Out of Classification Pay. The Sheriff may, at his discretion, assign a bargaining unit employee covered by this Agreement to serve as temporary replacement for an absent supervisor. If a bargaining unit employee serves as temporary replacement for an absent supervisor for a period in excess of forty (40) hours per calendar year, the bargaining unit employee shall be paid five (5%) percent above their current rate of pay for all work performed in the temporary position thereafter during that calendar year.
Out of Classification Pay. The Port agrees that, in the event an employee is required to assume duties and responsibilities out of his/her classification, he/she will be paid the pay step of the next higher classification to commence immediately upon assumption of said duties, provided the assignment is for one- half (1/2) shift or more. Longevity credits shall not be applied when compensating an employee for working in a higher classification.
Out of Classification Pay. An employee working out of classification shall be paid either: 1) Step 1 of the appropriate pay range for the classification the employee is working out of classification in, or 2) at an increase of one step above the monthly salary earned in his or her regular classification position, whichever is greater.
Out of Classification Pay. 11.4.1 Acting-In-Capacity (AIC): An employee assigned to AIC for one hundred sixty (160) consecutive hours or more shall be compensated at the Sergeants base salary plus applicable premium or incentive pay(s) effective the date of assignment.
Out of Classification Pay. Employees assigned by management to work in a job that has a higher rate of pay shall be paid the higher rate of pay for the period worked in that position.
Out of Classification Pay. When a supervisor assigns an employee to a higher classified position, the employee will be paid a 5% premium for all time actually worked in the higher classification (e.g., if an employee is scheduled out of classification for an 8-hour shift but has to leave work due to illness after 5 hours, out of classification pay is only paid on the 5 hours of worked time.) This provision is intended to cover absences of short duration, not to exceed 3 months. Situations of longer duration require a temporary promotion to a higher classification.
Out of Classification Pay. When a regular employee is assigned to temporarily replace another employee in a higher paying classification and after the employee completes the equivalent of one (1) full shift, the substituting employee shall be paid at an hourly rate one wage step higher than his/her regular rate of pay, or Step 1 of the higher paying category, whichever is higher, although this is not to be construed to mean that the District is liable to maintain a higher level of pay for regular employees who voluntarily work as substitutes in a lower classification. The District shall remain liable to pay the higher rate if the District directs an employee to substitute at a lower level to fulfill the needs of the District. Example: Custodian at Step Nine is asked to take the Lead Custodian position. Because there is no step ten on the wage schedule and Step 1 of the higher paying category would not equal the custodian’s current wage – we would determine the index amount between Step 8 and Step 9 of the custodian schedule and apply that percentage to the current wage being earned to get the “equivalent to one wage step” higher than his/her regular rate of pay.
Out of Classification Pay. In the absence of the Lake Facilities Crewleader, Water Maintenance Crewleader, Wa- ter Meter Crewleader, Mechanic Crewleader and Chief Electrician for more than four (4) hours the next employee in that seniority line will be eligible for out of classification pay. Out of classifica- tion pay will be the difference between the employee’s normal hourly rate and the rate of the classification they are working. Should a supervisor direct an employee to perform work for more that four (4) hours in length in a position above their current rate of pay, they will be paid the difference between the em- ployee’s normal hourly rate and the rate of the classification they are working. Should the employee be directed to perform work of a lower rated position the employee shall not have their wages reduced.
Out of Classification Pay. When filling a position in the classified service on a temporary basis because the incumbent is on sick leave, vacation, personal leave, leave of absence, or is off for any other reason, the Employer shall select the temporary replacement from the top name on the appropriate certified promotional eligibility list provided such employee is currently assigned to the work location where the temporary opening exists. If the promotional eligibility list does not contain the name of an employee from the work location where the vacancy exists, then the Employer shall appoint the employee with the greatest time in grade in the work location in the class from which the appointment is being made for the temporary replacement. If a certified list does not exist, the employee with the greatest time in grade from the work location in the class from which the appointment is being made shall be appointed until such time as a promotional eligibility list has been certified. Where employees have the same time in grade in the class from which the temporary appointment is being made, total length of service with the Employer shall determine seniority for the purpose of this appointment. Temporary appointments shall be made in line of promotion from the class immediately below the position being filled, providing the employee is physically able and qualified to perform the duties of the higher classification, and provided those qualifications are limited to those factors directly required to perform the job.
Out of Classification Pay. When an employee is temporarily assigned hours and duties of a higher classification, the employee shall be compensated at the higher rate for the entire period the employee is assigned to work in that classification. The employee shall be compensated at the lowest step of the higher class which affords the employee at least a five (5) percent increase.
