WORK OUT OF RANK Sample Clauses

The "Work Out of Rank" clause defines the conditions under which an employee may be temporarily assigned to perform duties outside their usual job classification or rank. Typically, this clause outlines the process for such assignments, including eligibility, duration, and any additional compensation or benefits the employee may receive while working out of rank. For example, a junior employee might be asked to fill in for a supervisor during an absence and receive a pay differential for the period. The core function of this clause is to ensure fair treatment and compensation for employees who take on higher-level responsibilities temporarily, while also providing the employer with flexibility to address staffing needs.
WORK OUT OF RANK. Section 30.1. For the purpose of this section only, the Patrol Bureau and the Detective Bureau will be counted as two (2) separate bureaus. When it is deemed necessary by the Chief of Police or his designee that an upgrading is necessary, the upgraded position will be made from within the ranks of the affected division (Patrol or Detective Bureau). The bargaining unit member receiving the temporary upgrade shall be paid at the appropriate rate of pay for that upgraded position. Section 30.2. The Patrol Division Deputy Chief may, if he believes it is in the best interest of the Police Division, order a Sergeant to cover a shift. Otherwise, after all Division Sergeants have been afforded an opportunity to cover the shift, the Deputy Chief may appoint an OIC, by seniority, from the pool of working patrol officers for the portion of a shift not covered.
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WORK OUT OF RANK. Section 30.1. For the purpose of this section only, the Patrol Bureau and the Detective Bureau will be counted as two (2) separate bureaus. When it is deemed necessary by the Chief of Police or his designee that an upgrading is necessary, the upgraded position will be made from within the ranks of the affected Bureau (Patrol or Detective). The bargaining unit member receiving the temporary upgrade shall be paid at the appropriate rate of pay for that upgraded position. Section 30.2. A vacant Sergeant position of a patrol unit will be covered by a Sergeant. The immediately preceding duty/street Sergeant and the immediately subsequent duty/street Sergeant will be offered the first opportunity, in that order, to cover the shift or a portion of the shift in an overtime capacity. For example: If the team three Sergeant is scheduled off, the team one Sergeant has the first opportunity to cover the shift. If that Sergeant elects to decline the shift, it will be offered to the team six Sergeant. If either immediately preceding duty/street Sergeant and the immediately subsequent duty/street Sergeant elects not to provide coverage, the portion of the shift which remains unsupervised , shall be offered to the uniform administrative/specialty unit Sergeant assigned to the patrol bureau. If the administrative\specialty unit Sergeant elects not to provide coverage, the portion of the shift which remains unsupervised will then be offered to all other Sergeants assigned to the Patrol Division and then to all other Department Sergeants. This shall be done on a rotational basis. See example 1). The rotation shall begin by seniority and descend there-from. Once a Sergeant is given an opportunity to cover a portion of a shift, he will not have an opportunity until all other Sergeants within the respective Patrol Bureau have been asked rotationally (see example 2). Deputy Chiefs assigned to command the Patrol Division shall maintain a record of overtime opportunities, which shall be posted for use at all times. Sergeants may not work more than sixteen (16) hours in a twenty-four (24) hour period, except under emergency conditions acknowledged by the Chief of Police or his designee,. The Patrol Bureau Deputy Chief may, if he believes it is in the best interest of the Police Division, order a Sergeant to cover a shift. Otherwise, after all Division Sergeants have been afforded an opportunity to cover the shift, the Deputy Chief may appoint an OIC, by seniority, from a pool of wo...
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WORK OUT OF RANK. Section 30.1: Any employee, who is required to perform at a higher rank and performs those duties for five (5) days or more, shall be paid at the elevated rate.
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WORK OUT OF RANK 
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Related to WORK OUT OF RANK

  • Work Out of Class When an employee is expressly assigned to perform substantially all of the duties of a position allocated to a different class that is temporarily unoccupied and the work-out-of-class assignment exceeds ten (10) consecutive work days in duration, the employee shall be paid for all such hours at the employee's current salary when assigned to work in a class which is a transfer or demotion. For a class which is a promotion, an employee shall receive an increase to the minimum rate of the new class or at least one (1) step higher than the employee's current salary, whichever is greater.

  • Out of Scope An employee who is assigned by the Company to relieve an employee excluded from the bargaining unit for a period of one (1) hour or more, shall receive a minimum of one ($1.00) dollar per hour in addition to their regular hourly rate of pay for all time worked by such employee while so relieving.

  • Project Specific Milestones In addition to the milestones stated in Section 212.5 of the Tariff, as applicable, during the term of this ISA, Interconnection Customer shall ensure that it meets each of the following development milestones: 6.1 Substantial Site work completed. On or before July 1, 2021, Interconnection Customer must demonstrate completion of at least 20% of project site construction. At this time, Interconnection Customer must submit to Interconnected Transmission Owner and Transmission Provider initial drawings, certified by a professional engineer, of the Customer Interconnection Facilities. 6.2 Delivery of major electrical equipment. On or before July 15, 2021, Interconnection Customer must demonstrate that all generating units have been delivered to Interconnection Customer’s project site.

  • 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.

  • Project/Milestones Taxpayer provides refrigerated warehousing and logistic distribution services to clients throughout the United States. In consideration for the Credit, Taxpayer agrees to invest in a new refrigeration and distribution facility in the ▇▇▇▇▇▇▇▇▇ Park area of Sacramento, California, and hire full-time employees (collectively, the “Project”). Further, Taxpayer agrees to satisfy the milestones as described in Exhibit A (“Milestones”) and must maintain Milestones for a minimum of three (3) taxable years thereafter. In the event Taxpayer employs more than the number of full-time employees, determined on an annual full-time equivalent basis, than required in Exhibit A, for purposes of satisfying the “Minimum Annual Salary of California Full-time Employees Hired” and the “Cumulative Average Annual Salary of California Full-time Employees Hired,” Taxpayer may use the salaries of any of the full-time employees hired within the required time period. For purposes of calculating the “Minimum Annual Salary of California Full-time Employees Hired” and the “Cumulative Average Annual Salary of California Full-time Employees Hired,” the salary of any full-time employee that is not employed by Taxpayer for the entire taxable year shall be annualized. In addition, the salary of any full-time employee hired to fill a vacated position in which a full-time employee was employed during Taxpayer’s Base Year shall be disregarded.