Common use of Temporary Promotions Clause in Contracts

Temporary Promotions. In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his or her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into which the employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes to a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five

Temporary Promotions. In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his or her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into which the employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes to into a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five5 working days to express an interest in the assignment. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation. Temporary promotions shall not exceed one (1) year. In the event of unusual circumstances, the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, extensions may only be granted in up to six (6) month intervals. The temporary promotion will be reassessed for justification at each extension request. Should a temporary promotion result from a vacancy in a budgeted position that has been approved by the County Administrator’s Office to fill, the appointing authority will submit a personnel requisition to Human Resources within two (2) months of the effective date of the temporary promotion. The granting and/or discontinuance of a temporary promotion shall not be subject to the grievance procedure. Otherwise, PMR 41.3 shall govern temporary promotion.

Temporary Promotions. ‌ In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his or her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into which the employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes to a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five

Temporary Promotions. ‌ In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a Regular Hire employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his or her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into which the employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes to into a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees five5 working days to express an interest in the assignment. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation. Temporary promotions shall not exceed one (1) year. In the event of unusual circumstances, the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, extensions may only be granted in up to six (6) month intervals. The temporary promotion will be reassessed for justification at each extension request. Should a temporary promotion result from a vacancy in a budgeted position that has been approved by the County Administrator’s Office to fill, the appointing authority will submit a personnel requisition to Human Resources within two (2) months of the effective date of the temporary promotion. The granting and/or discontinuance of a temporary promotion shall not be subject to the grievance procedure. Otherwise, PMR 41.3 shall govern temporary promotion.

Temporary Promotions. In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority Fire Chief, with the consent approval of the Director of Human Resources or designee maydesignee, may in writing, temporarily promote a Regular Hire employee when such employee is regularly required to substantially perform the full duties of a budgeted position within with a higher classification for a period in excess of ten seven (107) daysshifts. In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his or her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an An employee in a temporary promotion may receive more than the top step of the their higher classification into which the employee is temporarily promoted. If promoted if the full time status top step of the classification into which of the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee temporary promotion pay would result in a classification that is 37.5 hours full time per week temporarily promotes to a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classificationless than 5%. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation. Temporary promotions shall not exceed one (1) year. In the event of unusual circumstances, the appointing authority may request an extension from the Director of Human Resources. Beyond the first year of a temporary promotion, extensions may only be granted in up to six (6) month intervals. The temporary promotion will notify all department employees be reassessed for justification at each extension request. The granting and/or discontinuance of a temporary promotional opportunities and will allow department employees fivepromotion shall not be subject to the grievance procedure.

Temporary Promotions. In cases a) Where the Company decides to temporarily promote an employee to a higher-rated classification for a period of prolonged absence four (4) but not more than thirty (30) consecutive working days or longer if for vacation relief purposes, it will, subject to the requirements and efficiency of operations, give preference by seniority to the employees in the working group where the work is required who have the qualifications, ability and skill to do the work required. If the Company determines that it cannot temporarily promote an employee from dutywithin that working group, vacancy it will select another working group for the purposes of this Sub-section. Where the Company decides to temporarily promote an approved positionemployee for more than thirty (30) consecutive working days but not more than one (1) year, or other emergenciesit will, subject to the appointing authority requirements and efficiency of operations, select the employee with the consent greatest seniority from among those who report to the Manager with the temporary promotion who has the qualifications, skill and ability to perform the job. An employee who is temporarily promotedto a higher rated non-ladder occupational classification and performs its principal duties for a period of four (4) consecutive working days or more shall receive, for the time worked in that classification, either the entry rate for the classification or five percent (5%) more than their current salary, whichever is greater, provided that an employee will not be paid more than the full performance rate of the Director higher classification. An employee who is temporarily promotedwill upon the expiry of Human Resources the temporary promotion be returned to the occupational classification the employee held at the time of the temporary promotion. CAREER DEVELOPMENT The Company can designate individuals or designee may, employees for career development purposes to occupy classifications within the bargaining unit and the provisions of this Agreement will not apply in writing, temporarily promote a Regular Hire any respect to these individuals except that no such individual or employee when such will displace an employee from the employee’s occupational classification. It is regularly required understoodthat any designated individual will be considered an employee under the provisions of this agreement for the period they are designated. The number of these designated individuals or employees will not exceed at any one time the lesser of thirty (30) or five percent (5%) of the number of employees in the bargaining unit. A designated individual or employee will not be assigned to substantially perform the full duties of a budgeted position within a higher any one occupational classification for a period in excess of ten one (101) year. For the purposes of a realignment or reduction, any designated individual or employee will be considered to be in the permanent occupational classification the employee occupied immediately prior to designation. In making an assignment from one managerial area to another managerial area within the same occupational classification for a period of time which the Company expects will be in excess of thirty (30) days, the Company will give preference to the seniority ranking of employees in that occupational classification, subject to the requirements and efficiency of operations, who have the qualifications, ability and skill to perform the work required. This will not apply to assignments which the Company makes for the purpose of project work, career development or training. The Company retains the right to transfer to the category of employee and to a vacancy created for such purpose in the bargaining unit any person employed by the Company in any other category. Any person so transferred will be credited on the date of transfer with seniority equivalent to their length of Company service on that date. Similarly, any employee transferred out of the bargaining unit will take their Company service to the new position with the Company. An individual displaced from the bargaining unit and prior to being laid off from the Company shall have the option of being transferred to a vacancy in the hourly employees' bargaining unit where the Company determines that the individual has the qualifications, skill and ability to perform the required work. In such casesmaking its determination, the Company will not exercise its judgment in an arbitrary fashion. The Company may accommodate employees or individuals unable to perform their regular work for medical reasons by assigning them to work or to classificationswithin the bargaining unit regard to the provisions of this Agreement, provided that no such employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above his or her base hourly rate in the classification in which he/she holds regular status individual will at the time he/she is temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules. In no event shall an employee in a temporary promotion receive more than the top step of the higher classification into which the assignment displace another employee is temporarily promoted. If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes to a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her Regular Hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification. An employee must meet the minimum qualifications for the job class to which he/she is being temporarily promoted and must have completed the first six (6) months of his or her initial probationary period with the County. The appointing authority will notify all department employees of temporary promotional opportunities and will allow department employees fivetheir job.