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5 San Leandro Confidential EE Comp Plan January 1, 2025 – December 31, 2029 Section 6. Application of Pay Rates Employees shall be paid a salary or hourly rate within the range established for that classification under the City pay plan. Employees reinstated or reemployed after layoff shall receive a pay rate within the pay range established for the class to which they are assigned. 6.1 Temporary Upgrade Pay for Acting Assignment Employees will receive temporary upgrade pay when assigned to perform the full duties and responsibilities of a regular position in a higher classification on a temporary basis. Such assignments shall be termed an "acting assignment" and shall be made subject to the following conditions: A. Acting assignments shall be made by the department head only, with City Manager approval, and shall be made with written notification to the acting employee prior to the beginning of the shift; B. Acting assignments shall be made only in those instances where the acting employee is required to perform the full duties and responsibilities of the position for which the employee is acting. Acting pay shall not be authorized for periods of less than one (1) full workday. Payment for an acting assignment shall commence on the first day of such assignment; C. Temporary upgrade pay for the acting assignment shall be at a step in the salary range of the higher classification that generates an increase above the acting employee's current hourly rate of not less than five percent (5%). Nothing in this section shall preclude the temporary assignment of an employee to perform some of the duties of a higher classification for the purpose of providing training in the work of the higher classification. Such temporary training assignment shall not constitute an acting assignment within the meaning of this section. It is understood that the provisions of this section shall not be interpreted as requiring the City to fill each temporary vacancy by an acting assignment. 6.2 Temporary Differential Pay Employees will receive a differential in pay when assigned to work on a special assignment or perform a portion of duties of a higher classification on a temporary basis. Such differential pay shall be determined by the duties assigned, scope, and duration, and shall be a minimum of five percent (5%). The differential must be recommended by the employee’s department head and the Human Resources director or designee and approved by the City Manager. The differential must be renewed after six (6) months or terminated. Section 7. Annual Vacation Leave 7.1 The purpose of annual vacation leave is to enable each eligible employee to return to work physically and mentally refreshed. In the administration of this section, administrative personnel shall be guided by this stated purpose. The time at which an employee shall take