Out of Classification Assignment Sample Clauses

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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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
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Related to Out of Classification Assignment

  • OUT-OF-CLASS ASSIGNMENTS Section 1. Definition

  • OUT-OF-CLASS ASSIGNMENT 1701 When, in the determination of the Department Head and with the approval by the Human Resources Director or designee, it is necessary to specifically assign in writing an employee all of the significant duties of a higher classification for eighty- one consecutive working hours, the employee so assigned shall be compensated at the minimum rate established for the higher call or five percent (5%) above the employee’s regular base rate of pay, whichever is greater, with pay effective upon the date of the change of assignment. Under no circumstances shall the employee receive an amount greater than the maximum step of the higher class. For purposes of this Article, the out-of-class workweek shall begin on the day the employee begins the duties of the higher classification, as specified in the written assignment. For an example, see Section 1711 below. 1702 This policy shall apply in temporary situations due to:

  • Work Out of Classification a. When an employee is assigned, in writing, by the Department for a limited time period to perform the major distinguishing duties of a position at a higher level classification for five (5) consecutive workdays, that employee shall be paid at the first step in the assigned classification or five percent (5%) more than the employee's current rate of pay, whichever is greater. When such assignments are made to work out of classification for five (5) consecutive workdays, the employee shall be compensated for all hours worked beginning from the first day of the assignment and for the full period of that particular assignment.

  • Out of Classification Pay The Sheriff may, at his discretion, assign a bargaining unit employee covered by this Agreement to serve as temporary replacement for an absent supervisor. If a bargaining unit employee serves as temporary replacement for an absent supervisor for a period in excess of forty (40) hours per calendar year, the bargaining unit employee shall be paid five (5%) percent above their current rate of pay for all work performed in the temporary position thereafter during that calendar year.

  • Working Out of Classification 11.1 Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee’s regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification.

  • WORK OUTSIDE OF CLASSIFICATION 16.1 Work out of class is a management tool, the purpose of which is to complete essential public services whenever an employee is assigned by proper authority to perform the normal, ongoing duties of and accept responsibility of a position. When the duties of a higher-paid position are clearly outside the scope of an employee’s regular classification for a period of three (3) hours or longer in any one (1) work week, he/she shall be paid at the out-of-class rate while performing such duties and accepting such responsibility. The out-of-class rate shall be determined in the same manner as for promotion and shall be paid for only actual hours worked. “Proper authority” shall be a supervisor who has been designated the authority by a manager or director directly above the position that is being filled out of class and who has budget management authority of the work unit. The City has the sole authority to direct its supervisors as to when to assign employees to a higher class. Employees must meet the minimum qualifications of the higher class and must have demonstrated or be able to demonstrate their ability to perform the duties of the class. The City may work employees out of class across bargaining unit jurisdictions for a period not to exceed six (6) continuous months for any one position. The six (6) month period may be exceeded under the following circumstances: (1) when a hiring freeze exists and vacancies cannot be filled; (2) extended industrial or off-the-job injury or disability; (3) when a position is scheduled for abrogation; or (4) a position is encumbered (an assignment in lieu of a layoff; e.g., with the renovation of the Seattle Center Coliseum). When such circumstances require that an out-of-class assignment be extended beyond six (6) months for any one position, the City shall notify the Union or Unions that represent the employee who is so assigned and/or the body of work that is being performed on an out-of-class basis. After nine (9) months, the Union that represents the body of work being worked out of class must concur with any additional extension of the assignment. The Union that represents the body of work will consider all requests on a good-faith basis.

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Work Out of Class Employees assigned to work out-of-classification in accordance with Article 26 Section 10- -Work Out-of-Classification shall receive holiday pay at the higher rate of pay, if the holiday falls during their work out-of- classification assignment. REV: 2015, 2019, 2021 ARTICLE 58T--HOLIDAYS (Temporary Employees)

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union the matter may be referred to Arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

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