Differential Pay

Article 20 of the SEIU CBA outlines differential pay. Please email HR Classification & Compensation with questions.

Differential Pay Forms

The following forms are available for assigning and approving differential pay. Units should submit requests and receive approval from HR prior to discussing with the employee or assigning new work.

Lead Work Differential

Article 20, Section 5 of the SEIU Collective Bargaining Agreement (CBA) outlines the requirements for Lead Work Pay Differential. Lead work shall not apply to employees in classifications that normally perform oversight or lead work duties. If you are unsure, please reach out to HR Classification and Compensation at hrclasscomp@uoregon.edu. The following is the process for assigning lead work:

INSTRUCTIONS:

  1. Ensure the work you would like to assign to the employee meets the definition of lead work in the SEIU CBA. 
    • Carefully consider if: 
      • There is a need to formally assign lead work duties over 2 or more bargaining unit employees
      • Employees are in an equivalent or lower salary range
      • Need is for 10 consecutive workdays or longer
  2. Fill out the Lead Work Differential Request Form.
  3. Attach a copy of the draft memo you will give to the employee informing them of their Lead Work assignment if approved.
  4. Ensure that the signature portion of the paperwork is complete.
  5. Send the completed form and associated documentation to the HR Class & Comp team at hrclasscomp@uoregon.edu.
  6. After the completed paperwork is received in HR it will be reviewed. If there are no questions concerning the request and the request is approved, the approval will be emailed to unit HR who will be directed to work with your payroll administrator to implement pay. It is the responsibility of the unit to monitor the approved amount when position changes such as merit increases occur.

Work Out of Classification (WOC)

Differential Pay, Article 20, Section 6(A) of the SEIU Collective Bargaining Agreement (CBA) outlines the requirements for Work Out of Classification. 

Work Out of Classification. When an employee is assigned, for a limited period, to perform the duties at a higher-level classification for more than ten (10) consecutive calendar days, the employee shall be paid at what would be the next higher salary step or the first step of the higher salary range, whichever is greater. When assignments are made to Work Out of Classification for more than ten (10) consecutive calendar days, the employee shall be compensated for all hours worked beginning from the first day of the assignment for the full period of the assignment. Units should submit requests and receive approval from HR prior to discussing with the employee or assigning new work. 

INSTRUCTIONS:

  1. Review the Work Out of Classification provision of the CBA. 
    • Carefully consider if: 
      • The duties being performed meet the distinguishing features of a higher classification. 
      • The duration will be at least 10 days or more.
      • The employee meets Minimum Qualifications (MQs) of the higher classification. If available, submit documentation of how the employee meets MQs or a current resume with the form. 
  2. Complete the Work Out of Classification Differential Form, ensuring all fields are filled out.
  3. Provide a complete list of duties as an attachment. You must identify new duties being taken on as well as continuing duties (if any) to equal 100% work effort.
  4. Attach a draft copy of the memo to be given to the employee informing them of their out of class duties. The Work Out of Class request packet must be approved by HR Classification and Compensation before assignment of the work to the employee.
  5. Submit the form and documentation to hrclasscomp@uoregon.edu.
  6. After the completed paperwork is received in HR it will be reviewed. If there are no questions concerning the request and the request is approved, the approval will be emailed to unit HR who will be directed to work with your payroll administrator to implement pay. It is the responsibility of the unit to monitor the approved amount when position changes such as merit increases occur.

Please contact the Classification and Compensation team with further questions.