Work in a Higher or Lower Position Sample Clauses

Work in a Higher or Lower Position a. Employees regularly assigned to perform work in more than one position (except for rest period and meal relief) shall be paid based on the number of hours worked in each classification. Employees who are temporarily assigned to work in a higher-classification and assume all the responsibilities of that higher classification will receive the rate of pay for their normal classification for the first ten (10) days. If their temporary assignment to the higher classification lasts longer than ten (10) days, they shall receive the rate of the higher classification, but not less than five percent (5%) above the pay rate for their normal position, retroactive to the beginning of the temporary assignment. Employees temporarily assigned to work in a lower classification shall maintain their existing rate of pay. If the temporary assignment exceeds three (3) months the parties agree to meet to discuss. b. If an Employee or the Union Representative believes an Employee has been assigned temporarily to perform work outside of the Employee’s classification, the Union may request a meeting with the Human Resources Director or designee. The Human Resources Director or their designee will meet with the Union and/or the Employee. At the meeting, the Union will propose a wage rate to compensate the Employee for the out of classification work being performed. If COFAM and the Union agree to a work-out-of-class wage rate that rate will be applied to all hours worked in the temporary assignment retroactive to the date the Union requested the meeting. If the parties do not agree, the Union may utilize the grievance and arbitration procedures of this Agreement. c. Employees who are temporarily reassigned to work in another classification will continue to accrue hours in their regularly assigned classification for purposes of calculating seniority and step increases. d. All reclassification requests not involving temporary assignments will be submitted to the Human Resources Director or their designee on a timely and as needed basis.
Sample 1
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Related to Work in a Higher or Lower Position

  • Bilingual Differential When formally assigned in the employee’s position description, an employee assigned to interpret to or from another language to English will receive a differential of five percent (5%) of base pay.

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  • New Position An approved position not reflected in the current year budget complement.

  • Supervisory Differential Adjustment The Appointing Officer shall adjust the compensation of a supervisory employee whose compensation grade is set herein subject to the following conditions:

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • Protective Footwear Effective January 1, 2014, and on that date for each subsequent calendar year, the Hospital will provide $120 per calendar year to each full-time and each regular part-time employee who is required by the Hospital to wear safety footwear during the course of his duties. The employees who will be required to wear safety footwear will be negotiated locally and set out in the Local Provisions Appendix. Note: The existing central language designating the classifications of employees which are deemed to require appropriate safety footwear shall be transferred to the local appendix.

  • Work in Progress Upon any such early termination of the license granted hereunder in accordance with this Agreement, Licensee shall be entitled to finish any work-in-progress and to sell any completed inventory of a Licensed Product covered by such license which remain on hand as of the date of the termination, so long as Licensee pays to Scripps the royalties applicable to said subsequent sales in accordance with the terms and conditions as set forth in this Agreement, provided that no such sales shall be permitted after the expiration of six (6) months after the date of termination.

  • Return to Position Upon return from FMLA leave, the employee shall be returned to the same or equivalent position in the same class and work location, including the same shift or equivalent schedule, unless the University and the employee agree in writing to other conditions and terms under which such leave is to be granted.

  • Weekend Differential Employees assigned to State institutions other than Maine State Prison shall be eligible for a weekend differential of fifty cents ($.50) per hour to the base for shifts beginning between 10:00 p.m. Friday and 9:59 p.m.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

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