Additional Duties Pay Sample Clauses

Additional Duties Pay. An employee who is assigned by the employee’s supervisor and approved by the Department Head and City Manager to perform duties that are substantially above and outside their normal classification will receive additional duties pay of no less than 5% over their current hourly wage. Additional duties pay may also be paid if an employee is partially doing work that is substantially above and outside of their job description. Employees assigned to perform additional duties on an intermittent basis shall be paid hour per hour for time performing the additional duties. One hour shall be the minimum qualifying time period. If an employee performs additional duties for a fraction of an hour the time shall be rounded to the nearest hour. Eligibility to receive paid leave at their additional duty rate does not apply to employees assigned to perform continuous or intermittent additional duties.

Additional Duties Pay. When Management assigns an Executive Administrative Assistant to perform the duties of a Commission Executive Assistant for 50% or more in any one day the Executive Administrative Assistant shall be compensated at the second premium level rate above their appropriate step rate for the class for each day so assigned.

Additional Duties Pay. An employee who is assigned by the employee's supervisor and approved by the Department Head and City Manager to perform duties that are substantially above and outside their normal classification, the employee will receive additional duties pay of no less than 5% over their current hourly wage. Additional duties pay may also be paid if an employee is partially doing work that is outside of their job description. In the event a continuous additional duties assignment extends for more than six (6) months, the City and the impacted employee, and, at the employee’s request, a EUPA representative, will meet to discuss the parameters of the extended continuous additional duties assignment. Employees may be assigned additional duties on a continuous or intermittent basis. Employees assigned to perform additional duties on an intermittent basis shall be paid hour per hour for time performing the additional duties. One hour shall be the minimum qualifying time period. If an employee performs additional duties for a fraction of an hour the time shall be rounded to the nearest hour. Eligibility to receive paid leave at their additional duty rate does not apply to employees assigned to perform continuous or intermittent additional duties.

Additional Duties Pay. An employee who voluntarily accepts assignment by the employee’s supervisor and approved by the Department Head to perform duties that are substantially above and outside their normal classification, and for which there is no classification available the employee will receive additional duties pay of no less than 5% over their current hourly wage. Additional duties pay may also be paid if an employee is partially doing work that is outside of their job descriptions, and for which there is not a classification available.

Additional Duties Pay. When an employee is officially determined by their Department Director and the HR Manager to be temporarily performing additional duties outside of their classification, such employee shall be eligible for Additional Duties Pay of $400 per month. Eligibility for the additional pay shall commence after 80 consecutive hours of such assignment. Any employee receiving Acting Pay shall not be eligible for Additional Duties Pay. Employees are eligible for to receive this pay for up to six (6) months or until the duties are removed, whichever is less. If the employee is still performing the duties after six (6), the City shall make every effort to reassign the additional duties to another eligible employee.

Additional Duties Pay. The City Manager may approve Additional Duties Pay outside an existing classification if additional duties warrant. Additional duties that may be periodically assigned that fall outside of Code of Regulations definition of Special Compensation may not qualify as reportable compensation for benefit purposes but does not prohibit the pay for such additional duties.