Common use of Working Out of Classification Clause in Contracts

Working Out of Classification. Bargaining unit employees are considered to be working ‘out-of-class’ when they are assigned by the University to perform the duties of a job specification that pays a higher job rate than the employee’s current job. A bargaining unit employee that is deemed by the University to be working ‘out-of-class’ in a bargaining unit position shall be paid the job rate of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory position, the most qualified employee in the work unit will be assigned the work. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job classification, the employee shall continue to receive the employee's regular rate of pay during such assignment, except that this provision does not cover an employee who is demoted by the University.

Working Out of Classification. Bargaining unit employees are considered to be working ‘out-of-class’ when they are assigned by the University to perform the duties of a job specification that pays a higher job rate than the employee’s current job. A bargaining unit employee that is deemed by the University to be working ‘out-of-class’ in a bargaining unit position shall be paid the job rate of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory position, the University shall assign that work to the employee in that supervisor’s area that has a “Lead” classification. That employee will be paid an additional five percent (5.0%) for those hours performing work in the supervisory position. If there is no “Lead” classification available in that supervisor’s area (due to the supervisor’s area not having a “Lead” classification, or the “Lead” being off work or not desiring to take on the additional responsibilities) or if there are multiple “Lead” classifications in an area, the most qualified employee in the work unit will be assigned the work. The If an employee in a non-“Lead” classification is assigned the work, that employee will be paid the “Lead” rate of their classification. If there is no “Lead” in the classification, the employee will be paid an additional ten five percent (10.05.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory or “Lead” work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-out- of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job classification, the employee shall continue to receive the employee's regular rate of pay during such assignment, except that this provision does not cover an employee who is demoted by the University.

Working Out of Classification. Bargaining unit employees are considered The City and the Union agree that it is the intent of departmental management to be avoid working ‘out-of-class’ when they are assigned by an employee out of classification. It is further agreed that working an employee out of classification will occur only to meet the University to perform work requirements within the duties City and that such out of a job specification that pays a higher job rate than classification work will terminate after fifteen (15) consecutive work days or thirty (30) work days in any one calendar year, or if extended beyond fifteen (15) consecutive or thirty (30) work days, the employee’s current job. A bargaining unit employee that is deemed by the University to be working ‘out-of-class’ in a bargaining unit position shall be paid compensated at the job rate of the higher classification assigned. If while the University, in its sole discretion, assigns a bargaining unit out of classification work continues subject to right of employee to work waive this provision based upon personal career development. For purposes of this article, an out of classification assignment is defined as assignment by the Department Head or designee of the full-time performance of the significant duties of an authorized, funded, regular full- time position in one or more higher classification(s) by an employee in a supervisory position in another classification. "Significant duties" shall be as defined on the appropriate class specification. When an employee works out of classification continuously for fifteen (15) working days or more, the City shall place a letter in the employee's personnel file acknowledging the out of classification work. It is the intent of this article to compensate employees for assigned out of class work extended beyond fifteen (15) consecutive or thirty (30) work days in any one calendar year. Effective February 1, 2014, Water Resources Division Operators in Training (OIT’s) who meet the minimum qualifications of (entry/journey level) an operator position, the most qualified employee in the work unit (certification/experience) and who are assigned to perform full (entry/journey) level duties of that position, will be assigned the work. The employee will be paid an additional ten percent eligible for acting pay (10.0%working out of class pay) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional dutyunder this provision. If an employee believes he/she is temporarily assigned to working out of classification on a lower job classificationregular on-going basis, the employee may: a. Request a reclassification from his/her manager in writing. The manager shall continue respond in writing within ten (10) working days of receipt of the request. The manager may recommend that a classification review be conducted by submitting a written request, approved by the Department Head, to receive Human Resources. b. If the employee is not satisfied with the manager's response, he/she may submit a written reclassification request to his/her Department Head or designee within ten (10) working days of receiving his/her manager's written response. Within twenty (20) working days of receipt of the employee's regular rate written request, the Department Head or designee shall meet with the employee and issue a written response to the employee and the Human Resources Office. c. If the Department Head's response so requests that a classification review be conducted, Human Resources shall conduct said classification review and shall issue its decision to the employee and the Department Head within forty-five (45) working days of pay during such assignment, except that this provision does not cover an employee who is demoted by receipt of the Universityrequest.

Working Out of Classification. Bargaining unit employees (A) This process shall be utilized in lieu of the Civil Service Temporary Promotion process contained in Civil Service Rule 10, Section 10 (or as may be amended). (B) Employees who are considered to be working ‘out-of-class’ when they are temporarily assigned by the University to perform the duties of a job specification that pays higher classification, shall be placed at the salary step which gives them at least a higher job rate than 5% increase above the employee’s current jobrate of pay for each hour worked in the higher class per workday. A bargaining unit employee Employees that is deemed by the University to be working ‘out-of-class’ do not complete at least one hour per workday in a bargaining unit position working out of class assignment shall not be entitled to working out of class pay for that workday. (C) Working out of class assignments shall not exceed 6 pay periods without the express approval of the Department Director or designee. After 6 pay periods, the assignment shall be paid rotated among all other available employees in the job rate work unit. In order to extend an employee’s working out of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory positionclass assignment past 6 pay periods, the most qualified employee Department must show that an operational hardship and/or serious inequity will result if the working out of class assignment is not extended. For example, the assignment may be extended past 6 pay periods if there are no other available employees in the work unit will to whom the assignment can be assigned the workrotated. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current jobUpon request, the employee will receive out-of-Department shall communicate the operational hardship and/or serious inequity to Central Human Resources. (D) Upon receiving notice that a working out of class assignment has exceeded 6 pay for all time worked in that higher capacity. Howeverperiods and the reason(s) outlined above are not met, Central Human Resources shall discontinue the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-working out of class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University assignment and the employee voluntarily requested shall be restored to their previous classification and previous rate of pay. (E) When an employee in the CODE Bargaining Unit is assigned to work out of class, the employee’s Division Head or assumed designee shall send an email to CODE (▇▇▇▇▇▇▇▇▇@▇▇▇▇▇▇▇▇▇.▇▇▇) with the duties. • The employee is performing the prescribed duties while on a training assignmentemployee’s name, in an apprenticeship or other training current classification, or is performing duties different from regular duties due to an injuryposition into which they have been assigned, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job classification, and starting and ending date of the employee shall continue to receive the employee's regular rate working out of pay during such class assignment, except that this provision does not cover an employee who is demoted by the University.

Working Out of Classification. Bargaining unit employees are considered to be working ‘out-of-class’ 14.01 An employee shall receive a pay increase for each hour when they are assigned by the University to perform the duties he works in a Firefighter in charge of a job specification that pays a higher job rate than the employee’s current jobRescue, Driver Engineer, Fire Lieutenant or Battalion Chief position. A bargaining unit employee that Firefighter, who has completed six months of employment, and is deemed by a Florida State certified E.M.T. or paramedic, and receives the University recommendation of the Company Officer and approval of the shift Battalion Chief, may work out of class as a Firefighter in charge of rescue. For the Firefighters or Lieutenants working out of class as a Lieutenant or Battalion Chief, the increase will be to be working ‘out-of-class’ in a bargaining unit position shall be paid the job entry rate of the higher job classification assignedin which the employee is working, or eleven percent (11%), whichever is greater. If the University, Firefighters working out of class as Driver Engineer or Firefighter in its sole discretion, assigns a bargaining unit employee charge of Rescue will be compensated at an hourly rate equivalent to work in a supervisory position, the most qualified employee their current step in the work unit will be assigned the workapplicable Driver Engineer schedule. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work Chief or is assigned work in a job specification that pays a higher job rate than the member’s current jobdesignee shall, the employee will receive specifically, assign out-of-class pay for all time worked work in that higher capacityeach individual case. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work Employees may not authorize out-of-class unless it determines, in its sole discretion, that it will assign that workwork for themselves. A bargaining unit employee is not considered to be working ‘Working out-of-class’ class will not provide any automatic job rights to the position should it become vacant. Additional compensation will be only for actual hours worked and will be paid on a pay period basis. 14.02 Acting lieutenant assignments described in this Article will be made from the classification's current promotional register if he/she meets any one of exists. However, no shift re-assignments will be requested or made if personnel on a particular shift are not on the criteria below: • The ‘applicable register. 14.03 At no time will an employee be paid less than his regular rate for working out-of-class’ duties were not classification. 14.04 Bargaining Unit employees, except Paramedics, who are scheduled to ride on ▇▇▇▇▇▇▇ County ambulances to facilitate any ALS Partnership Program shall receive an 11% working out of classification increase for each shift that they are assigned by to the University ambulance position. Battalion Chiefs and the employee voluntarily requested the work or assumed the dutiesFire Lieutenants will be responsible for developing a rotation of eligible Bargaining Unit employees who wish to participate. • The employee is performing the prescribed duties while on a training assignment, Assigning each of these Bargaining Unit employees working out of classification shall be done in an apprenticeship equitable manner. Bargaining Unit employees who do not wish to participate will not be forced to participate. Bargaining Unit employees who wish to participate or other training classification, or discontinue participation shall notify their Battalion Chief in writing. Each participant is performing duties different from regular duties due expected to an injury, an illness, or participation in transitional duty. If an employee is temporarily conform to the daily schedules and guidelines of ▇▇▇▇▇▇▇ County Emergency Medical Services while they are assigned to a lower job classification, the employee shall continue to receive the employee's regular rate of pay during such assignment, except that this provision does not cover an employee who is demoted by the UniversityCCEMS ambulances.

Working Out of Classification. Bargaining 18.1 Unit members shall not be required to perform duties which are not fixed and prescribed for the position by the governing board, unless the duties reasonably relate to those fixed for the position by the board, for any period of time which exceeds five working days within a 15-calendar-day period except as authorized below: When a unit employees are considered member is required to perform duties inconsistent with those assigned to the position by the governing board for a period of more than five working days provided his/her salary is adjusted upward for the entire period s/he is required to work out of classification and in such amounts as will reasonably reflect the duties required to be working ‘out-of-class’ performed outside of his/her normal assigned duties. It is the intent of this section to permit the district to temporarily work unit members outside of their normal duties but in so doing to require that some additional compensation be provided to the employee during such temporary assignments. 18.1.1 To the unit member’s current step of the salary range of the higher classification for the entire period he/she is required to work out of classification. Example: Unit Member with normal placement on Salary Schedule on Range 20 is at step 4, shall be paid at Range 22 step 4 of the classification temporarily assigned when temporarily assigned to the Range 22 step 4 work. 18.1.2 For purposes of this section, “regular rate of pay” shall refer to the salary range and step of the unit member exclusive of any differentials or premiums applied to that rate. Any differentials or premiums will be applied to the out of class rate of pay in the same manner as they are assigned by applied to the University regular rate of pay. 18.1.3 Selection of unit member’s for out of classification assignments shall be based on the ability of the unit member to perform the duties of a job specification that pays a the higher job rate than the employee’s current job. A bargaining unit employee that is deemed level position as determined by the University supervisor. When there are more than two unit members who have the requisite skills for the assignment and who have expressed an interest in the assignment, the assignment shall be made by seniority in the District. 18.1.4 Out-of-classification work assignments shall not extend beyond 90 working days unless necessitated by extenuating circumstances and the parties agree to be working ‘an extension. In the event a unit member works in an out-of-class’ in a bargaining classification assignment for more than 90 working days, the unit member will be considered qualified for the position shall and may be paid the job rate of promoted to the higher classification assigned. If the University, in its sole discretion, assigns if a bargaining unit employee to work in a supervisory position, the most qualified employee in the work unit will be assigned the work. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job classification, the employee shall continue to receive the employee's regular rate of pay during such assignment, except that this provision does not cover an employee who is demoted by the Universityvacancy exists.

Working Out of Classification. Bargaining unit employees 15.1 Employees are considered eligible to be working ‘out-of-class’ receive out of class differential pay as described below. a. Working out of classification is defined as occurring when they are assigned by the University an employee is assigned, for a minimum of a full work shift, to perform duties unique to a higher classification which constitute the higher duties of a job specification that pays a higher job rate classification. b. The City retains the right to determine when it is practical and efficient to assign employees to perform out of class work. Nothing in this Article shall be interpreted as a guarantee that an employee shall be assigned to work out of classification in the absence of another employee. c. Employees assigned to work out of classification shall be compensated as follows: (1) For hours worked out of classification in bargaining unit classifications, at either five percent (5%) above the current base salary or at the step closest to but not less than that amount in the salary range of the higher classification, whichever is greater; (2) For hours worked out of classification in management classifications, at seven and on half percent (7.5%) above the current base salary or at the starting salary of the management salary range, whichever is greater. In no case may an employee working out of classification earn more in a payroll period than the monthly pay that would be earned if the employee were regularly appointed to work in the higher classification. d. If an employee believes he/she has been working out of classification for a temporary assignment of three (3) or more workdays, the employee may make a written request for working out of classification pay to their supervisor. The supervisor is required to consult with the Human Resources Director after receiving such a request. If the employee does not receive an answer within ten (10) City business days of presenting their request to their supervisor, the employee may request that the Human Resources Director review the request. The request for Human Resources to review the request must be made within ten (10) City business days from when the supervisor responded to the request. The Human Resources Director will make a decision within ten (10) City business days of the employee’s current jobrequest for review. A bargaining unit employee that is deemed by Should the University to be working ‘out-of-class’ in a bargaining unit position shall be paid Human Resources Director deny the job rate of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory position, the most qualified employee in the work unit will be assigned the work. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the memberemployee’s current jobrequest, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign may initiate a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one grievance at Step 3 of the criteria below: • The ‘out-of-class’ duties were not assigned grievance procedure by submitting the University and grievance to the employee voluntarily requested City Manager within seven (7) City business days from the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job classification, the employee shall continue to receive the employee's regular rate of pay during such assignment, except that this provision does not cover an employee who is demoted by the UniversityHuman Resources Director’s denial.

Working Out of Classification. Bargaining unit employees are considered to be working ‘'out-of-class’ ' when they are assigned by the University to perform the duties of a job specification that pays a higher job rate than the employee’s 's current job. A bargaining unit employee that is deemed by the University to be working ‘'out-of-class’ ' in a bargaining unit position shall be paid the job rate of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory position, the University shall assign that work to the employee in that supervisor's area that has a "Lead" classification. That employee will be paid an additional five percent (5.0%) for those hours performing work in the supervisory position. If there is no "Lead" classification available in that supervisor's area (due to the supervisor's area not having a "Lead" classification, or the "Lead" being off work or not desiring to take on the additional responsibilities) or if there are multiple "Lead" classifications in an area, the most qualified employee in the work unit will be assigned the work. The If an employee in a non-"Lead" classification is assigned the work, that employee will be paid the "Lead" rate of their classification. If there is no "Lead" in the classification, the employee will be paid an additional ten five percent (10.05.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory or "Lead" work or is assigned work in a job specification that pays a higher job rate than the member’s 's current job, the employee will receive out-of-outof- class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘'out-of-class’ ' if he/she meets any one of the criteria below: • The ‘'out-of-class’ ' duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job classification, the employee shall continue to receive the employee's regular rate of pay during such assignment, except that this provision does not cover an employee who is demoted by the University.

Working Out of Classification. Bargaining unit employees are considered to be working ‘out-of-class’ when they are assigned by the University to perform the duties of a job specification that pays a higher job rate than the employee’s current job. A bargaining unit employee that is deemed by the University to be working ‘out-of-class’ in a bargaining unit position shall be paid the job rate of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory position, the most qualified employee in the work unit will be assigned the work. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned works on Acting Assignment to a lower job classificationhigher classification pursuant to a written order from Management, the employee shall continue to receive be paid at the first salary step which is at least one full step higher than the employee's regular rate of pay during such assignmentor at least $1.00 more per hour, except that this provision does whichever is greater for all hours so worked, computed to the nearest full hour. An employee shall not cover an normally receive Acting Assignment Pay for Sick Leave, Vacations or Holidays unless it is otherwise specifically provided for in the written order. Such assignment SHALL NOT EXCEED A PERIOD OF ELEVEN (11) CONSECUTIVE MONTHS WITH A THIRTY (30) DAY CONSECUTIVE BREAK IN SERVICE FOR THAT POSITION. Where consistent with the needs of the service, the Acting Assignment must be offered to the most senior qualified employee in the appropriate classification as determined by Management. If the Acting Assignment is refused by the senior qualified employee, Management shall attempt to assign the next most senior qualified employee who is demoted readily available to perform the work. If Management cannot find an employee to fill the Acting Assignment, Management may assign the least senior qualified employee who may not refuse the assignment. Any dispute over such assignment may be appealed to and resolved by the UniversityLabor Relations Office. However, any bargaining unit employee may refuse an Acting Assignment to a position which is outside the bargaining unit. Non bargaining unit acting assignments SHALL NOT EXCEED A PERIOD OF ELEVEN (11) CONSECUTIVE MONTHS WITH A THIRTY (30) DAY CONSECUTIVE BREAK IN SERVICE FOR THAT POSITION. When an employee is regularly assigned for part of their time to work that falls in another classification, the nature of the work and the amount of time on such assignment will be a proper consideration in establishing the classification of their position. If a formal training program to upgrade employees' skills is put into effect, those employees who apply and qualify for such training will be paid at the rate of their regular job during such training period, and it is understood that the training program will not be utilized by Management as a means to subvert the intent of the Acting Assignment provisions of this Article. As soon as possible before such program is put into effect, the Union President will be advised of the approximate number of employees in the program and of its approximate duration.

Working Out of Classification. Bargaining unit employees are considered to be working ‘out-of-class’ 14.01 An employee shall receive a pay increase for each hour when they are assigned by the University to perform the duties he works in a Firefighter in charge of a job specification that pays a higher job rate than the employee’s current jobRescue, Driver Engineer, Fire Lieutenant or Battalion Chief position. A bargaining unit employee that Firefighter, who has completed six months of employment, and is deemed by a Florida State certified E.M.T. or paramedic, and receives the University recommendation of the Company Officer and approval of the shift Battalion Chief, may work out of class as a Firefighter in charge of rescue. For the Firefighters or Lieutenants working out of class as a Lieutenant or Battalion Chief, the increase will be to be working ‘out-of-class’ in a bargaining unit position shall be paid the job entry rate of the higher job classification assignedin which the employee is working, or eleven percent (11%), whichever is greater. If the University, Firefighters working out of class as Driver Engineer or Firefighter in its sole discretion, assigns a bargaining unit employee charge of Rescue will be compensated at an hourly rate equivalent to work in a supervisory position, the most qualified employee their current step in the work unit will be assigned the workapplicable Driver Engineer schedule. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work Chief or is assigned work in a job specification that pays a higher job rate than the member’s current jobdesignee shall, the employee will receive specifically, assign out-of-class pay for all time worked work in that higher capacityeach individual case. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work Employees may not authorize out-of-class unless it determines, in its sole discretion, that it will assign that workwork for themselves. A bargaining unit employee is not considered to be working ‘Working out-of-class’ class will not provide any automatic job rights to the position should it become vacant. Additional compensation will be only for actual hours worked and will be paid on a pay period basis. 14.02 Acting lieutenant assignments described in this Article will be made from the classification's current promotional register if he/she meets any one of exists. However, no shift re-assignments will be requested or made if personnel on a particular shift are not on the criteria below: • The ‘applicable register. 14.03 At no time will an employee be paid less than his regular rate for working out-of-class’ duties were not classification. 14.04 Bargaining Unit employees, except Paramedics, who are scheduled to ride on Collier County ambulances to facilitate any ALS Partnership Program shall receive an 11% working out of classification increase for each shift that they are assigned by to the University ambulance position. Battalion Chiefs and the employee voluntarily requested the work or assumed the dutiesFire Lieutenants will be responsible for developing a rotation of eligible Bargaining Unit employees who wish to participate. • The employee is performing the prescribed duties while on a training assignment, Assigning each of these Bargaining Unit employees working out of classification shall be done in an apprenticeship equitable manner. Bargaining Unit employees who do not wish to participate will not be forced to participate. Bargaining Unit employees who wish to participate or other training classification, or discontinue participation shall notify their Battalion Chief in writing. Each participant is performing duties different from regular duties due expected to an injury, an illness, or participation in transitional duty. If an employee is temporarily conform to the daily schedules and guidelines of Collier County Emergency Medical Services while they are assigned to a lower job classification, the employee shall continue to receive the employee's regular rate of pay during such assignment, except that this provision does not cover an employee who is demoted by the UniversityCCEMS ambulances.

Working Out of Classification. Bargaining unit employees are considered An employee temporarily assigned to be working ‘out-of-class’ when they are assigned by the University to perform the duties of a job specification that pays a higher job rate position classification in an equal or lower pay grade than the employee’s current job. A bargaining unit employee that is deemed by the University to be working ‘out-of-class’ in a bargaining unit his/her permanent position classification shall be paid the job rate of the higher his/her permanent position classification assignedrate. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory position, the most qualified employee in the work unit will be assigned the work. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job position classification having a higher pay grade than his/her permanent position classification, the employee shall continue to receive be paid the greater of either (1) the employee's regular current pay grade, or (2) the pay grade of the lowest paid employee occupying the higher classification, unless only one (1) employee occupies the higher classification, in which case option (2) shall be the entry level pay grade for the higher classification, provided further, that if such employee's current pay grade is higher than the entry level pay grade for the higher classification, option (2) shall be the first level of the pay grade for the higher classification that is higher than the employee's current rate of pay during pay. Employees who work out of classification in a position that is "exempt" from the overtime provisions of the FLSA shall not receive overtime while working out of classification. In order to qualify for temporary assignment pay, the employee must work five (5) consecutive work days or more (except telecommunicators must work six (6) consecutive work days or more) in the higher level position classification. The use of any accrued time (i.e. vacation, sick, personal business, holidays) shall be at the employee's normal rate of pay. Except for training periods of five (5) days or less, the Employer agrees not to rotate temporary assignments within the bargaining unit for the purposes of avoiding temporary assignment pay. Sworn Officers on restricted duty status will be permitted to fill in for absent telecommunicators and/or office technicians in the Records Division or if a temporary vacancy arises in a telecommunicator or office technician position in the Records Division, provided that bargaining unit telecommunicators or office technicians in the Records Division are first offered overtime opportunities to fill such assignmentvacancy; further provided, except that this provision does not cover an employee who is demoted by the Universityamount of overtime such telecommunicators or office technicians in the Records Division may be permitted to work shall be subject to reasonable restrictions based upon concerns for the safety and welfare of such employees.

Working Out of Classification. Bargaining unit employees are considered to be working ‘out-of-class’ when they are assigned by the University to perform the duties of a job specification that pays a higher job rate than the employee’s current job. A bargaining unit employee that is deemed by the University to be working ‘out-of-class’ in a bargaining unit position shall be paid the job rate of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit In order for an employee to work in a supervisory position, receive working out of class pay all o f the most qualified employee in the work unit will following criteria must be assigned the work. met: Unit H - SEIU 11/10/2011 a. The employee will must be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned to a lower job classification, higher classification whose salary range is at least five percent (5%) higher than the employee shall continue to receive range of the employee's regular rate classification. b. The assignment must be to a vacant permanent position or to a permanent position whose incumbent is absent from work. c. The assignment must be for over twenty (20) consecutive working days. d. The employee must perform all o f the duties of pay during the higher classification. For working out of class the employee shall be compensated at the step in the higher classification that provides an increase to the assigned employee of at least five percent (5%). Such compensation shall begin on the twenty-first (21st) working day after the assignment to the higher classification. e. A t one hundred eighty (180) days, the working out of class assignment wil l be reviewed to determine whether it is appropriate for this person to continue working out of class. f. Employees Working out of Class, or who are removed from Working out of Class duty as a result of poor performance, shall not be subject to unsatisfactory performance evaluation for their participation in said assignment. Participating employees removed from such assignment as a result of unsatisfactory performance shall instead be returned to their official job classification and duties. Failure to successfully complete a Working out o f Class assignment, except that this provision does as a result of performance, shall not cover have impact on employee's official job classification or duties. Whenever an employee engaged in assigned official duties on behalf o f the County sustains a loss of personal property, through no fault o f the employee, that employee shall be eligible for reimbursement for such personal property. A request for reimbursement must be submitted by claim to the Appointing Authority no later than thirty (30) calendar days from the date of loss. Management shall review the claim and when circumstances warrant, reimbursement shall be made. Claims based on cash losses or losses due to lost or stolen credit cards shall not be considered. Claims based upon damage to automobiles are subject to the following provisions. Al l four (4) conditions must be met before consideration wil l be given: • A n employee, who drives his/her car incident to employment, shall have named the County as an additional insured on his/her automobile insurance policy as of the date the employee sustained the loss o f his/her automobile. • Evidence of the required insurance coverage must be presented. • Invoice for work completed must be submitted. Reimbursement is demoted limited to two hundred dollars ($200). • The damage must have occurred while the employee was actually using the automobile on authorized County business, away from the employee's work place. No reimbursement shall be granted for losses covered by the Universitysome other source, insurance policy or agency. A maximum limit of two hundred dollars ($200) per incident shall apply to all claims for reimbursement. No claims for reimbursement for items having a present value o f less than ten dollars ($10) shall be considered.

Working Out of Classification. Bargaining unit employees are considered to be working ‘out-of-class’ when they are assigned by the University to perform the duties of a job specification that pays a higher job rate than the employee’s current job. A bargaining unit employee that is deemed by the University to be working ‘out-of-class’ in a bargaining unit position shall be paid the job rate of the higher classification assigned. If the University, in its sole discretion, assigns a bargaining unit employee to work in a supervisory position, the most qualified employee in the work unit will be assigned the work. The employee will be paid an additional ten percent (10.0%) for those hours performing work in the supervisory position. If a bargaining unit member is assigned supervisory work or is assigned work in a job specification that pays a higher job rate than the member’s current job, the employee will receive out-of-class pay for all time worked in that higher capacity. However, the parties understand that there are no requirements that the University assign a bargaining unit member to work out-of-class unless it determines, in its sole discretion, that it will assign that work. A bargaining unit employee is not considered to be working ‘out-of-class’ if he/she meets any one of the criteria below: • The ‘out-of-class’ duties were not assigned by the University and the employee voluntarily requested the work or assumed the duties. • The employee is performing the prescribed duties while on a training assignment, in an apprenticeship or other training classification, or is performing duties different from regular duties due to an injury, an illness, or participation in transitional duty. If an employee is temporarily assigned works on Acting Assignment to a lower job classificationhigher classification pursuant to a written order from Management, the employee shall continue to receive be paid at the first salary step which is at least one full step higher than the employee's regular rate of pay during such assignmentor at least $1.00 more per hour, except that this provision does whichever is greater for all hours so worked, computed to the nearest full hour. An employee shall not cover an normally receive Acting Assignment Pay for Sick Leave, Vacations or Holidays unless it is otherwise specifically provided for in the written order. Such assignment shall not exceed a period of twelve (12) consecutive months. Where consistent with the needs of the service, the Acting Assignment must be offered to the most senior qualified employee in the appropriate classification as determined by Management. If the Acting Assignment is refused by the senior qualified employee, Management shall attempt to assign the next most senior qualified employee who is demoted readily available to perform the work. If Management cannot find an employee to fill the Acting Assignment, Management may assign the least senior qualified employee who may not refuse the assignment. Any dispute over such assignment may be appealed to and resolved by the UniversityLabor Relations Office. However, any bargaining unit employee may refuse an Acting Assignment to a position which is outside the bargaining unit. Non bargaining unit acting assignments shall not exceed a period of twelve (12) consecutive months. When an employee is regularly assigned for part of his/her time to work that falls in another classification, the nature of the work and the amount of time on such assignment will be a proper consideration in establishing the classification of his/her position. If a formal training program to upgrade employees' skills is put into effect, those employees who apply and qualify for such training will be paid at the rate of their regular job during such training period, and it is understood that the training program will not be utilized by Management as a means to subvert the intent of the Acting Assignment provisions of this Article. As soon as possible before such program is put into effect, the Union President will be advised of the approximate number of employees in the program and of its approximate duration.