Assignment Pay. Assignment pay is a premium added to the base salary and is intended to be used only as long as the skills, duties or circumstances it is based on are in effect. The Employer may grant assignment pay to a position to recognize specialized skills, assigned duties, and/or unique circumstances that exceed the ordinary. The Employer determines which positions qualify for the premium. The Employer will give the Union notice in accordance with Article 34, Mandatory Subjects.
Assignment Pay. The Employer agrees to pay a premium rate of at least $1.75 per hour above an employee’s base salary for the time an employee works in any of the following assignments:
a. While wearing a fall protection safety harness, when required by an approved Fall Protection Work Plan. While working with a fall protection monitor, when required by an approved Fall Protection Work Plan.
b. While wearing a fitted, reusable respirator or supplied air respirator (PAPR, SCBA, etc.) when required by an approved Work Plan. Assignment Pay for respirator use does not apply to non-trades hospital staff.
c. While working in a Permitted confined space, with appropriate permits.
d. When wearing a fall protection safety harness as required for specific Aerial Personnel Lift equipment or suspended platforms in accordance with WISHA standards (currently 10’).
Assignment Pay. The qualifying period for assignment pay as specified in clause 33.03 shall be converted to hours.
Assignment Pay. The assignment pay as detailed in Appendix A of this Article shall be the annual amount shown but will be paid on a biweekly basis. In order to be eligible for assignment pay, the employee must be assigned to the applicable unit, squad, etc. (e.g., the Flight Unit) or designated as an active member of a particular team or is appointed to and used to perform a particular function (e.g., the Dive Team, negotiator).
Assignment Pay. Assignment pay (AP) is a premium added to the base salary and is intended to be used only as long as the skills, duties or circumstances it is based on are in effect. The University may grant assignment pay to a position to recognize specialized skills, assigned duties, and/or unique circumstances that exceed the ordinary. The “premium” is stated in ranges. The number of ranges is added to the base range of the class. The “reference number” indicates the specific conditions for which AP is to be paid. Group B indicates those assigned duties granted assignment pay which are not class specific as defined by the Washington Compensation Plan. The University determines which positions qualify for premiums, shown below: Dual Language Requirement 2 ranges 18 Certified Arborist Work 8 ranges 21 Controlled felling of large and hazardous trees; climbing; rigging; manlift operation; aerial work and directional topping; limbing; or lowering of tree material. Skilled tree service work in technical tree climbing; controlled topping; and directional falling of large trees and snags; ornamental pruning.
Assignment Pay. A. Bargaining Unit members assigned to 24-hour shift work that are reassigned to a 40-hour workweek shall receive a seven and a half percent (7.5%) increase. This does not apply to light duty work.
Assignment Pay. All Reliefs shall be paid at the applicable assignment pay rate by classification, plus mileage in accordance with Schedule A and D. However, sick leave, vacation leave and compensatory time off shall be paid in accordance with Section 8.6.
Assignment Pay. The Chief of School Police may, in response to operational and/or programmatic demands, assign a permanent employee(s) to Special Duty Assignment (SDA) in any of the following areas with accompanying annual supplemental compensation, as indicated: ⮚ Sergeant $5,000 (take-home vehicle) ⮚ Detective $4,000 ⮚ K-9 Trainer $2,800 ⮚ CRT (Crisis Response Team) $2,800 ⮚ FTO (Field Training Officer) $1,200 ($4,000 as of January 1, 2022)* ⮚ Accreditation Manager $1,200 ⮚ K-9 Caretaker/Handler – K-9 Caretakers/Handlers shall be paid an additional one (1) hour per day at one and one half times (1.5) a rate of $15 per hour (or the state minimum wage, whichever is greater), for each dog they are assigned, per pay period as compensable time for the care and maintenance of the assigned canine(s). For example, a current K-9 Caretaker/Handler with one canine would earn approximately $22.50 per day. The payment for caring for the animal(s) applies to every day of the year (Including weekends, holidays, and breaks) in which the employee is personally caring for the animal(s). Those officers assigned more than one K-9 as of the date of the ratification of this Agreement will not have a K-9 removed as a result of this increase in supplemental pay. Veterinary appointments and certification activities should be scheduled during the regularly scheduled shift. Should such activities occur outside the employee’s regularly scheduled shift, he/she/they will be paid for hours worked in compliance with the law. An employee assigned to Special Duty Assignment shall receive supplemental compensation only for the duration of the assignment. *Those officers actively assigned to a FTO position as of January 1st of each year shall receive the annual stipend. Any past practice regarding payment of the FTO Assignment Pay shall conclude on December 31, 2021.
Assignment Pay. Effective the first full pay period in January 2022, all Lieutenants shall receive assignment pay equal to seven percent (7%) of the employee’s base hourly pay for the pay period.
Assignment Pay. 20.1 Members assigned the following duties shall receive a five percent (5%) increase above their base rate of pay as assignment pay:
a) Detectives/Investigators (SCU, THI, Investigative Services, IA, and Personnel).
b) Motorcycle Unit .
c) Field Training Officer (FTO), but only while actually assigned and performing FTO duties.
