Common use of Task Assignments Clause in Contracts

Task Assignments. Upon Board approval, an employee may be placed either in another classification on an “acting” or “interim” basis, pending the appropriate appointment of an employee, or as a temporary assignment to a task of specific length. Such task assignments shall not extend beyond one hundred eighty (180) days without reauthorization by the Board. Such employees will receive appropriate orientation and training as determined necessary by the concerned department/program. If an employee is unable to perform satisfactorily in the new classification, he/she may be returned to his/her previous position but his/her performance in the temporary assignment shall not be reflected in his/her evaluation. During the task assignment, the employee shall not be placed at a step on the pay grade of the position assigned less than one which provides a 5% increase in salary over their regular position for a one (1) pay grade increase and not less than 3% for each additional pay grade increase. At the termination of the temporary assignment, the employee shall revert to his/her former status, unless appointed or assigned as a permanent employee in that position. Employees who are temporarily assigned to work in a lower classification shall continue to be paid at the rate for their regular position. Employees shall not be reassigned as disciplinary action or to demean the employee. If a task assignment to temporarily fill a vacant position would disqualify an employee from being considered for that position, the employee has the right to refuse the assignment.

Task Assignments. Upon Board approval, an employee may be placed either in another classification on an “acting” or “interim” basis, pending the appropriate appointment of an employee, or as a temporary assignment to a task of specific length. Such task assignments shall not extend beyond one hundred eighty (180) days without reauthorization by the Board. Such employees will receive appropriate orientation and training as determined necessary by the concerned department/department/ program. If an employee is unable to perform satisfactorily in the new classification, he/she may be returned to his/her previous position but his/her performance in the temporary assignment shall not be reflected in his/her evaluation. During the task assignment, the employee shall not be placed at a step on the pay grade of the position assigned less than one which provides a 5% increase in salary over their regular position for a one (1) pay grade increase and not less than 3% for each additional pay grade increase. At the termination of the temporary assignment, the employee shall revert to his/her former status, unless appointed or assigned as a permanent employee in that position. Employees who are temporarily assigned to work in a lower classification shall continue to be paid at the rate for their regular position. Employees shall not be reassigned as disciplinary action or to demean the employee. If a task assignment to temporarily fill a vacant position would disqualify an employee from being considered for that position, the employee has the right to refuse the assignment.