Out of Classification Assignment. 6.2.1 All employees may be required to perform duties inconsistent with those assigned to their position provided that their salary is adjusted upward five (5) percent not to exceed the salary schedule for the entire period they are required to work out of classification in such amounts as reasonably reflect the duties required to be performed outside their normal assigned duties. To qualify for out of class compensation these duties must have been performed for no less than one (1) hour.
Out of Classification Assignment. A. An employee who is temporarily assigned with the approval of University management to perform the duties, on a full-time basis for a period of 20 consecutive working days or more, of a position in a higher classification and the employee performs substantially all of those duties of the higher classification shall be paid at the rate of the next step of his or her range or at the minimum rate of the higher classification, whichever is greater, for all such hours worked. Such temporary assignment shall not result in the reclassification of the employee and shall terminate no later than the return to work/replacement of the incumbent of the higher position.
Out of Classification Assignment. An employee who is temporarily assigned by the University to perform lead duties on a full time basis for one full day or more shall be paid at a rate equivalent to seven percent (7%) above his/her present rate for all such hours worked. An employee who is temporarily assigned to perform the duties of a position in a lower classification shall continue to receive the employee’s regular rate of pay.
Out of Classification Assignment. Effective July 1, 2023, an out-of-classification assignment refers to the temporary assignment of an employee to perform work that is typically performed by employees in a higher classified position.
Out of Classification Assignment. C. For locations offering training pay, the training pay rate shall be either a flat dollar amount per pay period, a flat dollar amount per week, a percentage of base or a flat dollar amount per hour while engaged in training.
Out of Classification Assignment. An employee pre- assigned by a supervisor to work outside of his/her regular classification shall receive a 5% working out-of-class premium. Working out-of-classification occurs when an employee in a regular position is temporarily assigned the duties of a higher paid classification for less than 30 days or on an intermittent basis (such as ITA Court). The preponderance of duties performed must be in the higher classification in order to qualify.
Out of Classification Assignment. An employee may be temporarily assigned to work which is normally performed by employees in another job classification. When such an assignment is to be made, the Company may request any employee in a classification to accept such assignment; if employees refuse, then the most junior qualified employee or employees in the classification must accept the assignment. Such out of classification assignments shall not be for a period of more than fifteen (15) days unless the assignment is to cover for an employee granted a personal leave by the Company, fill in for vacation, temporary openings, or a medical leave, substantiated by a doctor's statement. When the Company becomes aware that a temporary opening will exceed fifteen days (15) (excluding permanent openings) the chairman of the shop committee will be notified of the expected length of the opening. When the opening is a permanent opening and exceeds fifteen (15) days the job will be posted for bid. Upon termination of such assignment, an employee will be returned to his former classification. Employees on leave who are expected to return to work at a later date will have their jobs held open (not bid). However, if an employee is on leave indefinitely the Company may bid the job or use temporary transfer. If the position is filled through job preference procedure, upon the employees return they shall be allowed to fill a position in accordance with Article IV, Seniority Section 4.4 (Reduction in Force). Whenever possible we will use the most senior qualified employee who has a job preference on file when filling a temporary opening. It is understood there will be times when the Company will not be able to use the most senior employee in a temporary transfer situation. Employees who are placed on temporary assignments will not be disqualified from such assignment without first being notified of their performance problems and given a reasonable time to improve. If disqualified, such disqualification will be for a maximum of one year, unless agreed by the Company and the Union Committee. Preventive maintenance activities involving cleaning, lubing, inspection, painting, and documentation are considered normal production duties of each classification.
Out of Classification Assignment. 1486 A. When an employee is temporarily assigned by the Chief of Police or 1487 his/her designated representative to perform the duties of a higher 1488 classification covered by this Agreement, such employee shall receive that 1489 step in the salary range of the higher classification at least five percent 1490 (5%) higher than the current salary of the assigned employee, beginning 1491 with the first day of such assignment, for each shift such work is 1492 performed. The employee shall be paid based on hour-for-hour while 1493 assigned to a higher classification.
Out of Classification Assignment. Temporary Reassignment to Positions with a Higher Salary Range Maximum When the University temporarily assigns an employee to perform fully the functions of a position in a higher classification for at least 15 working days or more: The employee shall be reclassified to the higher level position or be provided an administrative stipend. The employee will be paid at least 4% over his or her current pay rate or the minimum of the higher position’s range, whichever is higher. If the employee is temporarily reclassified to a higher position, the salary of the new position shall not exceed the maximum salary of the higher level position. Such pay will become effective on the sixteenth day of the assignment retroactive to the first day of the assignment. The University shall determine the duration and end date of such assignment. Such temporary assignment and resulting pay increase, if any, shall not result in the permanent reclassification of the employee
