Common use of HIGHER ASSIGNMENT PAY Clause in Contracts

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category shall not change when (s)he works in a higher-graded position at alternate rate pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Employees in positions designated as “trainee” positions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-level duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an An employee assigned to a higher pay grade is to be held to a minimum consistent with sound management who, in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of timeincumbent, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over is assigned by the higher-level job shall receive “higher assignment pay” provided all the following criteria are metappointing authority: (a) The employee takes over the job To perform a majority of those duties of the higher-higher level employee (see paragraph 7 below for definition);job which is substantially different from his or her own duties; or, (b) The higher-To assume the responsibilities of a higher level work is performed supervisory or managerial job without any substantial change in duties; shall, commencing with the authorization fifth consecutive workday (or the fourth consecutive workday if working an alternate work schedule of appropriate supervisory personnel; four (c4) The position is at least one ten (110) pay grade hour workdays) in which the employee actually worked a full shift, be eligible for higher than assignment pay, retroactive to the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per dayfirst day worked. 32. Effective July 5, 1992, the “higher assignment pay” rate amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in . In no event case shall it exceed the maximum or be less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earnedgrade of the higher level position. 43. An employee’s overtime category shall not change when (s)he works working in a higher-graded position at alternate rate paythis status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall NOT not be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions Positions designated as “trainee” positions;trainee classes (b) Employees in automatic Automatic promotion classes; (c) Employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five (5) (or to assume other higher-level duties when necessary; andfour (4)) consecutive days eligibility criteria in paragraph 1, above.

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform highhigher-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an any employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate “higher assignment” work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category shall not change when (s)he works in a higher-graded position at alternate rate “higher assignment” pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Employees in positions designated as “trainee” positions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-level duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an An employee assigned to a higher pay grade is to be held to a minimum consistent with sound management who, in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of timeincumbent, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over is assigned by the higher-level job shall receive “higher assignment pay” provided all the following criteria are metappointing authority: (a) The employee takes over the job To perform a majority of those duties of the higher-higher level employee (see paragraph 7 below for definition);job which are substantially different from his or her own duties; or, (b) The higher-To assume the responsibilities of a higher level work is performed supervisory or managerial job without any substantial change in duties; shall, commencing with the authorization fifth consecutive workday (or the fourth consecutive work day if working an alternate work schedule of appropriate supervisory personnel; four (c4) The position is at least one ten (110) pay grade hour workdays) in which the employee actually worked a full shift, be eligible for higher than assignment pay, retroactive to the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per dayfirst day worked. 32. Effective July 5, 1992, the “higher assignment pay” rate amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in . In no event case shall it exceed the maximum or be less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earnedgrade of the higher level position. 43. An employee’s overtime category shall not change when (s)he works working in a higher-graded position at alternate rate paythis status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two sets of duties. 7. Employees in the following categories of employees shall NOT not be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions designated as “trainee” positions;trainee classes (b) Employees in automatic promotion classes; (c) Employees employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five (5) or to assume other higher-level duties when necessary; andfour (4) consecutive days eligibility criteria in Section 1, above.

HIGHER ASSIGNMENT PAY. 1. Requiring employees to An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform high-a majority of those duties of the higher level duties job which are normally substantially different from his or her own duties; or, (b) To assume the duties responsibilities of an employee assigned to a higher pay grade is level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive work day if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to be held to a minimum consistent with sound management in State governmentthe first day worked. 2. From time Effective July 5, 1992, the amount paid shall be a differential rate equal to time, employees may the same rate as the ―rate on promotion‖ in the Salary article. In no case shall it exceed the maximum or be required by higher authority to take over less than the job minimum of an employee assigned to a higher the pay grade than their own of the higher level position. 3. An employee’s overtime category shall not change when that higher-level employee is absent working in this status. 4. Nothing herein shall prevent the State from duty. When time and circumstances permit, filling vacant higher-level position will be filled positions through the merit system under the applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. However, because of the absence of an employee for a short period of time, and in management’s judgment job continuity The position must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; and. (d) The employee takes over the job 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the higher-level employee Rules & Regulations covering ―alternate rate‖ for one (1) full work shift per dayseasonal employees who are regularly scheduled to alternate between two sets of duties. 37. Effective July 5, 1992, the “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” Employees in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category following categories shall not change when (s)he works in a higher-graded position at alternate rate pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions designated as “trainee” positions;trainee classes (b) Employees in automatic promotion classes; (c) Employees employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a ―charge‖ or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five (5) or to assume other higher-level duties when necessary; andfour (4) consecutive days eligibility criteria in Section 1, above.

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the The “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category shall not change when (s)he works in a higher-graded position at alternate rate pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Employees in positions designated as “trainee” positions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-level duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. Requiring employees to An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform high-level duties which are normally the a majority of those duties of an employee assigned to the higher level job which is substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher pay grade is level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to be held to a minimum consistent with sound management in State governmentthe first day worked. 2. From time Effective July 5, 1992, the amount paid shall be a differential rate equal to time, employees may the same rate as the ―rate on promotion‖ in the Salary article. In no case shall it exceed the maximum or be required by higher authority to take over less than the job minimum of an employee assigned to a higher the pay grade than their own of the higher level position. 3. An employee’s overtime category shall not change when that higher-level employee is absent working in this status. 4. Nothing herein shall prevent the State from duty. When time and circumstances permit, filling vacant higher-level position will be filled positions through the merit system under the applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. However, because of the absence of an employee for a short period of time, and in management’s judgment job continuity The position must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; and. (d) The employee takes over the job 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the higher-level employee Rules & Regulations covering ―alternate rate‖ for one seasonal employees who are regularly scheduled to alternate between two (12) full work shift per daysets of duties. 37. Effective July 5, 1992, the “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” Employees in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category following categories shall not change when (s)he works in a higher-graded position at alternate rate pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions Positions designated as “trainee” positions;trainee classes (b) Employees in automatic Automatic promotion classes; (c) Employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a ―charge‖ or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five (5) (or to assume other higher-level duties when necessary; andfour (4)) consecutive days eligibility criteria in paragraph 1, above.

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform highhigher-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an any employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher ―higher assignment pay” pay‖ provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the “higher ―higher assignment pay” pay‖ rate shall be a differential rate equal to the same rate as the “rate ―rate on promotion” promotion‖ in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate ―higher assignment‖ work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category shall not change when (s)he works in a higher-graded position at alternate rate ―higher assignment‖ pay. 5. The following categories of employees shall NOT be eligible to receive “higher ―higher assignment pay” pay‖ when and if they are required to work at a higher level: (a) Employees in positions designated as “trainee” ―trainee‖ positions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-level duties when necessary; and

HIGHER ASSIGNMENT PAY. ‌ 1. Requiring employees to perform high-level duties which are normally the duties of an An employee assigned to a higher pay grade is to be held to a minimum consistent with sound management who, in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of timeincumbent, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over is assigned by the higher-level job shall receive “higher assignment pay” provided all the following criteria are metappointing authority: (a) The employee takes over the job To perform a majority of those duties of the higher-higher level employee (see paragraph 7 below for definition);job which are substantially different from his or her own duties; or, (b) The higher-To assume the responsibilities of a higher level work is performed supervisory or managerial job without any substantial change in duties; shall, commencing with the authorization fifth consecutive workday (or the fourth consecutive work day if working an alternate work schedule of appropriate supervisory personnel; four (c4) The position is at least one ten (110) pay grade hour workdays) in which the employee actually worked a full shift, be eligible for higher than assignment pay, retroactive to the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per dayfirst day worked. 32. Effective July 5, 1992, the “higher assignment pay” rate amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in . In no event case shall it exceed the maximum or be less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earnedgrade of the higher level position. 43. An employee’s overtime category shall not change when (s)he works working in a higher-graded position at alternate rate paythis status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two sets of duties. 7. Employees in the following categories of employees shall NOT not be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions designated as “trainee” positions;trainee classes (b) Employees in automatic promotion classes; (c) Employees employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five (5) or to assume other higher-level duties when necessary; andfour (4) consecutive days eligibility criteria in Section 1, above.

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an An employee assigned to a higher pay grade is to be held to a minimum consistent with sound management who, in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of timeincumbent, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over is assigned by the higher-level job shall receive “higher assignment pay” provided all the following criteria are met:appointing authority:‌ (a) The employee takes over the job To perform a majority of those duties of the higher-higher level employee (see paragraph 7 below for definition);job which is substantially different from his or her own duties; or, (b) The higher-To assume the responsibilities of a higher level work is performed supervisory or managerial job without any substantial change in duties; shall, commencing with the authorization fifth consecutive workday (or the fourth consecutive workday if working an alternate work schedule of appropriate supervisory personnel; four (c4) The position is at least one ten (110) pay grade hour workdays) in which the employee actually worked a full shift, be eligible for higher than assignment pay, retroactive to the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per dayfirst day worked. 32. Effective July 5, 1992, the “higher assignment pay” rate amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in . In no event case shall it exceed the maximum or be less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earnedgrade of the higher level position. 43. An employee’s overtime category shall not change when (s)he works working in a higher-graded position at alternate rate paythis status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall NOT not be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions Positions designated as “trainee” positions;trainee classes (b) Employees in automatic Automatic promotion classes; (c) Employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five (5) (or to assume other higher-level duties when necessary; andfour (4)) consecutive days eligibility criteria in paragraph 1, above.

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform highhigher-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an any employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” higher- er ass provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; andthe (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the “higher assignment pay” rate shall Effect ignmen hall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in no o event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within e gnm ithin thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category shall not change when (s)he works in a higher-graded position at alternate rate n pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Employees in positions designated as “trainee” positionsitions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-level duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of time, and in management’s 's judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “"higher assignment pay” " provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s 's own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the “"higher assignment pay” " rate shall be a differential rate equal to the same rate as the “"rate on promotion” " in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s 's overtime category shall not change when (s)he works in a higher-graded position at alternate rate pay. 5. The following categories of employees shall NOT be eligible to receive “"higher assignment pay” " when and if they are required to work at a higher level: (a) Employees in positions designated as “"trainee” " positions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-higher- level duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an An employee assigned to a higher pay grade is to be held to a minimum consistent with sound management who, in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of timeincumbent, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over is assigned by the higher-level job shall receive “higher assignment pay” provided all the following criteria are metappointing authority: (a) The employee takes over the job To perform a majority of those duties of the higher-higher level employee (see paragraph 7 below for definition);job which are substantially different from his or her own duties; or, (b) The higher-To assume the responsibilities of a higher level work is performed supervisory or managerial job without any substantial change in duties; shall, commencing with the authorization fifth consecutive workday (or the fourth consecutive work day if working an alternate work schedule of appropriate supervisory personnel; (cfour ten-hour workdays) The position is at least one (1) pay grade in which the employee actually worked a full shift, be eligible for higher than assignment pay, retroactive to the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per dayfirst day worked. 32. Effective July 5, 1992, the “higher assignment pay” rate amount paid shall be a differential rate equal to the same rate as the “"rate on promotion” " in the Salary article, in . In no event case shall it exceed the maximum or be less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earnedgrade of the higher level position. 43. An employee’s overtime category shall not change when (s)he works working in a higher-graded position at alternate rate paythis status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with #6.076 of the Rules & Regulations covering "alternate rate" for seasonal employees who are regularly scheduled to alternate between two sets of duties. 7. Employees in the following categories of employees shall NOT not be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions designated as “trainee” positions;trainee classes (b) Employees in automatic promotion classes; (c) Employees employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a "charge" or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five or to assume other higher-level duties when necessary; andfour consecutive days eligibility criteria in Section 1, above.

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform high-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government.government.‌ 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earned.earned.‌ 4. An employee’s overtime category shall not change when (s)he works in a higher-graded position at alternate rate pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Employees in positions designated as “trainee” positions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-level duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. Requiring employees to perform highhigher-level duties which are normally the duties of an employee assigned to a higher pay grade is to be held to a minimum consistent with sound management in State government.government.‌ 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an any employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position is at least one (1) pay grade higher than the employee’s own pay grade; andand‌ (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 3. Effective July 5, 1992, the “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate “higher assignment” work within thirty (30) days of the end of the pay period in which earned. 4. An employee’s overtime category shall not change when (s)he works in a higher-graded position at alternate rate “higher assignment” pay. 5. The following categories of employees shall NOT be eligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Employees in positions designated as “trainee” positions; (b) Employees in automatic promotion classes; (c) Employees whose position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in for their supervisors, or to assume other higher-level duties when necessary; and

HIGHER ASSIGNMENT PAY. ‌‌ 1. Requiring employees to perform high-level duties which are normally the duties of an An employee assigned to a higher pay grade is to be held to a minimum consistent with sound management who, in State government. 2. From time to time, employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an employee for a short period of timeincumbent, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over is assigned by the higher-level job shall receive “higher assignment pay” provided all the following criteria are metappointing authority: (a) The employee takes over the job To perform a majority of those duties of the higher-higher level employee (see paragraph 7 below for definition);job which are substantially different from his or her own duties; or, (b) The higher-To assume the responsibilities of a higher level work is performed supervisory or managerial job without any substantial change in duties; shall, commencing with the authorization fifth consecutive workday (or the fourth consecutive work day if working an alternate work schedule of appropriate supervisory personnel; four (c4) The position is at least one ten (110) pay grade hour workdays) in which the employee actually worked a full shift, be eligible for higher than assignment pay, retroactive to the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per dayfirst day worked. 32. Effective July 5, 1992, the “higher assignment pay” rate amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article, in . In no event case shall it exceed the maximum or be less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay period in which earnedgrade of the higher level position. 43. An employee’s overtime category shall not change when (s)he works working in a higher-graded position at alternate rate paythis status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two sets of duties. 7. Employees in the following categories of employees shall NOT not be eligible to receive “higher assignment pay” when and if they are required to work at a higher leveleligible: (a) Employees in positions designated as “trainee” positions;trainee classes (b) Employees in automatic promotion classes; (c) Employees employees whose position descriptions class specifications clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for their supervisorsthis differential for each full shift actually worked, and shall not be subject to the five (5) or to assume other higher-level duties when necessary; andfour (4) consecutive days eligibility criteria in Section 1, above.