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Section 10: Other Pay <br /> A. Out-of-Class Pay <br /> When an employee is temporarily assigned by his/her supervisor to work one (1) hour or more <br /> in a higher classification previously held by the employee, the employee shall be paid at the <br /> higher classification rate for work at his/her previous salary step for those hours so worked. <br /> An employee temporarily assigned to work in a higher classification for two (2) hours or more <br /> shall be paid the lowest step in the higher classification which is greater than the employee's <br /> current base salary or 5% above the employee's current base salary, whichever is greater, for <br /> all hours worked in the higher classification. <br /> Classification seniority shall not control out-of-class assignments. <br /> B. Lead Pay <br /> An individual who is assigned to be a working crew leader of at least two (2) other employees of <br /> the same or lower classification. Duties shall include directing and problem solving for assigned <br /> crew, identifying task assignments, resolving immediate on-site conflicts. Lead individuals will <br /> receive 5% pay above the individual's current base salary unless these duties are identified in <br /> the individual's current class specification. <br /> Classification seniority shall not control lead assignments. <br /> C. Blacktop Raker/Pipelayer Pay <br /> When a Utility Laborer is assigned the task of Blacktop Raker or Pipelayer, the employee will <br /> receive a one-step increase for the time so assigned or for the time specifically required to <br /> perform such an assignment. <br /> Section 11: Employment Vacancies <br /> A. Appointments to job vacancies covered by Civil Service shall be made in accordance <br /> with civil service rules and regulations. <br /> B. Appointments to AFSCME represented job vacancies not covered by Civil Service shall <br /> be filled solely on the basis of ability, qualifications and merit. The City of Everett shall <br /> determine the appropriate selection process. The selection process shall bear a direct <br /> relationship to the knowledge, skills and abilities required for successful performance in the job <br /> classification to be filled. A qualified pool of applicants will be forwarded to the hiring authority <br /> for final selection. Upon request, the Union shall be provided with a written description of the <br /> recruitment and selection process used in filling any such vacancy. <br /> Page 20 <br />