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.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
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. 1. 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. 2. The position to which the employee is temporarily assigned must be vacant or the incumbent must be absent from duty.
c. 3. 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. 4. Out-of-class pay will be 5%.
e. 5. The minimum duration for an out-of-class assignment is one full work shift.
f. 6. 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. 7. 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. 8. 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.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
