Out of Class Compensation. Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. Eligibility for out-of-class compensation requires a minimum assignment of five (5) consecutive days. The out-of-class increase shall be retroactive to the first day of the assignment However, when an employee is moving from a nonlead/supervisory to a lead/supervisory role, the out-of-class pay becomes effective on the first day of the assignment and the five (5) day minimum requirement does not apply. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater. The Department Director is required to complete a Personnel Action Report (PAR), located on the HR page of the Intranet, to initiate out-of-class compensation. In the event a Parking Enforcement Officer is assigned “field training” duties, the City shall consider this as “out of class” work and the assigned Parking Enforcement Officer will receive 5% of their current pay as compensation for the hours worked in this assignment.
Out of Class Compensation. 13.1 Definition
Out of Class Compensation. Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. Eligibility for Out-of-Class compensation requires a minimum assignment of five (5) consecutive workdays. The out-of-class increase shall be retroactive to the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater. The Department Director is required to complete a Personnel Action Report (PAR), located on the Human Resources page of the Intranet, to initiate Out-of-Class Compensation.
Out of Class Compensation. 13.1 An employee temporarily assigned to perform the duties of a classification paid at a lower rate than the employee's classification will suffer no loss of compensation as a result of such assignment.
13.2 An employee temporarily assigned in writing (on the County’s out-of-class assignment form), with a copy of such writing provided to the employee, by a duly authorized supervisor to perform the duties of a higher paid classification, other than for training purposes, will be paid at the step of the higher classification which is at least four percent (4%) higher than the compensation rate the employee was receiving prior to the temporary assignment. An employee so assigned shall be considered to be "temporarily promoted for pay purposes only.” Employees assigned to work out-of- class must perform the full duties of the higher paid classification for two (2) regularly scheduled consecutive work days in order to qualify for additional compensation hereunder. Pay at the higher level will begin at the start of the third work shift. The two- day minimum does not prevent the County from assigning periodic or de minimis duties from a higher classification. An employee whose supervisor is absent shall not be deemed to be assigned to perform the duties of the supervisor unless specifically directed by a supervisor in writing to perform those duties.
13.3 Probationary employees are not eligible for nor will they be given out of class work assignments.
13.4 When an employee is temporarily assigned to work out of class, only actual hours worked and holiday hours are to be compensated at the temporarily assigned pay rate. However, when an out-of-class assignment is thirty (30) or more consecutive calendar days in length, the employee will be paid at the out-of-class rate for any time in paid status for all subsequent days beyond the initial thirty (30) consecutive day assignment.
13.5 Employees who are temporarily assigned to a higher-paying classification for training purposes for up to a cumulative total of twenty (20) working days per fiscal year shall not receive any additional compensation by reason of such temporary assignments. "Training purposes" as used herein shall not be primarily for the purpose of production or to fill a vacant position. The County will notify the employee it intends to place in a temporary training position as defined herein prior to the assignment and may not retrospectively inform the employee that he/she had been so assigned.
Out of Class Compensation. All represented employees who are assigned work in a higher classification for longer than four (4) continuous hours will be compensated at a higher pay rate for all hours worked during the out-of-class assignment. This provision applies as follows: Fire Fighter, Apparatus Operator, Captain or Inspector working in a higher classification: Step to step. Representation unit classification working as a Battalion Chief, 10% above 5th-Step Captain, but not to exceed 93% of Battalion Chief control point. Representation unit classification working in any other management position, within the range of the management position. In accordance with Government Code 20480, an employee assigned to work in an “out-of-class appointment” may not exceed 960 hours worked in the appointment within a fiscal year if the employee is appointed to an upgraded position or higher classification that is vacant during recruitment for a permanent appointment. This limitation does not apply to a position that is temporarily available due to a leave of absence.
Out of Class Compensation. Out-of-class compensation and compensation associated with assumption of significant additional duties is covered in the City’s Administrative Instruction 3-8 (Out-of-Class Compensation), 3-4 (Acting Policy) and 3-36 (Short-Term Pay).
Out of Class Compensation. Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. The out-of- class increase shall be retroactive to the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater.
Out of Class Compensation. Employees formally designated by the City Manager as performing the duties of a higher class due to vacation, illness, leave, vacancy, or when dictated by the needs of the City, for a period of more than eighty (80) regularly-scheduled working hours, shall receive out-of-class pay equivalent to the minimum salary rate for that position such that the minimum adjustment would be at least five percent (5%) above the employee's current salary. Out-of-class status shall be retroactive to the first day and subject to no additional benefits.
Out of Class Compensation. In the event an employee is assigned by an administrator to work in a higher classification five (5) days or more within a 15-calendar day period, the salary shall be adjusted to the higher classification at the step, which would be closest to a five percent (5%) increase for the entire period worked out of classification.
Out of Class Compensation. When safety employees work out of their normal classification, they will be compensated and governed by the following rules:
