Common use of Details and Other Duties as Assigned Clause in Contracts

Details and Other Duties as Assigned. 1. A detail is the temporary assignment of an employee to a different position for a specified period, with the employee returning to his/her regular duties at the end of the detail. 2. Prior to placing an employee on a temporary detail, a request will be submitted to HRO using Standard Form (SF) 52, to include position title, and the start and end date of the detail, and provide a justification for the detail. HRO will evaluate the assignment to ensure compliance with Agency regulations and this Agreement, and notify the supervisor whether the detail is approved or disapproved. If approved, HRO will record the action in the employee’s official personnel folder (OPF). 3. The Agency may require an employee to perform ‘other duties as assigned,’ but those duties should not be regular or reoccurring. The Parties agree that the phrase ‘other duties as assigned’ as used in a PD simply establishes the principle that assignment of duties to employees is not limited to the duties specifically described in the PD. Supervisors, as agents of management, are expected to assign other duties as necessary whenever in their judgment the circumstances warrant such action; however, supervisors should avoid, insofar as possible, assigning additional or incidental duties to employees which are inappropriate to their positions and qualifications. Except in very limited circumstances, ‘other duties as assigned’ should be reasonably related to the employee’s position and will not be grade-determining. 4. ‘Other duties as assigned’ does not apply to tasks which would otherwise be considered a detail, temporary promotion, or a reassignment. 5. Neither the Agency nor employees shall abuse the use of ‘other duties as assigned.’ If an employee is assigned duties of a higher pay grade the employee should be temporarily promoted to the higher paying position. Promotions exceeding one hundred and twenty days (120) days shall be competitively announced.

Details and Other Duties as Assigned. 1. A detail is the temporary assignment of an employee to a different position or assigned duties that are outside of their position description for a specified period, with the employee returning to his/her regular duties at the end of the detail. This includes temporarily detailing an employee to supervisory duties as ‘second-in-charge’ or ‘temporarily-in-charge’ of other employees to cover for brief periods of absence of the regular supervisor. 2. Prior to placing an employee on a temporary detaildetail the Agency should ensure the assignment complies with applicable law and/or regulations and this Agreement, a request will especially if the detail requires additional/specific training and/or qualifications or may provide the employee with higher pay. Employees shall be submitted to HRO using Standard Form (SF) 52, to include position title, and informed of the start and end date of the detaildetail as well as their duties and responsibilities. Details in excess of fourteen (14) days, either consecutive or aggregate, during any one-hundred and provide a justification for the detail. HRO twenty (120) day period will evaluate the assignment to ensure compliance with Agency regulations and this Agreement, and notify the supervisor whether the detail is approved or disapproved. If approved, HRO will record the action also be recorded in the employee’s electronic official personnel folder (OPFeOPF). 3. When an employee is detailed as a ‘second-in-charge’ or in a ‘temporarily-in-charge’ capacity, the employee will be informed of the expected duties they will be authorized, to carry out (i.e., assign work, approve leave, take disciplinary action, etc.). Subordinate employees will be notified of the coworker’s temporary detail to supervisory duties, to include what supervisory functions the temporary supervisor can and cannot fulfill, and who else in their supervisory chain has the authority to exercise the other managerial functions normally performed by their regular supervisor. 4. The Agency may require an employee to perform ‘other duties as assigned,.’ but those duties should not be regular The phrase or reoccurring. The Parties agree that the phrase term ‘other duties as assigned’ as used in a PD simply establishes the principle that assignment of duties to employees is not limited to the duties specifically described in the PD. Supervisors, as agents Assignment of management, are expected to assign other duties as necessary whenever in their judgment the circumstances warrant such action; however, supervisors should avoid, insofar as possible, assigning additional or incidental duties to employees which are inappropriate to their positions and qualifications. Except in very limited circumstances, ‘other duties as assignedduties’ should shall be reasonably related to the employee’s position accomplished IAW applicable law, rule, regulation, and will not be grade-determiningthis Agreement. 45. ‘Other duties as assigned’ does not apply to tasks which would otherwise be considered a detail, temporary promotion, or a reassignment. 56. Neither the Agency nor employees shall abuse the use of ‘other duties as assigned.’ Except for changes to lower grade resulting from an adverse action IAW Article 13, when an employee is assigned duties of a lower graded position for any period of time, that assignment shall not adversely affect an employee’s compensation, classification, or position of record. If an employee is assigned duties of a higher pay grade for a period in excess of fourteen (14) days, either consecutive or aggregate, during any one-hundred and twenty (120) day period, the employee should be temporarily promoted to the higher paying position. Promotions exceeding one hundred and twenty days (120) days shall be competitively announced. 7. When the duty station for a temporary detail is outside the limits of the employee’s official duty station, an employee’s travel between their home and the temporary duty station is compensable IAW 5 CFR § 550.1404. 8. When an employee’s local access to classified information is suspended pending DoD CAF review, the Agency shall detail or reassign the employee to an alternate position pending the outcome of said review, unless detailing or reassigning the employee would cause the Agency an undue hardship (i.e., significant difficulty or expense).

Details and Other Duties as Assigned. 1. A detail is the temporary assignment of an employee to a different position or to duties that are outside of their incumbent position description for a specified period, with the employee returning to his/her regular duties at the end of the detail. This includes temporarily detailing an employee to supervisory duties as “second-in-charge” or “temporarily-in-charge” of other employees to cover for brief periods of absence of a supervisor or other Agency representatives. 2. When an employee is detailed as a “second-in-charge” or in a “temporarily-in-charge” capacity, the employee will be informed of the expected duties they will be authorized to carry out (i.e., assign work, approve leave, take disciplinary action, etc.). Subordinate employees will be notified of the coworker’s temporary detail to supervisory duties, to include what supervisory functions the temporary supervisor can and cannot fulfill, and who else in their supervisory chain has the authority to exercise the other managerial functions normally performed by their regular supervisor. 3. Prior to placing an employee on a temporary detail, a request will be submitted to HRO using Standard Form (SF) 52, to include position title, and the start and end date of the detail, and provide a justification for the detail. HRO will evaluate the assignment to ensure compliance with Agency regulations and this Agreement, Agreement and notify the supervisor whether the detail is approved or disapproved. If approved, HRO will record the action in the employee’s official personnel folder (OPF). However, the Agency’s failure to document a detail or the performance of higher graded duties will not relieve any requirement to pay an employee for performing duties of a higher pay grade IAW Section 17.3. 34. The Agency may require an employee to perform ‘“other duties as assigned,’ ” but those duties should not be regular or reoccurring. The Parties agree that the phrase ‘“other duties as assigned’ ” as used in a PD simply establishes the principle that assignment of duties to employees is not limited to the duties specifically described in the PD. Supervisors, as agents of management, are expected to assign other duties as necessary whenever in their judgment the circumstances warrant such action; however, supervisors should avoid, insofar as possible, assigning additional or incidental duties to employees which are inappropriate to their positions and qualifications. Except in very limited circumstances, ‘“other duties as assigned’ ” should be reasonably related to the employee’s position and will not be grade-determining. 4. ‘Other duties as assigned’ does not apply to tasks which would otherwise be considered a detail, temporary promotion, or a reassignment. 5. Neither the Agency nor employees shall abuse the use of ‘other duties as assigned.’ If an employee is assigned duties of a higher pay grade the employee should be temporarily promoted to the higher paying position. Promotions exceeding one hundred and twenty days (120) days shall be competitively announced.

Details and Other Duties as Assigned. 1. A detail is the temporary assignment of an employee to a different position or to duties that are outside of their incumbent position description for a specified period, with the employee returning to his/her regular duties at the end of the detail. This includes temporarily detailing an employee to supervisory duties as “second-in-charge” or “temporarily-in-charge” of other employees to cover for brief periods of absence of a supervisor or other Agency representatives. 2. When an employee is detailed as a “second-in-charge” or in a “temporarily-in-charge” capacity, the employee will be informed of the expected duties they will be authorized to carry out (i.e., assign work, approve leave, take disciplinary action, etc.). Subordinate employees will be notified of the coworker’s temporary detail to supervisory duties, to include what supervisory functions the temporary supervisor can and cannot fulfill, and who else in their supervisory chain has the authority to exercise the other managerial functions normally performed by their regular supervisor. 3. Prior to placing an employee on a temporary detail, a request will be submitted to HRO using Standard Form (SF) 52, to include position title, and the start and end date of the detail, and provide a justification for the detail. HRO will evaluate the assignment to ensure compliance with Agency regulations and this Agreement, Agreement and notify the supervisor whether the detail is approved or disapproved. If approved, HRO will record the action in the employee’s official personnel folder (OPF). However, the Agency’s failure to document a detail or the performance of higher graded duties will not relieve any requirement to pay an employee for performing duties of a higher pay grade IAW Section 17.3. 34. The Agency may require an employee to perform ‘“other duties as assigned,’ ” but those duties should not be regular or reoccurring. The Parties agree that the phrase ‘“other duties as assigned’ ” as used in a PD simply establishes the principle that assignment of duties to employees is not limited to the duties specifically described in the PD. Supervisors, as agents of management, are expected to assign other duties as necessary whenever in their judgment the circumstances warrant such action; however, supervisors should avoid, insofar as possible, assigning additional or incidental duties to employees which are inappropriate to their positions and qualifications. Except in very limited circumstances, ‘“other duties as assigned’ ” should be reasonably related to the employee’s position and will not be grade-determining. 45. ‘“Other duties as assigned’ ” does not apply to tasks which would otherwise be considered a detail, temporary promotion, or a reassignment. 56. Neither the Agency nor employees shall abuse the use of ‘“other duties as assigned.’ ” Except for changes to lower grade resulting from an adverse action IAW Article 13, when an employee is assigned duties of a lower grade for any period, that assignment shall not adversely affect an employee’s compensation, classification, or position of record. If an employee is assigned duties of a higher pay grade the employee should be temporarily promoted to the higher paying position. Promotions exceeding one hundred and twenty days (120) days shall be competitively announced. 7. When the duty station for a temporary assignment is outside the limits of the employee’s official duty station, an employee’s travel between their home and the temporary duty station is compensable IAW applicable regulations.