Work Above Class Clause Samples
The "Work Above Class" clause defines the terms under which an employee may be assigned duties or responsibilities that are typically associated with a higher job classification than their current position. In practice, this clause outlines when and how an employee can be temporarily required to perform higher-level tasks, and it often specifies the conditions for additional compensation or recognition during such assignments. Its core function is to ensure fairness and transparency when employees are asked to take on greater responsibilities, preventing disputes over pay or expectations and clarifying the process for both management and staff.
Work Above Class. A department head may temporarily assign any employee to perform duties normally assigned to a classification with a higher salary without changing the salary of such employee provided the temporary assignment does not exceed five (5) work days in a thirty (30) calendar day period or twenty (20) work days in a one hundred and eighty (180) calendar period. If an employee is assigned to a classification with a higher salary range for more than five (5) work days in a thirty (30) calendar day period or twenty (20) work days in a one hundred and eighty (180) calendar period, the employee shall be compensated, beginning with the sixth day of such above-class assignment, at an amount equal to what the employee would receive if promoted to the higher class, or 5% if no class exists. Such assignment must receive approval of the Director of Human Resources. Assignments to cover routine vacation or sick leave absences will not be approved. Vacation or sick leave absences in excess of two weeks shall not be considered routine. Employees who are being paid for working in a higher classification are not eligible for merit increases in the higher classification. Whenever an employee working in a higher classification receives a merit increase in the employee's regular classification or the employee's regular salary is otherwise increased or decreased, the employee's pay for working above class shall be adjusted so that the employee continues to be compensated at the rate specified above.
Work Above Class. The General Manager or designee may temporarily assign any employee to perform duties normally assigned to a classification with a higher salary without changing the salary of such employee provided the temporary assignment concludes at the end of the fiscal year and does not exceed twenty (20) work days in a one hundred and eighty (180) calendar day period. If an employee is assigned to a classification with a higher salary range for a period of time exceeding this, the employee shall be compensated, beginning with the 21st work day of such above-class assignment, at an amount equal to what the employee would receive if promoted to the higher class or 5% if no class exists. Employees who are being paid for working in a higher classification are not eligible for merit increases in the higher classification. Whenever an employee working in a higher classification receives a merit increase in the employee’s regular classification or the employee’s regular salary is otherwise increased or decreased, the employee’s pay for working above class shall be adjusted so that the employee continues to be compensated at the rate specified above.
Work Above Class. The City shall encourage training of employees for advancement by providing the opportunity to work above class to each eligible employee who desires such opportunity. For purposes of the provision, ‘eligible employee’ refers to an employee in the same class series who is qualified to perform the class duties. For purposes of the provision, the reference to training does not require the City to offer or conduct any specific informal or formal instruction. The City agrees to provide out of class compensation after the completion of more than 10 consecutive days of working out of class or more than 20 accumulative days of working out of class per fiscal year. Out of class compensation is to be a minimum salary increment of 5 percent or the lowest step of the higher range, whichever is greater. Where no class exists, the Employee and/or SEIU shall submit a request for the 5% consideration. Employees who are working out of class shall be able to initiate a job review/re-classification to determine if their duties have changed significantly to warrant a new job description.
Work Above Class. A department head may temporarily assign any employee to perform duties normally assigned to a classification with a higher salary without changing the salary of such employee provided the temporary assignment does not exceed five (5) work days in a thirty (30) calendar day period or twenty
Work Above Class. The manager, or designee, may temporarily assign any employee to perform duties normally assigned to a classification with a higher salary without changing the salary of such employee provided the temporary assignment does not exceed fifteen (15) works days in a thirty (30) day calendar period. If an employee is assigned to a classification within a higher salary range for more than fifteen (15) days the employee shall be compensated on the 16th day at the amount equal to what the employee would receive if promoted to a higher class, or 5% if class does not exists. Such assignment must receive approval of the manager or designee. Assignments to cover routine time off or vacations may not be considered as working out of class when doing ‘di minimums’ duties such as checking email and responding to general day to day questions. The employee must be completing the full functions of the job or performing duties above their salary range at least fifty one percent (51%) of the time.