Common use of Pay for Serving in a Higher Clause in Contracts

Pay for Serving in a Higher. Job Classification A. If the assignment is temporary due to the vacation, sick leave, jury duty, or other temporary absence of the employee in the higher classification, and if the temporary assignment lasts at least 14 consecutive calendar days, the employee temporarily assigned shall receive the salary rate for the vacant classification at the lowest salary step that provides a minimum 5% salary increase, provided, however, that in no event shall the salary rate exceed the maximum salary rate for the vacant classification being filled by the employee on a temporary basis. Said increase shall be retroactive to the first day of the temporary assignment. The City shall not rotate employees in and out of higher classification assignments in order to avoid paying said compensation. B. If the position to be filled is vacant and there is no valid eligible list for the classification, the Department Head or City Manager, if he/she has initiated procedures to fill the vacancy on a permanent basis, may assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., acting) basis. The employee so assigned shall receive the salary rate for the vacant classification at the lowest salary step which provides an increase of at least 5% over his/her current salary. In no event, however, shall the employee’s salary rate exceed the salary range established for the vacant classification being filled by the employee on an “acting” basis. If an eligible list exists for the vacant position, the Department Head shall appoint an employee from the eligible list at the earliest possible date, and the provisions of this paragraph shall apply to the employee assigned to cover the vacancy in any interim period. Nothing in this Section requires the City to make temporary assignments of employees.

Pay for Serving in a Higher. Job Classification A. If the assignment is temporary due to the vacation, sick leave, jury duty, or other temporary absence of the employee in the higher classification, and if the temporary assignment lasts at least a minimum of 14 consecutive calendar days, the employee temporarily assigned shall receive the salary rate for the vacant job classification at the lowest salary step that provides a minimum 5% salary increase, provided, however, in no event shall the salary rate exceed the maximum salary rate for the vacant classification being filled by the employee on a temporary basis. B. If the position to be filled is vacant and there is no valid eligible list for the classification, the Department Head may assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., “acting”) basis. The employee shall receive the salary rate for the vacant classification at the lowest salary step that provides a minimum an increase of at least 5% salary increaseover his/her current salary, provided, however, that in no event shall the salary rate exceed the maximum salary rate for the vacant classification being filled by the employee on a temporary basis. Said increase shall be retroactive to the first day of the temporary assignment. The City shall not rotate employees in and out of higher classification assignments in order to avoid paying said compensation. B. If the position to be filled is vacant and there is no valid eligible list for the classification, the Department Head or City Manager, if he/she has initiated procedures to fill the vacancy on a permanent basis, may assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., acting) basis. The employee so assigned shall receive the salary rate for the vacant classification at the lowest salary step which provides an increase of at least 5% over his/her current salary. In no event, however, shall the employee’s salary rate exceed the salary range established for the vacant classification being filled by the employee on an “acting” basis. If an eligible list exists for the vacant position, the Department Head shall appoint an employee from the eligible list at the earliest possible date, and the provisions of this paragraph shall apply to the employee assigned to cover the vacancy in any interim period. C. The provisions of Section 1.13.B. regarding movement through the salary range shall apply in cases where the temporary (i.e., “acting”) assignment is for a duration of one year or more. X. Xx employee specifically assigned to perform the duties and responsibilities of a higher classification may, after 20 working days, choose to return to the employee’s original job classification, provided that another qualified employee is available to serve in the higher classification. Nothing in this Section section requires the City to make temporary assignments of employees.

Pay for Serving in a Higher. Job Classification A. If the assignment is temporary due to the vacation, sick leave, jury duty, or other temporary absence of the employee in the higher classification, and if the temporary assignment lasts at least a minimum of 14 consecutive calendar days, the employee temporarily assigned shall receive the salary rate for the vacant job classification at the lowest salary step that provides a minimum 5% salary increase, provided, however, in no event shall the salary rate exceed the maximum salary rate for the vacant classification being filled by the employee on a temporary basis. B. If the position to be filled is vacant and there is no valid eligible list for the classification, the Department Head may assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., “acting”) basis. The employee shall receive the salary rate for the vacant classification at the lowest salary step that provides a minimum an increase of at least 5% salary increaseover his/her current salary, provided, however, that in no event shall the salary rate exceed the maximum salary rate for the vacant classification being filled by the employee on a temporary basis. Said increase shall be retroactive to the first day of the temporary assignment. The City shall not rotate employees in and out of higher classification assignments in order to avoid paying said compensation. B. If the position to be filled is vacant and there is no valid eligible list for the classification, the Department Head or City Manager, if he/she has initiated procedures to fill the vacancy on a permanent basis, may assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., acting) basis. The employee so assigned shall receive the salary rate for the vacant classification at the lowest salary step which provides an increase of at least 5% over his/her current salary. In no event, however, shall the employee’s salary rate exceed the salary range established for the vacant classification being filled by the employee on an “acting” basis. If an eligible list exists for the vacant position, the Department Head shall appoint an employee from the eligible list at the earliest possible date, and the provisions of this paragraph shall apply to the employee assigned to cover the vacancy in any interim period. C. The provisions of Section 1.13.B. regarding movement through the salary range shall apply in cases where the temporary (i.e., “acting”) assignment is for a duration of one year or more. D. An employee specifically assigned to perform the duties and responsibilities of a higher classification may, after 20 working days, choose to return to the employee’s original job classification, provided that another qualified employee is available to serve in the higher classification. Nothing in this Section section requires the City to make temporary assignments of employees.

Pay for Serving in a Higher. Job Classification A. If the assignment position is temporary temporarily vacant due to the vacation, sick leave, jury duty, or other temporary absence of the employee in the higher classification, and if the temporary assignment lasts at least 14 consecutive calendar days, the employee temporarily assigned shall receive be paid an additional $1.25 per hour for all such hours assigned. If an employee who holds a “lead” or “senior” position, and thereby has “supervisory” duties and responsibilities as set forth in the salary rate classification specification for his/her position, is assigned the vacant classification at essential duties and responsibilities of a supervisory position represented by the lowest salary step Supervisory Team Associates (STA) bargaining unit, he/she must serve in that provides position for a minimum 5% salary increaseof 40 hours in order to be eligible to receive pay for serving in a higher classification, provided, however, that at which point the pay for serving in no event shall the salary rate exceed the maximum salary rate for the vacant a higher classification being filled by the employee on a temporary basis. Said increase shall will be retroactive to the first day of on which the temporary employee began the acting assignment. The City shall not rotate employees For other temporary acting assignments, the employee must work one full work day in and out of higher classification assignments an acting capacity in a higher-level position that is temporarily vacant in order to avoid paying said compensationbe eligible to receive pay for serving in a higher classification. B. If the position to be filled is vacant and there is no valid eligible list for the that job classification, the Department Head or City Manager, if he/she has initiated procedures to fill the vacancy on a permanent basis, department head may temporarily assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., acting) basisposition. The employee so assigned shall receive the salary rate for the vacant classification position at the lowest salary step which of the salary range established for the higher classification provides an increase of at least 5% over his/her current salarysalary rate. In no eventIf the department head elects to make a temporary appointment to a vacant position, however, he/she shall the employee’s salary rate exceed the salary range established for the vacant classification being filled abide by the employee on an “acting” basisrules and regulations regarding temporary/acting appointments that have been adopted by the Personnel Board to implement the sections of the Santa Xxxxxx Municipal Code pertaining to temporary appointments. (See Exhibit B.) C. If an eligible list exists for the vacant position, the Department Head department head shall attempt to appoint an employee from the eligible list at the earliest possible date, and the provisions of this paragraph shall Subsection B. will apply to the employee assigned to cover the vacancy in any interim period. . D. Nothing in this Section requires the City to make temporary assignments of employees. E. Assignments to and from the situations described in this section are not promotions or demotions as described in the Municipal Code and are, therefore, not subject to appeal to the Personnel Board. An acting assignment will be based on merit, taking into account the qualifications and performance ratings of employees who are qualified for the acting assignment. All other things being equal, seniority (based on total City service) will be the deciding factor.

Pay for Serving in a Higher. Job Classification A. If the assignment is temporary due to the vacation, sick leave, jury duty, leave or other temporary absence of the employee in the higher classification, and if the temporary assignment lasts at least 14 consecutive calendar days, the employee temporarily assigned shall receive the salary rate for the vacant classification be paid at the lowest salary step rate of an additional $1.25 per hour for all such hours assigned. If an employee who holds a “lead” or “senior” position, and thereby has “supervisory” duties and responsibilities as set forth in the classification specification established for his/her position, is assigned the essential duties and responsibilities of a supervisory position represented by the Supervisory Team Associates (STA) bargaining unit, he/she must serve in that provides position for a minimum 5% salary increaseof 80 hours in order to be eligible to receive pay for serving in a higher classification, provided, however, that at which point the pay for serving in no event shall the salary rate exceed the maximum salary rate for the vacant a higher classification being filled by the employee on a temporary basis. Said increase shall will be retroactive to the first day of on which the temporary employee began the acting assignment. The City shall not rotate employees For other temporary acting assignments, the employee must work one full work day in and out of higher classification assignments an acting capacity in a higher-level position that is temporarily vacant in order to avoid paying said compensationbe eligible to receive pay for serving in a higher classification. B. If the position to be filled is vacant and there is no valid eligible list for the that position classification, the Department Head or City Manager, if he/she has initiated procedures to fill the vacancy on a permanent basis, department head may temporarily assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., acting) basisposition. The employee so assigned shall receive the salary rate for the vacant classification at the lowest salary step of the salary range established for the higher classification which provides an increase of at least 5% over his/her current salarysalary rate. In no eventIf the department head elects to make a temporary appointment to a vacant position, however, he/she shall the employee’s salary rate exceed the salary range established for the vacant classification being filled abide by the employee on an “acting” basisrules and regulations regarding temporary/acting appointments which have been adopted by the Personnel Board to implement the sections of the Santa Xxxxxx Municipal Code pertaining to temporary appointments. (Exhibit B) C. If an eligible list exists for the vacant position, the Department Head department head shall attempt to appoint an employee from the eligible list at the earliest possible date, and the provisions of this paragraph Subsection B. shall apply be applicable to the employee assigned to cover the vacancy in any interim period. . D. Nothing in this Section requires the City to make temporary assignments of employees. E. Assignments to and from the situations described in this section are not promotions or demotions as described in the Municipal Code and are, therefore, not subject to appeal to the Personnel Board. An acting assignment shall be based on merit, taking into account the qualifications and performance ratings of employees who are qualified for the acting assignment. All other things being equal, seniority (based on total City service) shall be the deciding factor.

Pay for Serving in a Higher. Job ClassificationClassification‌ A. If the assignment a position is temporary temporarily vacant due to the vacation, long-term sick leave, jury duty, or other temporary absence of the an employee in the a higher classification, and if the temporary assignment lasts at least with said absence to be a minimum of 14 consecutive calendar days, the employee temporarily assigned shall receive the salary rate for the vacant classification at the lowest salary step that provides an increase of at least 5% percent over his/her current salary for all such work days assigned in the higher classification. If the assignment was not projected to be a minimum 5% salary increaseof 14 consecutive calendar days, providedbut ends up being at least 14 consecutive calendar days in length, however, that in no event shall the salary rate exceed the maximum salary rate for the vacant classification being filled by the employee on a temporary basis. Said increase shall be filling that higher classification will receive the higher rate of pay, as spelled out in this Subsection, retroactive to the first day of the temporary assignment. The City shall not rotate employees in and out of the higher job classification assignments in order to avoid paying said compensation. B. If the position to be filled is vacant and there is no valid eligible list for the classification, the Department Head or City Manager, if he/she has initiated procedures to fill the vacancy on a permanent basis, may assign an employee who meets the minimum qualifications of the vacant position to fill the position on a temporary (i.e., “acting”) basis. The employee so assigned shall receive the salary rate for the vacant classification at the lowest salary step which that provides an increase of at least 5% over his/her current salary. In no event, however, shall the employee’s salary rate exceed the salary range established for the vacant classification being filled by the employee on an “acting” basis. If an eligible list exists for the vacant position, the Department Head shall appoint an employee from the eligible list at the earliest possible date, and the provisions of this paragraph shall apply to the employee assigned to cover the vacancy in any interim period. Nothing in this Section section requires the City to make temporary assignments of employees. C. If a position within the unit of representation remains unfilled for more than 6 months, any represented employee who is required to perform a significant portion of duties attendant to that unfilled position in addition to a significant portion of duties attendant to his or her regular position shall receive additional compensation equal to 5% of his or her base salary while performing those extra duties. The additional compensation will commence the pay period following the beginning of the 7th month. Employees will not qualify for this additional compensation if another employee is acting in his or her regular position.