WORK PERFORMED OUTSIDE OF CLASSIFICATION Clause Samples

The "Work Performed Outside of Classification" clause defines the rules and conditions under which employees may be assigned tasks that fall outside their usual job classification. Typically, this clause outlines when and how an employee can be temporarily required to perform duties not normally associated with their position, such as covering for absent colleagues or handling special projects. It may also specify any additional compensation or time limits for such assignments. The core function of this clause is to provide flexibility for employers to address operational needs while ensuring employees are treated fairly when asked to perform work beyond their standard role.
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WORK PERFORMED OUTSIDE OF CLASSIFICATION. When work of a higher paid classification is required of any employee, he shall be deemed classified and once task training is completed, shall receive the higher rate of pay for actual hours worked in such higher rated jobs and shall progress in pay in the classification. All time worked during task training will count toward advancement. When work of a lower paid classification is temporarily required of any employee, he shall receive his regular straight time hourly rate of pay.
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WORK PERFORMED OUTSIDE OF CLASSIFICATION. Employees detailed in writing from the Department of Human Resources to an acting position for more than 10 consecutive work days shall be compensated at the appropriate rate for the position to which they are detailed for the period of detail beyond the 10 days. Employees must be qualified for the position to which they are appointed. The written notification shall be provided prior to starting the assignment, if possible, and include the position title, work location, pay rate for the assignment (after the first 10 days) as listed in the appropriate negotiated agreement (see Appendix G for computation) and estimated time period of the acting assignment. Once an employee thus detailed exceeds the 10 consecutive work days, their pay for the higher classification shall be backdated to the first day worked. If the acting assignment work performed outside of the current bargaining unit requires the employee to work beyond their negotiated duty day, then they shall be compensated with hourly pay, compensatory time, or overtime, per their regular collective bargaining agreement. Employees substituting (as opposed to interning) as administrators shall maintain confidentiality while conducting observations and evaluations, facilitating SLO conferences, accessing personnel information, and issuing employee discipline. Employees who are acting as administrators must confer with a supervisory member in their chain of command prior to issuing discipline. A supervisory staff member from the Department of Human Resources may assume responsibility for disciplinary action if needed, as determined by the Superintendent.
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Related to WORK PERFORMED OUTSIDE OF CLASSIFICATION

  • 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.

  • Contractor’s Status At all times during the Contract Period the Contractor shall be an independent contractor and nothing in the Contract shall create a contract of employment, a relationship of agency or partnership or a joint venture between the Parties and accordingly neither Party shall be authorised to act in the name of, or on behalf of, or otherwise bind the other Party save as expressly permitted by the terms of the Contract.

  • 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.

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.