Common use of Working Out of Classification Clause in Contracts

Working Out of Classification. A) In the instance where a bargaining unit member is temporarily assigned to a higher classification, they will receive a pay rate adjustment if they work in the higher classification for a continuous period of two (2) weeks or more. The pay adjustment will increase the employee’s hourly rate of pay by ten percent (10%) or to the starting rate of pay for the higher classification, whichever is greater. The parties agree employees shall normally not be “temporarily assigned” for more than one hundred twenty (120) days in any twelve (12) month period, unless the parties mutually agree to a longer assignment. However, in a situation where a bargaining unit member is “temporarily assigned” to a higher classification due to illness, injury or some other approved leave of absence of another bargaining unit employee, the temporary assignment will last for the duration of the approved leave of absence. B) It is understood by the parties that if an assignment involves the bargaining unit member being assigned job duties that have a lower pay rate than their regular job classification, the bargaining unit member will be paid wages they earn in their regular job classification. C) In the instance where the bargaining unit member is assigned job duties, in accordance with Section 20.8 (A), on a continuous or permanent basis, and these job duties are of a higher classification, the University and the Union may mutually agree to permanently reclassify the bargaining unit member to the higher classification. Pay rates for reclassifications are addressed in Article 3.3 (A). D) When a bargaining unit member is assigned a higher classification, in accordance with 20.8 (A) or 20.8 (B), the University shall provide the directive/assignment to the bargaining unit member in writing before the work commences. E) Allegations of procedural impropriety should be immediately reported to Human Resources.

Working Out of Classification. A) In the instance where a bargaining unit member is temporarily assigned to a higher classification, they he/she will receive a pay rate adjustment if they work he/she works in the higher classification for a continuous period of two (2) weeks or more. The pay adjustment will increase the employee’s hourly rate of pay by ten percent (10%) or to the starting rate of pay for the higher classification, whichever is greater. The parties agree employees shall normally not be “temporarily assigned” for more than one hundred twenty (120) days in any twelve (12) month period, unless the parties mutually agree to a longer assignment. However, in a situation where a bargaining unit member is “temporarily assigned” to a higher classification due to illness, injury or some other approved leave of absence of another bargaining unit employee, the temporary assignment will last for the duration of the approved leave of absence. B) It is understood by the parties that if an assignment involves the bargaining unit member being assigned job duties that have a lower pay rate than their his/her regular job classification, the bargaining unit member will be paid wages they earn the wage that he/she earns in their his/her regular job classification. C) In the instance where the bargaining unit member is assigned job duties, in accordance with Section 20.8 (A14.12(A), on a continuous or permanent basis, and these job duties are of a higher classification, the University and the Union may mutually agree to permanently reclassify the bargaining unit member to the higher classification. Pay rates for reclassifications are addressed in Article 3.3 (A). D) When a bargaining unit member is assigned to a higher classification, in accordance with 20.8 (ASection 14.12(A) or 20.8 (B14.12(B), the University shall provide the directive/assignment to the bargaining unit member in writing before the work commences. E) The University may temporarily assign a non-bargaining unit member to a vacancy expected to be less than fourteen (14) weeks in duration. The University may fill any vacancy in this manner no more than once. F) Allegations of procedural impropriety should be immediately reported to Human Resources.

Working Out of Classification. A) In the instance where a bargaining unit member is temporarily assigned to a higher classification, they he/she will receive a pay rate adjustment if they work he/she works in the higher classification for a continuous period of two (2) weeks or more. The pay adjustment will increase the employee’s hourly rate of pay by ten percent (10%) or to the starting rate of pay for the higher classification, whichever is greater. The parties agree employees shall normally not be “temporarily assigned” for more than one hundred twenty (120) days in any twelve (12) month period, unless the parties mutually agree to a longer assignment. However, in a situation where a bargaining unit member is “temporarily assigned” to a higher classification due to illness, injury or some other approved leave of absence of another bargaining unit employee, the temporary assignment will last for the duration of the approved leave of absence. B) It is understood by the parties that if an assignment involves the bargaining unit member being assigned job duties that have a lower pay rate than their his/her regular job classification, the bargaining unit member will be paid wages they earn the wage that he/she earns in their his/her regular job classification. C) In the instance where the bargaining unit member is assigned job duties, in accordance with Section 20.8 (A14.12(A), on a continuous or permanent basis, and these job duties are of a higher classification, the University and the Union may mutually agree to permanently reclassify the bargaining unit member to the higher classification. Pay rates for reclassifications are addressed in Article 3.3 (A). D) When a bargaining unit member is assigned to a higher classification, in accordance with 20.8 (ASection 14.12(A) or 20.8 (B14.12(B), the University shall provide the directive/assignment to the bargaining unit member in writing before the work commences. E) The University may temporarily assign a non-bargaining unit member to a vacancy expected to be less than one hundred twenty (120) fourteen (14) daysweeks in duration. The University may fill any vacancy in this manner no more than once. F) Allegations of procedural impropriety should be immediately reported to Human Resources.

Working Out of Classification. A) In 11.1 Employees may be worked out of classification when it is necessary for the instance where a bargaining unit member is temporarily uninterrupted continuation of scheduled programs. 11.2 The City shall pay an employee assigned to a higher classification the minimum rate for that classification as provided in Schedule A or in the event his/her regular rate is higher than the minimum rate of the higher classification to which s/he is assigned, a rate three percent (3%) above such employee's regular rate. Such three percent (3%) differential shall be applied to the base rate until the employee attains the maximum rate. 11.2.1 If assigned to the classification at the beginning of the employee's shifts, s/he shall receive the higher rate for a minimum of four (4) hours, but if more than four (4) hours, s/he shall receive eight (8) hours. If an employee is assigned after the beginning of the shift and works four (4) hours or less, s/he shall receive a minimum of four (4) hours at the higher rate, and if s/he works more than four (4) hours s/he shall be paid the higher rate for the balance of the shift. 11.2.2 When it is necessary to work employees in a lower classification the City shall pay the employee his/her regular rate for his/her permanent classification. 11.2.3 When a classification within a department or bureau has been filled by temporary assignment for a period of thirty (30) days, they the City and the Union shall meet to determine if there is a vacancy for a full-time position. "Full-time" as used in this Article, means a position which has been budgeted on an annual basis, or to the end of the fiscal year. 11.3 When a Recreation Supervisor in charge of a facility is absent from work (on vacation, sick leave, leave of absence, etc.) for five or more consecutive work days (including holidays but excluding weekends), the City shall designate an employee as the person in responsible charge. A Recreation Coordinator I will receive a pay rate adjustment if they work in the higher classification for a continuous period “lead” premium of two (2) weeks or more. The pay adjustment will increase the employee’s 5% over their current hourly rate of pay by ten percent (10%) or to commencing with the starting rate of pay for the higher classification, whichever is greater. The parties agree employees shall normally not be “temporarily assigned” for more than one hundred twenty (120) days in any twelve (12) month period, unless the parties mutually agree to a longer assignment. However, in a situation where a bargaining unit member is “temporarily assigned” to a higher classification due to illness, injury or some other approved leave of absence of another bargaining unit employee, the temporary assignment will last for the duration first day of the approved leave of supervisor’s absence. B) It is understood 11.4 The City agrees that it will conduct timely examinations to provide the necessary eligible registers to fill the vacancies which occur in the classifications covered by the parties that if an assignment involves the bargaining unit member being assigned job duties that have this Agreement. No vacancy in a lower pay rate than their regular job classification, the bargaining unit member will full-time position covered by this Agreement shall be paid wages they earn in their regular job classification. C) In the instance where the bargaining unit member is assigned job duties, in accordance with Section 20.8 (A), filled on a continuous or permanent basis, and these job duties are temporary basis for longer than thirty (30) days unless the Bureau of a higher classification, the University and the Union may mutually agree Human Resources is unable to permanently reclassify the bargaining unit member to the higher classification. Pay rates for reclassifications are addressed in Article 3.3 (A). D) When a bargaining unit member is assigned a higher classification, in accordance with 20.8 (A) or 20.8 (B), the University shall provide the directive/assignment to the bargaining unit member in writing before the work commencesnecessary eligible register. E) Allegations of procedural impropriety should be immediately reported to Human Resources.

Working Out of Classification. The parties agree that the University shall retain the right to temporarily assign bargaining unit members to work out of classification pursuant to Article 14. A) In the instance where a bargaining unit member is temporarily assigned to a higher classification, they will receive a pay rate adjustment if they work in the higher classification for a continuous period of two (2) weeks or more. The pay adjustment will increase the employee’s hourly rate of pay by ten percent (10%) or to the starting rate of pay for the higher classification, whichever is greater. The parties agree employees shall normally not be “temporarily assigned” for more than one hundred twenty (120) days in any twelve (12) month period, unless the parties mutually agree to a longer assignment. However, in a situation where a bargaining unit member is “temporarily assigned” to a higher classification due to illness, injury or some other approved leave of absence of another bargaining unit employee, the temporary assignment will last for the duration of the approved leave of absence. B) It is understood by the parties that if an assignment involves the bargaining unit member being assigned job duties that have a lower pay rate than their regular job classification, the bargaining unit member will be paid wages they earn in their regular job classification. C) In the instance where the bargaining unit member is assigned job duties, in accordance with Section 20.8 (A), on a continuous or permanent basis, and these job duties are of a higher classification, the University and the Union may mutually agree to permanently reclassify the bargaining unit member to the higher classification. Pay rates for reclassifications are addressed in Article 3.3 (A). D) When a bargaining unit member is assigned a higher classification, in accordance with 20.8 (A) or 20.8 (B), the University shall provide the directive/assignment to the bargaining unit member in writing before the work commences. E) Allegations of procedural impropriety should be immediately reported to Human Resources. 20.9 The parties agree that position classifications will be assigned and reviewed and the classification plan maintained in accordance with any applicable provisions of ORC and OAC 124, including and any applicable rules of the Department of Administrative Services. Any bargaining unit member whose position is reviewed and/or reclassified retains the right to appeal the classification decision to the State Personnel Board of Review. The University will advise each bargaining unit member of theirhis/her right to seek such review as part of the notification of the classification decision. (See Section 15.14, Legal Leave.) Questions concerning position classification are not subject to the grievance procedure established in Article 9 (“Grievance Procedure”).

Working Out of Classification. A) In the instance where a bargaining unit member is temporarily assigned to a higher classification, they he/she will receive a pay rate adjustment if they work he/she works in the higher classification for a continuous period of two (2) weeks or more. The pay adjustment will increase the employee’s hourly rate of pay by five ten percent (10510%) or to the starting rate of pay for the higher classification, whichever is greater. The parties agree employees shall normally not be “temporarily assigned” for more than one hundred twenty (120) days in any twelve (12) month period, unless the parties mutually agree to a longer assignment. However, in a situation where a bargaining unit member is “temporarily assigned” to a higher classification due to illness, injury or some other approved leave of absence of another bargaining unit employee, the temporary assignment will last for the duration of the approved leave of absence. B) It is understood by the parties that if an assignment involves the bargaining unit member being assigned job duties that have a lower pay rate than their his/her regular job classification, the bargaining unit member will be paid wages they earn the wage that he/she earns in their his/her regular job classification. C) In the instance where the bargaining unit member is assigned job duties, in accordance with Section 20.8 (A14.12(A), on a continuous or permanent basis, and these job duties are of a higher classification, the University and the Union may mutually agree to permanently reclassify the bargaining unit member to the higher classification. Pay rates for reclassifications are addressed in Article 3.3 (A). D) When a bargaining unit member is assigned to a higher classification, in accordance with 20.8 (ASection 14.12(A) or 20.8 (B14.12(B), the University shall provide the directive/assignment to the bargaining unit member in writing before the work commences. E) The University may temporarily assign a non-bargaining unit member to a vacancy expected to be less than fourteen (14) weeks in duration. The University may fill any vacancy in this manner no more than once. F) Allegations of procedural impropriety should be immediately reported to Human Resources.