Common use of Temporary Promotion Clause in Contracts

Temporary Promotion. In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his/her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into which the employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes into a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five (5) working days to express an interest in the assignment. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation. Temporary promotions shall not exceed one (1) year. In the event of unusual circumstances, the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, extensions may only be granted in up to six (6) month intervals. The temporary promotion will be reassessed for justification at each extension request. Should a temporary promotion result from a vacancy in a budgeted position that has been approved by the County Administrator’s Office to fill, the appointing authority will submit a personnel requisition to Human Resources within two (2) months of the effective date of the temporary promotion. The granting and/or discontinuance of a temporary promotion shall not be subject to the grievance procedure. Otherwise, the relevant section of PMR 41 shall govern temporary promotion.

Temporary Promotion. ‌ In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his/her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into which the employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes into a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five (5) working days to express an interest in the assignment. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation. Temporary promotions shall not exceed one (1) year. In the event of unusual circumstances, the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, extensions may only be granted in up to six (6) month intervals. The temporary promotion will be reassessed for justification at each extension request. Should a temporary promotion result from a vacancy in a budgeted position that has been approved by the County Administrator’s Office to fill, the appointing authority will submit a personnel requisition to Human Resources within two (2) months of the effective date of the temporary promotion. The granting and/or discontinuance of a temporary promotion shall not be subject to the grievance procedure. Otherwise, the relevant section of PMR 41 shall govern temporary promotion.

Temporary Promotion. In cases of prolonged absence from duty12.1 To be eligible for acting incumbency pay, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire employee when such employee is regularly Faculty Member shall be required to substantially perform the full principle duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than level position for a minimum period of five percent (5%) above his/her base hourly rate in the classification in consecutive work days, during which he/she holds regular status at the time he/she is temporarily promoted. All increases shall may also be rounded required to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step perform some of the higher classification into which the employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes into a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours duties of his/her Regular Hire classificationregular position. An employee’s eligibility for overtime and leave accrual On completion of the minimum five (5) work day qualifying period in an acting incumbency position, a Faculty Member shall be pursuant eligible for acting incumbency pay for the total period of acting incumbency including the five (5) day qualifying period. 12.2 Acting provisions shall not apply where a Faculty Member is designated additional limited duties to cover off for a Faculty Member proceeding on annual vacation. Where a Faculty Member qualifies in an acting incumbency position, he/she shall receive a minimum of five (5) percent of his/her current salary in addition to his/her regular classification. An employee must meet the minimum qualifications for the job class to which salary, or he/she may receive the minimum salary for the class in the higher level position. 12.3 When a Faculty Member is being temporarily promoted and must have completed required to serve full-time for a continuous period of three (3) calendar months or longer, or such shorter period as approved by the first six (6) months President, as the temporary incumbent of his or a position with a higher maximum salary assignment than that assigned to his/her initial probationary period with regular position for that period, his/her salary shall be increased by such amount as specified by the County. The appointing authority Board but will notify all department employees of temporary promotional opportunities and will allow department employees not be less than five (5) working days to express an interest percent higher. 12.4 When a Faculty Member who has been serving in the assignment. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for a temporary promotion must capacity returns to his/her regular position, his/her salary and anniversary date shall be submitted re-adjusted to Human Resources by the appointing authority that which would be in writing and should include the justification for the effect if he/she had continuously occupied that position. 12.5 The temporary promotion along with the required documentation. Temporary promotions shall be established for a period of not exceed more than one (1) year. In year except where a Faculty Member has been accepted on a foreign assignment with CIDA or CUSO, in which case the event of unusual circumstances, President may extend the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, extensions may only be granted in promotion up to six (6) month intervals. The temporary promotion will be reassessed for justification at each extension request. Should a temporary promotion result from a vacancy in a budgeted position that has been approved by the County Administrator’s Office to fill, the appointing authority will submit a personnel requisition to Human Resources within but not exceeding two (2) months of years. 12.6 Should the effective date College desire to make the promotion permanent during the term of the temporary promotion. The granting and/or discontinuance of a , the temporary promotion shall not be subject become of a permanent nature upon the approval of the Board of Governors. 12.7 A Faculty Member temporarily promoted to a higher position shall retain his/her membership in the grievance procedure. Otherwise, the relevant section of PMR 41 shall govern temporary promotionFaculty Association.

Temporary Promotion. In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire regular employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at equivalent to the rate on the salary range lowest step of the higher classification classification’s salary range that is closest to, but results in not less than five percent (5%) above his/his or her present base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rulessalary. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into to which the employee is temporarily promoted. If the full time status of the classification into which employee moves from a 37 ½ hour per week position to a 40 hour per week position, the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., may be required to work an employee in a classification that is 37.5 hours full time per week temporarily promotes into a classification that is 40 additional 2 ½ hours per week full time, or vice versa)and the salary used to calculate the increase will be the employee’s current hourly rate. If the employee moves from a 40 hour per week position to a 37 ½ hour per week position, the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime hours will not decrease and leave accrual shall the salary used to calculate the increase will be pursuant to his/her regular classificationthe employee’s current hourly rate. Otherwise the salary used will be the employee’s biweekly salary. An employee must meet the minimum qualifications for the job class to which he/she is they are being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The For new temporary promotions after July 1, 2010, the appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five (5) 5 working days to express an interest in the assignment. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation. Temporary promotions shall not exceed one (1) year. In the event of unusual circumstances, the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, an extension of an additional six months may be granted. Any additional extensions beyond 18 months may only be granted in up to six (6) month intervalsafter consultation with MCMEA representatives. The temporary promotion Management will be reassessed required to provide a justification for the extension. An example of an appropriate justification at each extension request. Should a temporary promotion result from a vacancy in a budgeted position that has been approved by the County Administrator’s Office could be an accommodation related to fill, the appointing authority will submit a personnel requisition to Human Resources within two (2) months of the effective date of the temporary promotioninjury or illness. The granting and/or discontinuance of a temporary promotion shall not be subject to the grievance procedure. Otherwise, the relevant section of PMR 41 41.3 shall govern temporary promotion.

Temporary Promotion. In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority (e.g. the hiring manager with approval of the Department Head) with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire regular employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. Departments need to submit request(s) for temporary promotions to the Department of Human Resources prior to an employee assuming any new duties of the higher classification. If it is determined that the employee was eligible for a temporary promotion and the department had the employee begin to perform the higher-level duties AND the department failed to timely submit the request to Human Resources, that failure alone is grievable. The process shall include notification to employees of the temporary promotion opportunity for at least five (5) calendar days, and if a meeting by the hiring authority and/or designee is required, then there shall be no more than one meeting per interested employee. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his/her their base hourly rate in the classification in which he/she holds they hold regular status at the time he/she is they are temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In , provided that in no event shall an employee in a temporary promotion receive less than 5% above their present base salary nor more than the top step of the higher classification into which the employee is temporarily promoted. (For example, if Step 3 of the class into which the employee is temporarily promoted is 4.6% above the current base hourly rate, the employee will be placed on Step 4 of the scale and then the rounding will occur). If the full full-time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds they hold regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes into to a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire their regular hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her their regular classification. An employee must meet the minimum qualifications for the job class to which he/she is they are being temporarily promoted and must have completed the first six (6) months of his or her their initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five (5) working days to express an interest in the assignment. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation. Approval of temporary promotions shall not be unreasonably denied. Temporary promotions shall not exceed one (1) year. In the event of unusual circumstances, the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, an extension of an additional six months may be granted. Any additional extensions beyond 18 months may only be granted in up to six (6) month intervalsafter consultation with MCMEA representatives. The temporary promotion Management will be reassessed required to provide a justification for the extension. An example of an appropriate justification at each extension request. Should a temporary promotion result from a vacancy in a budgeted position that has been approved by the County Administrator’s Office could be an accommodation related to fill, the appointing authority will submit a personnel requisition to Human Resources within two (2) months of the effective date of the temporary promotioninjury or illness. The granting and/or discontinuance of a temporary promotion shall not be subject to the grievance procedure. Otherwise, the relevant section of PMR 41 41.3 shall govern temporary promotion. Pay will be effective as of the start date of the assignment.