Common use of Hazardous Duty Clause in Contracts

Hazardous Duty. The Union, and not any individual employee, shall upon request, be granted a hearing by the Director of Labor Relations or his/her designee concerning a claim for hazardous or unpleasant duty pay differential . In considering whether an employee should be granted such differential, the Trier of fact must consider factors such as whether the unpleasant task or tasks were taken into consideration when the job was evaluated and whether said unpleasant duty or duties are contemplated within the job specification. If the answer is yes, then no additional compensation is warranted . It is herein determined that where the decision is to provide the differential, said shift differential will be paid for hours worked in the hazardous or unpleasant duty at a rate of $.50 per hour. The Office of Labor Relations will retain an official record of such designated individual situation.

Hazardous Duty. The Union, and not any individual employee, shall upon request, be granted a hearing by the Director of Labor Relations or his/her designee concerning a claim for hazardous or unpleasant duty pay differential differential. In considering whether an employee should be granted such differential, the Trier of fact must consider factors such as whether the unpleasant task or tasks were taken into consideration when the job was evaluated and whether said unpleasant duty or duties are contemplated within the job specification. If the answer is yes, then no additional compensation is warranted warranted. It is herein determined that where the decision is to provide the differential, said shift differential will be paid for hours worked in the hazardous or unpleasant duty at a rate of $.50 per hour. The Office of Labor Relations will retain an official record of such designated individual situation.

Hazardous Duty. The Union, and not any individual employee, shall upon request, be granted a hearing by the Director Undersecretary of Labor Relations or his/her designee concerning a claim for hazardous or unpleasant duty pay differential differential. In considering whether an employee should be granted such differential, the Trier of fact must consider factors such as whether the unpleasant task or tasks were taken into consideration when the job was evaluated and whether said unpleasant duty or duties are contemplated within the job specification. If the answer is yes, then no additional compensation is warranted warranted. It is herein determined that where the decision is to provide the differential, said shift differential will be paid for hours worked in the hazardous or unpleasant duty at a rate of $.50 per hour. The Office of Labor Relations will retain an official record of such designated individual situation.