Employee Scheduling Clause Samples

Employee Scheduling a) The Employer shall be fair and reasonable when designing Master Rotations for full-time and part-time employees. b) The parties shall meet as required to review proposed changes to a Master Rotation. The Employer may change a Master Rotation in consultation with the union and implement changes with a minimum of eight (8) weeks advance written notice. c) Whenever a Master Rotation is significantly changed permanently, part-time or full-time employees within the classification affected shall be provided the opportunity, in order of seniority, to select the line they would like to be assigned to within their Master Rotation. d) Employees may be assigned to the identical line of the same classification in another unit in consultation with the union e) Employees may seek a permanent change to their assigned line within a Master Rotation only through the vacancy posting process. f) The employer shall create a two (2) week schedule which shall be posted six (6) weeks prior to the first day of the schedule, in accordance with Article 17.2. g) Each part-time and casual employee shall initially submit their availability for their four (4) or six (6) week rotation and hold themselves available to be scheduled for those shifts that they declared themselves available. When submitting availability: i. Each part-time employee in the Nursing Department shall declare a total of sixty-four (64) hours or more of availability for each two (2) week period inclusive of their assigned line; ii. Each part-time employee in any of the other departments shall declare a total of forty-eight (48) hours or more availability for each two (2) week period inclusive of their assigned line; iii. Availability at least every other weekend, being that, unless already weeken h) Casual employees shall submit availability for a minimum of sixteen (16) hours or more for each two (2) week period, inclusive of availability every other weekend. i) Employees may revise their availability at any time but no later than two (2) weeks prior to the posting of any two (2) week schedule. Otherwise, the d to employee scheduling. j) Changes to availability required by personal emergencies may be arranged provided the Supervisor is notified in advance in writing, where reasonably possible to do so, before the posting of the schedule. k) Before the schedule is posted, the employer shall fill outstanding shifts by scheduling part-time employees in the following manner providing that scheduling does not incur o...
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Employee Scheduling. Requirements 1. Within the limits described herein, employees authorized to participate in the AWS may vary their starting/ending times and lunch periods, as well as their hours of work (from day to day, week to week, and/or pay period to pay period). Employees are responsible for meeting their job requirements, as well as their BWR. 2. Employees must present their work schedule (See Section 5) and their request for the use of credit hours (AWS time off) to their immediate supervisor in advance. Normally these requests must be made by COB Thursday of the preceding pay period and approved or disapproved by COB the following day. However, supervisors may approve requests at any time as long as employees can fulfill their BWR by the end of the pay period. In making their requests, employees are responsible for insuring that mission demands of their jobs will not be negatively affected by their absence. In granting approval for AWS time off, supervisors must insure that there will be adequate employee and supervisory coverage to meet operational demands. 3. Use of credit hours (AWS time off) may be for an entire workday or a portion of a workday as long as the BWR will be fulfilled during the pay period and the supervisor approves the request in advance. Employees will be offered the opportunity to resolve scheduling conflicts among themselves. 4. Pre-scheduled annual leave will take priority over requested use of credit hours (AWS time off). 5. Credit hours (AWS time off) may not be used/taken prior to being earned. 6. Credit hours may be earned and used in l5 minute increments. 7. Unless an absence has been approved in advance, full-time employees must work at least 8 hours every day, with a minimum of l/2 hour lunch break. Any time less than 8 hours worked must be covered by (a) approved use of credit hours (AWS time off);
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Related to Employee Scheduling

  • Overtime Scheduling Provisions of this language is supplemented by the National Agreement as long as the National Agreement is in effect. See Exhibit, 1.H.3 “Mandatory Overtime Documents.” 907 Scheduled overtime shall be offered by classification seniority within the licensed pharmacy. Unscheduled overtime shall be offered by classification seniority to those employees present when the need for overtime arises. Unclaimed overtime whether scheduled or unscheduled, before being assigned to the least senior employee(s) within a classification who shall be required to work the overtime, will first be offered by bargaining unit seniority to any member of the bargaining unit within the licensed pharmacy who can perform the work. 908 Job Posting 909 Notices of all job openings within the bargaining unit shall be posted by the Employer by the usual and customary job posting process. The job posting notice may include special qualifications for the classification, and will be posted concurrently internally and externally for a minimum of seven (7) calendar days with the exact beginning and ending posting date. 910 Bidding on Posted Openings 911 After completion of an initial probationary period of at least ninety (90) calendar days in a position, employees shall be allowed to electronically submit a request through the Employer’s usual and customary job bidding process for posted jobs for posted jobs in higher-rated or lateral classifications available within their Area Pharmacy Operation. Where two (2) or more employees have submitted requests for the same job, seniority, as defined in Paragraphs 902 and 912, shall prevail where qualifications to perform the work of the new job are relatively equal. Where the seniority of two (2) or more employees bidding for the job opening is the same, the date of the individual employee’s original employment application shall be used to determine the senior employee. If an issue of seniority remains, representatives of the parties will meet to resolve the matter. An employee may be denied an opening regardless of seniority, if said employee has a current Final Warning in file. 912 Seniority for bidding on any posted opening within the bargaining unit shall prevail first by classification seniority within the Area Pharmacy Operation where openings exist, then to employees by bargaining unit seniority within the Area Pharmacy Operations. Thereafter, employees by classification seniority at any licensed pharmacy within the Southern California Region and finally employees by bargaining unit seniority at any licensed pharmacy within the Southern California Region will be considered for any posted opening provided a request form is on file with the Area Personnel Office prior to the end of the posting period. Employees who successfully bid on a posted position shall not be unreasonably delayed in assuming the new position. 913 Employees who move to a posted opening shall have a trial period of not less than ninety (90) calendar days. During such ninety (90) day trial period, the employee shall be given thorough instruction and proper orientation in the new work and shall be given an evaluation by the Employer between the fortieth (40th) and fiftieth (50th) day from the date in the new position. After such trial period, if the employee is unable to perform the duties of the new position satisfactorily said employee will be restored to the position immediately held prior to the new position without discrimination. During the trial period, an employee may be restored to their former position where it is determined that clear and present danger exists by allowing said employee to remain in the new position. An employee who is voluntarily reassigned pursuant to Article IX shall have seven (7) calendar days to change their mind and upon written request, shall be returned to their former position. This right shall be available only once during the term of the agreement. If additional circumstances occur, the Union and the Company will meet and confer. 914 For bidding and reduction in force purposes only, the Antelope Valley pharmacy locations will be considered as an Area Pharmacy Operation. 915 Temporary Position 916 If a position opens on a temporary basis, it will be treated as any job opening for bidding purposes. When a temporary position ceases to exist, the employee holding the position will return to his or her former job and employees displaced as a consequence can similarly return to their former position. If a temporary position becomes permanent, it must be posted as a permanent job. Employees awarded a temporary position will not accumulate classification seniority and will not have area seniority while assigned to said position, but will retain and continue to accumulate classification seniority and will maintain area seniority on his or her permanent position. 917 Reduction in Force 918 Where inconsistent this language is supplemented by the National Employment Income Security Agreement as long as the National Agreement is in effect. 919 Reduction in force will be accomplished by classification and status within each licensed pharmacy.

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • Vacation Scheduling a) Vacations may be requested at any time of the year, subject to the restrictions below. The supervisor, or designate, will grant requests subject to operational requirements and in accordance with such vacation quotas as the Employer may set from time to time. Employees shall be advised of vacation quotas one month prior to the employees being required to submit their requests. Such quotas will not be unreasonably restrictive. b) Requests for vacation time from the Monday immediately following June 20th to the Sunday immediately following Labour Day (summer period) shall be made in writing to the Employer not later than March 1st in that year. The Employer will respond to such requests in writing by April 1st. An employee may be approved for a maximum of three (3) weeks of vacation during these peak times. c) Requests for Christmas/New Year’s vacation time between the Monday immediately following December 15th and the Sunday immediately following January 1st shall be made in writing to the Manager or designate not later than August 1st in that year. The Employer will respond to such requests in writing by September 1st. An employee may be granted a maximum of one (1) calendar week (or part thereof) over this period. d) March Break vacation requests shall be submitted to the immediate Manager or designate not later than November 1st of the preceding year. The Employer shall respond in writing by December 1st. e) In the event that the number of employees in each department or team requesting vacation for or during any part of the above peak periods exceeds the number which the Employer has determined might be permitted vacation at that time, priority will be given based on seniority as per the posted seniority list. f) Notwithstanding e) above, in granting vacation requests during peak periods, the Employer will grant requests for full weeks of vacation prior to granting requests for partial weeks of vacation, so that a request for less than one week’s vacation cannot prevent another employee from taking a full week of vacation. A full week of vacation shall be defined as Monday through Sunday. g) Requests for vacation for other periods outside of peak times shall be submitted by the employee to their immediate supervisor not less than three (3) weeks prior to the first day of the vacation period. The immediate supervisor shall reply within one (1) week from the date of the request. These requests shall be considered on the basis of first come first served. h) If a request is submitted outside of the time period outlined above or additional vacation time becomes available, it may be approved at the Employer's discretion provided no employee, who submitted in compliance with the above timelines, was denied the same time period.

  • Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.

  • Employee Safety ‌ A. All incidents of workplace violence, unsafe equipment or job conditions shall be brought to the attention of the immediate supervisor, or in their absence, the next higher level of supervision. Should the unsafe condition not be corrected within a reasonable time, the equipment or job practice shall be brought to the attention of the Safety Committee. Additionally, employees shall report any exposure to known or suspected carcinogens in writing on a separate form. A copy of the form shall be sent to the Local Safety Committee. Employees have the right to file complaints with the State Department of Labor and Industry OSHA Division. B. Any protective equipment or clothing, e.g., safety glasses or other types of eye protection (including prescription lenses and frames when required), safety helmets, safety vests, welding gloves and aprons, safety shoes, ear protection, protective gloves, etc., shall be provided and maintained by the Appointing Authority whenever such equipment is required as a condition of employment either by the Appointing Authority, by OSHA, or by the Federal Mine Safety and Health Administration. The employee shall have the responsibility to use all such provided protective equipment (see Article 20, Section 11). C. All employees who are injured or who are involved in an accident during the course of their employment shall file a first report of injury and/or an accident report, on forms furnished by the Appointing Authority, no matter how slight the incident. A summary of the first report of injury and/or accident report shall be furnished to the Safety Committee. All such injuries shall be reported to the employee's immediate supervisor and any necessary medical attention, including transportation if required, shall be arranged. The Appointing Authority shall provide assistance to employees in filling out all necessary Workers' Compensation forms, when requested. D. Any medical examination required by the Appointing Authority shall be at no cost to the employee and the Appointing Authority shall receive a copy of the medical report. Upon request, the employee shall receive a copy of the medical report. E. During every four (4) hour period in which an employee spends all their time on a computer, the employee will be given a five (5) minute alternative work assignment or if this is not practicable, a five (5) minute rest period scheduled to interrupt continuous operation of the machine. This five (5) minute rest period is in addition to the formal rest period provided in Article 5, is not cumulative, and cannot be used at the beginning or end of a shift, formal rest breaks, or a lunch period. F. Any pregnant employee assigned to work with Department of Corrections' inmates, may request reassignment to alternate work within her seniority unit. The Appointing Authority will attempt to accommodate such a request. Such reassignment shall not be subject to the provisions of Article 12, Section 4. In the event that such reassignment is not practicable, the employee shall have the right to request an unpaid leave of absence, pursuant to Article 10, Section ▇▇.