Common use of Arduous Duty Differential for FLSA Exempt Employees Clause in Contracts

Arduous Duty Differential for FLSA Exempt Employees. The State shall establish an “arduous pay” program to provide additional compensation to FLSA exempt employees assigned to WWGs E and SE when there is no other way to recognize the performance of additional duties and responsibility which clearly exceed the normal demands of an employee’s classification/position. Employees shall be eligible for this pay differential for up to four months per fiscal year (or per event for emergencies involving loss of life or property). Requests for arduous pay shall be made to the Department of Personnel Administration on a case-by-case basis by the employing department. The Department of Personnel Administration shall evaluate said requests based on whether it satisfies all of the following. BU 10 (01-03) A. Nonnegotiable Deadline or Extreme Urgency The work must have a deadline or completion date that cannot be controlled by the employee or his/her supervisor, or must constitute an extreme urgency. The deadline or extreme urgency must impose upon the employee an immediate and urgent demand for his/her work that cannot be avoided or mitigated by planning, rescheduling, postponement or rearrangement of work, or modification of the deadline.

Arduous Duty Differential for FLSA Exempt Employees. The State shall establish an “arduous pay” program to provide additional compensation to FLSA exempt employees assigned to WWGs E and SE when there is no other way to recognize the performance of additional duties and responsibility which clearly exceed the normal demands of an employee’s classification/position. Employees shall be eligible for this pay differential for up to four months per fiscal year (or per event for emergencies involving loss of life or property). Requests for arduous pay shall be made to the California Department of Personnel Administration Human Resources (CalHR) on a case-by-case basis by the employing department. The Department of Personnel Administration CalHR shall evaluate said requests based on whether it satisfies all of the following. BU 10 (01-03): A. Nonnegotiable Deadline or Extreme Urgency The work must have a deadline or completion date that cannot be controlled by the employee or his/her supervisor, or must constitute an extreme urgency. The deadline or extreme urgency must impose upon the employee an immediate and urgent demand for his/her work that cannot be avoided or mitigated by planning, rescheduling, postponement or rearrangement of work, or modification of the deadline.

Arduous Duty Differential for FLSA Exempt Employees. The State shall establish an “arduous pay” program to provide additional compensation to FLSA exempt employees assigned to WWGs E and SE when there is no other way to recognize the performance of additional duties and responsibility responsibilities which clearly exceed the normal demands of an employee’s classification/position. Employees shall be eligible for this pay differential for up to four months per fiscal year (or per event for emergencies involving loss of life or property). Requests for arduous pay shall be made to the Department of Personnel Administration DPA on a case-by-case basis by the employing department. The Department of Personnel Administration DPA shall evaluate said requests based on whether it satisfies all of the following. BU 10 (01-03): A. Nonnegotiable Deadline or Extreme Urgency The work must have a deadline or completion date that cannot be controlled by the employee or his/her supervisor, or must constitute an extreme urgency. The deadline or extreme urgency must impose upon the employee an immediate and urgent demand for his/her work that cannot be avoided or mitigated by planning, rescheduling, postponement or rearrangement of work, or modification of the deadline.