Common use of HIGHER ASSIGNMENT PAY Clause in Contracts

HIGHER ASSIGNMENT PAY. 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions designated as trainee classes (b) Automatic promotion classes (c) Employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.

HIGHER ASSIGNMENT PAY. 1. An Requiring employees to perform higher-level duties which are normally the duties of an employee whoassigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, in employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an incumbentany employee for a short period of time, is assigned by and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the appointing authorityhigher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) To perform a majority of those duties The employee takes over the job of the higher higher-level job which is substantially different from his or her own duties; or,employee (see paragraph 7 below for definition); (b) To assume the responsibilities of a higher The higher-level supervisory or managerial job without any substantial change in duties; shall, commencing work is performed with the fifth consecutive workday authorization of appropriate supervisory personnel; (or c) The position is at least one (1) pay grade higher than the fourth consecutive workday if working an alternate employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day workedshift per day. 23. Effective July 5, 1992, the amount paid “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In , in no case shall it exceed the maximum or be event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for “higher assignment” work within thirty (30) days of the end of the pay grade of the higher level positionperiod in which earned. 34. An employee’s overtime category shall not change when working (s)he works in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basisa higher-graded position at “higher assignment” pay. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall not NOT be eligibleeligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Positions Employees in positions designated as trainee classes“trainee” positions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher-level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An Requiring employees to perform high-level duties which are normally the duties of an employee whoassigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, in employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an incumbentemployee for a short period of time, is assigned by and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the appointing authorityhigher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) To perform a majority of those duties The employee takes over the job of the higher higher-level job which is substantially different from his or her own duties; or,employee (see paragraph 7 below for definition); (b) To assume the responsibilities of a higher The higher-level supervisory or managerial job without any substantial change in duties; shall, commencing work is performed with the fifth consecutive workday authorization of appropriate supervisory personnel; (or c) The position is at least one (1) pay grade higher than the fourth consecutive workday if working an alternate employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day workedshift per day. 23. Effective July 5, 1992, the amount paid “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In , in no case shall it exceed the maximum or be event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay grade of the higher level positionperiod in which earned. 34. An employee’s overtime category shall not change when working (s)he works in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basisa higher-graded position at alternate rate pay. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall not NOT be eligibleeligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Positions Employees in positions designated as trainee classes“trainee” positions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher-level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday work day if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions positions designated as trainee classes (b) Automatic automatic promotion classes (c) Employees employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph Section 1, above.

HIGHER ASSIGNMENT PAY. 1. An Requiring employees to perform high-level duties which are normally the duties of an employee whoassigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, in employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an incumbentemployee for a short period of time, is assigned by and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the appointing authorityhigher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) To perform a majority of those duties The employee takes over the job of the higher higher-level job which is substantially different from his or her own duties; or,employee (see paragraph 7 below for definition); (b) To assume the responsibilities of a higher The higher-level supervisory or managerial job without any substantial change in duties; shall, commencing work is performed with the fifth consecutive workday authorization of appropriate supervisory personnel; (or c) The position is at least one (1) pay grade higher than the fourth consecutive workday if working an alternate employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for shift per day. 3. The “higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid ” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In , in no case shall it exceed the maximum or be event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay grade of the higher level positionperiod in which earned. 34. An employee’s overtime category shall not change when working (s)he works in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basisa higher-graded position at alternate rate pay. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall not NOT be eligibleeligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Positions Employees in positions designated as trainee classes“trainee” positions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher-level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate ―rate on promotion” promotion‖ in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” ―alternate rate‖ for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions designated as trainee classes (b) Automatic promotion classes (c) Employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” ―charge‖ or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.

HIGHER ASSIGNMENT PAY. 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday work day if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate ―rate on promotion” promotion‖ in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” ―alternate rate‖ for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions positions designated as trainee classes (b) Automatic automatic promotion classes (c) Employees employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” ―charge‖ or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph Section 1, above.

HIGHER ASSIGNMENT PAY. ‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday work day if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions positions designated as trainee classes (b) Automatic automatic promotion classes (c) Employees employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph Section 1, above.

HIGHER ASSIGNMENT PAY. 1. An employee who, in Requiring employees to perform higher-level duties which are normally the absence duties of an incumbent, is employee assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is substantially different from his or her own duties; or, (b) To assume the responsibilities of to a higher level supervisory or managerial job without any substantial change pay grade is to be held to a minimum consistent with sound management in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day workedState government. 2. Effective July 5From time to time, 1992, employees may be required by higher authority to take over the amount paid shall be job of an employee assigned to a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the higher pay grade of the higher than their own when that higher-level position. 3employee is absent from duty. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling When time and circumstances permit, vacant higher-level positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, including reallocation or administrative appointment on an interim basis.because of the absence of any employee for a short period of time, and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the higher-level job shall receive ―higher assignment pay‖ provided all the following criteria are met: 5. (a) The employee takes over the job of the higher-level employee (see paragraph 7 below for definition); (b) The higher-level work is performed with the authorization of appropriate supervisory personnel; (c) The position must be is at least one (1) pay grade higher than the employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work shift per day. 63. Provisions of this Agreement do not apply Effective July 5, 1992, the ―higher assignment pay‖ rate shall be a differential rate equal to and do not conflict with 6.076 the same rate as the ―rate on promotion‖ in the Salary article, in no event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for ―higher assignment‖ work within thirty (30) days of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets end of dutiesthe pay period in which earned. 74. Employees An employee’s overtime category shall not change when (s)he works in the a higher-graded position at ―higher assignment‖ pay. 5. The following categories of employees shall not NOT be eligibleeligible to receive ―higher assignment pay‖ when and if they are required to work at a higher level: (a) Positions Employees in positions designated as trainee classes―trainee‖ positions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher-level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An Requiring employees to perform higher-level duties which are normally the duties of an employee whoassigned to a higher pay grade is to be held to a minimum consistent with sound management in State government.‌ 2. From time to time, in employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an incumbentany employee for a short period of time, is assigned by and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the appointing authorityhigher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) To perform a majority of those duties The employee takes over the job of the higher higher-level job which is substantially different from his or her own duties; or,employee (see paragraph 7 below for definition); (b) To assume the responsibilities of a higher The higher-level supervisory or managerial job without any substantial change in duties; shall, commencing work is performed with the fifth consecutive workday authorization of appropriate supervisory personnel; (or c) The position is at least one (1) pay grade higher than the fourth consecutive workday if working an alternate employee’s own pay grade; and‌ (d) The employee takes over the job of the higher-level employee for one (1) full work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day workedshift per day. 23. Effective July 5, 1992, the amount paid “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In , in no case shall it exceed the maximum or be event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for “higher assignment” work within thirty (30) days of the end of the pay grade of the higher level positionperiod in which earned. 34. An employee’s overtime category shall not change when working (s)he works in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basisa higher-graded position at “higher assignment” pay. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall not NOT be eligibleeligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Positions Employees in positions designated as trainee classes“trainee” positions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher-level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth third consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions designated as trainee classes (b) Automatic promotion classes (c) Employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five three (5) (or four (4)3) consecutive days eligibility criteria in paragraph 1, above.

HIGHER ASSIGNMENT PAY. 1. An Requiring employees to perform high-level duties which are normally the duties of an employee whoassigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, in employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an incumbentemployee for a short period of time, is assigned by and in management's judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the appointing authorityhigher-level job shall receive "higher assignment pay" provided all the following criteria are met: (a) To perform a majority of those duties The employee takes over the job of the higher higher-level job which is substantially different from his or her own duties; or,employee (see paragraph 7 below for definition); (b) To assume the responsibilities of a higher The higher-level supervisory or managerial job without any substantial change in duties; shall, commencing work is performed with the fifth consecutive workday authorization of appropriate supervisory personnel; (or c) The position is at least one pay grade higher than the fourth consecutive workday if working an alternate employee's own pay grade; and (d) The employee takes over the job of the higher-level employee for one full work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day workedshift per day. 23. Effective July 5, 1992, the amount paid "higher assignment pay" rate shall be a differential rate equal to the same rate as the “"rate on promotion” " in the Salary article. In , in no case shall it exceed the maximum or be event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay grade of the higher level positionperiod in which earned. 34. An employee’s 's overtime category shall not change when working (s)he works in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basisa higher-graded position at alternate rate pay. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall not NOT be eligibleeligible to receive "higher assignment pay" when and if they are required to work at a higher level: (a) Positions Employees in positions designated as trainee classes"trainee" positions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher- level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An Requiring employees to perform higher-level duties which are normally the duties of an employee whoassigned to a higher pay grade is to be held to a minimum consistent with sound management in State government. 2. From time to time, in employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level positions will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an incumbentany employee for a short period of time, is assigned by continuity must be maintained, eligible employees in this bargaining unit who are required to take over the appointing authorityhigher- er ass provided all the following criteria are met: (a) To perform a majority of those duties The employee takes over the job of the higher higher-level job which is substantially different from his or her own duties; or,employee (see paragraph 7 below for definition); (b) To assume the responsibilities of a higher The higher-level supervisory or managerial job without any substantial change in duties; shall, commencing work is performed with the fifth consecutive workday authorization of appropriate supervisory personnel; (or c) The position is at least one (1) pay grade higher than the (d) The employee takes over the fourth consecutive workday if working an alternate job of the higher-level employee for one (1) full work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day workedshift per day. 23. Effective July 5, 1992, the amount paid shall Effect ignmen hall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be o event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate e gnm ithin thirty (30) days of the end of the pay grade of the higher level positionperiod in which earned. 34. An employee’s overtime category shall not change when working (s)he works in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basisa higher-graded position at n pay. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall not NOT be eligibleeligible to when and if they are required to work at a higher level: (a) Positions designated as trainee classesitions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher-level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday work day if working an alternate work schedule of four (4) ten (10) ten-hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “"rate on promotion” " in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with #6.076 of the Rules & Regulations covering “"alternate rate” " for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions positions designated as trainee classes (b) Automatic automatic promotion classes (c) Employees employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “"charge” " or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph Section 1, above.

HIGHER ASSIGNMENT PAY. ‌‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth third consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions positions designated as trainee classes (b) Automatic automatic promotion classes (c) Employees employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five three (5) (or four (4)3) consecutive days eligibility criteria in paragraph Section 1, above.

HIGHER ASSIGNMENT PAY. ‌‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday work day if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions positions designated as trainee classes (b) Automatic automatic promotion classes (c) Employees employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph Section 1, above.

HIGHER ASSIGNMENT PAY. ‌ 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority: (a) To perform a majority of those duties of the higher level job which is are substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth third consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions positions designated as trainee classes (b) Automatic automatic promotion classes (c) Employees employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five three (5) (or four (4)3) consecutive days eligibility criteria in paragraph Section 1, above.

HIGHER ASSIGNMENT PAY. 1. An Requiring employees to perform high-level duties which are normally the duties of an employee whoassigned to a higher pay grade is to be held to a minimum consistent with sound management in State government.‌ 2. From time to time, in employees may be required by higher authority to take over the job of an employee assigned to a higher pay grade than their own when that higher-level employee is absent from duty. When time and circumstances permit, vacant higher-level position will be filled through the merit system under the applicable Rules and Regulations for Personnel Administration. However, because of the absence of an incumbentemployee for a short period of time, is assigned by and in management’s judgment job continuity must be maintained, eligible employees in this bargaining unit who are required to take over the appointing authorityhigher-level job shall receive “higher assignment pay” provided all the following criteria are met: (a) To perform a majority of those duties The employee takes over the job of the higher higher-level job which is substantially different from his or her own duties; or,employee (see paragraph 7 below for definition); (b) To assume the responsibilities of a higher The higher-level supervisory or managerial job without any substantial change in duties; shall, commencing work is performed with the fifth consecutive workday authorization of appropriate supervisory personnel; (or c) The position is at least one (1) pay grade higher than the fourth consecutive workday if working an alternate employee’s own pay grade; and (d) The employee takes over the job of the higher-level employee for one (1) full work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day workedshift per day. 23. Effective July 5, 1992, the amount paid “higher assignment pay” rate shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In , in no case shall it exceed the maximum or be event less than the minimum nor more than the maximum base rate for the position to which (s)he is assigned. The State will make a good faith effort to compensate employees for alternate rate work within thirty (30) days of the end of the pay grade of the higher level position.period in which earned.‌ 34. An employee’s overtime category shall not change when working (s)he works in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basisa higher-graded position at alternate rate pay. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories of employees shall not NOT be eligibleeligible to receive “higher assignment pay” when and if they are required to work at a higher level: (a) Positions Employees in positions designated as trainee classes“trainee” positions; (b) Automatic Employees in automatic promotion classes; (c) Employees whose class specifications position descriptions clearly require them as part of their duties, from time to time or on a continuing basis, to fill in and for their supervisors, or to assume the higher other higher-level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.duties when necessary; and

HIGHER ASSIGNMENT PAY. 1. An employee who, in the absence of an incumbent, is assigned by the appointing authority:authority:‌ (a) To perform a majority of those duties of the higher level job which is substantially different from his or her own duties; or, (b) To assume the responsibilities of a higher level supervisory or managerial job without any substantial change in duties; shall, commencing with the fifth consecutive workday (or the fourth consecutive workday if working an alternate work schedule of four (4) ten (10) hour workdays) in which the employee actually worked a full shift, be eligible for higher assignment pay, retroactive to the first day worked. 2. Effective July 5, 1992, the amount paid shall be a differential rate equal to the same rate as the “rate on promotion” in the Salary article. In no case shall it exceed the maximum or be less than the minimum of the pay grade of the higher level position. 3. An employee’s overtime category shall not change when working in this status. 4. Nothing herein shall prevent the State from filling vacant positions through the merit system under applicable Rules and Regulations for Personnel Administration, including reallocation or administrative appointment on an interim basis. 5. The position must be at least one (1) pay grade higher than the employee’s own pay grade. 6. Provisions of this Agreement do not apply to and do not conflict with 6.076 of the Rules & Regulations covering “alternate rate” for seasonal employees who are regularly scheduled to alternate between two (2) sets of duties. 7. Employees in the following categories shall not be eligible: (a) Positions designated as trainee classes (b) Automatic promotion classes (c) Employees whose class specifications clearly require them to fill in and assume the higher level duties. 8. Employees assuming a supervisory position in an institution where the policy requires such a person to be in a “charge” or command position, shall be eligible for this differential for each full shift actually worked, and shall not be subject to the five (5) (or four (4)) consecutive days eligibility criteria in paragraph 1, above.