Special Assignment Compensation. For special assignments in addition to regular responsibilities faculty members may receive compensation in addition to their regular salaries. Compensation for individual assignments will be determined through consultation between administration and the faculty members. Depending on the nature of the special assignment the compensation could be a one-time payment or be paid monthly for extended or long-term assignments.
Special Assignment Compensation. Special assignment compensation is a concept, which allows for temporary increases in pay beyond that which is normally allowed when duties performed support such additional pay for specific periods of time. Increases in pay may be granted to recognize the temporary assignment of more difficult duties requiring a greater level of skill(s). Temporary assignment shall mean a period of one (1) calendar year or less. Selected positions may be authorized for special assignment compensation, rather than being permanently reclassified to a higher level, to allow for employee rotation to enhance upward mobility. Increases in pay shall be temporary so long as the higher level duties are assigned and performed, not to exceed one (1) calendar year. Such increases in pay shall not affect an employee’s step advancement in the base range pursuant to the Article on “Salary Rates and Step Advancements.” Requests for special assignment compensation may be initiated by the Fire Chief or an employee via the Fire Chief or designee. The eligibility of the special assignment compensation request shall be subject to the review and approval of the Director of Human Resources. The appointing authority and the employee bear mutual responsibility for initiating the compensation request in a timely manner and adhering to the compensation provisions defined in this Article. It is important to obtain Human Resources Department review of the request in advance of the date the employee begins the assignment, because there is no guarantee the request will be approved. Under no circumstances will Temporary Performance Compensation be granted retroactively. Such compensation shall be paid according to procedures approved by the Board of Supervisors. That procedure is defined as follows:
Special Assignment Compensation. 1. Department heads shall receive one half contact hour stipend of overload pay for each of the following responsibilities. If a department head declines the assignment, the xxxx (or his or her designee) and department head will offer the assignment to an appropriate faculty member.
Special Assignment Compensation. Special assignment compensation for special services rendered such as individual and group examinations shall be earned at the appropriate hourly rate on the Adjunct Faculty Salary Schedule.
Special Assignment Compensation. On occasion, the Employer may request that an employee assume responsibility for a special project or other job duties that represent a substantial addition to the duties and responsibilities generally associated with the employee’s position. To compensate an employee for assuming the additional duties and responsibilities, the Employer may offer the employee additional monetary compensation of 2%, 4% or 6% (as determined by the Employer) of the employee’s normal bi-weekly salary payable during the term of such special assignment; or, subject to the approval of the City Council, may offer other additional monetary compensation and/or Administrative Leave. If the responsibility for the additional duties lasts longer than one year, the Association and the Employer shall annually meet and confer to review the assignment of additional duties and the compensation therefore. An employee, in their sole discretion, may accept or decline the offer to assume the additional duties. There shall be no adverse consequences imposed upon an employee who declines an offer to assume additional duties. Nothing herein shall preclude the Employer from assigning to an employee, or permit an employee to refuse, work that is consistent with their position. Disputes involving the involuntary assignment of work within the scope of an employee’s position are not grievable. However, an employee who believes that an involuntary work assignment does subject the employee to unreasonably excessive time may bring the issue before the Workload Fairness Committee described in Section 10.06, below. The Committee shall have the ability to determine that the work should be reallocated and/or that additional compensation should be provided.
Special Assignment Compensation. The Accounting Technician II assigned to Payroll shall receive special assignment pay of eight percent (8%) in addition to his/her regular rate of pay. The City will provide a $200 per month pay differential for up to two (2) employees in the classifications of Maintenance Service Worker I/II or Water Distribution Operator I/II who are pre-approved by the Department Director and who obtain and maintain state required chemical/pesticide applicator license/certification. Eligible employees will receive the additional compensation effective with the pay period in which he/she submits proof of certification. This additional pay is based on the employee taking full personal responsibility and liability for his/her own safety and the safety and health of those employees who may be assigned to apply pesticides and herbicides under his/her oversight. The City will meet on or after July 1, 2022 to discuss the need for special pays such as for holding the Certified Municipal Clerk certificate or for unusually hazardous work assignments.
Special Assignment Compensation. Special assignments, such as curriculum, scheduling, the preparation for In-Service presentations, etc. designated for compensation by the Board, shall be paid at the rate of $35.00 per hour.
Special Assignment Compensation. Special Assignment Positions will be compensated an additional 5% of the member’s base pay.
Special Assignment Compensation. On occasion, the Employer may request that an employee temporarily (for a period not to exceed one year) assume responsibility for a special project or other job duties that represent a substantial addition to the duties and responsibilities generally associated with the employee’s position. To compensate an employee for assuming the additional duties and responsibilities, the Employer may offer the employee additional monetary compensation of 2%, 4% or 6% (as determined by the Employer) of his/her normal bi-weekly salary payable during the term of such special assignment; or, subject to the approval of the City Council, may offer other additional monetary compensation and/or Administrative Leave. An employee, in his/her sole discretion, may accept or decline the offer to assume the additional duties. There shall be no adverse consequences imposed upon an employee who declines an offer to assume additional duties. Nothing herein shall preclude the Employer from assigning to an employee, or permit an employee to refuse, work that is consistent with his/her position. Disputes involving the involuntary assignment of work within the scope of an employee’s position are not grievable. However, an employee who believes that an involuntary work assignment does subject the employee to unreasonably excessive hours may bring the issue before the Workload Fairness Committee. The Committee shall have the ability to determine that the work should be reallocated and/or that additional compensation should be provided.
Special Assignment Compensation. Effective January 1, 2021, on occasion, the Employer may request that an employee assume responsibility for a special project or other job duties that represent a substantial addition or risk to the duties and responsibilities generally associated with the employee’s position. To compensate an employee for assuming the additional duties and responsibilities, the Employer may offer the employee additional monetary compensation up to 2%, of annual wage (as determined by the Employer). The Compensation will be payable in a lump sum at the end of each fiscal year (June 30). SPSO and the Employer shall annually meet and confer to review the application of this section to employees in the bargaining unit. The employer is not obligated to make any changes to any determination of the amount of compensation or the lack thereof of any compensation for any member of this unit. An employee, in their sole discretion, may accept or decline the offer to assume the additional duties. There shall be no adverse consequences imposed upon an employee who declines an offer to assume additional duties. Nothing herein shall preclude the Employer from assigning to an employee, or permit an employee to refuse, work that is consistent with their position. Disputes involving the involuntary assignment of work within the scope of an employee’s position are not subject to the grievance process. Employees must have a satisfactory or above performance evaluation rating to be eligible for this additional compensation. If an evaluation has not been done in the 12 months prior to the eligibility period, the employee is presumed to be performing at a satisfactory level. Employees who have a below standard rating on the performance evaluation or are on a performance improvement plan shall not be eligible for such additional compensation for a period of one year from the date such evaluation or improvement plan was initiated.
