Common use of Temporary Special Assignment Pay Clause in Contracts

Temporary Special Assignment Pay. Temporary special assignment is defined as a practice where, as directed by an appointing authority, at least 25% of an employee’s work time requires the performance of higher level duties outside of their regularly assigned classification that significantly changes the nature of their work. Temporary special assignments must be a minimum of ten (10) working days, and shall not exceed six (6) calendar months. In the event of unusual circumstances, a department head may request an extension from the Director of Human Resources. Temporary special assignments will be effective no earlier than the start of the pay period in which the application was received. An employee shall be paid an additional five percent (5%) of his or her present salary on hours worked. Temporary special assignment pay shall not be provided in addition to temporary promotion pay. The request for temporary special assignment pay may only be initiated by the appointing authority by submitting the request for temporary special assignment pay to Human Resources in writing. The request should include a description of the additional duties assigned that are not represented in the employee’s regularly assigned classification and the expected duration of the assignment. Any conflicts concerning the application of this policy shall be decided by the County Administrator, whose decision shall be final. The granting and/or discontinuance of temporary special assignment pay shall not be subject to the grievance procedure.

Temporary Special Assignment Pay. ‌ Temporary special assignment is defined as a practice where, as directed by an appointing authority, at least 25% of an employee’s work time requires the performance of higher level duties outside of their regularly assigned classification that significantly changes the nature of their work. Temporary special assignments must be a minimum of ten (10) working days, and shall not exceed six (6) calendar months. In the event of unusual circumstances, a department head may request an extension from the Director of Human Resources. Temporary special assignments will be effective no earlier than the start of the pay period in which the application was received. An employee shall be paid an additional five percent (5%) of his or her present salary on hours worked. Temporary special assignment pay shall not be provided in addition to temporary promotion pay. The request for temporary special assignment pay may only be initiated by the appointing authority by submitting the request for temporary special assignment pay to Human Resources in writing. The request should include a description of the additional duties assigned that are not represented in the employee’s regularly assigned classification and the expected duration of the assignment. Any conflicts concerning the application of this policy shall be decided by the County Administrator, whose decision shall be final. The granting and/or discontinuance of temporary special assignment pay shall not be subject to the grievance procedure.

Temporary Special Assignment Pay. Temporary special assignment is defined as a practice where, as directed by an appointing authority, at least 25% of an employee’s work time requires the performance of higher level duties outside of their regularly assigned classification that significantly changes the nature of their work. It is not the intent of the County to use Temporary Special Assignment Pay in place of Temporary Promotion. Temporary special assignments must be a minimum of ten (10) working days, and shall not exceed six (6) calendar months. In the event of unusual circumstances, a department head may request an extension extensions in up to six (6) month increments from the Director of Human Resources. Temporary special assignments will be effective no earlier than the start of the pay period in which the application was received. An employee shall be paid an additional five percent (5%) of his or her present salary on hours worked. Temporary special assignment pay shall not be provided in addition to temporary promotion pay. The request for temporary special assignment pay may only be initiated by the appointing authority by submitting the request for temporary special assignment pay to Human Resources in writing. The request should include a description of the additional duties assigned that are not represented in the employee’s regularly assigned classification and the expected duration of the assignment. Any conflicts concerning the application of this policy shall be decided by the County Administrator, whose decision shall be final. The granting and/or discontinuance of temporary special assignment pay shall not be subject to the grievance procedure.

Temporary Special Assignment Pay. ‌ Temporary special assignment is defined as a practice where, as directed by an appointing authority, at least 25% of an employee’s work time requires the performance of higher level duties outside of their regularly assigned classification that significantly changes the nature of their work. Temporary special assignments must be a minimum of ten (10) working days, and shall not exceed six (6) calendar months. In the event of unusual circumstances, a department head may request an extension from the Director of Human Resources. Temporary special assignments will be effective no earlier than the start of the pay period in which the application was received. An employee shall be paid an additional five percent (5%) of his or her present salary. The salary on hours workedused to calculate the increase will be the employee’s current biweekly base salary. Temporary special assignment pay shall not be provided in addition to temporary promotion pay. The request for temporary special assignment pay may only be initiated by the appointing authority by submitting the request for temporary special assignment pay to Human Resources in writing. The request should include a description of the additional duties assigned that are not represented in the employee’s regularly assigned classification and the expected duration of the assignment. Any conflicts concerning the application of this policy shall be decided by the County Administrator, whose decision shall be final. The granting and/or discontinuance of temporary special assignment pay shall not be subject to the grievance procedure.

Temporary Special Assignment Pay. Temporary special assignment is defined as a practice where, as directed by an appointing authority, at least 25% of an employee’s work time requires the performance of higher level duties outside of their regularly assigned classification that significantly changes the nature of their work. Temporary special assignments must be a minimum of ten (10) working days, and shall not exceed six (6) calendar months. In the event of unusual circumstances, a department head may request an extension from the Director of Human Resources. Temporary special assignments will be effective no earlier than the start of the pay period in which the application was received. An employee shall be paid an additional five percent (5%) of his or her present salary. The salary on hours workedused to calculate the increase will be the employee’s current biweekly base salary. Temporary special assignment pay shall not be provided in addition to temporary promotion pay. The request for temporary special assignment pay may only be initiated by the appointing authority by submitting the request for temporary special assignment pay to Human Resources in writing. The request should include a description of the additional duties assigned that are not represented in the employee’s regularly assigned classification and the expected duration of the assignment. Any conflicts concerning the application of this policy shall be decided by the County Administrator, whose decision shall be final. The granting and/or discontinuance of temporary special assignment pay shall not be subject to the grievance procedure.