Higher Grade Level Clause Samples

The Higher Grade Level clause establishes the conditions under which an employee may be temporarily assigned to perform duties at a higher classification or grade than their usual position. Typically, this clause outlines the criteria for such assignments, the process for approval, and the compensation or benefits the employee is entitled to during the period of higher-level work. Its core function is to ensure fair treatment and appropriate remuneration for employees who take on additional responsibilities, while also providing clear guidelines for employers to manage temporary reassignments.
Higher Grade Level. Employees transferred or reassigned to a position at a higher grade level will be placed on two steps that provides the next highest pay level to that which the employee received in the previous position or be given previous experience defined in Article 18.
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Higher Grade Level. An employee assigned to a position at a higher grade level may be their current pay: 1. An employee on step 1 in their previous grade shall be placed at step 1 in the new grade. 2. An employee with 1 year of District experience on step 2 shall be placed at step 2 in the new grade. 3. One step will be added to all other employees from that placement. The District shall use the procedure (a) or (b) whichever results in a higher increase for the employee.
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Higher Grade Level. When a position is to a higher grade level, the employee will be entitled to a pay increase. The new base pay be no less than one full increment above his/her current pay, or the minimum of the new grade level, whichever is greater. The effective date of the increase will be pursuant to clauses or The employee’s performance review period and future increments will not be affected.
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Higher Grade Level. An employee assigned to a position at a higher grade level may be (a) placed on a step in the new grade based on their like experience related to the new job using the District placement procedure; or, (b) placed on the step closest to their current pay: 1. An employee on step 1 in their previous grade shall be placed at step 1 in the new grade. 2. An employee with 1 year of District experience on step 2 shall be placed at step 2 in the new grade. 3. One step will be added to all other employees from that placement. The District shall use the procedure (a) or (b) whichever results in a higher increase for the employee.
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Related to Higher Grade Level

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Formal Level 4.3.1 Level I Within twenty (20) working days after the occurrence of the act or omission giving rise to the grievance, the grievant must present his/her grievance in writing on the appropriate form to the immediate supervisor and forward an information copy to the Superintendent at Level II. The supervisor shall communicate his/her decision in writing to the grievant with copies to the CSEA President and the job site representative within ten (10) working days after receiving the grievance. Within the above time limits either party may request a personal conference. If the supervisor does not respond within the time limits, the grievant may appeal the next level. 4.3.2 Level II In the event the grievant is not satisfied with the decision at Level I, he/she may appeal the decision to the Superintendent or his/her designee within ten (10) working days. The appeal should include a copy of the original grievance; the decision rendered at Level I, and a clear concise statement of the reasons for the appeal. The Superintendent or his/her designee will communicate his decision in writing to the grievant with copies to the Supervisor Level I, the CSEA President, and the job site representative within ten(10) working days after receiving the appeal. Either the grievant or the Superintendent may request a personal conference within the above time limits. If the Superintendent does not respond within the time limits, the grievant may appeal to the next level. 4.3.3 Level III Mediation In the event the grievant is not satisfied with the decision at Level II, the grievant or the Executive Director of Human Resources may submit a written request to the Superintendent or designee that the grievance be referred to the California State Conciliation Service for mediation. The mediator shall meet with the parties and attempt to facilitate a resolution of the pending grievance. The mediator shall have no authority to issue an opinion or recommendation.

  • Level IV a. If the grievant is not satisfied with the disposition of his/her grievance at Level III, he/she may file the grievance within five (5) days of the Level III response for transmittal to the Board. b. The Board will hear the grievance at its next regularly scheduled meeting or a special meeting which has been called for that purpose. The Board shall transmit its written decision to the grievant within five (5) days of the meeting. The decision of the Board shall be final. Nothing in this section shall be construed so as to deny a grievant any appeal rights available under the law.