Temporary Assignment Compensation Sample Clauses

Temporary Assignment Compensation. ‌ When the appointing authority determines it is necessary to cover a position from which the incumbent is absent or which is temporarily vacant for any reason, the appointing authority may assign an employee in a lower class to temporarily perform the duties of the vacant position in a higher class in accordance with the following: A. The Director, Department of Human Resources, has approved the appointing authority's request for temporary assignment prior to the assignment being made. B. The employee proposed to be assigned to the higher class is qualified to perform the duties of the higher class. C. The employee will remain in their current class during the time they are assigned to perform the duties of the higher class. D. The assignment must be for over three (3) weeks but must not exceed twenty-six
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Temporary Assignment Compensation. Upon written assignment employee assigned to perform the duties of a class which is compensated at a rate higher than such employee’s class when such position is temporarily vacant or from which the incumbent is absent, shall be eligible to receive temporary assignment compensation. The assignment must be for over two (2) weeks but not over twenty-six (26) weeks. Employees on temporary assignments, after two (2) weeks, will be compensated from the first day of appointment. When an employee is assigned to an approved temporary advancement status, he/she will remain in his/her current class but shall be paid a bonus rate which shall be the difference between the rate of compensation of his/her current class and that of the temporarily vacant class. At the conclusion of such assignment, the rate shall return to the normal rate for the employee’s current class. An employee, who is temporarily assigned to the duties of a higher class and who terminates or is terminated from County service during such assignment, shall be paid terminal benefits at the rate appropriate to such employee’s current class.
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Temporary Assignment Compensation. Upon written request of an appointing authority, prior to assignment (or in an emergency within five (5) working days thereafter), the Director, Department of Human Resources, may approve a temporary advancement of a qualified employee, whose merit, skill and ability will be considered, assigned to perform the duties of a class which is or should be compensated at a rate higher than such employee’s class when such position is temporarily vacant or the incumbent is absent therefrom. The assignment must be for over two (2) weeks but not over twenty-six (26) weeks. Employees on temporary assignments after two (2) weeks will be compensated from the first day of appointment. When an employee is assigned to a temporary advancement status, he/she will remain in his/her current class but shall be paid a bonus rate which shall be the difference between the rate of compensation of his/her current class and that of the temporary vacant class. It is hereby affirmed that a temporary assignment will not be rotated between employees to avoid the proper application of temporary assignment compensation. Further, allegations by an employee regarding assignment of duties above the level of the employee's classification may be appealed pursuant to Section 12.5, "Employee Request For Classification Review," of the Civil Service Rules.
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Temporary Assignment Compensation. SECTION 17.1 Employees filling a temporary assignment for more than thirty (30) days to a classification higher than such employee's permanent classification shall receive retroactive to the first day worked out of classification the rate of pay of the higher classification for the length of time worked in the higher classification. An employee performing in a classification lower than their permanent classification will not be required to accept any reduction in pay for such period of time worked in the lower classification.
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Temporary Assignment Compensation. When the appointing authority determines it is necessary to cover a position from which the incumbent is absent or which is temporarily vacant for any reason, the appointing authority may assign an employee in a lower class to temporarily perform the duties of the vacant position in a higher class in accordance with the following: A. The Director, Department of Human Resources, has approved the appointing authority's request for temporary assignment prior to the assignment being made. B. The employee proposed to be assigned to the higher class is qualified to perform the duties of the higher class. C. The employee will remain in his/her current class during the time he/she is assigned to perform the duties of the higher class. D. The assignment must be for over three (3) weeks, but must not exceed twenty- six (26) weeks. Employees on temporary assignments, after three (3) weeks, will be compensated from the first day of appointment. E. The employee so assigned shall be compensated by receiving, in addition to base rate of compensation which has been established for his/her current class, a "bonus rate." This bonus rate shall be the difference between the rate of compensation for his/her current class and that of the higher class, and shall be paid from the first day of assignment. F. The amount of the "bonus rate" in Section 8.E. is determined by: 1. Equating the employee's current hourly rate with the same hourly rate in the higher class and advancing one step; or 2. If the higher class does not contain an hourly rate that equates with the employee's current hourly rate, then the "bonus rate" shall be determined by setting the compensation one (1) step above the next highest hourly rate in the higher classification; provided, however, that the higher rate of compensation shall be set at the entry step when the entry step of the higher class exceeds the top step of the current class by a percentage difference of five percent (5%) or more when rounded to the nearest tenth (1/10th) of a percent.
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Temporary Assignment Compensation. SECTION 21.1 Employees filling a temporary assignment to a classification higher than such employee's permanent classification shall receive the rate of pay of the higher classification for the length of time worked in the higher classification. Any temporary assignment for more than fifteen (15) work days to a higher classification for the position of Administrative Services Sergeant shall be filled by the Traffic Safety Officer in the Traffic Division. In the event the Traffic Safety Officer is not able to assume the duties of the Administrative Services Sergeant, then it shall be passed on to the police officer who has the most seniority in their assignment to the Traffic Division. The employee that takes this assignment shall receive the rate of pay for the higher classification, retroactive to the first day worked out of classification. Any temporary assignment for more than fifteen (15) working days to a higher classification in the Detective Bureau, that employee taking this assignment shall receive a Sergeant's rate of pay retroactive to the first day worked out of classification. An employee performing in a classification lower than the employee's permanent classification will not be required to accept any reduction in pay for such period of time worked in the lower classification.
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Temporary Assignment Compensation. When the appointing authority determines it is necessary to cover a position from which the incumbent is absent or which is temporarily vacant for any reason, the appointing authority may assign an employee in a lower class covered by this agreement to temporarily perform the duties of the vacant position in a higher class in accordance with the following: A. A written request shall be submitted by the appointing authority, prior to the assignment (or in an emergency within five (5) working days thereafter), to the Director, Department of Human Resources. B. The Director, Department of Human Resources, has approved the appointing authority's request for temporary assignment. C. The employee proposed to be assigned to the higher class is qualified to perform the duties of the higher class. D. The employee will remain in his/her current class during the time he/she is assigned to perform the duties of the higher class. At the conclusion of such assignment, the rate shall return to the normal rate for the employee's current class. An employee who is temporarily assigned to the duties of a higher class and who terminates or is terminated from County service during such assignment, shall be paid terminal benefits at the rate appropriate to such employee's current class. E. The assignment must be for over two (2) weeks but must not exceed twenty-six
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Temporary Assignment Compensation. Upon written request of an appointing authority, prior to assignment (or in an emergency within five working days thereafter), the Director, Department of Human Resources, may approve a temporary advancement of a qualified employee assigned to perform the duties of a class which is compensated at a rate higher than such employee’s class when such position is temporarily vacant or the incumbent is absent therefrom. The assignment must be for over three (3) weeks but not over twenty-six (26) weeks. Employees on temporary assignments, after three (3) weeks, will be compensated from the first day of appointment. When an employee is assigned to an approved temporary advancement status, he/she will remain in his/her current class but shall be paid a bonus rate which shall be the difference between the rate of compensation of his/her current class and that of the temporarily vacant class. At the conclusion of such assignment, the rate shall return to the normal rate for the employee’s current class. An employee who is temporarily assigned to the duties of a higher class and who terminates or is terminated from County service during such assignment, shall be paid terminal benefits at the rate appropriate to such employee’s current class.
Sample 1
Temporary Assignment Compensation. As provided under Section 4.16 of the City Personnel Rules, a Member working in a higher classification assignment for a period exceeding 30 consecutive calendar days shall receive additional temporary compensation retroactive back to the first day of the pay period that includes the first day in that assignment, pro-rated on an hourly basis for the period of time worked in the higher classification as follows: Acting Lieutenant $363 per month Acting Captain $422 per month
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Related to Temporary Assignment Compensation

  • Temporary Assignment All MBUs who are District-initiated transfers or returning from leave of absence of more than one year may be temporarily assigned to positions other than posted vacancies, including substitute teacher positions, until they can be placed in a vacancy for which they are qualified. Such MBUs shall be placed in the first available vacancy for which they are qualified.

  • Pay on Temporary Assignment An employee temporarily assigned by the Employer to a position with a rate of pay lower than her regular rate of pay shall maintain her regular rate of pay.

  • Temporary Assignments When an employee is assigned temporarily by his/her appointing authority to a job for which he/she is qualified in a higher pay grade for a period of five (5) days or his/her regular workweek, whichever is less, the employee shall be paid retroactively from the initial date of the temporary transfer for the duration of the temporary assignment. The employee shall be paid as if he/she had been promoted during such assignment. In no event may an employee acquire any status in a higher classification as a result of his/her temporary assignment. Acting capacity assignments shall not be made on an arbitrary or capricious basis. Employees shall not be rotated in acting capacity in an arbitrary or capricious manner in order to avoid payment of acting capacity pay. This Article shall not be used in lieu of the proper processing of any request for reclassification or reallocation of a position pursuant to the Personnel Rules and the Reclassifications Article, or the filling of a vacancy pursuant to the Personnel Rules and the Seniority Article.

  • Assignment; Benefit This Agreement is personal and may not be assigned by Employee. This Agreement may be assigned by Employer and shall inure to the benefit of and be binding upon the successors and assigns of Employer.

  • Assignment Termination This Agreement may not be assigned or transferred in any manner by any party without the consent of all parties receiving or rendering services hereunder; provided that LPL may assign this Agreement upon consent of Client in accordance with the Advisers Act. In addition, LPL may add or replace the IAR servicing the Account without Client consent. This Agreement may be terminated by any party effective upon receipt of written notice to the other parties (“Termination Date”). LPL will deliver securities and funds held in the Account as instructed by Client unless Client requests that the Account be liquidated. LPL will initiate instructions to deliver funds and/or securities within two weeks of Client’s written request. If the Account is liquidated as a result of a termination notice, LPL will have a period of 72 hours to begin liquidations unless special circumstances apply. Proceeds will be payable to Client upon settlement of all transactions in the Account. Client will be entitled to a prorated refund of any pre-paid quarterly Account Fee based upon the number of days remaining in the quarter after the Termination Date. Client understands and agrees that after the Termination Date, the Account may be converted to a brokerage account at LPL. In a brokerage account, Client is charged a commission for each transaction and the IAR has no responsibility to provide ongoing investment advice. If this Agreement terminates, and the Account converts to a brokerage account, Client hereby authorizes and directs LPL to implement the insured cash account as the sweep option for the brokerage account, as discussed more fully below. If the Account is closed within the first six months by Client or as a result of withdrawals which bring the Account value below the required minimum, LPL reserves the right to retain the pre-paid quarterly Account Fee for the current quarter in order to cover the administrative cost of establishing the Account which may include costs to transfer positions into and out of the Account, data entry costs to open the Account, costs associated with reconciling of positions in order to issue quarterly performance information, and the cost of re-registering positions. In the case of an Account held by an individual, this Agreement shall terminate upon death of Client; provided, however, that LPL’s authority under this Agreement shall remain in full force and effect until such time as LPL has been notified otherwise in writing by the authorized representative of Client or Client’s estate. Termination of the Agreement will not affect the liabilities or obligations of the parties from transactions initiated prior to termination.

  • Assignment of Employees Active Employees 6 Section 2.02 Former Employees 6 Section 2.03 Employment Law Obligations 7 Section 2.04 Employee Records 7

  • ASSIGNMENT/SUB-CONTRACTING The Contractor agrees that he will not sell, assign or transfer this Agreement or any part thereof or interest therein without the prior written consent of the Owner.

  • Assignment of Overtime 3.4.1 Overtime shall be assigned on a rotating seniority basis among all qualified employees who are in the same classification, the same organizational unit, and at the same work location. An employee may decline an overtime assignment without adverse consequence unless it is assigned pursuant to Section 3.4.2 below. The department may define the group of qualified employees by their shift for purposes of assigning overtime so that call back pay is not obligated. In order to determine if an employee is qualified, the department should consider the employee’s work record in the department, including being in an unsatisfactory status on a current evaluation or having a formal discipline action in process. 3.4.2 If no employee in the classification, organization unit and work location accepts the overtime assignment, using the rotating seniority process, the District may assign the overtime in reverse rotating seniority order. 3.4.3 The following are allowable exceptions to the seniority overtime assignment process: When overtime is authorized for completion of a specific assignment, project, or work in progress, the employee who began the assignment, project, or work may be assigned the overtime; When the District determines it is necessary to consider special skills and training of employees to perform particular work; When employees are available to perform the work on a non-over-time basis, the District shall not be required to assign the work on an overtime basis. Overtime pay assignments will not be given to temporary employees unless the regular employees that would normally be assigned the overtime are not available or one of the seniority exceptions apply. 3.4.4 All overtime shall be offered to everyone on the applicable overtime list in descending order of seniority until the list is exhausted. Once the last name on the list is reached the process will resume from the top of the list. If an employee is offered overtime for a scheduled project and declines to accept, the employee forfeits his/her turn in the rotation. That employee will not be offered overtime until the list has been completed and his/her name comes up again in order of seniority. 3.4.5 Notice of scheduled overtime, for situations that are recurring or have advance notice, and which are offered on a rotational basis shall be posted in the same area as all required employment notices and announcements and will remain up until the work has been completed. Posting shall be on a form agreed to by the District and CSEA. Employee responses to the overtime posting shall be on a form agreed to by the District and CSEA. In lieu of posting, an organizational work unit may use electronic communications when all employees in such unit regularly use electronic communication. All such notices whether posted or sent by electronic communication will contain a description of the work to be done, the anticipated length of time to accomplish the work, the date(s) on which the work will be scheduled, and the date and time of posting. The notice shall be posted within a reasonable time of the District learning of the overtime work. Records will be maintained of all notices, employee responses, and overtime assignments for a period of three years.

  • Assignment of Overtime Work (a) Subject to the operational requirements, the Employer shall make every reasonable effort to avoid excessive overtime and to offer overtime work on an equitable basis among readily available qualified employees. (b) Except in cases of emergency, call-back, or mutual agreement with the employee, the Employer shall, wherever possible, give at least four (4) hours’ notice of any requirement for overtime work.

  • Overtime Assignment A. In institutional settings when the Agency determines that overtime is necessary, overtime shall be offered on a rotating basis, to the qualified employees who usually work the shift where the opportunity occurs. If no qualified employees on the shift desire to work the overtime, it will be offered on a rotating basis first to the qualified employee with the most state seniority at the work site. When there are no volunteers to work the overtime as outlined above, and/or where an emergency exists, reasonable overtime hours may be required by the Agency. Such overtime shall be assigned, on a rotating basis, first to the qualified employee with the least state seniority at the work site. This policy shall not apply to overtime work which is specific to a particular employee’s claim load or specialized work assignment or when the incumbent is required to finish a work assignment. B. In non-institutional settings, the Agency reserves the right to schedule and approve overtime. In emergency situations overtime may be approved after the fact. Required overtime that can be worked by more than one (1) employee at the work site (that which is not specific to the particular employee’s case load or specialized work assignment) will be offered on a rotating, state seniority basis. If no qualified employee volunteers for the work, or where an emergency exists, then the qualified employee with the least state seniority at the work site will be assigned on a rotating basis. C. The parties recognize that in both institutional and non-institutional settings, that the Employer has the right to require mandatory overtime where necessary; however, the Employer will not abuse the utilization of mandatory overtime.

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