Common use of WORK OUTSIDE OF CLASSIFICATION Clause in Contracts

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. ‌ 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-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. 12.1 An intermittent employee who has not met the his/her 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 he/she has completed the minimum hours requirement. At that time, the employee he/she will be returned to his/her 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 basis, but acknowledge that demonstrated unwillingness to work may result in an employee being dropped from an out-of-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 he/she 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 his/her 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 his/her promotion becomes permanent.

WORK OUTSIDE OF CLASSIFICATION. 12.1 An intermittent employee who has not met the his/her 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 he/she has completed the minimum hours requirement. At that time, the employee he/she will be returned to his/her 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 basis, but acknowledge that demonstrated unwillingness to work may result in an employee being dropped from an out-of-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 he/she 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 Admissions Personnel Supervisor or Event Service Representative. In the absence of both, a line of progression shall be as established by policy of the Guest Services ManagerAdmissions Personnel Supervisor; provided, however, the Seattle Center Director or his/her 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. 12.1 An intermittent employee who has not met the his/her 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 he/she has completed the minimum hours requirement. At that time, the employee he/she will be returned to his/her 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 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 he/she 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 Admissions Personnel Supervisor or Event Service Representative. In the absence of both, a line of progression shall be as established by policy of the Guest Services ManagerAdmissions Personnel Supervisor; provided, however, the Seattle Center Director or his/her 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.