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No employee(s) shall be required to work below their classifi cation(s) if there is an alternate available to fill the position. This section does not preclude members of a Local 7 crew or a team from agreeing to interchange functions in order to most productively perform a job under a mutually-agreed team concept approach.
Employee(s) temporarily required to work below their classifi cation(s) or pay rate shall receive their regular rate of pay.
No employee shall be required to work out of classification if there is a vacancy and an eligibility list for that classification, except alternates may be used as provided in Section 2115.54, “Alternates”, and except crews and teams may interchange functions per Section 2115.88, “Working Below Classification”.
Employees required to work above their classification(s) or pay rate shall receive the higher rate of pay for said higher classifica tion(s); except that coverage for normal lunch hours and breaks for a position with some overlapping responsibilities shall not entitle the employee to the higher rate of pay. The employee shall be paid the starting rate for said higher classification unless that rate is less than four percent (4%) greater than the rate the employee was earning in his regular classification, in which case the employee shall be paid four percent (4%) more than his regular rate. An employee appointed on an alternate basis to positions in the Local 2058 Bargaining Unit shall be paid the full Local 2058 rate for the higher classification where the start rate is not at least four percent (4%) greater than his regular rate.
Any employee whose removal from the service is sought for disciplinary reasons may resign at any time and the record shall show that the employee resigned of the employee's own accord.
Any employee who wishes to leave the City's service in good standing shall sign a written resignation with the Department and/or Division Head at least two (2) weeks in advance of the date the employee wishes the resignation to be effective.
Employees planning to retire should provide notice of their anticipated approximate retirement date the year before the retirement is planned.
No employee of the City shall accept outside employment that is adverse to or in conflict with the employee's municipal employment. In the event said employee shall be injured while engaged in outside employment, the employee shall not be entitled to any sick leave benefits which have been accumulated by virtue of their employment by the City.
When an employee changes his/her name, address or phone number, he/she shall within five (5) working days notify his/her supervisor on the appropriate form(s). Such changes are to be forwarded by the supervisor to the Department of Human Resources who shall correct the employee's records and file such change in the employee's personal history file. The Local shall receive a copy of such notification for all employees in the bargaining unit.
When it is determined that a new permanent part-time employee is required within a division, the City and bargaining unit will agree to the new addition. If an agreement cannot be reached the parties may submit the dispute to expedited arbitration for the resolution of the issue. This must be done prior to filling the position.
HEALTH AND WELFARE
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