements to all nonexempt -- maintenance, office,
       service, and technical staff.
 
  II.  Salary Upon Reinstatement
 
       The institution's Chief Executive Officer or designee shall
       have the flexibility to authorize a salary for a position to
       be occupied by an individual eligible for reinstatement in
       keeping with the following provisions:
 
       A.   Reinstatement to the Same Job Class
 
            Upon reinstatement to a position within the same job
            class, the individual's salary shall be no less than the
            salary the individual held at the time of the most recent
            separation from UMS service.
 
       B.   Reinstatement to a Job Class with a Higher Maximum Salary
 
            Upon reinstatement to a position within a job class that
            has a higher maximum salary than the job class at the
            time of the individual's most recent separation, the
            individual's salary shall be no less than the salary the
            individual held at the time of most recent separation
            from UMS service, but no less than the minimum salary for
            the job class.
 
       C.   Reinstatement to a Job Class with a Lower Maximum Salary
 
            Upon reinstatement to a position within a job class that
            has a lower maximum salary than the job class at the time
            of the individual's most recent separation, the
            individual's salary shall be no more than the salary
            received at the time of separation.  The Chief Executive
            Officer or designee shall determine the individual's
            salary within the range.
 
  IMPLEMENTATION PROCEDURES:
 
       Each Chief Executive Officer shall identify his/her
       designee(s), if appropriate, for this policy; shall develop
       procedures as necessary to implement this policy; and shall
       forward a copy of such procedures to the Chancellor.
 
  Replacement for:
 
       The following policies as they apply to non-exempt employees
       of the UMS only are replaced effective July 1, 1996.  However,
       Exempt employees will continue to be covered under such
       applicable existing policies until such time as revised
       policies governing Exempt employees are approved.
 
       UM Personnel Policies and Rules for Classified Employees,
       Section III, Compensation - Reinstatement, pages III-3, III-4.
 
       Additionally, this policy supersedes, in whole or in part, any
       policy(ies) and/or procedure(s) established by the Regents,
       Trustees, Presidents, or their designees, of the former
       institutions of the University of Maryland, and of the former
       State Universities and Colleges, and of the Regents of the
       University of Maryland System that are in conflict with this
       policy's purpose, applicability, or intent, that may have been
       overlooked and not included as a specific citation under
       "Replacement for."