Temporary Pay Increases

 Exempt Staff

All temporary pay increases (TPIs) for exempt staff require VP/ED and Human Resources approval. 

Temporary Pay Increase – An exempt staff employee who temporarily assumes additional responsibilities for thirty or more working days may receive a temporary pay increase of at least five percent (5%) over their current salary. These assignments may or may not include an “Acting” title.

Procedures for Requesting a TPI

1. Manager prepares the Supplemental Employment Agreement form and send the form to the unit’s hiring authority (VP/ED). Forms must include the reason for the pay increase, dates, and number of semi-monthly payments.
2. VP/ED reviews the request and ensures the change is within departmental resources. 
3. VP/ED forwards the request to Human Resources for final approval. HR will review to ensure the increase is commensurate with the additional duties. 
4. Once approved, HR will make the entry into payroll.

Interim Positions – An employee may be temporarily appointed to a position on an interim basis. This most commonly occurs when a position is vacant and the position is hard to fill or the recruitment will take longer than usual. Interim positions typically last for six to twelve months; interims are provided a contract and job description. Employees in interim positions receive a new contract. Contracts for interim positions are renewable for a maximum of two years in duration. Hiring managers, with the approval of their VP/ED, may directly appoint a current Highline employee or someone from outside the organization to an interim position. 

An important consideration for current employees who accept interim positions is whether or not their permanent position will be available for them once the interim position ends. If the employee’s position is backfilled during the time they are appointed the interim position, they will be left without a permanent position. 

Acting Position – An employee may temporarily act as the designee for a position on a short-term basis. This most commonly occurs when the permanent incumbent for a position is on leave or the position is vacant. Acting positions typically last for two weeks to six months. Hiring managers may appoint an employee to act in their absence without approval of  their VP/ED if there is no temporary pay increase. If the employee is serving as acting for more than thirty (30) days, a temporary pay increase is appropriate and will require VP/ED approval.

Employees serving in an acting role typically perform their permanent role while simultaneously covering the acting position. The employee serving in an acting role will return to their permanent position once the acting role hac ended

Procedures for Appointment to an Interim 

1. Manager sends Staffing Request form and job description to VP/ED. 
2. VP/ED forwards the request to Human Resources for final approval. HR will review to ensure the increase is commensurate with the additional duties. 
3. Once approved, HR will issue a new contract to the employee and make the entry into payroll.

Procedure for  Appointment to Acting with TPI

1. Manager completes and sends Exempt Staff Supplemental Employment Agreement to VP/ED. 
2. VP/ED forwards the request to Human Resources for final approval. HR will review to ensure the increase is commensurate with the additional duties. 
3. Once approved, HR will issue a new contract to the employee and make the entry into payroll.

Classified Staff

Pay for Performing the Duties of a Higher Classification 

Highline College labor contracts specify how contract-classified positions are compensated for performing duties of a higher classification. Per Article 41.2 of the WPEA contract, classified staff employees who are temporarily assigned the full scope of duties and responsibilities for more than fifteen calendar days of a higher level classification will be notified in writing and will be advanced to a step of the range for the new class, that is nearest to five percent (5%) higher than the amount of the pre-promotional step. The Employer may grant a higher salary increase as provided in Subsection 41.5 C.

Managers

To request additional pay for classified employees in accordance with Article 1.2 of the WPEA contract, send an email Human Resources and provide the following information:

• Employee name
• Classification
• Classification/position that the employee is temporarily performing
• Start and end date of the higher level work 
• An explanation of the duties and responsibilities, as well as the reason for this assignment of higher level duties.