Status Review. Acting pay is not intended as compensation for a long-term out-of-class assignment and shall not extend past one (1) year. When an employee has filled an acting assignment for a period of 180 days, Management will review the status of the vacancy to determine when the vacancy can be filled through appropriate measures. Upon request, Management will review the acting assignment with the employee. At that time, the employee may request to be removed from the acting assignment.
Status Review. Part-time employees continuously working above their assigned FTE for a period of three (3) months or more may request an objective, good faith review with the Director of Employee and Labor Relations (or designee) to determine whether the employee’s FTE accurately reflects the requirements of the position. The Employer shall provide a written response to the Union within fourteen (14) days of the request. If the Employer fails to provide information to the Union within the fourteen(14) day time period, the Union may file a grievance as per Article 13 (Grievance Procedure) of this Agreement. This review shall not apply to employees who are working additional hours on a temporary basis to cover vacations, ill calls or leave of absence, to cover a position vacancy or for a special project. If the additional FTE meets the requirements set out above and reflects a 0.2 FTE or less increase to the employee’s current FTE, the employee will be awarded the additional FTE. If the additional FTE meets the requirements set out above and reflects an increase of more than 0.2 to the employee’s current FTE, the additional FTE must be posted and the provisions of Article 5.4, Job Postings, will apply. If an on call employee is continuously working hours equivalent to a regular FTE for a period of three (3) months or more the Union may request an objective, good faith review with the Director of Employee and Labor Relations (or designee) to determine whether an FTE should be posted. The Employer shall provide a written response to the Union within fourteen (14) days of the request. If the Employer fails to provide information to the Union within the fourteen (14) day time period, the Union may file a grievance as per Article 13 (Grievance Procedure) of this Agreement. This review shall not apply to on call employees who are working the hours on a temporary basis to cover vacations, ill calls or leave of absence, to cover a position vacancy or for a special project. If the FTE meets the requirements set out above the FTE must be posted and the provisions of Article 5.4, Job Postings, will apply.
Status Review. Part‐time employees continuously working above their assigned FTE for a period of six (6) months or more may request an objective, good faith review with the Director of Employee and Labor Relations (or designee) to determine whether the employee’s FTE accurately reflects the requirements of the position. The Employer shall provide a written response to the Union within thirty
Status Review. Acting pay is not intended as compensation for a long-term out-of-class assignment. Effective December 13, 2015, acting pay assignments shall not exceed 12 months. When an employee has filled an acting assignment for a period of three (3) months, Management will review the status of the vacancy to determine when the vacancy can be filled through appropriate measures. Management will review the acting assignment with the employee every three (3) months. At that time, the employee may request to or Management may determine that the employee may be removed from the acting assignment. Management will provide the Guild with a list of employees in acting assignments on a quarterly basis. The list will include: name of employee; date of appointment to acting assignment; location of acting assignment; review date; desire of employee to continue in acting assignment; review determination. Management retains the right to determine the status of a vacancy.
Status Review. Acting pay is not intended as compensation for a long-term out-of-class assignment. When an employee has filled an acting assignment for a period of three (3) months, Management will review the status of the vacancy to determine when the vacancy can be filled through appropriate measures. Upon request, Management will review the acting assignment with the employee. At that time, the employee may request to be removed from the acting assignment. At the union’s request, Management will provide a list of employees in acting positions on a yearly basis. The list will include: name of employee; date of appointment to acting position; department; assigned class; acting class. *Management will assign higher level duties to an employee who meets the criteria, to the extent practicable.
Status Review. Acting Assignment Pay is not intended as compensation for a long-term, out-of- class assignment and shall not extend past one (1) year, unless mutually agreed upon by the parties to this MOU. When an employee has filled an acting assignment for a period of three (3) months, Management will review the status of the vacancy to determine when the vacancy can be filled through appropriate measures. Upon request, Management will review the acting assignment with the employee. At any time, the employee may request to be removed from the acting assignment. At the Union’s request, Management will provide a list of employees in acting assignments on a yearly basis. The list will include: name of employee; date of appointment to acting assignment; department; employee’s civil service class title; acting assignment class title.
Status Review. The Fire Rescue Administrator may request periodic review, not to exceed once every three years, of the status of the individuals receiving SLTD benefits. Individual recipients may be reviewed more frequently based on reasonable suspicion. The cost of this review shall be borne by the County. SLTD benefits will be discontinued if it is determined that the individual is able to return to work as a Firefighter and such a position is made available. Again, disputes as to "totally disabled" or "permanent" shall be determined as previously stated in this Agreement.
Status Review. Acting pay is not intended as compensation for a long-term out-of-class assignment, and, effective December 13, 2015, shall not extend past one
(1) year. When an employee has filled an acting assignment for a period of three (3) months, Management will review the status of the vacancy to determine when the vacancy can be filled through appropriate measures. Upon request, Management will review the acting assignment with the employee. At any time, the employee may request to be removed from the acting assignment. At the union’s request, Management will provide a list of employees in acting positions on a yearly basis. The list will include: name of employee; date of appointment to acting position; department; assigned class; acting class.
Status Review. In departments where part-time and per diem employees continuously working above their FTE, or consistently working an FTE equivalent, for over a twelve (12) week period, the Union or employee may request an objective good faith review with the manager and Director of Human Resources to determine if a position or additional hours should be posted. This review shall not apply when these additional hours/days are assigned to special projects, training, covering posted vacant positions, vacation coverage, coverage for sick leave and leaves of absence. Upon written request (but not more than once per calendar quarter) at least two (2) weeks in advance of a Committee meeting, the Employer will provide to the Labor-Management Committee a report of all hours worked by part-time and per diem employees for the previous twelve (12) week period.
Status Review. Part-time and per diem nurses continuously working above their FTE, or consistently working an FTE equivalent for over a twelve (12) week period, may request a review of worked hours above their current FTE. Increases up to a .2 FTE in a nurse’s original (base) FTE may be awarded to the nurse and need not be posted. Their manager and Director of Human Resources will review it objectively and in good faith to determine if a position will be posted or additional hours added to the nurse’s FTE. This review shall not apply when these additional hours/days are assigned to special projects, training, covering posted vacant positions, vacations, or leaves of absences. Such increase to one’s FTE under this provision shall not directly result in a reduction of another nurse’s FTE.
