Common use of Temporary Upgrade Pay Clause in Contracts

Temporary Upgrade Pay. When, in the determination of the department head, it is necessary to assign the full range of duties and responsibilities of a job classification higher than those normally performed by an employee due to the temporary absence of an employee in a higher job classification or a vacancy in a higher level job classification, employees so assigned shall be compensated as follows: A. If the assignment is temporary due to the vacation, sick leave or other temporary absence of the employee in the higher classification, the employee temporarily assigned shall be paid an additional $1.25 per hour for all such hours assigned. If an employee who holds a “lead” or “senior” position, and thereby has “supervisory” duties and responsibilities as set forth in the classification specification for his/her position, is assigned the essential duties and responsibilities of a supervisory position represented by the Supervisory Team Associates (STA) bargaining unit, he/she must serve in that position for a minimum of 80 hours in order to be eligible to receive pay for serving in a higher classification, at which point the pay for serving in a higher classification will be retroactive to the first day on which the employee began the acting assignment. For other temporary acting assignments, the employee must work one full work day in an acting capacity in a higher-level position that is temporarily vacant in order to be eligible to receive pay for serving in a higher classification. However, where the employee is temporarily assigned to work in a City-designated emergency related positions (e.g., Communication Operator), the employee will only be required to work a minimum of four hours in the higher-level position in order to be eligible to receive pay for serving in a higher classification. B. If the position to be filled is vacant and there is no valid eligible list for that job classification, the department head may temporarily assign an employee who meets the minimum qualifications of the vacant position. The employee shall receive the salary rate for the vacant classification at the lowest salary step of the salary range established for the higher classification that provides a minimum 5% increase over his/her current salary rate, provided, however, that in no event shall the salary rate exceed the maximum salary rate for the higher classification If the department head elects to make a temporary appointment to a vacant position, he/she shall abide by the rules and regulations regarding temporary/acting appointments that have been adopted by the Personnel Board to implement the sections of the Santa Xxxxxx Municipal Code pertaining to temporary appointments. (See Exhibit B) C. If an eligible list exists for the vacant position, the department head shall attempt to appoint an employee from the eligible list at the earliest possible date, and the provisions of Subsection B. will apply to the employee assigned to cover the vacancy in any interim period. D. Nothing in this section requires the City to make temporary assignments of employees. E. Assignments to and from the situations described in this section are not promotions or demotions as described in the Municipal Code and are, therefore, not subject to appeal to the Personnel Board. An acting assignment will be based on merit, taking into account the qualifications and performance ratings of employees who are qualified for the acting assignment. All other things being equal, seniority (based on total City service) will be the deciding factor.

Temporary Upgrade Pay. When, in Whenever the determination perceived needs of the department head, it is necessary City require an employee to assign temporarily perform all of the full range of duties and responsibilities of a job classification that has a higher pay range than those normally performed by the pay range associated with their current job classification for a period of more than twenty-one (21) consecutive calendar days, the employee shall be designated as being in an acting assignment and shall receive additional temporary upgrade pay while in the acting assignment. In such cases, the employee due shall be paid at an appropriate level which will assure an increase of not less than five percent (5%) and not more than fifteen percent (15%) greater than his/her current base salary. Subsequent to designation in an acting assignment, in the event that the City does not need the employee to serve in an acting assignment for at least twenty-one (21) consecutive calendar days, the employee shall receive the temporary absence upgrade pay for that period of time the acting assignment lasts. In the event that at the beginning of an employee in a higher job classification or a vacancy in a higher level job classificationacting assignment, employees so assigned shall be compensated as follows: A. If it is not perceived that the acting assignment is temporary due to will last at least twenty-one (21) consecutive calendar days, and the vacationacting assignment nonetheless extends beyond twenty-one (21) consecutive calendar days, sick leave or other temporary absence of the employee in the higher classification, acting assignment shall receive the employee temporarily assigned shall be paid an additional $1.25 per hour for all such hours assigned. If an employee who holds a “lead” or “senior” position, and thereby has “supervisory” duties and responsibilities as set forth in the classification specification for his/her position, is assigned the essential duties and responsibilities of a supervisory position represented by the Supervisory Team Associates (STA) bargaining unit, he/she must serve in that position for a minimum of 80 hours in order to be eligible to receive temporary upgrade pay for serving in a higher classification, at which point the pay for serving in a higher classification will be retroactive to the first day on which the employee began of the acting assignment. For other Temporary upgrade pay is reported to CalPERS except for those employees who are “New Members” as defined by the California Public Employees’ Pension Reform Act of 2013 (PEPRA). The additional pay shall commence on the first (1st) calendar day of the temporary acting assignments, reassignment of the performance of duties of the higher classification. The recommendation that an employee must work one full work day be required to perform duties of the higher classification shall be placed in writing by the Police Chief and submitted to the Human Resources Director for approval. An employee may not serve in an acting capacity in a higher-level position that is temporarily vacant in order for more than six (6) months without prior approval from the Police Chief. A person appointed to an acting assignment shall be eligible to receive pay for serving merit increases in a higher classification. However, where the employee is temporarily assigned to work in a City-designated emergency related positions (e.g., Communication Operator), the employee will only be required to work a minimum of four hours in the higher-level position in order to be eligible to receive pay for serving in a higher classification. B. If the position to be filled is vacant and there is no valid eligible list for that job classification, the department head may temporarily assign an employee who meets the minimum qualifications of the vacant position. The employee shall receive the salary rate for the vacant classification at the lowest salary step of the salary range established for the higher classification that provides a minimum 5% increase over his/her current salary rate, provided, however, that in no event shall the salary rate exceed the maximum salary rate for the higher classification If the department head elects to make a temporary appointment to a vacant position, he/she shall abide by the rules and regulations regarding temporary/acting appointments that have been adopted by the Personnel Board to implement the sections of the Santa Xxxxxx Municipal Code pertaining to temporary appointments. (See Exhibit B) C. If an eligible list exists for the vacant position, the department head shall attempt to appoint an employee from the eligible list at the earliest possible date, and the provisions of Subsection B. will apply to the employee assigned to cover the vacancy in any interim period. D. Nothing in this section requires the City to make temporary assignments of employees. E. Assignments to and from the situations described in this section are not promotions or demotions as described in the Municipal Code and are, therefore, not subject to appeal to the Personnel Board. An acting assignment will be based on merit, taking into account the qualifications and performance ratings of employees who are qualified for regular position during the acting assignment. All other things being equal, seniority (based on total City service) will The Human Resources Director shall obtain the employee’s acknowledgement of the temporary performance of all of the duties of the higher classification prior to the employee’s assuming or continuing the duties and additional compensation. The acknowledgement form shall clearly state that it is understood that a reduction in salary shall be effected to his/her original salary rate upon the deciding factorexpiration of the need for the performance of the duties of the higher classification.

Temporary Upgrade Pay. When, in Whenever the determination perceived needs of the department head, it is necessary city require an employee to assign temporarily perform all of the full range of duties and responsibilities of a job classification that has a higher pay range than those normally performed by the pay range associated with their current job classification for a period of more than 21 consecutive calendar days, the employee shall be designated as being in an acting assignment and shall receive additional temporary upgrade pay while in the acting assignment. In such cases, the employee due shall be paid at an appropriate level which will assure an increase of not less than five percent and not more than 15 percent greater than the employee’s current base salary. Subsequent to designation in an acting assignment, in the event that the city does not need the employee to serve in an acting assignment for at least 21 consecutive calendar days, the employee shall receive the temporary absence upgrade pay for that period of time the acting assignment lasts. In the event that at the beginning of an employee in a higher job classification or a vacancy in a higher level job classificationacting assignment, employees so assigned shall be compensated as follows: A. If it is not perceived that the acting assignment is temporary due to will last at least 21 consecutive calendar days, and the vacationacting assignment nonetheless extends beyond 21 consecutive calendar days, sick leave or other temporary absence of the employee in the higher classification, acting assignment shall receive the employee temporarily assigned shall be paid an additional $1.25 per hour for all such hours assigned. If an employee who holds a “lead” or “senior” position, and thereby has “supervisory” duties and responsibilities as set forth in the classification specification for his/her position, is assigned the essential duties and responsibilities of a supervisory position represented by the Supervisory Team Associates (STA) bargaining unit, he/she must serve in that position for a minimum of 80 hours in order to be eligible to receive temporary upgrade pay for serving in a higher classification, at which point the pay for serving in a higher classification will be retroactive to the first day on which the employee began of the acting assignment. For other Temporary upgrade pay is reported to CalPERS except for those employees who are “New Members” as defined by the California Public Employees’ Pension Reform Act of 2013 (PEPRA). The additional pay shall commence on the first calendar day of the temporary reassignment of the performance of duties of the higher classification. The recommendation that an employee be required to perform duties of the higher classification shall be placed in writing by the Police Chief and submitted to the Human Resources Director for approval. If an employee is serving in an acting assignmentsassignment for a vacant position, the employee must work one full work day shall not serve more than 960 total hours, including leave and overtime hours, in a fiscal year. All other employees in an acting capacity assignment shall not serve for more than 180 calendar days unless approved by the City Manager or designee. Temporary upgrade pay shall be reported to CalPERS in accordance with applicable regulations. If an employee is on a higher-level position leave of absence (paid or unpaid and except when leave is ordered by the city or when an employee is on an active duty military leave or on a leave of absence related to Section 4850 of the Labor Code) for more than 21 calendar days, the temporary upgrade pay shall cease on the 22nd day. On the day that the employee returns to work, if the supervisor determines that the employee is temporarily vacant in order required to continue to perform the duties of the acting assignment, the acting pay will resume as of the day the employee returns to work. An employee appointed to an acting assignment shall be eligible to receive pay for serving in a higher classification. However, where the employee is temporarily assigned to work in a City-designated emergency related positions (e.g., Communication Operator), the employee will only be required to work a minimum of four hours merit increases in the higher-level employee’s regular position in order to be eligible to receive pay for serving in a higher classification. B. If the position to be filled is vacant and there is no valid eligible list for that job classification, the department head may temporarily assign an employee who meets the minimum qualifications of the vacant position. The employee shall receive the salary rate for the vacant classification at the lowest salary step of the salary range established for the higher classification that provides a minimum 5% increase over his/her current salary rate, provided, however, that in no event shall the salary rate exceed the maximum salary rate for the higher classification If the department head elects to make a temporary appointment to a vacant position, he/she shall abide by the rules and regulations regarding temporary/acting appointments that have been adopted by the Personnel Board to implement the sections of the Santa Xxxxxx Municipal Code pertaining to temporary appointments. (See Exhibit B) C. If an eligible list exists for the vacant position, the department head shall attempt to appoint an employee from the eligible list at the earliest possible date, and the provisions of Subsection B. will apply to the employee assigned to cover the vacancy in any interim period. D. Nothing in this section requires the City to make temporary assignments of employees. E. Assignments to and from the situations described in this section are not promotions or demotions as described in the Municipal Code and are, therefore, not subject to appeal to the Personnel Board. An acting assignment will be based on merit, taking into account the qualifications and performance ratings of employees who are qualified for during the acting assignment. All other things being equal, seniority (based on total City service) will The Human Resources Director shall obtain the employee’s acknowledgement of the temporary performance of all of the duties of the higher classification prior to the employee’s assuming or continuing the duties and additional compensation. The acknowledgement form shall clearly state that it is understood that a reduction in salary shall be effected to the deciding factoremployee’s original salary rate upon the expiration of the need for the performance of the duties of the higher classification.

Temporary Upgrade Pay. When, in the determination of the department head, it is necessary to assign the full range of duties and responsibilities of a job classification higher than those normally performed by an employee due to the temporary absence of an employee in a higher job classification or a vacancy in a higher level job classification, employees so assigned shall be compensated as follows: A. If the assignment is temporary due to the vacation, sick leave or other temporary absence of the employee in the higher classification, the employee temporarily assigned shall be paid an additional $1.25 4.00 per hour for all such hours assignedassigned for assignments lasting less than14 calendar days. For assignments lasting 14 calendar days or more, the employee temporarily assigned shall receive the salary rate for the vacant classification at the lowest salary step that provides a minimum 5% salary increase, provided, however, that in no event shall the salary rate exceed the maximum salary rate for the vacant classification being filled by the employee on a temporary basis. If an employee who holds a “lead” or “senior” position, and thereby has “supervisory” duties and responsibilities as set forth in the classification specification for his/her their position, is assigned the essential duties and responsibilities of a supervisory position represented by the Supervisory Team Associates (STA) bargaining unit, he/she they must serve in that position for a minimum of 80 hours in order to be eligible to receive pay for serving in a higher classification, at which point the pay for serving in a higher classification will be retroactive to the first day on which the employee began the acting assignment. For other temporary acting assignments, the employee must work one full work day in an acting capacity in a higher-level position that is temporarily vacant in order to be eligible to receive pay for serving in a higher classification. However, where the employee is temporarily assigned to work in a City-designated emergency related positions (e.g., Communication Operator), the employee will only be required to work a minimum of four hours in the higher-level position in order to be eligible to receive pay for serving in a higher classification. B. If the position to be filled is vacant and there is no valid eligible list for that job classification, the department head may temporarily assign an employee who meets the minimum qualifications of the vacant position. The employee shall receive the salary rate for the vacant classification at the lowest salary step of the salary range established for the higher classification that provides a minimum 5% increase over his/her their current salary rate, provided, however, that in no event shall the salary rate exceed the maximum salary DocuSign Envelope ID: B2562002-465D-4CF0-A8F8-F2E6DDFA80E5 rate for the higher classification If the department head elects to make a temporary appointment to a vacant position, he/she they shall abide by the rules and regulations regarding temporary/acting appointments that have been adopted by the Personnel Board to implement the sections of the Santa Xxxxxx Municipal Code pertaining to temporary appointments. (See Exhibit B) C. If an eligible list exists for the vacant position, the department head shall attempt to appoint an employee from the eligible list at the earliest possible date, and the provisions of Subsection B. will apply to the employee assigned to cover the vacancy in any interim period. D. Nothing in this section requires the City to make temporary assignments of employees. E. Assignments to and from the situations described in this section are not promotions or demotions as described in the Municipal Code and are, therefore, not subject to appeal to the Personnel Board. An acting assignment will be based on merit, taking into account the qualifications and performance ratings of employees who are qualified for the acting assignment. All other things being equal, seniority (based on total City service) will be the deciding factor.