Acting in Capacity. An employee is acting in capacity when he/she is temporarily designated to perform the majority of the duties of a higher classification that are not in his/her current classification on a full-time continuous basis. Employees acting in capacity shall be paid five percent (5%) above the employee’s base rate of pay or the first step of the higher classification’s pay range, whichever is greater, for all hours an employee is designated to act in the capacity of the higher level classification. Acting in capacity assignments are limited to six (6) consecutive months unless conditions warrant extension, which must be approved by the labor-management committee.
Acting in Capacity. Employees assigned by the Department Director or his/her designee to perform the duties of a higher paid “manager/supervisory” position in the manager/supervisor’s absence shall be compensated at the first step in the salary range of the assigned position or 10% above their current salary, whichever is greater.
Acting in Capacity. When an employee is assigned to work in a higher classification and performs substantially all the duties the absent employee would have been called upon to perform for five (5) or more consecutive workdays, the employee shall be compensated at a rate five percent (5%) above their current salary. Acting-in-Capacity (AiC) pay will be applied retroactively to the beginning of the assignment. When an employee is assigned to work in an AIC supervisory or management position, the City shall prepare a Memorandum of Agreement (MOA) for review and signature by the local Union officers. The MOA shall clarify the duties and responsibilities of the AIC supervisor or management position, including but not limited to the following: the anticipated duration of the assignment, the degree of oversight provided to other Bargaining Unit employees and work groups; the authorization to approve timecards, scheduling of work and training of Bargaining Unit employees; and any expected participation on City sub-committees or project teams. Under no circumstances will a Bargaining Unit employee in an AIC assignment be responsible for invoking any disciplinary actions against other Bargaining Unit employees.
Acting in Capacity. An employee assigned the duties and responsibilities of a position in a higher job class shall receive compensation as follows; Step 1 of the higher class, a one step increase in their regular classification, or a 5 percent (5%) increase in their regular salary, whichever is greater and provided such assignment is designated in writing and the assignment lasts longer than five (5) consecutive working days. Such compensation shall be retroactive to the first day of the assignment. An employee will be deemed to have been assigned the duties and responsibilities of another position when they have assumed responsibility and accountability for the primary functions of the position and for substantive performance of the job. For assignments of five (5) days or longer, the employee performance will be evaluated in the annual performance evaluation. For assignments of less than five (5) days, the assignment shall be noted but not evaluated in the performance evaluation.
Acting in Capacity. When a bargaining unit employee fully takes on the duties of another higher level bargaining unit employee, in place of their own job duties, for a period of one full day or more, that employee shall be compensated for any full day(s) fully served in the interim position at the pay grade of the interim position, placed at the lowest step in that grade that is not less than 5% more than the employee’s current grade and step.
Acting in Capacity. An employee is acting in capacity when they are temporarily designated to perform the majority of the duties of a higher classification that are not in their current classification on a full-time continuous basis. Employees acting in capacity shall be paid five percent (5%) above the employee’s base rate of pay or the first step of the higher classification’s pay range, whichever is greater, for all hours an employee is designated to act in the capacity of the higher level classification. Acting in capacity assignments are limited to six
Acting in Capacity. Any employee temporarily designated as acting in the capacity of a position in a classification with a higher pay range than his/her regular classification shall receive a five percent (5%) increase or Step 1 of the higher pay range, whichever is greater, for actual hours worked in the higher classification. Working out of class for each employee shall be limited to not more than 1080 hours per year. Whenever practicable, employees should not be designated as acting in capacity for absences known in advance or for long term absences where designating an employee will leave the employee’s shift short staffed and result in overtime.
Acting in Capacity. Any employee designated as acting in a capacity of a position in a classification higher than the employee’s regular classification shall receive a five percent (5%) increase to his/her regular pay or the minimum step of the higher range, whichever is greater, for actual hours worked in the higher classification. Any such assignment shall be with the approval of the employee.
Acting in Capacity. 7.1 MINIMUM QUALIFICATIONS When a Captain is going to be absent more than three shifts the City may appoint a Lieutenant from that station to Act in Capacity in the Captain position for administrative purposes. In the absence of a current promotional list in the Life Safety Division, Acting in Capacity (AIC) will be by seniority. AIC shifts shall be distributed as equitable as is practical.
Acting in Capacity. When an employee is notified in writing that they will be assigned for a limited period (40 consecutive work hours or more) to perform substantially all the duties of the higher-level assignment outside the scope of their regular job duties that employee shall be paid premium pay of five percent (5%). All paid leave taken during the acting in capacity assignment will be paid at the employee’s regular rate of pay. The parties agree to strive to encourage and provide on-the-job training for employees. An employee performing duties out of their classification for training and developmental purposes shall be so informed in writing, and it shall be mutually agreed to by the supervisor and the employee. The notice shall state the purpose and length of assignment. During the training, there shall be no extra pay for the work. A copy of the notice shall be placed in the employee's file. Any City employee who, in addition to their regular duties, is functioning as a lead worker to three (3) or more Community Service Workers performing work for the City at the direction of the Court shall qualify for acting in capacity pay under this Section 6.
