Basic Work Week and Overtime. Section 1. The basic work week for all full-time employees covered by this labor agreement shall Section 2. The basic work week of forty (40) hours for full-time employees shall be from Monday through Friday of each week unless specified or scheduled differently by management to meet particular requirements of individual departments, divisions or sections of a department. When management deems it necessary, work schedules may be established other then the basic Monday through Friday schedule. In this connection if a schedule change is made which affects a major segment of this bargaining unit, management will notify the Union as far in advance as possible. Section 3. All authorized and approved work performed in excess of forty (40) hours in any one work week shall be considered as overtime and shall be paid at the overtime rate of one and one-half times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily hours during that work week to preclude the payment of overtime. Each department may permit use of compensatory time in accordance with the provision of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulations. Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime. Section 5. Employees shall be required to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set the overtime hours worked or to be worked. Section 6. Overtime opportunities are intended to be equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work areas, department, shift, section, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section shall be construed as alleviating the continuing intent of departmental management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employees. Section 7. When a full-time employee is assigned to work overtime as distinguished from a call back in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period. Section 8. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is as follows: A. Any employee who is off duty and required to return to work on an unscheduled basis shall be eligible for call back pay. B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one hour inconvenience pay. C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay. D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay. E. An employee who is off-duty and is called and given the opportunity to work voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay. F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours pay which will include the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive the call back inconvenience pay is twice in a twenty-four (24) hour period. If the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime. G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of one (1) hour. Departments will be responsible for determining the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Basic Work Week and Overtime. Section 1. The basic work week for all full-time employees covered by this labor agreement shall
Section 2. The basic work week of forty (40) hours workweek for full-time employees shall be from Monday through Friday thirty seven and one half (37 hours per week. All full-time employees shall receive two (2) consecutive days off one (1) of each week unless specified which will be Saturday or scheduled differently by management to meet particular requirements Sunday. Where there is mutual agreement of individual departmentsthe employee, divisions or sections of a department. When management deems it necessarythe Union, work schedules and the Company, full-time employees may be established other scheduled to have two (2) consecutive days off at another time during the workweek. Where such an arrangement has been in effect and the position should become vacant, then the basic Monday through Friday scheduleposition will be re-posted with one (1) of the consecutive days off being either Saturday Sunday. In this connection if a schedule change is made which affects a major segment Unrestricted part-time employees will be scheduled weekly on the basis of this bargaining unit, management will notify seniority except for coverage of part-time days off. The first four (4)hours of overtime shall be paid on the Union as far in advance as possible.
Section 3. All authorized basis of time and approved work performed one half (1 for hours worked in excess of forty seven and one half (40) 7 hours in any one work week (1) day or in excess of thirty seven and one half (37 hours in one week. All time worked in excess of that shall be considered paid at double time. Overtime shall be offered first to those employees who regularly perform the work. Should they decline the overtime, it shall be offered to those employees who are qualified and who have volunteered for overtime work. If there are no qualified volunteers then overtime shall be offered in order of descending seniority beginning with the most senior in the same position who is on the job at the time overtime is required. If there are no employees available for overtime it will be offered to part-time employees. Overtime will be allocated in order of reverse seniority when there is no senior or part-time employees volunteering for overtime. The allocation of overtime will consider employees who from time to time are unable to work the overtime because of significant personal commitments. All work performed on a General Holiday shall be paid at time and one half (1 plus a sum that is at least equal to the average daily wage of the employee. Overtime shall only occur with the prior authorization of Management. An afternoon and night shift premium of eighty ($0.80) cents per hour shall be paid for hours worked on shifts commencing after noon and before a.m. Employees performing the significant duties of another position as overtime well as their own will receive the relief pay of two ($2.00) dollars per hour. If an employee is moved to another position for the purpose of relief and that position is a higher grade, the employee shall receive a premium of two ($2.00) dollars per hour or the actual higher grade, whichever is greater, for all hours so worked. Employees called in on their day of rest or asked to return to work on their regularly scheduled workday shall be paid at the appropriate overtime rate of one and one-half times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily hours during that work week to preclude the payment of overtime. Each department may permit use of compensatory time in accordance with the provision of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulations.
Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime.
Section 5. Employees shall be required entitled to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set the overtime hours worked or to be worked.
Section 6. Overtime opportunities are intended to be equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work areas, department, shift, section, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section shall be construed as alleviating the continuing intent of departmental management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employees.
Section 7. When a full-time employee is assigned to work overtime as distinguished from a call back in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period.
Section 8. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is as follows:
A. Any employee who is off duty and required to return to work on an unscheduled basis shall be eligible for call back pay.
B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is off-duty and is called and given the opportunity to work voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours work or pay which will include in lieu. Employees sent home prior to the one end of the four (14) hour inconvenience bonus hours shall be paidpaid a minimum of four (4) hours. Employees called in prior to their regular scheduled workday shall be paid the overtime rate for the time worked before the start of their regular shift, provided the employee worked to the end of their regular scheduled shift. The maximum any employee may receive will have the call back inconvenience option of working to the end of their regular scheduled shift or leaving after seven and one-half (7.5) hours. Employees required to be on standby shall be compensated on the basis of three (3) hours pay is twice straight time per scheduled workweek or offered three (3) hours straight time in a lieu. A full-time employee shall be defined as an individual regularly working thirty-seven and one half (37 hours per week. A part-time employee shall be defined as an individual regularly working more than twenty four (24) hours per week but less than thirty seven and one half (37 hours per week. Part-time employees who maintain an average of thirty-five (35) hours per week for twenty-six (26) weeks shall be moved to Full-time status. A casual employee shall be defined as an individual regularly working less than twenty-four (24) hour periodhours per week. If Should a substantial shift change be required, the Company shall provide the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of ten (10) working days notice, unless a shorter notice period is agreed to by the employee. It is understood “substantial” is defined as a change in the start and finish time of a shift by one (1) hourhour or more or a change in scheduled workdays for the week. Departments Senior employees shall have shift preference for all substantial shift changes within working units of a Department. Should a temporary shift change of not more than ten (10) working days be required, the Company is not required to provide notice. No permanent shift change notice will be responsible for determining given during the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.temporary ten (10) day period.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Basic Work Week and Overtime. Section 1. The basic work week for all full-time employees covered by this labor agreement shallshall consist of forty (40) hours unless otherwise specified or scheduled by Management to meet particular requirements of individual Departments, Divisions or Sections of a Department. Individual Departmental Management shall establish the basic work week and hours of work best suited to meet the needs of the Department and provide superior service to the community. Nothing in this Agreement shall be construed as a guarantee or limitation of the number of hours to be worked per week.
Section 2. The basic work week of forty (40) hours for full-time employees shall be from Monday through Friday of each week unless specified or scheduled differently by management Management to meet particular requirements of individual departmentsDepartments, divisions Divisions or sections Sections of a departmentDepartment. When management Management deems it necessary, work schedules may be established other then than the basic Monday through Friday schedule. In this connection if a schedule change , provided that the basic work week of forty (40) hours is made which affects a major segment of this bargaining unit, management will notify the Union as far in advance as possible.scheduled within
Section 3. All authorized and approved work performed in excess of forty (40) hours in any one work week shall be considered as overtime and shall be paid at the overtime rate of one and one-half (1 ½) times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an No employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily normal, scheduled hours during that of work week to preclude the payment of overtime. Each department may permit use of Employees represented by these Bargaining Units shall be permitted to accrue and utilize compensatory time in accordance lieu of being paid for overtime hours worked with the provision approval of their supervisor. Employees will not be forced to accept compensatory time in lieu of being paid overtime. If an employee is scheduled to work overtime, he may, with the approval of his supervisor, take time off on an hour-for-hour basis during the week in which overtime hours would otherwise have been worked. If the time is not taken off in that same work week, compensatory time will accrue at time and one-half for each hour worked over forty (40) hours (i.e. 1 ½ hours for each hour worked over forty (40) hours). Accrued compensatory time should be taken no later than three (3) months after it is earned. Accrued compensatory time balances may not exceed forty (40) hours. Compensatory time that exceeds forty (40) hours or has been banked more than three (3) months from the date of accrual shall be paid out to the employee in his next regular pay period. Compensatory time off should be requested in advance of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulationstime to be taken off work.
Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral bereavement leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime.
Section 5. Employees shall be required to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set offset the overtime hours worked or to be worked.
Section 6. Overtime opportunities are intended to work will be distributed equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work shop areas, department, shift, section, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section Section shall be construed as alleviating the continuing intent of departmental management Departmental Management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employees.an
Section 7. When a full-time an employee is assigned to work overtime overtime, as distinguished from a call back back, in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period.
Section 8. This Section 8 applies exclusively to the Blue Collar Collective Bargaining Unit only. The terms within this Section are not applicable to any members of the White Collar Collective Bargaining Unit by intent or practice. It is not the intention of the City to have supervisory or managerial employees perform Blue Collar Bargaining Unit work. Bargaining Unit work will not be assigned to the aforementioned employees except for the following:
A. Emergency situations where regular employees are not immediately available for assignment and where the assignment would not extend past a reasonable period of time.
B. Training, instruction, testing, or demonstration of current or new work projects, systems, or equipment. However, none of the aforementioned acts shall be used to deprive an employee from working his normal weekly schedule.
Section 9. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is as follows:
A. Any employee who is off duty and is required to return to work on an unscheduled basis shall be eligible for call back pay.
B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one (1) hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is contacted during his off-duty hours and is called offered and given the opportunity to work accepts voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours pay which will include the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive the call back inconvenience pay is twice in a twenty-four (24) hour period. If the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. F above. Instead, he will receive payment for actual time worked, subject to a minimum of one (1) hour. Departments will be responsible for determining the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.
Section 10. Standby Time
A. In order to provide coverage for services during off-duty hours, it may be necessary to assign and schedule employees to standby duty. A standby duty assignment is made by a supervisor who requires an employee to be available for work due to an urgent situation on his off duty time which may include nights, weekends, or holidays. Employees shall be required to be on standby duty when assigned unless excused by supervision.
B. Employees assigned to standby duty by their supervisor are guaranteed standby pay of two (2) hours pay at their regular straight time hourly rate for each eight (8) hour increment of standby time assigned and scheduled. Standby time shall not count as hours worked for the purpose of computing overtime pay.
C. Employees while on standby duty when called to work will, in addition to the standby pay of two (2) hours for each eight (8) hours assigned, be paid for the actual time worked with a minimum guarantee of one (1) hour's pay for each call to work. For pay purposes, actual time worked starts at the time of notice and ends when he returns home. In the event any employee who is on standby duty fails to respond to a call to work, he will forfeit the standby pay and may be subject to possible disciplinary measures as provided in the Code of Conduct Rules.
D. Employees shall not be assigned to standby duty if excused in advance by Management. In the event Management cannot schedule the required number of employees for standby duty then employees shall be assigned by Management.
Section 11. Employees will normally have a scheduled paid or non-paid lunch period and paid breaks according to the City’s Rules and Regulations.
Section 12. Nothing contained in this Agreement shall be interpreted as requiring a duplication or a pyramiding of premium payments involving the same hours worked.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Basic Work Week and Overtime. Section 1. The basic work week for all full-time employees covered by this labor agreement shall
Section 2. The basic work week of forty (40) hours for full-full time employees shall be from Monday through Friday of each week unless specified or scheduled differently by management to meet particular requirements of individual departments, divisions or sections of a department. When management deems it necessary, work schedules may be established other then the basic Monday through Friday schedule. In this connection if a schedule change is made which affects a major segment of this bargaining unit, management will notify the Union as far in advance as possible.
Section 3thirty seven and one half (37 hours per week. All authorized full time employees shall receive two (2) consecutive days off one of which will be Saturday or Sunday. Unrestricted part time employees will be scheduled weekly on the basis of seniority except for coverage of part time days off. The first four (4) hours of overtime shall be paid on the basis of time and approved work performed one half (1 for hours worked in excess of forty seven and one half (40) 7 hours in any one work week (1) day or in excess of thirty seven and one half (37 hours in one week. All time worked in excess of that shall be considered paid at double time. Overtime shall be offered first to those employees who are qualified and who have volunteered for overtime work. If there are no qualified volunteers then overtime shall be offered in order of descending seniority beginning with the most senior in the same position who is on the job at the time overtime is required. If there are no employees available for overtime it will be offered to part time employees. Overtime will be allocated in order of reverse seniority when there is no senior or part time employees volunteering for overtime. The allocation of overtime will consider employees who from time to time are unable to work the overtime because of significant personal commitments. All work performed on a General Holiday shall be paid at time and one half (1 plus a sum that is at least equal to the average daily wage of the employee. Overtime shall only occur with the prior authorization of Management. An afternoon and night shift premium of seventy ($0.70) cents per hour shall be paid for hours worked on shifts commencing after noon and before a.m. Employees performing the significant duties of another position as overtime well as their own will receive the relief pay of two ($2.00) dollars per hour. If an employee is moved to another position for the purpose of relief and that position is a higher grade, the employee shall receive a premium of two ($2.00) dollars per hour or the actual higher grade, whichever is greater, for all hours so worked. Employees called in on their day of rest or asked to return to work on their regularly scheduled work day shall be paid at the appropriate overtime rate of one and one-half times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily hours during that work week to preclude the payment of overtime. Each department may permit use of compensatory time in accordance with the provision of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulations.
Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime.
Section 5. Employees shall be required entitled to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set the overtime hours worked or to be worked.
Section 6. Overtime opportunities are intended to be equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work areas, department, shift, section, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section shall be construed as alleviating the continuing intent of departmental management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employees.
Section 7. When a full-time employee is assigned to work overtime as distinguished from a call back in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period.
Section 8. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is as follows:
A. Any employee who is off duty and required to return to work on an unscheduled basis shall be eligible for call back pay.
B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is off-duty and is called and given the opportunity to work voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours work or pay which will include in lieu. Should employee voluntarily leave prior to the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive completion of the call back inconvenience pay is twice in a twenty-four (244) hour periodhours then they shall only be paid for time worked. If Employees sent home prior to the employee is called back to work more than two (2) times in a twenty-end of the four (244) hour period he hours shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of one four (14) hourhours. Departments will Employees required to be responsible for determining the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working standby shall be compensated on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City basis of three (3) hours pay straight time per scheduled work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.week.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Basic Work Week and Overtime. Section 1. The Employer reserves the right to schedule hours of store operation, employee hours of work, rest periods, lunch periods, and overtime work, subject to the following provisions: The basic work week for all employees working full-time employees covered by this labor agreement shall
Section 2. The basic work week shall consist of forty (40) hours, to be worked in five (5) eight (8) hour days, as scheduled by the Employer. Daily hours for full-time employees of work shall be from Monday through Friday of each week unless specified or scheduled differently by management to meet particular requirements of individual departments, divisions or sections of a department. When management deems it necessary, work schedules may be established other then the basic Monday through Friday schedule. In this connection if a schedule change is made which affects a major segment of this bargaining unit, management will notify the Union as far in advance as possible.
Section 3. All authorized and approved work performed in excess of forty (40) hours in any one work week shall be considered as overtime and shall be paid at the overtime rate of one and one-half times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily hours during that work week to preclude the payment of overtime. Each department may permit use of compensatory time in accordance with the provision of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulations.
Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, consecutive with the exception that holiday hours of rest and meal periods. No split shall count towards be worked. The Employer shall post a weekly work schedule beside the computation time clock for all employees, not later than Saturday Noon to cover a two-week (2) period. The schedule of overtime.
Section 5an employee may be changed, without notice, in the event of an unscheduled absence of other Meat Department employees, or in the event of, emergencies such as fire, flood, breakdown of machinery, or other instances of force majeure. In all other cases at least forty-eight (48)hours' notice of any change must be given or four (4) additional hours' pay given in lieu of notice. Employees shall be required to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor work more than seven (7) consecutive days unless they are relieving in the event of unscheduled 'absence of other staff or affected by emergencies as indicated above. It shall be placed the Employer's responsibility to notify the employees of a change in their schedule. The Employer agrees to provide time clocks to enable employees to record their hours worked for payroll purposes. Employees shall punch their own time at the time they commence and finish work and the time they commence and return meal periods, and rest periods if so required. Management agrees to assume its full responsibility in seeing that, the employees are paid for all time worked and recorded. Management personnel who intentionally violate this provision will be disciplined in a "leave without pay" status during similar manner, at Management's discretion, to that set out below, by the basic work week in order Employer. Any employee who fails to compensate or off-set the overtime hours properly record all time worked or to be worked.
violates this Section 6. Overtime opportunities are intended to be equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work areas, department, shift, section, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section shall be construed as alleviating the continuing intent of departmental management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employees.
Section 7. When a full-time employee is assigned to work overtime as distinguished from a call back in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period.
Section 8. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is penalized as follows:
A. Any employee who is off duty and required to return to work on an unscheduled basis shall be eligible for call back pay.
B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is off-duty and is called and given the opportunity to work voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours pay which will include the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive the call back inconvenience pay is twice in a twenty-four (24) hour period. If the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of one (1) hour. Departments will be responsible for determining the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.
Appears in 1 contract
Sources: Collective Agreement
Basic Work Week and Overtime. Section 1. 9.1 The basic work week for all full-time employees covered by this labor agreement shallshall consist of forty (40) hours unless otherwise specified or scheduled by Management to meet particular requirements of individual Departments, Divisions or Sections of a Department. Individual Departmental Management shall establish the basic work week and hours of work best suited to meet the needs of the Department and provide superior service to the community. Nothing in this Agreement shall be construed as a guarantee or limitation of the number of hours to be worked per week.
Section 2. 9.2 The basic work week of forty (40) hours for full-time employees shall be from Monday through Friday of each week unless specified or scheduled differently by management Management to meet particular requirements of individual departmentsDepartments, divisions Divisions or sections Sections of a departmentDepartment. When management Management deems it necessary, work schedules may be established other then than the basic Monday through Friday schedule, provided that the basic work week of forty (40) hours is scheduled within five (5) days. In this connection if a schedule change is made which affects a major segment of this bargaining uniteither Bargaining Unit is affected, management Management will notify the Union as far in advance as possible.
Section 3. 9.3 All authorized and approved work performed in excess of forty (40) hours in any one work week shall be considered as overtime and shall be paid at the overtime rate of one and one-half (1 ½) times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an No employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily normal, scheduled hours during that of work week to preclude the payment of overtime. Each department may permit use of Employees represented by these Bargaining Units shall be permitted to accrue and utilize compensatory time in accordance lieu of being paid for overtime hours worked with the provision approval of their supervisor. Employees will not be forced to accept compensatory time in lieu of being paid overtime. If an employee is scheduled to work overtime, the employee may, with the approval of the Fair Labor Standards Act supervisor, take time off on an hour-for-hour basis during the week in which overtime hours would otherwise have been worked. If the time is not taken off in that same work week, compensatory time will accrue at time and one-half for each hour worked over forty (40) hours (i.e. 1 ½ hours for each hour worked over forty (40) hours). Accrued compensatory time should be taken no later than three (3) months after it is earned. Accrued compensatory time balances may not exceed forty (40) hours. Compensatory time that exceeds forty (40) hours or has been banked more than three (3) months from the City's Personnel Management System Rules and Regulationsdate of accrual shall be paid out to the employee in the next regular pay period. Compensatory time off should be requested in advance of the time to be taken off work.
Section 4. 9.4 For purposes of overtime computation, annual leave, extended illness leave, funeral bereavement leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime.
Section 5. 9.5 Employees shall be required to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he the employee will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set offset the overtime hours worked or to be worked. An employee desiring to be excused from overtime work assignments for good and sufficient reasons shall submit, in writing, a request to the immediate supervisor. The written request, if approved, shall remain in force until rescinded in writing by the employee to an immediate supervisor or until it becomes required and necessary to assign and schedule this employee to overtime work. At the time overtime work is required and necessary, the work shall be performed by employees who have not requested, in writing, to be excused from such assignment. In the event overtime work is required and the Department, Division or Section cannot schedule the required numbers of employees, then those employees who have approved requests on file excusing them from overtime work shall be assigned and required to work such overtime.
Section 6. 9.6 Overtime opportunities are intended to work will be distributed equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work shop areas, department, shift, section, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section Section shall be construed as alleviating the continuing intent of departmental management Departmental Management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right Departmental Management will maintain overtime records and will make such information available to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employeesa Union representative.
Section 7. 9.7 When a full-time an employee is assigned to work overtime overtime, as distinguished from a call back back, in excess of five (5) hours before or after his regular shift hours, his the immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at if the employee's option, he employee does not desire a lunch period.
9.8 This Section 8applies exclusively to the Blue Collar Collective Bargaining Unit only. Call Back Call back pay The terms within this Section are not applicable to any members of the White Collar Collective Bargaining Unit by intent or practice. It is provided not the intention of the City to compensate full-time have supervisory or managerial employees required perform Blue Collar Bargaining Unit work. Bargaining Unit work will not be assigned to return to work after completing a regularly assigned shift. Eligibility the aforementioned employees except for call back pay for full-time employees is as followsthe following:
A. Any employee who is off duty Emergency situations where regular employees are not immediately available for assignment and required to return to work on an unscheduled basis shall be eligible for call back paywhere the assignment would not extend past a reasonable period of time.
B. Any employee required to return to Training, instruction, testing, or demonstration of current or new work three (3) hours projects, systems, or less prior to his regularly scheduled starting time equipment. However, none of the aforementioned acts shall be paid for the actual time worked plus one hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned used to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is off-duty and is called and given the opportunity to work voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours pay which will include the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive the call back inconvenience pay is twice in a twenty-four (24) hour period. If the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When deprive an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of one (1) hour. Departments will be responsible for determining working the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.normal weekly schedule.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Basic Work Week and Overtime. Section 13.1 Forty (40) hours per week, consisting of five (5) days of eight (8) hours each, Sunday to Thursday, or Monday to Friday inclusive, shall constitute the basic work week. The Notwithstanding the foregoing, the Union agrees to meet with the Company and discuss, in good faith, any scheduling changes that may be required to satisfy volume increases and/or customer demands that may be encountered mid agreement. All time worked in excess of the daily hours, or the basic work week for all full-shall be paid at the rate of time employees covered by this labor agreement shall
Section 2and one half (1 1/2 X) the regular hourly rate. The basic work Company will pay double (2X) time on all hours worked over ten (10) hours per day or forty-five (45) hours per week.
(a) In a week of in which one (1) Statutory Holiday occurs, employees shall receive forty (40) hours for fullpay at straight time rate and work thirty-time two (32) hours. In a week in which two (2) Statutory Holidays occur, employees shall be from Monday through Friday of each week unless specified or scheduled differently by management to meet particular requirements of individual departments, divisions or sections of a department. When management deems it necessary, work schedules may be established other then the basic Monday through Friday schedule. In this connection if a schedule change is made which affects a major segment of this bargaining unit, management will notify the Union as far in advance as possible.
Section 3. All authorized and approved work performed in excess of receive forty (40) hours pay at straight time rate and work twenty-four (24) hours.
(b) When overtime is necessary, the most senior qualified employee (as defined in any one work week Article 4.7) in the department shall have the first opportunity to declare their availability. If there are insufficient volunteers for overtime, then the selection of employees shall be considered on a reverse seniority basis. The Company agrees to make best efforts to minimize the number of employees needed to fulfill the overtime assignment. The most senior qualified employees in the department will be afforded the overtime work available and shall be paid at the applicable rate of pay for the overtime work performed. Where P5 employees voluntarily work overtime in a P1 position, they shall be paid at the P1 overtime rate. Departments are defined as overtime follows: - Kill and Live Hang - Eviscerating - Packaging - Shipping - Trucking - Sanitation - Maintenance The Company agrees to provide the opportunity to train the senior employees in Packaging so that they have the skills required to work the overtime. Those employees who wish to be trained in other jobs within Packaging will make application to the Plant Superintendent. Upon request by the Union, the Company will supply the Union with a copy of all regularly scheduled shifts.
3.2 The basic work day for employees not covered by Articles 3.3 and 3.3 (a) will have shifts starting between 3:00 a.m. and 7:00 p.m. and shifts starting before 3:00 a.m. and after 7:00 p.m. shall be paid at the overtime rate of one and one-half times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily hours during that work week to preclude the payment of overtime. Each department may permit use of compensatory time in accordance with the provision of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulations.
Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime.
Section 5. Employees shall be required to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set the overtime hours worked or to be worked.
Section 6. Overtime opportunities are intended to be equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work areas, department, shift, section, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section shall be construed as alleviating the continuing intent of departmental management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employees.
Section 7. When a full-time employee is assigned to work overtime as distinguished from a call back in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period.
Section 8. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is as follows:
A. Any employee who is off duty and required to return to work on an unscheduled basis shall be eligible for call back pay.
B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at period outside the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is off-duty and is called and given the opportunity to work voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one sixteen (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours pay which will include the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive the call back inconvenience pay is twice in a twenty-four (2416) hour period. If the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of one (1) hour. Departments will be responsible for determining the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.
Appears in 1 contract
Sources: Collective Agreement
Basic Work Week and Overtime. Section 1. The basic work week for all full-time employees covered by this labor agreement shallshall consist of forty (40) hours unless otherwise specified or scheduled by Management to meet particular requirements of individual Departments, Divisions or Sections of a Department.
Section 2. The basic work week of forty (40) hours for full-time employees shall be from Monday through Friday of each week unless specified or scheduled differently by management Management to meet particular requirements of individual departmentsDepartments, divisions Divisions or sections Sections of a departmentDepartment. When management Management deems it necessary, work schedules may be established other then than the basic Monday through Friday schedule, provided that the basic work week of forty (40) hours is scheduled within five (5) days. In this connection if a schedule change is made which affects a major segment of this bargaining uniteither Bargaining Unit is affected, management Management will notify the Union as far in advance as possible.
Section 3. All authorized and approved work performed in excess of forty (40) hours in any one work week shall be considered as overtime and shall be paid at the overtime rate of one and one-half (1 ½) times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an No employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily normal, scheduled hours during that of work week to preclude the payment of overtime. Each department may permit use of Employees represented by these Bargaining Units shall be permitted to accrue and utilize compensatory time in accordance lieu of being paid for overtime hours worked with the provision approval of their supervisor. Employees will not be forced to accept compensatory time in lieu of being paid overtime. If an employee is scheduled to work overtime, he may, with the approval of his supervisor, take time off on an hour-for-hour basis during the week in which overtime hours would otherwise have been worked. If the time is not taken off in that same work week, compensatory time will accrue at time and one-half for each hour worked over forty (40) hours (i.e. 1 ½ hours for each hour worked over forty (40) hours). Accrued compensatory time should be taken no later than three (3) months after it is earned. Accrued compensatory time balances may not exceed forty (40) hours. Compensatory time that exceeds forty (40) hours or has been banked more than three (3) months from the date of accrual shall be paid out to the employee in his next regular pay period. Compensatory time off should be requested in advance of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulationstime to be taken off work.
Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral bereavement leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime.
Section 5. Employees shall be required to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set offset the overtime hours worked or to be worked.
Section 6. Overtime opportunities are intended to work will be distributed equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work shop areas, department, shift, sectionSection, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section Section shall be construed as alleviating the continuing intent of departmental management Departmental Management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right Departmental Management will maintain overtime records and will make such information available to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employeesa Union representative.
Section 7. When a full-time an employee is assigned to work overtime overtime, as distinguished from a call back back, in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period.
Section 8. This Section 8. applies exclusively to the Blue Collar Collective Bargaining Unit only. The terms within this Section are not applicable to any members of the White Collar Collective Bargaining Unit by intent or practice. It is not the intention of the City to have supervisory or managerial employees perform Blue Collar Bargaining Unit work. Bargaining Unit work will not be assigned to the aforementioned employees except for the following:
A. Emergency situations where regular employees are not immediately available for assignment and where the assignment would not extend past a reasonable period of time.
B. Training, instruction, testing, or demonstration of current or new work projects, systems, or equipment. However, none of the aforementioned acts shall be used to deprive an employee from working his normal weekly schedule.
Section 9. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is as follows:
A. Any employee who is off duty and is required to return to work on an unscheduled basis shall be eligible for call back pay.
B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one one
(1) hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is contacted during his off-duty hours and is called offered and given the opportunity to work accepts voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours pay which will include the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive the call back inconvenience pay is twice in a twenty-four (24) hour period. If the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of one (1) hour. Departments will be responsible for determining the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.
Section 10. Standby Time
A. In order to provide coverage for services during off-duty hours, it may be necessary to assign and schedule employees to standby duty. A standby duty assignment is made by a supervisor who requires an employee to be available for work due to an urgent situation on his off duty time which may include nights, weekends, or holidays. Employees shall be required to be on standby duty when assigned unless excused by supervision.
B. Employees assigned to standby duty by their supervisor are guaranteed standby pay of two (2) hours pay at their regular straight time hourly rate for each eight
Appears in 1 contract
Sources: Collective Bargaining Agreement
Basic Work Week and Overtime. Section 1. The basic work week for all full-time employees covered by this labor agreement shallshall consist of forty (40) hours unless otherwise specified or scheduled by Management to meet particular requirements of individual Departments, Divisions or Sections of a Department. Individual Departmental Management shall establish the basic work week and hours of work best suited to meet the needs of the Department and provide superior service to the community. Nothing in this agreement shall be construed as a guarantee or limitation of the number of hours to be worked per week.
Section 2. The basic work week of forty (40) hours for full-time employees shall be from Monday through Friday of each week unless specified or scheduled differently by management Management to meet particular requirements of individual departmentsDepartments, divisions Divisions or sections Sections of a departmentDepartment. When management Management deems it necessary, work schedules may be established other then than the basic Monday through Friday schedule. In this connection if a schedule change is made which affects a major segment , provided that the basic work week of this bargaining unit, management will notify the Union as far in advance as possible.forty (40) hours is
Section 3. All authorized and approved work performed in excess of forty (40) hours in any one work week shall be considered as overtime and shall be paid at the overtime rate of one and one-half (1 ½) times the employee's regular hourly rate of pay, as required by the Fair Labor Standards Act. If an No employee works in excess of his scheduled daily hours, he shall not suffer any reduction in his remaining daily normal, scheduled hours during that of work week to preclude the payment of overtime. Each department may permit use of Employees represented by these Bargaining Units shall be permitted to accrue and utilize compensatory time in accordance lieu of being paid for overtime hours worked with the provision approval of their supervisor. Employees will not be forced to accept compensatory time in lieu of being paid overtime. If an employee is scheduled to work overtime, he may, with the approval of his supervisor, take time off on an hour-for-hour basis during the week in which overtime hours would otherwise have been worked. If the time is not taken off in that same work week, compensatory time will accrue at time and one-half for each hour worked over forty (40) hours (i.e. 1 ½ hours for each hour worked over forty (40) hours). Accrued compensatory time should be taken no later than three (3) months after it is earned. Accrued compensatory time balances may not exceed forty (40) hours. Compensatory time that exceeds forty (40) hours or has been banked more than three (3) months from the date of accrual shall be paid out to the employee in his next regular pay period. Compensatory time off should be requested in advance of the Fair Labor Standards Act and the City's Personnel Management System Rules and Regulationstime to be taken off work.
Section 4. For purposes of overtime computation, annual leave, extended illness leave, funeral bereavement leave, jury duty, annual military leave and other absences from duty on active pay status shall not be considered as time worked, with the exception that holiday hours shall count towards the computation of overtime.
Section 5. Employees shall be required to work overtime when assigned unless excused by supervision. In the event any employee in the Unit is assigned to work approved overtime, he will not be required to use annual leave nor be placed in a "leave without pay" status during the basic work week in order to compensate or off-set offset the overtime hours worked or to be worked.
Section 6. Overtime opportunities are intended to work will be distributed equitably distributed among full-time employees in their particular job classification, in their organization units (i.e., major work shop areas, department, shift, sectionSection, etc.), as far as the character of the work permits. Although temporary imbalances in the distribution of overtime may occur, nothing in this section Section shall be construed as alleviating the continuing intent of departmental management Departmental Management to distribute overtime fairly and equitably over an extended period of time. Management, however, retains the right to determine when work will be performed by full-time employees on an overtime basis or by part-time or pool employees.over
Section 7. When a full-time an employee is assigned to work overtime overtime, as distinguished from a call back back, in excess of five (5) hours before or after his regular shift hours, his immediate supervisor will schedule a paid lunch period during the overtime assignment unless the employee's overtime work assignment requires his constant attention or availability or, at the employee's option, he does not desire a lunch period.
Section 8. This Section 8. applies exclusively to the Blue Collar Collective Bargaining Unit only. The terms within this Section are not applicable to any members of the White Collar Collective Bargaining Unit by intent or practice. It is not the intention of the City to have supervisory or managerial employees perform Blue Collar Bargaining Unit work. Bargaining Unit work will not be assigned to the aforementioned employees except for the following:
A. Emergency situations where regular employees are not immediately available for assignment and where the assignment would not extend past a reasonable period of time.
B. Training, instruction, testing, or demonstration of current or new work projects, systems, or equipment. However, none of the aforementioned acts shall be used to deprive an employee from working his normal weekly schedule.
Section 9. Call Back Call back pay is provided to compensate full-time employees required to return to work after completing a regularly assigned shift. Eligibility for call back pay for full-time employees is as follows:
A. Any employee who is off duty and is required to return to work on an unscheduled basis shall be eligible for call back pay.
B. Any employee required to return to work three (3) hours or less prior to his regularly scheduled starting time shall be paid for the actual time worked plus one one
(1) hour inconvenience pay.
C. Any employee who is on duty and is instructed and assigned to return to work shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
D. Any employee required to continue working after completion of his regular scheduled shift shall be ineligible for call back pay but may be eligible for compensation at the overtime rate of pay.
E. An employee who is contacted during his off-duty hours and is called offered and given the opportunity to work accepts voluntary overtime is not eligible for call back pay but may be eligible for compensation at the overtime rate of pay.
F. Any employee eligible for call back pay shall be paid for the actual hours worked, plus one (1) hour bonus for the call back inconvenience. A minimum guarantee of four (4) hours pay which will include the one (1) hour inconvenience bonus shall be paid. The maximum any employee may receive the call back inconvenience pay is twice in a twenty-four (24) hour period. If the employee is called back to work more than two (2) times in a twenty-four (24) hour period he shall be paid at his applicable rate from the time of notice to the time the employee returns home. All hours worked on a call back shall be counted toward computing the weekly overtime.
G. When an employee is contacted at home and is able to address a work-related problem by phone or via computer from home, he shall not be paid in accordance with Paragraph F. above. Instead, he will receive payment for actual time worked, subject to a minimum of one (1) hour. Departments will be responsible for determining the reasonableness of time claimed, particularly in situations where the employee was not logged on to the computer system for the entire time he was working on the problem, in cases where a computer was used. An employee who is contacted off-duty and required to report to a City work site to address a problem via computer or an employee contacted off-duty who has to return home in order to address a problem via computer will receive call-back pay in accordance with the provisions of Paragraph F.
Section 10. Standby Time
A. In order to provide coverage for services during off-duty hours, it may be necessary to assign and schedule employees to standby duty. A standby duty assignment is made by a supervisor who requires an employee to be available for work due to an urgent situation on his off duty time which may include nights, weekends, or holidays. Employees shall be required to be on standby duty when assigned unless excused by supervision.
B. Employees assigned to standby duty by their supervisor are guaranteed standby pay of two (2) hours pay at their regular straight time hourly rate for each eight
Appears in 1 contract
Sources: Collective Bargaining Agreement