Deviation Pay Sample Clauses

Deviation Pay. (A) Any deviation from a member's workdays or hours of a day as found on the Division's time sheets shall require the Division to pay any member so assigned at time and one-half (1½) for every hour of deviation on a workday or for work required on the member's first regularly scheduled day off and double time for work required on the member's second regularly scheduled day off except as follows: 1) deviations from workdays or hours of a day as a result of DAG-wide training needs, the sergeant candidates basic training course, and/or the basic detective training course with twenty-one (21) days prior notice; 2) as a result of a member's request; 3) as a result of changing shifts where there is a continuous twenty-four (24) hour-per-day operation and/or a continuous seven (7) day per week operation; and 4) when a member is on restricted duty and is reassigned to another shift due to work availability. Further, premium rates do not apply when a member's work hours are deviated from by two (2) hours or less. (B) The parties agree to combine deviation pay and overtime only for Red, White & Boom, OSU/Michigan football game, African-American Heritage Festival, and Latino Festival. [Example: If a member works a twelve (12) hour shift (12:00 p.m. to 12:00 a.m.) (and his/her regular shift is 3:00 p.m. to 11:00 p.m.), he/she is paid deviation for 12:00 p.m. to 3:00 p.m.; straight time 3:00 p.m. to 8:00 p.m.; and overtime 8:00 p.m. to 12:00 a.m.] (C) With the exception of paragraph (B) herein, if the Division intends for the member to work his/her regular shift, and the member is called in or works overtime prior to the start of the regular shift, deviation will not apply unless prior notice is given as outlined in paragraph (D) herein. [Example: If a member is called in or works an overtime assignment other than his/her regular shift, his/her work hours will not be deviated to include the call-in or overtime assignment as a regular course of business. However, if a member has an appointment/meeting scheduled at a time outside his/her regular shift, the supervisor may deviate his/her regular tour of duty with prior notice (see paragraph (D) below)]: (D) Deviation will only be instituted at the order of a supervisor with prior notice by the end of the previous regular shift or twenty-four (24) hours prior notice whichever is less (see paragraph (C) preceding). (E) Any decisions to deviate hours should be based on a balance of the legitimate needs of the Division and th...
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Deviation Pay. Any deviation from a member’s scheduled work hours on a scheduled work day will require the City to pay the member whose hours of work are changed at time and one-half (1-1/2) of the member’s regular rate of pay for each hour of deviation, except as follows: A. Where the change is made at the member’s request or with the member’s consent; B. Where the change is made with at least six (6) days advance notice to the member; C. Where the change is a result of the member being assigned to restricted duty; D. Where a member is sent to a school conducted by an outside agency, and the school is of more than a 10-hour duration; E. Where a member is scheduled for department-wide training that requires a schedule change. Deviation pay does not apply when a member’s hours are deviated from by two (2) hours or less.
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Deviation Pay. Deviation movement shall not be used to cover casual leave. Any deviation from a member’s scheduled work hours on a scheduled work day will require the City to pay the member whose hours of work are changed at time and one-half (1-1/2) of the member’s regular rate of pay for each hour of deviation, except as follows: A. Where the change is made at the member’s request or with the member’s consent; B. Where the change is a result of a shift change lasting one week or more; C. Where the change is a result of the member being assigned to restricted duty; D. Where a member is sent to a school conducted by an outside agency, and the school is of more than a 10-hour duration. E. Where a member is scheduled for department-wide training that requires a schedule change. Deviation pay does not apply when a member’s hours are deviated from by two (2) hours or less. Deviation pay must be paid and cannot be earned as compensatory time.
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Deviation Pay. If an employee's scheduled work hours on a scheduled work day are changed by more than three (3) hours, the employee will be paid at time and one-half the employee's regular hourly rate for each hour worked outside of the regular scheduled shift, except in the following cases: A. Where the change is made at the employee's request or with the employee's consent. B. Where the change is a result of a shift change of one week or more. C. Where the change is a result of an employee being assigned to restricted duty. D. Where the employee is sent to a school conducted by an outside agency and the school is more than a 10-hour duration in a single work day. E. Where the change is a result of department-wide training. Deviation movement shall not be used to cover casual leave.
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Related to Deviation Pay

  • Vacation Pay Paid Union leaves. All other payments, premiums, allowances etc. are excluded.

  • Certification Pay A nurse who obtains and maintains a nationally recognized nursing certification shall receive a differential of $1.00 per hour for all compensated hours. If initial certification is obtained during the prior calendar year, only those hours that are compensated beginning with the first full payroll period subsequent to certification shall be considered. An approved certification list shall be established by mutual consent between the PNCC and the Chief Nurse Executive or designee and shall be updated on an annual basis.

  • Separation Pay 11.1 Upon separation, eligible employees may choose either Option A or Option B. 11.2 Option A - Upon separation from the service by resignation, layoff, expiration of a leave of absence or death, a permanent employee, their designated beneficiary, or their estate shall be paid one-half (1/2) of all unused accumulated sick leave days provided: (1) That at the time of separation, the employee has at least four hundred and eighty (480) hours of accumulated sick leave to their credit. (2) That at the time of separation from the County service, the employee must have been employed by the County in the classified service for at least ten (10) years prior to their separation, except that this section shall not apply to an employee whose cause of separation is death, layoff, whose position has been abolished, or who was required to retire from service under provisions of a compulsory retirement law. (3) An employee who is laid off or whose position has been abolished shall have the option of waiting until their eligibility for reinstatement expires before applying for separation pay. (4) That the rate of payment shall be based upon the regular hourly salary of the employee, in their permanent classification, at the time of separation. Separation as used in this rule means the last working day of the employee in the classified service. (5) That in the event an employee has been separated and paid for such accumulated sick leave and subsequently is re-employed, their sick leave shall be calculated as though they were a new employee. (6) Effective January 1, 2008, the maximum allowance shall not exceed $13,000 for any on employee. 11.3 Option B - Upon separation from the service by resignation, layoff, expiration of a leave of absence or death, a permanent employee with at least twenty (20) years (41,600 hours) of service, their designated beneficiary, or their estate shall be paid according to the schedule below, to a maximum of $7,000 effective January 1, 2008. An employee who is laid off or whose position has been abolished shall have the option of waiting until their eligibility for reinstatement expires before applying for separation pay: (no exceptions to 20 year requirement) Effective January 1, 2008: $210 per year for the first 1-10 years of service $280 per year for years 11-20 $350 per year for years over 20 11.4 That no classified employee who is on a leave of absence to accept a position in the exempt service of the County shall be eligible for separation pay until their employment is finally terminated.

  • Part-time Vacation Pay If the Employer currently has the computer systems’ capability to implement bi- weekly vacation pay, they shall do so by the start of the next vacation year or earlier. Those Employers with no computer capability will endeavour to implement bi- weekly vacation pay if there is no significant administrative burden, by the start of the next vacation year or earlier. If the Employer does not so implement, it will provide reasons in writing to the Union. Where possible without extensive programming changes, the amount of vacation pay will be separately identified on the pay stub.

  • Termination Pay Effective upon the termination of this Agreement, the Employer will be obligated to pay the Executive (or, in the event of his death, his designated beneficiary as defined below) only such compensation as is provided in this Section 6.5, and in lieu of all other amounts and in settlement and complete release of all claims the Executive may have against the Employer. For purposes of this Section 6.5, the Executive's designated beneficiary will be such individual beneficiary or trust, located at such address, as the Executive may designate by notice to the Employer from time to time or, if the Executive fails to give notice to the Employer of such a beneficiary, the Executive's estate. Notwithstanding the preceding sentence, the Employer will have no duty, in any circumstances, to attempt to open an estate on behalf of the Executive, to determine whether any beneficiary designated by the Executive is alive or to ascertain the address of any such beneficiary, to determine the existence of any trust, to determine whether any person or entity purporting to act as the Executive's personal representative (or the trustee of a trust established by the Executive) is duly authorized to act in that capacity, or to locate or attempt to locate any beneficiary, personal representative, or trustee.