Assignment Out of Classification Sample Clauses

Assignment Out of Classification. If an employee is assigned to work out of his/her classification in a position of higher classification for any period of time which exceeds five (5) working days within a fifteen (15) calendar day period, his/her pay will be adjusted upward at the same step he/she is already on for the entire period he/she is required to work out of his/her classification.
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Assignment Out of Classification. An Employee who is directed by the Fire Chief or designee to work in a job classification above the employee’s current job classification shall receive a percentage of premium pay above their current wage based on the following: (a) Fire Fighter designated to work as an Engine Operator: 2.5% (b) Fire Fighter designated to work as a Lieutenant Inspector: 5% (c) Engine Operator designated to work as Lieutenant Inspector: 2.5% (d) Lieutenant Inspector designated to work as: i. Captain: 2.5% ii. Battalion Chief: 5% (e) Captain designated to work as a Battalion Chief: 2.5%
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Assignment Out of Classification. A Fire Fighter who is directed by the Fire Chief or designee to work out of classification as Lieutenant Inspector shall receive premium pay half way between his current wage and the first step wage of the Lieutenant Inspector. A Lieutenant Inspector who is directed by the Fire Chief or designee to work out of classification as Captain shall receive premium pay half way between his current wage and the first step wage of the Captain.
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Assignment Out of Classification. 5-1 Any employee who is officially (reassigned by a supervisor and upon approval by the Superintendent) to perform the majority of the responsibility of a full-time position in a higher range by responsible authority because of the absence of a regular employee for a short duration shall after ten (10) consecutive work days be granted retroactively the salary of the classification filled not to exceed 15 percent of the employee's current salary until the assignment is terminated.
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Assignment Out of Classification. A. Any employee who is officially assigned to perform the majority of the responsibilities of a full-time position in a higher grade of his / her current job group by a responsible authority, shall after twenty (20) consecutive days, be granted retroactively a pay increase based on the grade of the higher position at the employee’s current step. If an employee fulfills the responsibilities for more than 60 days, the District must consider reason(s) why and a possible change to the job description and pay grade. B. Any employee who is officially assigned to perform the majority of the responsibilities of a full-time position in another job group for which he / she has no District experience shall be paid whichever is greater: a. Step one (1) of the new job grade OR b. 105% of the employee’s current pay. C. Any employee who is officially assigned to perform the majority of the responsibilities of a full-time position in another job group for which he / she has had previous District experience shall be given credit for that experience and be granted, retroactively, pay based on whichever is greater: a. Experience step of the new job grade OR b. 105% of the employee’s current pay. D. The new pay rate shall only be paid for the time of the assignment. In no case shall the pay rate exceed fifteen percent (15%) of the employee’s current pay. E. The terms of this Article do not apply to extra summer help.
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Assignment Out of Classification. If an employee is assigned to take on the essential functions of a position out of their job classification of an absent employee in a position of a higher code level for a period exceeding ten (10) consecutive working days, the employee’s pay shall be adjusted upward to the higher classification rate at the employee’s current step for the entire period the employee is required to work out of their classification.
Sample 1
Assignment Out of Classification. An employee assigned by his/her supervisor to perform duties other than those of the classification to which he/she is currently assigned shall receive an upward salary adjustment of five percent (5%) above his/her regular rate of pay for the period of the temporary assignment.
Sample 1
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Assignment Out of Classification. An employee temporarily assigned by his/her supervisor to the work of another classification, for a period of one full work day or more shall be placed on the salary range for that classification. The step placement shall be to that step which permits a full step higher salary than that received in the employee's normal classification, if possible. In the occurrence an employee works thirty (30) consecutive work days in a vacant position, the vacant position must be posted unless the Board of Trustees or Superintendent enact a hiring freeze or hiring pause.
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Related to Assignment Out of Classification

  • Work Out of Classification (a) When an employee is assigned for a limited period to perform the duties of a position at a higher level classification for more than ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules), the employee shall be paid five percent (5%) above the employee’s base rate of pay or the first step of the higher salary range, whichever is greater. When assignments are made to work out-of-classification for more than ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules), the employee shall be compensated for all hours worked beginning from the first day of the assignment for the full period of the assignment. When an employee is assigned to work out-of- classification pending approval of a reclassification upward, the employee will be paid at the next higher rate of pay or first step of the higher salary range, whichever is greater. Agencies may provide an additional five percent (5%) differential if the work out-of-class would not result in additional compensation for the employee. Agencies must document the reasons for the exception. (b) An employee performing duties out-of-classification for training or developmental purposes shall be informed in writing of the purpose and length of the assignment during which there shall be no extra pay for the work. A copy of the notice shall be placed in the employee’s file. (c) An employee who is underfilling a position shall be informed in writing that they are an underfill, the reasons for the underfill, and the requirements necessary for the employee to qualify for reclassification to the allocated level. Upon gaining regular status and meeting the requirements for the allocated level of the position, the employee shall be reclassified. (d) Assignments of work out-of-classification shall not be made in a manner which will subvert or circumvent the administration of this Article.

  • Working Out of Classification Whenever an employee is assigned the principal duties and responsibilities of an employee in a higher classification for a single shift or greater period of time, that employee shall be paid a minimum of three (3) steps above their present salary, or shall receive the salary at the bottom of the range for the classification which they are working in, whichever is greater, for all such time worked.

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Tax Classification The Series shall elect to be treated as an association taxable as a corporation under Treasury Regulations Section 301.7701-3 with effect for each taxable period of its existence. The Series and each Member shall file all tax returns and shall otherwise take all tax and financial reporting positions in a manner consistent with such treatment. No election will be filed with the Internal Revenue Service (or the tax authorities of any State) to have the Series taxable other than as an association taxable as a corporation for income tax purposes.

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • Classification For the purposes of Rules 43.3(a) and 70.5(b), the Authority shall indicate the classification of the subject matter according to the International Patent Classification. The Authority may, in addition, in accordance with Rules 43.3 and 70.5, indicate the classification of the subject matter according to any other patent classification specified in Annex E to this Agreement to the extent decided by it as set out in that Annex.

  • JOB CLASSIFICATIONS 32.01 Employees holding positions which fall within the Bargaining Unit shall be provided with a job description upon written or email request. 32.02 New job classifications properly included in this Collective Agreement may be established by the Employer during the term of the Collective Agreement. Basic hourly rates of pay for such new job classifications shall be negotiated with the Union. If negotiations fail to produce an agreement within sixty (60) calendar days of the date of written notice from the Employer to the Union regarding the new job classification, then the basic hourly rates of pay may be settled through arbitration in accordance with clause 14.04(d).

  • Work Out of Class When an employee is expressly assigned to perform substantially all of the duties of a position allocated to a different class that is temporarily unoccupied and the work-out-of-class assignment exceeds ten (10) consecutive work days in duration, the employee shall be paid for all such hours at the employee's current salary when assigned to work in a class which is a transfer or demotion. For a class which is a promotion, an employee shall receive an increase to the minimum rate of the new class or at least one (1) step higher than the employee's current salary, whichever is greater.

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