Compensation for Work Out of Classification Sample Clauses

Compensation for Work Out of Classification. A unit member may be required to perform duties that reasonably relate to the unit member's position and classification. A unit member required to perform substantially all the duties in a higher classification for more than five (5) working days within a fifteen (15) calendar day period shall be paid a differential for the entire period the unit member is required to work out of classification. The unit member shall be paid at the step on the range established for the higher classification that will provide the unit member at least a 10% differential above the unit member's regular rate of pay. Before requesting compensation for working out of classification, the unit member shall discuss the duties with the unit member's supervisor and obtain the supervisor's approval. The supervisor shall arrange for a written approval from the Assistant Superintendent - Human Resources.
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Compensation for Work Out of Classification. Work out of classification compensation shall be covered by Personnel Commission Rule 585 which is incorporated herein by reference. This rule shall be made available for review in its entirety at each school and/or work location. Alleged violations of this rule will be subject to grievance and arbitration under Article V.
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Compensation for Work Out of Classification. Unit members shall be compensated at the rate for their designated classification unless their position is re-classified.
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Compensation for Work Out of Classification. 12.8.1 A unit member may be required to perform duties inconsistent with those assigned to the position by the Board of Trustees for a period of more than five (5) working days provided that his/her salary is adjusted upward for the entire period he/she is required to work out of classification. The unit member will receive a one (1) step salary differential for the period worked out-of-classification. If the duties are performed in a position that is a higher classification the unit member shall receive at least a one (1) step differential or the first (1st) step in the salary range of the position he/she is temporarily filling, whichever is the greater amount.
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Compensation for Work Out of Classification. In accordance with Education Code section 45110, an employee required to perform duties outside his/her classification, and which duties do not reasonably relate to those fixed for the classification, for any period of time which exceeds five (5) days within a fifteen (15) calendar day period, will have his/her salary adjusted upward for the entire period of working out of classification. The Personnel Commission shall make the foregoing determination and this section will not be subject to grievance and arbitration procedures under Article V.
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Related to Compensation for Work Out of Classification

  • Work Out of Classification (a) When the Agency assigns an employee, in writing, for a limited time period to perform the major distinguishing duties of a position at a higher level classification for ten (10) consecutive calendar days, that employee shall be paid at the first step in the assigned classification or five percent (5%) more than his/her current rate of pay, whichever is greater.

  • Working Out of Classification 11.1 Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee’s regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification.

  • Out of Classification Pay The Sheriff may, at his discretion, assign a bargaining unit employee covered by this Agreement to serve as temporary replacement for an absent supervisor. If a bargaining unit employee serves as temporary replacement for an absent supervisor for a period in excess of forty (40) hours per calendar year, the bargaining unit employee shall be paid five (5%) percent above their current rate of pay for all work performed in the temporary position thereafter during that calendar year.

  • Work Out of Class Employees assigned to work out-of-classification in accordance with Article 26 Section 10- -Work Out-of-Classification shall receive holiday pay at the higher rate of pay, if the holiday falls during their work out-of- classification assignment. REV: 2015, 2019, 2021 ARTICLE 58T--HOLIDAYS (Temporary Employees)

  • Compensation for Work on Holidays 1. An employee who is required to work on Columbus Day, Veteran's Day, Day after Thanksgiving, Xxxxxx Xxxxxx Xxxx, Xx.'s Birthday, Xxxxxxx's Birthday or Washington's Birthday and who meets the eligibility requirements contained herein shall receive his or her regular pay for each hour worked. Work performed on a holiday which is overtime as defined in Article I, Section 1.A., shall be compensated as provided in Article I, Section 2.C.1.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Employer, the Employer 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 Employer to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Employer of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that the notice of the new rate was given by the Employer. 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. When the Employer makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Employer 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 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 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 Employer. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Employer may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued nor relied upon as a precedence as part of any dispute.

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