WORK IN A HIGHER Clause Samples

WORK IN A HIGHER. CLASSIFICATION Any employee who is required by their immediate supervisor to perform the duties of a higher classification for a shift or within a shift will be paid the higher classification pay rate for those hours.

WORK IN A HIGHER. CLASSIFICATION The Employer may provide opportunities for and require “cross-training.” The intent of cross training is to allow an employee to work in another unit or job classification to assist the employee to increase their effectiveness in their present position and to provide opportunities to employees to obtain skills, knowledge and abilities which may improve their chances for career advancement or qualification for other positions. The Employer shall not use “cross-training” for more than two

WORK IN A HIGHER. Paid Position: When a current employee is directed by the Supervisor to perform duties regularly performed by a higher-paid classification or higher-paid position, such employee shall receive a higher rate of compensation during that time. The employee shall be paid at the same step on the higher-paid classification as they are on in their normal classification. All work of this type must be pre-approved by the Supervisor or Principal, prior to time worked.

WORK IN A HIGHER. CLASSIFICATION‌ Employees required to work in a higher classification shall be paid the higher rate of pay for all hours worked in that classification.

WORK IN A HIGHER. Classification Whenever a supervisor instructs 28 an employee to replace another employee in a higher classification and perform 29 such work for more than one (1) shift, the employee shall be paid for all such 30 work at the rate of pay assigned to the higher classified work in the appropriate 31 step, according to the promotional policy, if any.

WORK IN A HIGHER. Classification Whenever an employee must be replaced by 9 another employee(s) for a period of four (4) shifts within a thirty (30) day period and 10 such employee(s) assigned to perform the work is normally assigned to work in a 11 lower classification, that employee(s) will be paid for all shifts worked at the rate 12 assigned to the higher classification in the appropriate step according to the 13 promotional policy, if the employee(s) in fact performs a majority of the principal 14 duties of the higher classification. Provided, further, however, that the amount of 15 payment for acting as temporary supervisor shall be in accordance with existing

WORK IN A HIGHER. CLASSIFICATION.‌ No employee may perform duties of a higher classification unless directed by the proper authority. When so directed, the employee shall be paid at the rate of such classification, at their current step, for the time spent performing those duties. Employees assigned duties of a lower classification shall receive their normal wage rate for all such work. Employees requested to fill in for a mobile manager in K-5 to K-8 positions shall be paid at a K-10 range for the hours worked in that position. Employees, other than mobile managers already at K-10 level or above, who are asked to fill in for a mobile manager shall receive an additional fifty cents ($0.50) per hour.

WORK IN A HIGHER. CLASSIFICATION Employees who are temporarily assigned to duties which are clearly beyond the scope of their classification for more than two (2) continuous workweeks or over 10-working days on an intermittent basis for a defined period of time, and the Board of County Commissioners or designee has authorized this temporary assignment, shall receive at least a five percent (5%) salary increase for the duration of the continuous temporary assignment, or daily for each day of an intermittent temporary assignment; there is no established maximum to the salary increase. Upon prior approval by the Director or designee, employees who are temporarily assigned to a Crew Chief position(s) for periods of one (1) or more days, shall receive a five percent (5%) increase to their hourly rate during the temporary assignment commencing from the first day of work.

WORK IN A HIGHER. CLASSIFICATION Employees assigned by their Department Director or the City Manager to assume the full range of responsibilities of a higher-level position in a temporary capacity for at least ten (10) continuous working days shall receive Out-of-Class Pay commencing from the first such day worked. Pay shall be at the “A” step of the higher pay range, or at the lowest step which gives the employee a 5 percent pay increase, whichever is greater, and shall not exceed the top step of the higher pay range. However, the City Manager may authorize out-of-class pay above the top step of the higher pay range in exceptional circumstances. The City will utilize a fair and competitive process to determine who will receive out-of-class opportunities, commensurate with the length of the assignment. Out-of-Class Pay shall be awarded due to a position vacancy created by separation from Employer employment, extended illness, injury, or maternity leave of the incumbent. Management retains the right to determine whether or not to fill vacant positions with temporary appointments. If the out-of-class assignment is from a bargaining unit position to a management and confidential (MAC) position, the following shall apply: A. The employee will assume all duties and responsibilities of the higher classification position, including duties associated with management and confidential elements of the position. B. The employee will remain in the bargaining unit and will be covered by all provisions of this Agreement. The employee’s benefits will continue to be consistent with those offered to AFSCME employees. The employee’s FLSA exempt status will be consistent with the FLSA exempt status of the out-of-class position. C. The employee will have return rights to the position held prior to taking on the out-of- class assignment for the duration of the out-of-class assignment. The Employer also has the right to return the employee to their prior position at any time during the duration of the out-of-class assignment.