Salary for Working Out-Of-Class Sample Clauses

Salary for Working Out-Of-Class. If an employee is requested to assume the majority of work responsibilities in a position regularly filled by an employee in a higher level position and the employee will be filling the position for three (3) or more consecutive days, on the third day, the employee shall receive compensation equal to that which they would normally receive in the higher classification. Said pay will be retroactive to the first day. Food service employees will receive the higher rate of pay starting on the first day. Whenever an employee is requested to perform duties of two (2) or more positions, such employee shall be compensated at the higher rate of pay.
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Salary for Working Out-Of-Class. An employee assigned to perform work on a higher classification and who serves in excess of five (5) consecutive work days. As per the Side Letter of Agreement dated March 21, 2000, in the event of an absence of an Office Manager, the School Office Clerk during his/her work hours may assume some of the responsibilities of the Office Manager for the effective operation of the office during the absence. Effective July 1, 1999, the Office Clerk will be compensated at his/her assigned step and range as an Office Clerk during the assigned hours of the Office Clerk in the event of an absence of the Office Manager. Upon mutual consent of the School Principal and the Office Clerk, the Office Clerk may work additional hours per day at his/her hourly rate if the Office Manager is absent beyond the daily work shift of the Office Clerk. In neither of the circumstances above will the work of the Office Clerk be considered a substitute position. The work of the Office Clerk will be extended for appropriate coverage in the office to serve staff and the public. When five consecutive days of absence have elapsed for the Office Manager, the District may, as an option, seek mutual consent from the Office Clerk to work as a substitute at which time the level of compensation.

Related to Salary for Working Out-Of-Class

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION PCA Article B.3 does not apply in School District No. 34 (Abbotsford).

  • Reporting of Total Compensation of Subrecipient Executives I. Applicability and what to report. Unless you are exempt as provided in paragraph [4.]of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if—

  • Salary Impact of Reallocation An employee whose position is reallocated will have their salary determined as follows:

  • Leave Without Pay for Relocation of Spouse (a) At the request of an employee, leave without pay for a period of up to one (1) year shall be granted to an employee whose spouse is permanently relocated and up to five (5) years to an employee whose spouse is temporarily relocated.

  • For Lump Sum Change Order The payment and extension of time (if any) provided by this Change Order constitutes compensation in full to the Contractor and its Subcontractors and Suppliers for all costs and markups directly and indirectly attributable to the Change Order herein, for all delays related thereto and for performance of changes within the time stated.

  • Reallocation to a Class with an Equal Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position, the employee remains in the position and retains existing appointment status.

  • Compensation for Holidays Worked a. With the exception of the provisions in Section C.2.b., below, an employee required to work on a holiday listed above shall be paid at the employee's regular straight-time rate of pay for the hours actually worked. In addition, an eligible employee shall receive either compensatory time off or holiday pay at the option of the University at the regular straight-time rate, including any shift differential.

  • Requiring Minimum Compensation for Covered Employees a. Contractor agrees to comply fully with and be bound by all of the provisions of the Minimum Compensation Ordinance (MCO), as set forth in San Francisco Administrative Code Chapter 12P (Chapter 12P), including the remedies provided, and implementing guidelines and rules. The provisions of Sections 12P.5 and 12P.5.1 of Chapter 12P are incorporated herein by reference and made a part of this Agreement as though fully set forth. The text of the MCO is available on the web at xxx.xxxxx.xxx/xxxx/xxx. A partial listing of some of Contractor's obligations under the MCO is set forth in this Section. Contractor is required to comply with all the provisions of the MCO, irrespective of the listing of obligations in this Section.

  • Compensation for Loss of Employee Tools The Employer will replace all employee tools lost or stolen while stored in a room, building, premises, job, workshop, Employer vehicle or in a lock, up to a value as specified in Appendix A. Where evidence is produced by the employee that they have suffered a greater loss, the Employer shall pay the additional amount.

  • Deductions for Uncorrected Work If the Design Professional and Owner deem it inexpedient to correct work injured or done not in accordance with the contract, an equitable deduction from the contract price shall be made therefore and confirmed by execution of a lump sum Change Order. There is no duty on the part of the Owner, however, to accept any work injured or done not in accordance with the methods and materials designated in the contract documents, nor does the Contractor have the right to demand that there shall be acceptance of work injured or done not in accordance with the methods and materials designated in the Contract Documents.

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