Common use of Higher Duties Pay Clause in Contracts

Higher Duties Pay. AT A GLANCE 8.3.1 The parties are committed to improving skill levels and removing impediments to multi skilling and broadening the range of tasks that an employee is required to perform. 8.3.2 Council may direct an employee to carry out such duties that are within the limits of the employee's skill, competence and training. 8.3.3 Council shall provide adequate employees and other resources to enable employees to carry out their duties and functions over the course of working hours that are not unreasonable and support the implementation of the Council’s community strategic plan and operational plan. 8.3.4 An employee shall be paid the salary system rate of pay that recognises the skills the employee is required to apply on the job. 8.3.5 The skills paid for shall not be limited to those prescribed by the position description and may, where appropriate, include skills possessed by the individual which are required by Council to be used in line with or in addition to the employee's normal duties. 8.3.6 Employees who are required by Council to use additional skill(s) such as: 8.3.6.1 languages other than English, or 8.3.6.2 signing services to those with hearing difficulties In the performance of their duties shall have the use of these skill(s) considered in the evaluation of the position. 8.3.7 An employee required to relieve in a position which is at a higher level within the salary system shall be paid for that relief at the higher salary point. The rate to be paid shall be determined by demonstrated competence at the salary point the employee is relieving in. Should this be less than their current rate of pay, 50% of the difference between the employee’s current level in their salary point and the same level in the relieving salary point shall apply. An employee, if acting in a position for more than six months, will be paid at least the competent level of the higher salary point, excluding acting Section Manager and acting Group Manager positions, which will be assessed using the salary assessment process.

Higher Duties Pay. AT A GLANCE 8.3.1 7.3.1 The parties are committed to improving skill levels and removing impediments to multi skilling and broadening the range of tasks that an the employee is required to perform. 8.3.2 7.3.2 The Council may direct an the employee to carry out such duties that are within the limits of the employee's skill, competence and training. 8.3.3 Council shall provide adequate employees and other resources to enable employees to carry out their duties and functions over the course of working hours that are not unreasonable and support the implementation of the Council’s community strategic plan and operational plan. 8.3.4 7.3.3 An employee shall be paid the salary system rate of pay that recognises the skills the employee is required to apply on the job. 8.3.5 7.3.4 The skills paid for shall not be limited to those prescribed by the position description and may, where appropriate, include skills possessed by the individual which are required by Council to be used in line with or in addition as an adjunct to the employee's normal duties. 8.3.6 7.3.5 Employees who are required by Council to use additional skill(s) such as: 8.3.6.1 7.3.5.1 languages other than English, or 8.3.6.2 7.3.5.2 signing services to those with hearing difficulties In in the performance of their duties shall have the use of these skill(s) considered in the evaluation of the position. 8.3.7 7.3.6 An employee required to relieve in a position which is at a higher level within the salary system shall be paid for that relief at the higher salary point. The rate to be paid shall be determined by demonstrated competence at the salary point the employee is relieving in. Should this be less than their current rate of pay, 50% of the difference between the employee’s current level in their salary point and the same level in the relieving salary point shall apply. An employee, if acting in a position for more than six months, will be paid at least the competent level of the higher salary point, excluding acting Section Manager section manager and acting Group Manager group manager positions, which will be assessed using the salary assessment process.

Higher Duties Pay. AT A GLANCE 8.3.1 The parties are committed to improving skill levels and removing impediments to multi skilling and broadening the range of tasks that an the employee is required to perform. 8.3.2 The Council may direct an the employee to carry out such duties that are within the limits of the employee's skill, competence and training. 8.3.3 Council shall provide adequate employees and other resources to enable employees to carry out their duties and functions over the course of working hours that are not unreasonable and support the implementation of the Council’s community strategic plan and operational plan. 8.3.4 An employee shall be paid the salary system rate of pay that recognises the skills the employee is required to apply on the job. 8.3.5 8.3.4 The skills paid for shall not be limited to those prescribed by the position description and may, where appropriate, include skills possessed by the individual which are required by Council to be used in line with or in addition as an adjunct to the employee's normal duties. 8.3.6 8.3.5 Employees who are required by Council to use additional skill(s) such as: 8.3.6.1 8.3.5.1 languages other than English, or 8.3.6.2 8.3.5.2 signing services to those with hearing difficulties In the performance of their duties shall have the use of these skill(s) considered in the evaluation of the position. 8.3.7 8.3.6 An employee required to relieve in a position which is at a higher level within the salary system shall be paid for that relief at the higher salary point. The rate to be paid shall be determined by demonstrated competence at the salary point the employee is relieving in. Should this be less than their current rate of pay, 50% of the difference between the employee’s current level in their salary point and the same level in the relieving salary point shall apply. An employee, if acting in a position for more than six months, will be paid at least the competent level of the higher salary point, excluding acting Section Manager and acting Group Manager positions, which will be assessed using the salary assessment process.