Assignment Differentials. (a) Unless otherwise specified in this Agreement, an assignment differential provided for in this Section shall be paid at the indicated rate only upon the WHITE COLLAR AGREEMENT 2002-2006 PAGE 35 authorized assignment of an employee to qualifying duties and during the period of the indicated assignment. The maximum salary of a title shall not be a bar to the payment of an assignment differential. The payment of such differential shall not be considered a promotion or change of title. An assignment differential shall not be part of the basic salary.
(b) An assignment differential shall be paid to each employee in the title of CUNY Office Assistant Level II or III or CUNY Secretarial Assistant Level II or Level III or in the title of Office Aide (Level III only), who was assigned regularly to the preparation, reconciliation, certification and/or auditing of payrolls of University personnel prior to July 1, 1985, and remains so assigned. 10/1/02 $622 per annum 10/1/03 $638 per annum 10/1/04 $656 per annum 10/1/05 $669 per annum 9/30/06 $676 per annum
(c) An assignment differential shall be paid to each employee in the title of CUNY Office Assistant Level IIIA or Level IV or CUNY Secretarial Assistant Level IIIA or Level IV, who was assigned full time to the preparation, reconciliation, certification and/or auditing of payrolls of University personnel prior to July 1, 1985, and remains so assigned. 10/1/02 $831 per annum 10/1/03 $852 per annum 10/1/04 $875 per annum 10/1/05 $893 per annum 9/30/06 $902 per annum
(d) A ten percent (10%) premium for the 36th hour shall be paid to each employee in a title in the EDP Group in Section 7(a) of this Article who is assigned to and is working three days per week, twelve hours per day schedule, and such premium shall be in lieu of any benefits that would otherwise accrue for working the 36th hour.
(e) An assignment differential shall be paid to each employee in the title of Staff Nurse, who is acting in a higher title pursuant to written authorization, at a rate equal to the difference between the rate of pay for such individual Staff Nurse and the greater of either the starting salary of the higher title or the result of the applicable advance increase, if any. Such a differential shall be paid commencing the 31st day of such assignment within a two month period.
Assignment Differentials a) An approximate five percent (5%) differential shall be paid to all employees per day when assigned by Management as a designated Jail Training Officer responsible for departmentally designated training programs. A Jail Training Officer will be paid a differential if he/she is assigned by Management a trainee and is responsible for the daily evaluation of that trainee.
b) A differential of approximately two and one-half percent (2.5%) of the base rate of pay shall be paid to all Sheriff’s Correctional Lieutenants per pay period when assigned by management as a designated Assistant Division Commander in the Main Jail, Elmwood, Correctional Center for Women, Personnel Lieutenant or Support Services. The differential will be suspended if the Sheriff’s Correctional Lieutenant is unable to perform the assigned duties for one full pay period or more. The differential will be reinstated upon the first complete pay period after the Sheriff’s Correctional Lieutenant resumes the assigned duties.
Assignment Differentials.
(a) Except as provided in section (b), below, all employees in regular positions in the Hazardous Materials classification series not assigned to the Hazardous Materials Response Team (see Appendix B) shall receive a hazardous materials handling differential of two-hundred and twenty-five dollars ($225.00) per pay period over and above their base bi-weekly pay. Effective February 1, 2020, this assignment differential shall be increased by thirty-six dollars ($36.00) per pay period to two-hundred and sixty-one dollars ($261.00) per pay period.
(b) Employees in the classification of Environmental Specialist 3 shall receive a hazardous materials handling differential of two-hundred and twenty-five dollars ($225.00) per pay period over and above their base bi-weekly pay.
(c) Employees in regular positions assigned to the Hazardous Materials Response Team shall receive a differential of one- hundred and seventy-five dollars ($175.00) per pay period over and above their base bi-weekly pay.
Assignment Differentials. (a) Upon approval of this MOU, except as provided in section (b), below, all employees in regular positions in the Hazardous Materials classification series not assigned to the Hazardous Materials Response Team (see Appendix B) and the Environmental Specialist 3 classification shall receive a hazardous materials handling differential of one-hundred and twenty-five dollars ($125.00) per pay period over and above their base bi-weekly pay. Effective March 23, 2013, this assignment differential shall be increased by an additional fifty dollars ($50.00) per pay period. Effective March 22, 2014, this assignment differential shall be increased by an additional twenty-five dollars ($25.00) per pay period.
(b) Employees in regular positions assigned to the Hazardous Materials Response Team shall receive a differential of seventy-five dollars ($75.00) per pay period over and above their base bi-weekly pay. Effective March 23, 2013, this assignment differential shall be increased by an additional fifty dollars ($50.00) per pay period. Effective March 22, 2014, this assignment differential shall be increased by an additional twenty-five dollars ($25.00) per pay period.
Assignment Differentials a) An approximate five percent (5%) differential shall be paid to employees for the duration of their assignment to Deputy Sheriff positions assigned full time to:
1. The Investigations Division
2. Intelligence/Vice
3. Multi Agency Task Forces
4. Fugitive Officer (one position only)
5. Extradition Officer (one position only)
6. Court Scheduling Officer (one position only)
7. West Valley Traffic Investigators
8. Valley Transit Investigators 9. Recruit Training Officers
Assignment Differentials. Effective January 1, 2020, sworn Officers in the classifications of Police Sergeant and Police Officer assigned to Investigations, Traffic, Administration and Crime Prevention shall receive an additional 5% of current base pay. A call-in procedure for the Investigation Division shall be agreed to between the Police Officers’ Association and the Police Chief.
Assignment Differentials. (a) Unless otherwise specified in this Agreement, an assignment differential provided for in this Section shall be paid at the indicated rate only upon the authorized assignment of an employee to qualifying duties and during the period of the indicated assignment. The maximum salary of a title shall not be a bar to the payment of an assignment differential. The payment of such differential shall not be considered a promotion or change of title. An assignment differential shall not be part of the basic salary.
(b) An assignment differential shall be paid to each employee in the title of CUNY Office Assistant Level II or III or CUNY Secretarial Assistant Level II or Level III or in the title of Office Aide (Level III only), who was assigned regularly to the preparation, reconciliation, certification and/or auditing of payrolls of University Human Resources prior to July 1, 1985, and remains so assigned.
Assignment Differentials. Police Officers and Police Sergeants assigned to Investigations, Traffic, Administration and Crime Prevention shall receive an additional five percent (5%) of current base pay. A call-in procedure for the Investigation Division shall be agreed to between the Police Officers' Association and the Police Chief.
Assignment Differentials a. Employees who are assigned to the nurse’s office shall receive and additional differential of $3.00 per hour in addition to any other stipend and/or differential.
b. Any employee who enrolls in the District-maintained list to work with students who have Behavioral Intervention Plans (“BIPs”) as determined by District policy shall receive a differential of $2.00 per hour in addition to any other stipend and/or differential. An employee must possess CPI certification. The list shall be capped at ten (10) eligible employees. An employee who possess an XXX certification and/or who was placed on the BIP list during the prior school year shall be given priority for placement on the BIP list in each subsequent school year.
Assignment Differentials
