Out-of-Classification Assignments. A. If a department head or designee requires an employee in writing to work in a higher classification for more than 15 consecutive calendar days, the employee shall receive a pay differential of 5% over his/her normal daily rate of the class to which he/she is appointed for that period in excess of 15 calendar days. If a department head or designee requires an employee in writing to work in a higher classification for 30 consecutive calendar days or more, the employee shall receive a pay differential of 5% over his/her normal daily rate of the class to which he/she is appointed from the first day of the assignment. If the assignment to a higher classification is not terminated before it exceeds 120 consecutive calendar days, the employee shall be entitled to receive the difference between his/her salary and the salary of the higher class at the same step the employee would receive if the employee were to be promoted to that class, for that period in excess of 120 consecutive calendar days. The 5% differential shall not be considered as part of the base pay in computing the promotional step in the higher class. In accordance with the provisions of this subsection, no employee may be compensated for more than one (1) year of out-of-class work for any one assignment.
B. The State shall not rotate employees in and out of out-of-class assignments for the sole purpose of avoiding payment of an out-of-class differential.
C. It is not the State's intent to select employees for out-of-class assignments based on favoritism. Furthermore, whenever possible, the appointing power shall choose employees for out-of-class appointment from the current hiring list for the particular job classification for which the employee is to be hired on an acting basis. If there is no appropriate current hiring list at the local facility or office complex, the State shall assign the out-of-class duty whenever possible only to those employees who are qualified to take the examination for entry into that classification.
D. If any dispute arises regarding out-of-class assignments and compensation, an employee may file a grievance and the decision reached at Step 4 (DPA) of the grievance procedure shall be final. Approved out-of-class grievances may be compensated retroactively for a period no greater than one (1) year preceding the filing of the grievance.
Out-of-Classification Assignments. A. Notwithstanding Government Code Sections 905.2, 19818.8, 19818.16, and 19823, an employee may be required to perform work other than that described in the specification for his/her classification for up to 120 consecutive calendar days during any 12-month period. An employee may be assigned to work out of class for more than 120 consecutive days only with approval of the Department of Personnel Administration (DPA). Out-of-class work is defined as, more than 50 percent of the time, performing the full range of duties and responsibilities allocated to an existing class and not allocated to the class in which the person has a current, legal appointment.
B. If a department head or designee requires an employee to work in a higher classification for more than 15 consecutive calendar days, the employee shall receive the rate of pay the employee would have received if appointed to the higher class for the entire duration of the assignment, not to exceed one year. No employee may be compensated for more than one (1) year of out-of-class work for any one approved out-of-class assignment. For the purpose of this section, a higher classification is one with a salary range maximum that is any amount higher than the salary range maximum of the classification to which the employee is appointed. 95 BU 16 01-03
C. The State shall not rotate employees in and out of out-of-class assignments for the sole purpose of avoiding payment of an out-of-class differential.
D. If any dispute arises about out-of-class work, position allocation, or other allegation of performing duties not assigned to an employee’s class, an employee may file a grievance, and the decision reached at Step 4 (DPA) of the grievance procedure shall be final and binding. Approved out-of-class grievances shall be compensated retroactively for a period no greater than one (1) year preceding the filing of the grievance. 01-03 The state of California (State) and the Union of American Physician and Dentists (UAPD) agree as follows: The State shall pay $150,000 to the UAPD within forty-five (45) days of the ratification of this agreement for the purpose of establishing an administrative representation fund for members of Bargaining Unit 16 working in State facilities which provide health care to forensic patients, wards or inmates. On July 1, 2002 the State shall pay to the UAPD an additional $150,000 to continue the administrative representation fund. The administrative representation fund will provide repres...
Out-of-Classification Assignments. When a member is required to assume the full-time duties and responsibilities of a supervisory level classification, such member shall receive a five percent (5%) increase or the introductory rate of that position, whichever is greater.
Out-of-Classification Assignments. A. Notwithstanding Government Code Sections 905.2, 19818.8, and 19823, an employee may be required to perform work other than that described in the specification for his/her classification for up to one hundred twenty (120) consecutive calendar days during a fiscal year.
B. Out-of-Class Compensation If a department head or designee requires an employee to work in a higher classification for more than fifteen (15) consecutive calendar days, the employee shall receive a pay differential of five percent (5%) over his/her normal daily rate of the class to which he/she is appointed for that period in excess of fifteen (15) calendar days. If a Department head or designee requires an employee to work in a higher classification for thirty
Out-of-Classification Assignments. An employee who has received written notice from the employee’s appropriate administrator that the employee will be serving in such a full-time temporary assignment in a higher classification on an acting basis, pursuant to provision 22.2 above for longer than ten (10) consecutive calendar days shall be entitled to receive extra pay commencing with the eleventh (11) day or earlier at the discretion of the President. The employee’s rate of pay for temporary reassignment in a higher classification shall be no less than five (5) percent over his or her regular rate and may be greater than five (5) percent if so determined by the President.
Out-of-Classification Assignments. Employees temporarily assigned to the work of another classification for a period of five (5) consecutive work days or more shall be placed on the salary range for that classification and at a step placement that will provide a minimum of a 5% increase in the employee’s normal classification hourly rate, but in no event higher than the top step of the classification’s salary range.
17.4.1.1 If an out of classification assignment exceeds six months, from that pay period forward, the step placement shall be the same as the employee’s normal step placement.
17.4.1.2 Out-of-classification assignments that are expected to be 30 days or more shall be posted by the location where the assignment exists via a district- wide email notice and give employees five (5) working days to indicate interest in the out-of-class assignment. Notices shall contain at least a statement of minimum qualifications, desirable qualifications (if any), general job description, salary and deadline for applying. These email notices shall also be sent to the Union. (Per MOU effective November 1, 2010)
Out-of-Classification Assignments. Pending the filling of a permanent promotional vacancy or when the Employer determines that its operational needs otherwise require, bargaining unit members may be temporarily assigned "Acting officer's pay" for assuming the duties and responsibilities of the vacant position.
Out-of-Classification Assignments. A. If an employee is assigned to a higher classification for a single shift or more, pay shall be paid at the higher classification rate, but no less than five (5) percent.
B. No employee assigned to perform work in a lower classification shall be reduced in pay.
C. Employees hired in more than one classification will be paid at the rate of the classification where the work is actually performed.
D. An employee may request a review of their classification by written request to the program manager. The employer will review and verify the duties assigned. If the findings justify a reclassification, the employer will either develop a proper classification or remove the duties.
Out-of-Classification Assignments. The parties agree that working out of 6 classification shall occur pursuant to CLA Article 37, unless management has designated the 7 assignment a “Lead Worker” Assignment.
Out-of-Classification Assignments. Employees in the bargaining unit shall 20 receive compensation in addition to their base rate in accordance with the following 21 schedule:
1 A. Patrol Officers assigned to the main desk in the Communications Center shall 2 receive an additional Seventy-Five Cents ($0.75) per hour for every hour worked. 3 No out-of-classification shall be paid to officers assigned to "limited duty".
4 B. Two (2) Patrol Officers (as determined by the Police Chief or designee) on each 5 shift who are designated to work as Acting Patrol Sergeant shall receive an 6 additional Twenty-Five Dollars ($25.00) per month. Patrol Officers when 7 assigned as Acting Patrol Sergeant shall receive an additional One Dollar and 8 Fifty Cents ($1.50) for every hour worked. Seniority does not apply in 9 assignment.
10 C. When a Patrol Officer is a designated primary or secondary Field Training Officer 11 in a training cycle, he/she shall receive an additional Twenty-Five Dollars 12 ($25.00) per month. Patrol Officers when assigned as a Field Training Officer 13 shall receive an additional One Dollar ($1.00) per hour for every hour worked.
