OUT-OF-CLASS COMPENSATION. Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. Eligibility for out-of-class compensation requires a minimum assignment of five (5) consecutive days. The out-of-class increase shall be retroactive to the first day of the assignment However, when an employee is moving from a nonlead/supervisory to a lead/supervisory role, the out-of-class pay becomes effective on the first day of the assignment and the five (5) day minimum requirement does not apply. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater. The Department Director is required to complete a Personnel Action Report (PAR), located on the HR page of the Intranet, to initiate out-of-class compensation. In the event a Parking Enforcement Officer is assigned “field training” duties, the City shall consider this as “out of class” work and the assigned Parking Enforcement Officer will receive 5% of their current pay as compensation for the hours worked in this assignment.
OUT-OF-CLASS COMPENSATION. 13.1 Definition Out-of-class compensation will be paid to probationary and regular employees who have been assigned by their supervisor to perform, on a temporary basis, the duties at a higher classification than their regularly assigned and budgeted position in accordance with established procedures in the Administrative Policies. Out-of-class compensation will be five percent (5%) above the employee’s current salary or the first step of the higher classification, whichever is greater. The term working out-of-class is defined as a management authorized assignment to perform work on a temporary basis wherein significant duties are performed by an employee holding a classification within a lower compensation range. The Employer shall notify employees in advance of making such assignments. The Employer reserves the right to decide when or if an employee will be assigned to work out-of-class in a temporarily or permanently vacated position. No employee has a right to work out-of-class. Where opportunities for work out-of-class assignments exist, it is the City’s preference to make use of qualified bargaining unit employees for such assignments before using temporary or hourly employees, unless operational or fiscal reasons otherwise dictate.
OUT-OF-CLASS COMPENSATION. Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. Eligibility for Out-of-Class compensation requires a minimum assignment of five (5) consecutive workdays. The out-of-class increase shall be retroactive to the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater. The Department Director is required to complete a Personnel Action Report (PAR), located on the Human Resources page of the Intranet, to initiate Out-of-Class Compensation.
OUT-OF-CLASS COMPENSATION. All represented employees who are assigned work in a higher classification for longer than four (4) continuous hours will be compensated at a higher pay rate for all hours worked during the out-of-class assignment. This provision applies as follows: Fire Fighter, Apparatus Operator, Captain or Inspector working in a higher classification: Step to step. Representation unit classification working as a Battalion Chief, 10% above 5th-Step Captain, but not to exceed 93% of Battalion Chief control point. Representation unit classification working in any other management position, within the range of the management position. In accordance with Government Code 20480, an employee assigned to work in an “out-of-class appointment” may not exceed 960 hours worked in the appointment within a fiscal year if the employee is appointed to an upgraded position or higher classification that is vacant during recruitment for a permanent appointment. This limitation does not apply to a position that is temporarily available due to a leave of absence.
OUT-OF-CLASS COMPENSATION. Out-of-class compensation is covered in the City's Administrative Instruction 3-8 (Out- of-Class Compensation), 3-4 (Acting Policy) and 3-36 (Short-Term Pay).
OUT-OF-CLASS COMPENSATION. Employees assigned in writing by their supervisor to perform work in a higher paid classification, shall be compensated at a rate 5% greater than the employee's current base salary. The out-of- class increase shall be retroactive to the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater.
OUT-OF-CLASS COMPENSATION. Employees formally designated by the City Manager as performing the duties of a higher class due to vacation, illness, leave, vacancy, or when dictated by the needs of the City, for a period of more than eighty (80) regularly-scheduled working hours, shall receive out-of-class pay equivalent to the minimum salary rate for that position such that the minimum adjustment would be at least five percent (5%) above the employee's current salary. Out-of-class status shall be retroactive to the first day and subject to no additional benefits.
OUT-OF-CLASS COMPENSATION. When safety employees work out of their normal classification, they will be compensated and governed by the following rules:
OUT-OF-CLASS COMPENSATION. Employees appointed to perform projects or additional duties from the list below shall receive an additional 5% premium pay, per month for the responsibility. The employee assigned to the below list, will only receive such compensation after providing proof of training or certification. Permit Tech Evidence Custodian
OUT-OF-CLASS COMPENSATION. In the event an employee is assigned by an administrator to work in a higher classification five (5) days or more within a 15-calendar day period, the salary shall be adjusted to the higher classification at the step, which would be closest to a five percent (5%) increase for the entire period worked out of classification.
