Out of Class Pay. On occasion, due to operational necessity, an employee may be required to perform a majority of essential duties of another classification with a higher salary range. In such cases, payment for out-of-class work shall be 5% above the regular base pay of the employee for all hours worked in the higher classification. Such pay shall be a minimum of the “A” step of the higher classification and no more than the maximum of the highest step of the higher classification. If the 5% increase falls between steps, the next higher step is used. Eligibility for out-of-class pay will be subject to the following conditions:
1. The assignment to work in the higher classification must be made in advance by the Department Manager and approved by the Director of Administrative Services.
2. Employees who are assigned to the higher class must be required to perform a substantial number of the essential tasks of the higher level position. Consideration shall be given to the employee’s ability and qualifications to perform at a higher level and whether the lower level position is in direct line and job scope of the higher class. An employee will be eligible for out-of-class pay when assigned to perform the duties of a higher classification for at least five (5) consecutive work days. Out-of-class assignments shall not be used to circumvent the hiring process.
Out of Class Pay. H.2.a. All affected employees when assigned to work out of classification in accordance with the policy outlined in H.1. of this Article shall be paid out of class pay beginning the 16th day of working out of class, when temporary assignment is in excess of 15 days. (AP II- 13)
H.2.b. Except for employees working out of class (WOC) as a Police Captain, all WOC assignments will be compensated in accordance with Article II.C.8. of this Memorandum of Understanding.
H.2.c. When WOC as a Police Captain, all affected employees will receive the bottom of the Police Captain range or 7.5% above their base range, whichever is higher. If this results in a salary beyond the top of the range, the employee will receive a flat 5% above their base range. Existing differentials/fringes and any new differentials/fringes, if applicable, are added on top of the new base salary. The Police Chief has the option of providing up to a 10% base salary adjustment for working out of class as a Police Captain.
Out of Class Pay. Employees assigned to work in a higher classification shall be paid a differential only if the following conditions are met:
a. Requests for approval of out-of-class assignment must be approved in writing by the “appointing authority.” For the purpose of this application, the “appointing authority” is the Department Head or his/her designee. Such written authorization shall identify the anticipated period of the temporary assignment.
b. The position to which the employee is temporarily assigned must be vacant or the incumbent must be absent from duty.
c. The higher class to which the employee is assigned must have a salary range at least 5% higher than the salary range of the employee’s class who is being temporarily assigned.
d. Out-of-class pay will be 5%.
e. The minimum duration for an out-of-class assignment is one full work shift.
f. Out-of-class pay will be applied to all hours within the duration of the assignment. The out-of-class pay shall continue until either the absent employee returns to duty, the vacant position is filled, or the assignment is terminated by the appointing authority, whichever occurs first.
g. Out-of-class pay shall not continue (nor is any compensation authorized) in excess of five months and twenty-nine days in a rolling calendar period, which begins on the first day of the out-of-class assignment.
h. In rare circumstances, extension of an out-of-class assignment may be approved based on specific operational needs and must be consistent with the application of this agreement. Extension of an out-of-class assignment beyond five months and twenty-nine days requires the approval of the Appointing Authority and the Director of Personnel Services.
Out of Class Pay. When a custodian or grounds person is authorized by the Superintendent or Designee to perform the day to day tasks and responsibilities of the Director of Facilities and Safety Services for a full day or longer in the Director’s absence, the employee shall be paid an additional three dollars ($3.00) an hour. The employee has the responsibility to call a substitute to cover his/her regular duties. The employee's responsibilities include limited supervisory duties to direct the work force.
Out of Class Pay. A shift Safety employee shall receive pay at five percent (5%) above their regular rate or Step 1 of the out-of-class position, whichever is greater commencing on any shift worked out-of-class.
Out of Class Pay. 7.8.1 An employee who is authorized to work in a classification other than his/her own shall be paid out of class pay. Upon working out of classification five (5) days in a fifteen
Out of Class Pay. A unit member directed/approved by his/her Program Director to perform a substantial portion of the duties and responsibilities of a higher class for five (5) consecutive days within a twenty (20) day period shall receive 5% above his/her regular pay rate, retroactive to the first day of the acting assignment. Acting Assignment pay shall be discontinued after six-month period except for extraordinary circumstances related to health, safety, or students or employees as approved by the Chief Administrative Officer. All assignments in excess of six-month shall require a determination by HR as to whether the position shall be reclassified. Reclassification and selection to reclassified positions are subject to the civil service rules. If a position is not reclassified, the employee shall not be required to perform out-of-class duties assignment. The District shall not deliberately reassign duties during the five (5) consecutive day period merely to avoid the 5% additional payment provided herein. The District will not rotate supervisory assignments for the purpose of avoiding out-of-class compensation.
Out of Class Pay. Employees assigned to work out-of-class shall be compensated at their regular rate of pay plus an additional five (5) percent of base pay for each hour worked in the out-of-class assignment for nine (9) or more hours on a shift. Out-of-class pay will be computed from the first hour worked once the nine-hour threshold has been reached on each occasion. Out-of-class assignments may be offered to personnel on a current, active eligibility list if no permanent employee of the rank being filled is available.
Out of Class Pay. Police Services Specialists assigned in writing by their supervisor to work as a Communications Dispatcher shall be compensated at a rate 5% greater than the employee’s current base hourly pay rate. The out-of-class increase shall be retroactive to the first day of the assignment and based on hours actually worked in the higher classification.
Out of Class Pay. Whenever the needs of the City require an employee to temporarily perform the duties of a higher classification than that in which the employee is currently employed for a period of more than sixteen (16) continuous working hours, the employee shall receive the salary rate of a higher class in which he/she is performing the required duties. In such cases, the employee shall be paid at an appropriate step of the salary schedule of the higher classification which will assure an increase of not less than five percent (5%) greater than the salary of his/her current position, but in no case shall such salary exceed the top salary step of the higher classification. The higher salary rate payable shall commence on the seventeenth (17th) continuous hour following the temporary reassignment to the performance of duties of the higher classification and shall continue for all hours worked in the higher classification during the pay period in which the employee qualified for higher classification pay. Written notice will be provided by a Department Head when an employee served in an acting capacity. A person appointed in an acting capacity shall be eligible to receive merit increases in his/her permanent position during the acting appointment but shall not be entitled to merit increases in the position which he/she holds in an acting capacity. An employee shall not lose any time that has been worked toward their longevity increase and earning step increase.
