(1) (a) If an employee is promoted or the employee's position is reclassified to a higher salary range maximum, the agency shall place the employee within the new range of the position. (b) An agency may not set an employee's salary: (i) higher than the maximum in the new salary range; and (ii) lower than the minimum in the new salary range of the position. (c) Except for an employee described in Subsection 67-19-15(1)(q), the agency shall grant a salary increase of at least 5% to an employee who is promoted.

(a) If an employee is promoted or the employee's position is reclassified to a higher salary range maximum, the agency shall place the employee within the new range of the position.

(b) An agency may not set an employee's salary: (i) higher than the maximum in the new salary range; and (ii) lower than the minimum in the new salary range of the position.

(i) higher than the maximum in the new salary range; and

(ii) lower than the minimum in the new salary range of the position.

(c) Except for an employee described in Subsection 67-19-15(1)(q), the agency shall grant a salary increase of at least 5% to an employee who is promoted.

(2) An agency shall adjust the salary range for an employee whose salary range is approved by the Legislature for a market comparability adjustment consistent with Subsection 67-19-12(5)(b)(i): (a) at the beginning of the next fiscal year; and (b) consistent with appropriations made by the Legislature.

(a) at the beginning of the next fiscal year; and

(b) consistent with appropriations made by the Legislature.

(3) Department-initiated revisions in the state classification system that result in consolidation or reduction of class titles or broadening of pay ranges: (a) may not be regarded as a reclassification of the position or promotion of the employee; and (b) are exempt from the provisions of Subsection (1).

(a) may not be regarded as a reclassification of the position or promotion of the employee; and

(b) are exempt from the provisions of Subsection (1).