Higher Level Pay Sample Clauses

The Higher Level Pay clause establishes the conditions under which an employee is entitled to receive compensation at a rate higher than their standard pay, typically when temporarily performing duties of a higher classification or position. In practice, this clause outlines the eligibility criteria, such as the minimum duration of acting in the higher role and the approval process required for the pay adjustment. Its core function is to ensure fair compensation for employees who take on additional responsibilities, thereby promoting equity and incentivizing flexibility within the workforce.
Higher Level Pay. An employee who is detailed to higher level work shall be paid at the higher level for time actually spent on such a job. An employee’s higher level rate shall be determined as if the employee were promoted to the position at the minimum rate for such promotion. An employee temporarily assigned or detailed to a lower level position shall be paid at the employee’s authorized regular rate of pay.
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Higher Level Pay. In the event a PSE is temporarily assigned to a higher- level position, such employee will be paid at the higher- level only for the time actually spent on such job. This language should not be construed to encourage the Postal Service to temporarily assign such employees to higher- level positions. When the opportunity exists for higher- level assignment, the principle of preference for career employees over PSEs should be utilized. PSEs will not be assigned to higher-level assignments within function four (e.g., LSSA, Bulk Mail Tech, Special Postal Clerk, Lead Clerk), except when no career employee is available.
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Higher Level Pay. An employee who is detailed to higher level work shall be paid at the higher level for time actually spent on such job. An employee’s higher level rate shall be determined as if promoted to the position. An em- ployee temporarily assigned or detailed to a lower level position shall be paid at the employee’s own rate. [See Memo, page 147]
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Higher Level Pay. 39 Employees required to perform the duties and responsibilities regularly performed by a higher paid level 40 Association employee shall receive compensation according to Section 18.3 for the higher paid position 41 during that temporary time retroactive to the first day. It is recognized that on limited occasions more 42 than one (1) employee may be covering these duties and, in this case, employees will receive the higher 43 pay for the hours they worked at the higher level position. 44
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Related to Higher Level Pay

  • 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.

  • Maximum Compensation There is a maximum compensation for this Agreement and a separate maximum compensation for each Approved Service Order.

  • Benefit Level The primary care clinics available through each plan administrator are assigned a Benefit Level. The Benefit Levels are outlined in the benefit chart below. Primary care clinics may be in different Benefit Levels for different plan administrators. Family members may be enrolled in clinics that are in different Benefits Levels. Employees and their dependents may change to clinics in different Benefit Levels during the annual open enrollment. Employees and their dependents may also elect to move to a clinic in a different Benefit Level within the same plan administrator up to two (2) additional times during the plan year. Unless the individual has a referral from his/her primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled.

  • Maximum Total Compensation Subsection 10.1 is amended to Increase Decrease the Maximum Total Compensation from $ to $ .

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains the existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation. 2. If the employee chooses to vacate the position or does not meet the skills and abilities requirements of the position, the layoff procedure specified in Article 31 of this Agreement applies.