Filling Position Out Of Classification (FPOC Clause Samples

The Filling Position Out Of Classification (FPOC) clause allows an employer to temporarily assign an employee to perform duties outside their regular job classification. Typically, this clause outlines the conditions under which such assignments can occur, such as duration limits, eligibility criteria, and any adjustments to compensation or benefits during the assignment. Its core practical function is to provide flexibility in workforce management, enabling the organization to address short-term staffing needs or cover for absent employees without permanently altering job classifications.
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Filling Position Out Of Classification (FPOC. Every employee assigned to and working in a classification with a salary schedule above that of the employee's regularly assigned position as the result of special departmental need shall be paid while so assigned at a step within the range for the higher classification after serving eighty
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Filling Position Out Of Classification (FPOC. Every regular employee assigned to and working in a classification with a salary range above that of the employee's regularly assigned position as the result of special departmental need shall be paid while so assigned at a step within the range for the higher classification. When an employee is assigned and performs the duties of the higher classification, the employee shall be placed at the next salary step that is at least five percent (5%) above the base pay rate of his/her regular classification, provided that no employee will be placed at a rate higher than the fifth step, nor lower than the first step of the salary range for the classification the employee is filling out of classification. Probationary employees are not eligible to fill a position out of classification. To be eligible for compensation for filling a position out of classification, the employee has to meet the criteria for the higher classification and be capable of performing those specific tasks which he/she will be performing during this acting time and which differentiates it from the lower classification. An employee assigned to fill a position out of classification shall not acquire status or credit for service in the higher class and may be returned to his/her regular position at any time. An employee receiving FPOC pay shall not receive the higher salary when on vacation or sick leave for two weeks or longer. 1. Where an employee is assigned to fill a position out of classification with less than two weeks notice, the FPOC can be approved (and the employee is then authorized to be paid) by an email where the Department Head approves it. The employee will not be required to perform the FPOC work until he/she receives written approval (in the form of an email from the Department Head) authorizing the work and pay. 2. Where the employee is assigned to fill a position out of classification with more than two weeks notice (i.e., the FPOC work will be performed more than two weeks after the request is made) the process for approval requires that established departmental procedures are followed and authorization from the department head or designee is obtained. This requires the completion and approval of the necessary personnel forms (personnel action form and FPOC request form) submitted to Human Resources. The parties agree that to the extent permitted by law, the compensation for FPOC is special compensation for “classic member” employees as defined in Exhibit C to this MOU and s...
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Filling Position Out Of Classification (FPOC. Every employee assigned to and working in a classification with a salary range above that of the employee's regularly assigned position shall receive FPOC pay. as the result of special departmental need shall be paid while so assigned at a step within the range for the higher classification. When an employee is eligible for FPOC and is assigned and performs the duties of the higher classification, the employee shall be placed at the step of the higher classification which is at least 5% above the pay step of his/her regular classification, provided that no rate higher than the fifth step, nor lower than the first step of the salary schedule is provided. Probationary employees are not eligible to fill a position out of classification. 1. Where an employee is assigned to fill a position out of classification with less than two weeks notice, the FPOC can be approved (and the employee is then authorized to be paid) by an email where the Department Head approves it. The employee will not be required to perform the FPOC work until he/she receives written approval (in the form of an email from the Department Head) authorizing the work and pay.
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Related to Filling Position Out Of Classification (FPOC

  • Working Out of Classification Whenever an employee is assigned the principal duties and responsibilities of an employee in a higher classification for a single shift or greater period of time, that employee shall be paid a minimum of three (3) steps above their present salary, or shall receive the salary at the bottom of the range for the classification which they are working in, whichever is greater, for all such time worked.

  • Work Out of Classification (a) When an employee is assigned for a limited period to perform the duties of a position at a higher level classification for more than ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules), the employee shall be paid five percent (5%) above the employee’s base rate of pay or the first step of the higher salary range, whichever is greater. When assignments are made to work out-of-classification for more than ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules), the employee shall be compensated for all hours worked beginning from the first day of the assignment for the full period of the assignment. When an employee is assigned to work out-of- classification pending approval of a reclassification upward, the employee will be paid at the next higher rate of pay or first step of the higher salary range, whichever is greater. Agencies may provide an additional five percent (5%) differential if the work out-of-class would not result in additional compensation for the employee. Agencies must document the reasons for the exception. (b) An employee performing duties out-of-classification for training or developmental purposes shall be informed in writing of the purpose and length of the assignment during which there shall be no extra pay for the work. A copy of the notice shall be placed in the employee’s file. (c) An employee who is underfilling a position shall be informed in writing that they are an underfill, the reasons for the underfill, and the requirements necessary for the employee to qualify for reclassification to the allocated level. Upon gaining regular status and meeting the requirements for the allocated level of the position, the employee shall be reclassified. (d) Assignments of work out-of-classification shall not be made in a manner which will subvert or circumvent the administration of this Article.

  • Client Classification 7.1. We shall not have an obligation to treat our clients in different classes depending on their knowledge and expertise.

  • 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.

  • Classification Review Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the Alliance. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, changes in their job responsibilities, duties and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results, as determined by the Assessment Team, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they so choose shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationale.