WORK OUTSIDE OF CLASSIFICATION.
16.1 Work out of class is a management tool, the purpose of which is to complete essential public services whenever an employee is assigned by proper authority to perform the normal, ongoing duties of and accept responsibility of a position. When the duties of a higher-paid position are clearly outside the scope of an employee’s regular classification for a period of three (3) hours or longer in any one (1) work week, the employee shall be paid at the out-of-class rate while performing such duties and accepting such responsibility. The out-of-class rate shall be determined in the same manner as for promotion and shall be paid for only actual hours worked. “Proper authority” shall be a supervisor who has been designated the authority by a manager or director directly above the position that is being filled out of class and who has budget management authority of the work unit. The City has the sole authority to direct its supervisors as to when to assign employees to a higher class. Employees must meet the minimum qualifications of the higher class and must have demonstrated or be able to demonstrate their ability to perform the duties of the class. The City may work employees out of class across bargaining unit jurisdictions for a period not to exceed six (6) continuous months for any one position. The six (6) month period may be exceeded under the following circumstances: (1) when a hiring freeze exists and vacancies cannot be filled; (2) extended industrial or off-the-job injury or disability; (3) when a position is scheduled for abrogation; or (4) a position is encumbered (an assignment in lieu of a layoff; e.g., with the renovation of the Seattle Center Coliseum). When such circumstances require that an out-of-class assignment be extended beyond six (6) months for any one position, the City shall notify the Union or Unions that represent the employee who is so assigned and/or the body of work that is being performed on an out-of-class basis. After nine (9) months, the Union that represents the body of work being worked out of class must concur with any additional extension of the assignment. The Union that represents the body of work will consider all requests on a good-faith basis.
16.1.1 When an employee is assigned to perform out-of-class duties in the same title for a total of twelve (12) months (each 2,088 hours) of actual service, they will receive one step increment in the higher paid title; provided that they have not received a step increment...
WORK OUTSIDE OF CLASSIFICATION. Whenever an employee is assigned by proper authority to perform the normal, ongoing duties of and accept responsibility of a higher- paid position when the duties of the higher position are clearly outside the scope of an employee's regular classification for a period of three (3) consecutive hours or longer, they will be paid at the out-of-class salary rate while performing such duties and accepting such responsibility. The out-of-class salary rate will be determined in the same manner as for a promotion. "Proper authority" will be a supervisor, manager or director directly above the position, which is being filled out of class, who has budget management authority of the work unit as determined by the Court Administrator. Employees must meet the minimum qualifications of the higher class, and must have demonstrated or be able to demonstrate their ability to perform the duties of the class.
5.9.1 If an employee is assigned by proper authority or designee pursuant to Section 5.9 to perform the duties of a higher classification on a continuous basis in excess of sixty
WORK OUTSIDE OF CLASSIFICATION. 9.1 Whenever an employee is assigned by the department head or designee to perform the normal ongoing duties of and accept responsibility of a position when the duties of the position are clearly outside of the scope of an employee's regular classification for a period in excess of eight (8) consecutive hours or longer, he/she shall be paid at the out-of-class salary rate while performing such duties and accepting such responsibility. The out- of-class salary rate shall be determined in the same manner as for a promotion.
9.2 The department head or designee may temporarily assign an employee to perform the duties of a lower classification without a reduction in pay.
9.3 An employee temporarily assigned to perform the duties of a lower classification primarily for the benefit of the employee shall be paid at the rate of the lower classification.
9.4 When an out of class opportunity becomes available in the bargaining unit, management will send an e-mail to all bargaining unit members describing the out of class opportunity. The e-mail will include a deadline by which employees must express their interest in the opportunity. If the out of class assignment is two weeks or less, the opportunity will be offered only to Local 17 members in the Probation Division who either currently work or have previously worked in the specific unit where the out of class opportunity exists.
9.5 If an employee is assigned by the department head or designee, pursuant to this Article, to perform all of the duties of a higher classification on a continuous basis in excess of sixty (60) calendar days, he/she thereafter, while still assigned at the higher level, will be compensated for vacation and holidays at the rate of the assigned higher classification. Any sick leave taken in lieu of working a scheduled out-of-class assignment must be paid at the same rate as the out-of-class assignment. Such paid sick leave shall count towards salary step placement for the out-of-class assignment or in the event of a regular appointment to the out-of-class title within 12 months of the out- of-class assignment.
9.6 The Employer shall have the sole authority to direct its supervisors as to when to assign employees to a higher classification. Employees must meet the minimum qualifications of the higher class and must have demonstrated or be able to demonstrate their ability to perform the duties of the class. The Employer may work employees out-of-class across bargaining unit jurisdictions for a...
WORK OUTSIDE OF CLASSIFICATION. During the duration of this agreement the City and Union agree to discuss the current processes and procedures of Out of Classification assignments.
WORK OUTSIDE OF CLASSIFICATION. Out-of-Class is a management tool, the purpose of which is to complete essential public services. Whenever an employee is assigned by the department head or designee to perform the normal ongoing duties of and accept responsibility of a position when the duties of the position are clearly outside of the scope of an employee's regular classification for a period of four (4) consecutive hours or longer, the employee shall be paid at the out-of-class salary rate while performing such duties and accepting such responsibility. The out-of-class salary rate shall be determined in the same manner as for a promotion.
WORK OUTSIDE OF CLASSIFICATION. A. All assigned work performed in a higher paid classification will be paid a minimum of two hours at the rate of the higher paid classification. When an Employee is assigned such work for more than two hours up to and including four hours, s/he will be paid at such rate for four hours. When an Employee is assigned such work for more than four hours, s/he will be paid at such rate for eight hours and will be paid at the overtime rate for such classification, if applicable, for time in excess of eight hours.
B. If an Employee is assigned work in a lower paid classification, such Employee shall not suffer any reduction in wages. However, an Employee who accepts a temporary appointment to a lower paid position shall receive the wage rate for such lower paid position.
WORK OUTSIDE OF CLASSIFICATION. 12.1 An intermittent employee who has not met the annual minimum hours quota, as defined in the Dispatch Procedure Memorandum of Understanding, and who remains on the seniority list will not be given seniority priority for out of classification assignments until the employee has completed the minimum hours requirement. At that time, the employee will be returned to normal seniority position for out of classification work.
12.2 Employees on out of classification lists need to demonstrate a willingness to work in such position(s). Employees who do not demonstrate such willingness will be notified in accordance with the notification procedures in the Dispatch Procedure Memorandum of Agreement. The parties agree that all cases will be considered on a case-by-case basis but acknowledge that demonstrated unwillingness to work may result in an employee being dropped from an out-of-class list(s).
12.3 Whenever an employee is assigned by proper authority to perform all of the duties and accept all of the responsibility of an employee at a higher-paid classification for at least one hour or longer, the employee shall be paid at the rate established for such classification while performing such duties and accepting such responsibility. Proper authority shall be a supervisory employee in the line of organization which shall normally be the Head Xxxxx or an Events Service Representative. In the event a supervisor's position is to be filled, proper authority shall be the Guest Services Manager or Event Service Representative. In the absence of both, a line of progression shall be as established by policy of the Guest Services Manager; provided, however, the Seattle Center Director or designee shall have the sole authority to direct Supervisors or Events Service Representatives as to when to assign employees to a higher classification.
12.4 An employee who is worked out of classification or who is promoted on an interim basis from a classification falling under this bargaining unit to another bargaining unit shall remain under the jurisdiction of this bargaining unit until such time as the employee’s promotion becomes permanent.
WORK OUTSIDE OF CLASSIFICATION. 14 In circumstances where a Classified Bargaining Unit Member is working 15 temporarily for short periods of time or on a day-to-day basis in a position in a higher job 16 classification other than his/her own with the expectation by the supervisor that the
WORK OUTSIDE OF CLASSIFICATION. 8.1 Whenever an employee is assigned by the department head or designee to perform the normal ongoing duties of and accept responsibility of a position when the duties of the position are clearly outside of the scope of an employee's regular classification for a period in excess of eight (8) consecutive hours or longer, they will be paid at the out-of-class salary rate while performing such duties and accepting such responsibility. The out-of-class salary rate will be determined in the same manner as for a promotion.
8.2 The department head or designee may temporarily assign an employee to perform the duties of a lower classification without a reduction in pay.
8.3 An employee temporarily assigned to perform the duties of a lower classification primarily for the benefit of the employee will be paid at the rate of the lower classification.
8.4 If an employee is assigned by the department head or designee, pursuant to this Article, to perform all of the duties of a higher classification on a continuous basis in excess of sixty (60) calendar days, they thereafter, while still assigned at the higher level, will be compensated for vacation, and holidays at the rate of the assigned higher classification. Any sick leave taken in lieu of working a scheduled out-of-class assignment must be paid at the same rate as the out- of-class assignment. Such paid sick leave will count towards salary step placement for the out-of-class assignment or in the event of a regular appointment to the out-of-class title within 12 months of the out-of-class assignment.
8.5 The Employer will have the sole authority to direct its supervisors as to when to assign employees to a higher classification. Employees must meet the minimum qualifications of the higher class and must have demonstrated or be able to demonstrate their ability to perform the duties of the class. The Employer may work employees out-of-class across bargaining unit jurisdictions for a period not to exceed six (6) continuous months. The six (6) month period may be exceeded under the following circumstances: (1) when a hiring freeze exists and vacancies cannot be filled; (2) extended industrial or off-the-job injury or disability; (3) when a position is scheduled for abrogation; or (4) a position is encumbered (an assignment in lieu of a layoff; e.g., with the renovation of the Seattle Center Coliseum). When such circumstances require that an out-of-class assignment be extended beyond six (6) months, the Employer will no...
WORK OUTSIDE OF CLASSIFICATION. 12.1 Out-of-class assignments shall be made in accordance with Personnel Rule 3.5 (“Out- of-Class Assignments”) and the City Light policies entitled, “Out-of-Class Assignment Authorization/Extension Request Process” and “Discipline and Out-of- Class/Promotions Eligibility Policy.”
12.2 When circumstances require that an out-of-class assignment be extended for more than six (6) months for any one position, the City shall notify the Union that represents the position being filled out-of-class.
