Common use of Special Assignment Compensation. Requests for Special Clause in Contracts

Special Assignment Compensation. Requests for Special. Assignment Compensation may be initiated by the Fire Chief or designee, or an employee via the Fire Chief or designee. The requests for a salary rate increase should be initiated during the first thirty (30) calendar days of such assignment. Selected positions may be authorized for Special Assignment Compensation, rather than being permanently reclassified to a higher level, to allow for employee rotation to enhance upward mobility. It is important to obtain Human Resources Division review of the request in advance of the date the employee begins the assignment, because there is no guarantee the request will be approved. Temporary Performance Compensation is to be effective only with the Fire Chief or designee and the Human Resources Director’s or designee written approval, assignment of the greater level of duties, and signed acceptance by the employee. The subsequent final and binding decision for application of Special Assignment Compensation as well as the amount to be awarded shall be determined in writing by the Fire Chief, or designee, and the Human Resources Director or designee within thirty (30) days following submission. Special assignment compensation will be in the form of a bonus equivalent to a specified percentage of the employee's base pay. The Fire Chief, or designee, will determine the amount in increments of one-half percent (.5%) from a minimum of two and one-half percent (2.5%) up to a maximum of seven and one-half (7.5%). It is the responsibility of the requesting District to bear the cost of additional compensation. The bonus will be computed at the specified percentage of the current base pay of the employee for each pay period. The bonus shall be considered earnable compensation and shall be considered part of the employee’s regular rate of pay for purposes of calculating overtime. In no case will awards be made retroactively to the date preceding the date of approval by the Fire Chief, or designee. The Fire Chief, or designee, and the employee bear mutual responsibility for adherence to the Special Assignment Compensation provision as defined above. The Fire Chief, or designee, has the final and binding authority in the review process to apply or not apply Special Assignment Compensation and if awarded, the amount. Requests for Temporary Performance Compensation shall be reviewed by the Human Resources Director or designee. Denial of compensation shall not be subject to review, appeal, or the grievance procedure. At the end of the one (1) calendar year assignment, special compensation leave may be renewed by the Fire Chief, or designee.

Special Assignment Compensation. Requests for Special. Assignment Compensation may be initiated by the Fire Chief or designee, or an employee via the Fire Chief or designee. The requests for a salary rate increase should be initiated during the first thirty (30) calendar days of such assignment. Selected positions may be authorized for Special Assignment Compensation, rather than being permanently reclassified to a higher level, to allow for employee rotation to enhance upward mobility. It is important to obtain Human Resources Division review of the request in advance of the date the employee begins the assignment, because there is no guarantee the request will be approved. Temporary Performance Compensation is to be effective only with the Fire Chief or designee and the Human Resources DirectorDivision Manager’s or designee written approval, assignment of the greater level of duties, and signed acceptance by the employee. The subsequent final and binding decision for application of Special Assignment Compensation as well as the amount to be awarded shall be determined in writing by the Fire Chief, or designee, and the Human Resources Director or designee Division Manager within thirty (30) days following submission. Special assignment compensation will be in the form of a bonus equivalent to a specified percentage of the employee's base pay. The Fire Chief, or designee, will determine the amount in increments of one-half percent (.51/2%) from a minimum of two and one-half percent (2.5%2½%) up to a maximum of seven and one-half (7.5%7½%). It is the responsibility of the requesting District to bear the cost of additional compensation. The bonus will be computed at the specified percentage of the current base pay of the employee for each pay period. The bonus shall Compensation is to be considered earnable compensation effective only with the written approval and shall be considered part assignment of the greater level of duties, with a signed acceptance by the employee’s regular rate of pay for purposes of calculating overtime. In no case will awards be by made retroactively to the date preceding the date of approval by the Fire Chief, or designee. The Fire Chief, or designee, and the employee bear mutual responsibility for adherence to the Special Assignment Compensation provision as defined above. The Fire Chief, or designee, has the final and binding authority in the review process to apply or not apply Special Assignment Compensation and if awarded, the amount. Requests for Temporary Performance Compensation shall be reviewed by the Human Resources Director Division Manager, County Fire or designee. Denial of compensation shall not be subject to review, appeal, or the grievance procedure. At the end of the one (1) calendar year assignment, special compensation leave may be renewed by the Fire Chief, or designee.

Special Assignment Compensation. Requests for Special. Assignment Compensation may be initiated by the Fire Chief or designee, or an employee via the Fire Chief Chief, or designee. The requests for a salary rate increase should be initiated during the first thirty (30) calendar days of such assignment. Selected positions may be authorized for Special Assignment Compensation, rather than being permanently reclassified to a higher level, to allow for employee rotation to enhance upward mobility. It is important to obtain Human Resources Division review of the request in advance of the date the employee begins the assignment, because there is no guarantee the request will be approved. Temporary Performance Compensation is to be effective only with the Fire Chief Chief, or designee designee, and the County’s Director of Human Resources Director’s Resources, or designee designee, written approval, assignment of the greater level of duties, and signed acceptance by the employee. The subsequent final and binding decision for application of Special Assignment Compensation as well as the amount to be awarded shall be determined in writing by the Fire Chief, or designee, and the County’s Director of Human Resources Director Resources, or designee designee, within thirty (30) days following submission. Special assignment compensation Assignment Compensation will be in the form of a bonus equivalent to a specified percentage of the employee's base pay. The Fire Chief, or designee, will determine the amount in increments of one-half percent (.5%½%) from a minimum of two and one-half percent (2.5%2½%) up to a maximum of seven and one-half percent (7.5%7½%). It is the responsibility of the requesting District division to bear the cost of additional compensation. The bonus will be computed at the specified percentage of the current base pay of the employee for each pay period. The bonus shall Compensation is to be considered earnable compensation effective only with the written approval and shall be considered part assignment of the greater level of duties, with a signed acceptance by the employee’s regular rate of pay for purposes of calculating overtime. In no case will awards be by made retroactively to the date preceding the date of approval by the Fire Chief, or designee. The Fire Chief, or designee, and the employee bear mutual responsibility for adherence to the Special Assignment Compensation provision as defined above. The Fire Chief, or designee, has the final and binding authority in the review process to apply or not apply Special Assignment Compensation and if awarded, the amount. Requests for Temporary Performance Compensation shall be reviewed by the County’s Director of Human Resources Director Resources, or designee. Denial of compensation shall not be subject to review, appeal, or the grievance procedure. At the end of the one (1) calendar year assignment, special compensation leave may be renewed by the Fire Chief, or designee.

Special Assignment Compensation. Requests for Special. Assignment Compensation may be initiated by the Fire Chief CONFIRE Director or designee, or an employee via the Fire Chief CONFIRE Director or designee. The requests for a salary rate increase should be initiated during the first thirty (30) calendar days of such assignment. Selected positions may be authorized for Special Assignment Compensation, rather than being permanently reclassified to a higher level, to allow for employee rotation to enhance upward mobility. It is important to obtain Human Resources Division review of the request in advance of the date the employee begins the assignment, because there is no guarantee the request will be approved. Temporary Performance Compensation is to be effective only with the Fire Chief CONFIRE Director or designee and the Human Resources Director’s or designee written approval, assignment of the greater level of duties, and signed acceptance by the employee. The subsequent final and binding decision for application of Special Assignment Compensation as well as the amount to be awarded shall be determined in writing by the Fire ChiefCONFIRE Director, or designee, and the Human Resources Director or designee within thirty (30) days following submission. Special assignment compensation will be in the form of a bonus equivalent to a specified percentage of the employee's base pay. The Fire ChiefCONFIRE Director, or designee, will determine the amount in increments of one-half percent (.5%) from a minimum of two and one-half percent (2.5%) up to a maximum of seven and one-half (7.5%). It is the responsibility of the requesting District to bear the cost of additional compensation. The bonus will be computed at the specified percentage of the current base pay of the employee for each pay period. The bonus shall be considered earnable compensation and shall be considered part of the employee’s regular rate of pay for purposes of calculating overtime. In no case will awards be made retroactively to the date preceding the date of approval by the Fire ChiefCONFIRE Director, or designee. The Fire ChiefCONFIRE Director, or designee, and the employee bear mutual responsibility for adherence to the Special Assignment Compensation provision as defined above. The Fire ChiefCONFIRE Director, or designee, has the final and binding authority in the review process to apply or not apply Special Assignment Compensation and if awarded, the amount. Requests for Temporary Performance Compensation shall be reviewed by the Human Resources Director or designee. Denial of compensation shall not be subject to review, appeal, or the grievance procedure. At the end of the one (1) calendar year assignment, special compensation leave may be renewed by the Fire ChiefCONFIRE Director, or designee.. TERM‌ The term of this Memorandum of Understanding shall commence upon approval by the CONFIRE Board. This Memorandum of Understanding shall expire and otherwise be fully terminated at 12:00 midnight on February 28, 2025. If a successor Memorandum of Understanding has not been reached by 12:00 a.m. (midnight) of February 28, 2025, the terms and conditions required by law shall continue in effect until a successor Memorandum of Understanding is ratified by the membership and approved by the Board of Directors or the dispute resolution procedure has been exhausted, whichever occurs sooner. UNIFORM VOUCHER‌ CONFIRE will provide a maximum of $250.00 per fiscal year for uniform purchase and replacement of a specified uniform. The employee is responsible for the purchase and replacement of such uniform to include approved pants, shirts, jackets, sweatshirts, belts, and shoes or boots. All such purchases and replacement of uniforms shall be made with such vendors as are selected by CONFIRE and CONFIRE Director shall make direct payment to the vendor up to the specified amount. Unused amounts shall not be carried over to the following fiscal year. Employees who are on long-term leave of absence (6 pay periods or greater) who do not return to work will forfeit any unused and future uniform allowance. USE OF BULLETIN BOARDS‌ CONFIRE will furnish a reasonable portion of existing bulletin board space for notices of CWA. Only areas designated by the CONFIRE Director, or designee, may be used for posting of notices. Bulletin boards shall only be used for the following notices:

Special Assignment Compensation. Requests for Special. Assignment Compensation may be initiated by the Fire Chief CONFIRE Director or designee, or an employee via the Fire Chief CONFIRE Director or designee. The requests for a salary rate increase should be initiated during the first thirty (30) calendar days of such assignment. Selected positions may be authorized for Special Assignment Compensation, rather than being permanently reclassified to a higher level, to allow for employee rotation to enhance upward mobility. It is important to obtain Human Resources Division review of the request in advance of the date the employee begins the assignment, because there is no guarantee the request will be approved. Temporary Performance Compensation is to be effective only with the Fire Chief CONFIRE Director or designee and the Human Resources Director’s or designee written approval, assignment of the greater level of duties, and signed acceptance by the employee. The subsequent final and binding decision for application of Special Assignment Compensation as well as the amount to be awarded shall be determined in writing by the Fire ChiefCONFIRE Director, or designee, and the Human Resources Director or designee within thirty (30) days following submission. Special assignment compensation will be in the form of a bonus equivalent to a specified percentage of the employee's base pay. The Fire ChiefCONFIRE Director, or designee, will determine the amount in increments of one-half percent (.5%) from a minimum of two and one-half percent (2.5%) up to a maximum of seven and one-half (7.5%). It is the responsibility of the requesting District to bear the cost of additional compensation. The bonus will be computed at the specified percentage of the current base pay of the employee for each pay period. The bonus shall be considered earnable compensation and shall be considered part of the employee’s regular rate of pay for purposes of calculating overtime. In no case will awards be made retroactively to the date preceding the date of approval by the Fire ChiefCONFIRE Director, or designee. The Fire ChiefCONFIRE Director, or designee, and the employee bear mutual responsibility for adherence to the Special Assignment Compensation provision as defined above. The Fire ChiefCONFIRE Director, or designee, has the final and binding authority in the review process to apply or not apply Special Assignment Compensation and if awarded, the amount. Requests for Temporary Performance Compensation shall be reviewed by the Human Resources Director or designee. Denial of compensation shall not be subject to review, appeal, or the grievance procedure. At the end of the one (1) calendar year assignment, special compensation leave may be renewed by the Fire ChiefCONFIRE Director, or designee. TERM The term of this Memorandum of Understanding shall commence upon approval by the CONFIRE Board. This Memorandum of Understanding shall expire and otherwise be fully terminated at 12:00 midnight on February 28, 2025. If a successor Memorandum of Understanding has not been reached by 12:00 a.m. (midnight) of February 28, 2025, the terms and conditions required by law shall continue in effect until a successor Memorandum of Understanding is ratified by the membership and approved by the Board of Directors or the dispute resolution procedure has been exhausted, whichever occurs sooner.