Working Out of Class. 33.1. Working-out-of-classification occurs when an employee in a regular position is
33.2. Working-out-of-classification assignments must occur in full day/shift increments.
33.3. While working-out-of-classification, the employee will receive a 5% working-out- of-classification pay premium. Any overtime earned while working-out-of-classification will include the 5% premium. Paid leave (e.g. vacation, sick, executive leave, bereavement) while working-out-of-classification shall be at the rate of the employee’s base position (without the 5%pay premium).
33.4. If a working-out-of-classification assignment exceeds 29 consecutive calendar days, the assignment will be converted prospectively to a special duty assignment.
Working Out of Class. (In accordance with Civil Service Rule 6-3.2, the parties cannot negotiate working out of class as it is a prohibited subject of bargaining.)
Working Out of Class. Section 1 Whenever an employee is requested to perform the tasks of a higher graded position that employee shall receive the rate of pay of that higher graded position or five percent (5%) above his/her regular rate of pay if the rate of pay for the higher graded position is less than five percent (5%) over and above that employee's regular rate of pay and his/her regular position whichever is greater for each and every hour worked in any higher grade during that contract year.
Section 2 An employee temporarily assigned to a lower graded position shall be compensated at the rate of pay received in his/her regularly assigned job grade.
Working Out of Class. An ESP authorized by his/her supervisor to perform work in a higher paying classification or grade than the grade of the position in which they perform their regular duties, shall receive additional compensation of two dollars and seventy-five cents ($2.75) per hour. The ESP shall be compensated for the actual hours worked in the higher classification. This provision does not apply when the ESP is assigned to perform duties as part of the Industrial Injury Light Duty Program.
Working Out of Class. A. New employees shall be provided a copy of their position description. When position descriptions are changed, employees shall be furnished a copy and shall be allowed to comment and propose changes.
B. If an employee believes that he/she has been assigned duties substantially beyond the scope of his/her current classification, and the assigned duties have been performed for more than four (4) working days, then the employee may file a grievance with the Agency designee. The grievance must state specifically the different duties performed, the higher classification that contains those duties and how those duties differ substantially from the ones normally assigned to the employee. The Agency designee will review the grievance filed, conduct an investigation if necessary, and issue a written decision, within fifteen (15) calendar days. If the duties are determined to be those contained in a classification with a higher pay range than that of the employee’s current classification, the monetary award will be approximately four percent (4%). If the higher level duties are of a permanent nature as agreed to by the Union and the Employer, the employee shall be reclassified to the higher classification. In no event shall the monetary award be retroactive prior to the date giving rise to the original grievance. If the duties are determined to be those contained in a classification with a lower pay range eighty percent (80%) or more of the time than that of the employee’s current classification: 1) the Director or designee shall issue an award to cease the assignment of the lower level duties, and take appropriate action to assign duties consistent with the employee’s current classification; or 2) the parties mutually agree to reclassify the employee to the lower level classification, the employee may be reassigned to the appropriate classification; or 3) if the duties cannot be assigned by the Employer, other actions, as appropriate, may be initiated under this Agreement. Management shall discuss options with the Union.
C. If the employee or the Union is not satisfied with the decision of the Agency director, or designee, they may appeal the decision to the Office of Collective Bargaining. This appeal must be filed within ten (10) calendar days of the employee’s receipt of the Agency director or designee’s decision.
1. After receipt of such grievance, the Deputy Director of the Office of Collective Bargaining, or designee, shall investigate and issue a decision ...
Working Out of Class. When an employee is directed by his/her supervisor to perform duties of an established position of higher classification for any period of time which exceeds five (5) working days within a fifteen (15) calendar day period, the employee's salary will be adjusted upward for the entire period required to work out of class, to an amount equal to the first step of the higher salary range, or by an amount which provides an increase of one (1) step above the employee's present salary, whichever is greater.
Working Out of Class. 1. OUT-OF-CLASS It is the policy of the City to provide employees with working out-of-class (WOC) opportunities because of a temporary position vacancy. Payment will be effective beginning the first full day of working out of class regardless of the length of assignment. Any person assigned to work out- of-class shall receive 7.50% or the bottom of the range of the WOC classification, whichever is greater. If 7.50% exceeds the top of the range, then it will be a flat 5.00% or top of the WOC range whichever is greater. Existing permanent differential/fringes processed on a Personnel Action Form (PAF) will be added back onto the salary base in addition to any new differentials/fringes that may apply to the WOC position for all affected employees.
Working Out of Class. 14.01 An Employee will receive a pay increase when he/she works more than 50% of the time in a job assignment which has a higher pay range once he has accumulatively completed five (5) full days working in the higher classification. The increase will be to the entry rate of the job classification in which the employee is working, or 5%, whichever is greater. Although working out of class pay will not be provided for those initial five days, the employee will receive the higher rate when assigned to that classification in the future. The Department director or a designee shall specifically assign out-of-class work in each individual case. Employees may not authorize out-of- class work for themselves. Working out-of-classification will not provide any automatic job rights to the position should it become vacant.
14.02 Any on-the-job training programs designed to upgrade employee's skills, shall not be construed to mean working out-of-class.
14.03 A non-exempt employee who is authorized to work out-of-class and performs overtime work in a higher classification shall be compensated at the overtime rate as provided for in Section 11.
Working Out of Class. Whenever an employee is requested to perform the tasks of a higher graded position that employee shall receive the rate of pay of that higher graded position or five percent (5%) above his/her regular rate of pay if the rate of pay for the higher graded position is less than five percent (5%) over and above that employee's regular rate of pay and his/her regular position whichever is greater for each and every hour worked in any higher grade during that contract year.
Working Out of Class. An Employee who is assigned work in a higher classification for a period of eight (8) or more hours in one week shall be paid within the range of the higher classification that ensures an increase to a step that is at least 3.5% of their actual salary or placed at the step at the higher salary range minimum, whichever is greater (e.g., an employee who is at Step 7E will be placed at Step 9E).
