Common use of HIGHER ASSIGNMENT PAY Clause in Contracts

HIGHER ASSIGNMENT PAY. ‌‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the third consecutive workday in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this 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 shall not be eligible: (a) positions designated as trainee classes (b) automatic promotion classes (c) employees whose class specifications clearly require them 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 this differential for each full shift actually worked, and shall not be subject to the three (3) consecutive days eligibility criteria in Section 1, above.

HIGHER ASSIGNMENT PAY. ‌‌‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the third consecutive workday in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this 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 shall not be eligible: (a) positions designated as trainee classes (b) automatic promotion classes (c) employees whose class specifications clearly require them 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 this differential for each full shift actually worked, and shall not be subject to the three (3) consecutive days eligibility criteria in Section 1, above.

HIGHER ASSIGNMENT PAY. ‌‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the third consecutive workday in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate te on promotion” in the Salary article. In prom n no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category y shall not change when working in this 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 gr 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” Regulation for seasonal employees who are regularly scheduled to alternate between two sets of duties. 7. Employees in the following categories shall not be eligible: (a) positions designated as trainee classes (b) automatic promotion classes (c) employees whose class specifications clearly require them 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 positionon, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the three (3) consecutive days eligibility criteria in Section 1, above.

HIGHER ASSIGNMENT PAY. ‌‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which are is substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the third consecutive workday in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this 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 shall not be eligible: (a) positions Positions designated as trainee classes (b) automatic Automatic promotion classes (c) employees Employees whose class specifications clearly require them 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 this differential for each full shift actually worked, and shall not be subject to the three (3) consecutive days eligibility criteria in Section paragraph 1, above.

HIGHER ASSIGNMENT PAY. ‌‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which are is substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the third consecutive workday in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary articleticle. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime time category shall not change when working in this 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 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” ernate for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) positions Positions designated as trainee classes (b) automatic Automatic promotion classes (c) employees Employees whose class specifications clearly require them 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 e eligible for this differential for each full shift actually worked, and shall not be subject to the three (3) consecutive days eligibility criteria in Section paragraph 1, above.