Common use of EQUALIZATION OF OVERTIME HOURS Clause in Contracts

EQUALIZATION OF OVERTIME HOURS. 211 Overtime hours shall be divided as equally as practicable among employees in the same classification in their district. An up-to-date list showing overtime hours and unit seniority date will be posted in a prominent place in each district before the 15th of each month. -212 Whenever overtime is required, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clause, time not worked because the employee was unavailable, or did not choose to work, will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%

EQUALIZATION OF OVERTIME HOURS. 211 Overtime hours shall be divided as equally as practicable possible among Custodial, Custodial/Maintenance, Mechanic, Custodial/Groundsworker and Bus Washer/Cleaner employees in within the same classification in their districtclassifications. An up-to-date list showing overtime hours and unit seniority date will be posted bi-weekly, if overtime hours were paid in a prominent place in each district before the 15th of each monthpreceding payroll. -212 Whenever overtime is required, the most senior person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, will be called first first, and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and However, custodial employees shall be allowed to work overtime in buildings to which they are not regularly assigned only if they have attended an inservice of up to four hours regarding the need still existsother buildings, or has worked in such building as part of a cleaning recovery team, during the twelve months preceding the overtime assignment. Generally, the Employer may require inservice will be conducted in the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergencysummer. Employees in other classifications may hired after the summer will be called if there is a shortage of employees in provided one opportunity for an inservice, or will wait until the classification needed. In such cases they would following year to be called on the basis of least hours of eligible for overtime in their classification provided they are capable of doing the workassignments outside his/her regular building. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clause, time overtime is not worked because the employee was unavailable, or did not choose to work, the employee (including employees signing the opt-out form) will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest actual number of overtime hours that exist in were available during that call-out period (two (2) hour minimum). The voluntary overtime opt out form will be used four (4) times per year. Employees who opt out will not be offered overtime. Should the new classification on above method prove to be unsatisfactory, the day he/she was reclassifiedparties agree to meet ninety (90) days from the effective date of this Agreement and work out a solution. -216 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her Overtime hours will be computed from January through December each year. Excess overtime hours shall will be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of carried over each year and ending September 30are subject to review at the end of each period. For longevity payment purposes onlyIn the event all of the employees in the classification choose not to work the overtime and the Employer deems that a situation exists whereby it is necessary to designate an employee for the work, a year of continuous full-time service is defined as any longevity year the least senior qualified employee in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay classification shall be computed as a percentage of assigned the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%work.

EQUALIZATION OF OVERTIME HOURS. 211 Overtime hours 191 In Infrastructure Planning and Facilities Maintenance Services overtime equalization shall be divided as equally as practicable among employees in the same classification in their districtby Shop or Crew. An upUp-to-date list overtime lists showing overtime the accumulated hours and unit seniority date will shall be posted in a prominent place in each district before the 15th of each shop once a month. -212 An electronic copy of all lists shall be sent to the Union’s e-mail address at the same time. 192 Whenever the opportunity for scheduled overtime is requiredexists, the person employee’s in the shop or crew with the least number of overtime accrued hours in that having the classification within and capable of performing the district work will, except in necessary emergencies, be called first and so on down offered the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to workopportunity first. The Union reserves the right to grieve what is considered an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clause, time not worked because If the employee was unavailable, or did not choose to work, works the offered overtime s/he will be charged for the average number of hours worked. If the employee refuses the overtime it will be offered to the next employee on the list, and s/he will be charged with turndown hours of in the employees working during amount equal to the hours that overtime period were worked (2 hour minimum). -214 This continues down the list until the number of employees required to perform the work has been met. If a Supervisor has exhausted the list or lists that they have control of, and there is still a need for employees to perform the work, they must offer the overtime to anyone who has the classification needed and is capable of performing the work, regardless of the Shop or Crew list they may be on. 193 The parties recognize that in a Shop there can be Project Teams, Service Routes, and Crews. When these exist and there is scheduled overtime available, it shall be offered in the case of the Project Teams and Crews in the manner set forth in Paragraph 192. In the case of Service Routes it will be offered to the employee or employees assigned to the route first and then in the manner set forth in Paragraph 192. 194 On July 1 each year, the amount of overtime hours credited to accrued by each employee on the OTE lists will be reduced equal to zero. The order of employees as they ended up on the June 30th OTE list will remain in that order for the start of the next accrual year. 195 New employees shall assume the highest number of overtime hours, plus one on the OTE list that they are assigned to. Employees that move to a different Shop or Crew shall have their existing hours carried with them to the amount new shop or crew OTE list. 196 The Employer will continue the practice of balancing the work between any multi-craft shop or crew and Electrical, Mechanical, Plumbing and Structural shops. 197 Shops or Crews agree to provide a structured means to accomplish answering a call- in situation to meet the needs of the University. This can be done by setting up an OTE list, a rotational or standby type arrangement, or some other means on an annual basis (July 1 to June 30 of the following year). 1. Shops and Crews shall select or renew call-in method prior to July 1st of every year. The method chosen will be determined by a majority vote. 2. Employees who are in any multi-craft shop or crew may volunteer to be included in the call-in method previously chosen by the shops with their respective classification. 3. If the Employer or the Union disagrees with the proposed call-in method, a Special Conference will be held between the Employer and the Union to resolve the issue. 4. If the issue is not resolved by July 1st of a given year or the parties cannot reach agreement, the method of equalizing overtime specified in Paragraph 190 shall be followed with all of those employees voting being placed on a call-in OTE list. If the issue is settled after July 1st, the agreement reached in the Special Conference shall take affect and continue for the remainder of the annual year; (July 1st to June 30th of the following year). 198 In the event of an emergency call-in, all employees called and all of those who reported will be charged a minimum of 3 hours. If a dispute arises over attempted calls, a phone log, written or electronic, shall be considered sufficient proof of the call unless produced phone records prove otherwise. 199 Employees responding in a call-in situation will be generally expected to report within one (1) hour or less, if possible. 200 Special event overtime will be offered to employees by the classification needed in a seniority rotational order. The employee must be able to perform the work. Any hours credited worked will be recorded on the OTE lists. The list shall not be reset at any time; it will retain its rotational order from year to the employee year. New hires shall be placed at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who they are eligible each October 1 will be paid on December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%hired.

EQUALIZATION OF OVERTIME HOURS. 211 Overtime 1. Employees desiring overtime hours shall be divided as equally as practicable among employees in sign up with their supervisor the same classification in their districtfirst ten (10) days of August and January each year. An up-to-date list showing interest in overtime hours and unit for all seniority date employees will be posted in a prominent place on September 1 and February 1 in each district before building. Any employee, who refuses three (3) consecutive times on each list, shall have their name removed from the 15th affected list until the next sign up period. Equalization of each monthovertime hours will be administered by the guidelines as set forth herein. a. Through June 30, 1999, overtime hours shall be rotated as equally as possible according to seniority among those employees in the same classification in their building or work area. -212 Beginning on July 1, 1999, overtime/extra transportation runs shall be rotated as equally as possible according to seniority among those employees in the same classification in their building or work area who have not used more than three sick days in the previous four weeks. Employees who provide doctor’s statements to document illness will maintain their position in the overtime/extra transportation field trip rotation when illnesses exceed three days in the previous four weeks. b. Whenever overtime is requiredrequired within classification, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, will be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees . c. Seniority employees in other classifications and/or building may be called if there is a shortage of no acceptance by employees in the classification neededeffected classification. In such cases they would Employees in other classifications will be called on the basis of least hours number of overtime in their classification hours charged to them provided they are capable of doing the work. 3. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clausesection, time not worked because when the employee was unavailable, or did does not choose to work, he/she will be charged the average number of overtime hours of the employees employee(s) working during that overtime period assignment. 4. It is understood that overtime hour assignments for employees may be unequal from time to time. 5. Employees required by the building principal and/or the Supervisor of Grounds and Maintenance to do clean-up resulting from weekend activities during their regular shift shall be compensated a minimum of one (2 1) hour minimum). -214 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee additional pay at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%appropriate rate.

EQUALIZATION OF OVERTIME HOURS. 211 218 Overtime hours shall be divided as equally as practicable among employees in the same classification in their district. An up-to-date list showing overtime hours and unit seniority date will be posted in a prominent place in each district before the 15th of each month, in addition to regular posting practices. -212 With mutual agreement of the Union, the University and the employees involved, the list can be communicated electronically. -219 Whenever overtime is required, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 -220 For the purpose of this clause, time not worked because the employee was unavailable, or did not choose to work, will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 -221 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 -222 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 -223 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%.

EQUALIZATION OF OVERTIME HOURS. 211 220 Overtime hours shall be divided as equally as practicable among employees in the same classification in their district. An up-to-date list showing overtime hours and unit seniority date will be posted in a prominent place in each district before the 15th of each month, in addition to regular posting practices. -212 With mutual agreement of the Union, the University and the employees involved, the list can be communicated electronically. -221 Whenever overtime is required, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 -222 For the purpose of this clause, time not worked because the employee was unavailable, or did not choose to work, will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 -223 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 -224 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 -225 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%.

EQUALIZATION OF OVERTIME HOURS. 211 ‌ -220 Overtime hours shall be divided as equally as practicable among employees in the same classification in their district. An up-to-date list showing overtime hours and unit seniority date will be posted in a prominent place in each district before the 15th of each month, in addition to regular posting practices. -212 With mutual agreement of the Union, the University and the employees involved, the list can be communicated electronically.‌ -221 Whenever overtime is required, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 first.‌ -222 For the purpose of this clause, time not worked because the employee was unavailable, or did not choose to work, will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 minimum).‌ -223 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 forward.‌ -224 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 reclassified.‌ -225 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. hours.‌ ARTICLE 44 - LONGEVITY PAY -217 PAY‌‌‌‌ -235 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 payment.‌ -236 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 days).‌ -237 Longevity pay shall be computed as a percentage of the employee's ’s regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of of‌ the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's ’s hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 pay.‌ -238 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's ’s years of continuous service. -221 service.‌ -239 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's ’s years of continuous service. -222 service.‌ -240 Payments to employees who are eligible each October 1 will be paid on December December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's ’s regular wage which is in excess of $9,500. -223 9,500.‌ -241 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 payment.‌ -242 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? grandfathered under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 program.‌ -243 Longevity Pay Schedule Schedule‌ Continuous Service Service‌ Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% years‌‌ 5%‌‌‌ 22 or more and less than 26 years 6% 26 or more years 8%% ARTICLE 45‌‌‌‌‌ HEALTH CARE COVERAGE‌ -244 The University will continue to offer health benefits coverage in accordance with the 2018 MSU/Coalition Memorandum of Understanding until such time as a new agreement is reached either with the JHCC or individual bargaining with Local 1585 or as otherwise permitted by law.‌ -245 Employees must enroll within sixty (60) days of employment or appointment to an eligible status or during annual open enrollment. Enrollment information and forms are available through Human Resource website.‌ -246 While an employee is on layoff and collecting Unemployment Compensation, the Employer will make its normal contribution toward the cost of the Health Plan premium through the end of the month of separation due to layoff.‌ -▇▇▇ ▇▇▇▇ evidence of other insurance coverage, employees eligible for MSU health care coverage are eligible to opt out of the MSU Health Plan each year during the October Health Plan Open Enrollment to be effective January 1 through December 31 and receive a $600.00 lump- sum special check payment to be made in the month of February of the next plan year. Re- enrollment will be allowed during the plan year if proof of involuntary loss of other insurance coverage is provided within thirty-one days of loss of coverage. The employee would receive a prorated waiver payment in February.‌

EQUALIZATION OF OVERTIME HOURS. 211 Overtime hours shall be divided as equally as practicable among employees in the same classification in their district. An up-to-date list showing overtime hours and unit seniority date will be posted in a prominent place in each district before the 15th of each month. -212 Whenever overtime is required, the person with the least number of overtime hours in that classification within the district will, except in necessary emergencies, be called first and so on down the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to work. The Union reserves the right to grieve what is an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clause, time not worked because the employee was unavailable, or did not choose to work, will be charged the average number of overtime hours of the employees working during that overtime period (2 hour minimum). -214 On July 1 each year, the amount of overtime hours credited to each employee will be reduced equal to the amount of overtime hours credited to the employee at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who are eligible each October 1 will be paid on December December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?? grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%

EQUALIZATION OF OVERTIME HOURS. 211 Overtime hours 189 In Infrastructure Planning and Facilities Maintenance Services overtime equalization shall be divided as equally as practicable among employees in the same classification in their districtby Shop or Crew. An upUp-to-date list overtime lists showing overtime the accumulated hours and unit seniority date will shall be posted in a prominent place in each district before the 15th of each shop once a month. -212 An electronic copy of all lists shall be sent to the Union’s e-mail address at the same time. 190 Whenever the opportunity for scheduled overtime is requiredexists, the person employee’s in the shop or crew with the least number of overtime accrued hours in that having the classification within and capable of performing the district work will, except in necessary emergencies, be called first and so on down offered the list in an attempt to equalize the overtime hours. After exhausting this procedure and the need still exists, the Employer may require the least senior available, qualified employee to workopportunity first. The Union reserves the right to grieve what is considered an emergency. Employees in other classifications may be called if there is a shortage of employees in the classification needed. In such cases they would be called on the basis of least hours of overtime in their classification provided they are capable of doing the work. When employees are notified by telephone, they will be called in order of lowest hours first. -213 For the purpose of this clause, time not worked because If the employee was unavailable, or did not choose to work, works the offered overtime s/he will be charged for the average number of hours worked. If the employee refuses the overtime it will be offered to the next employee on the list, and s/he will be charged with turndown hours of in the employees working during amount equal to the hours that overtime period were worked (2 hour minimum). -214 This continues down the list until the number of employees required to perform the work has been met. If a Supervisor has exhausted the list or lists that they have control of, and there is still a need for employees to perform the work, they must offer the overtime to anyone who has the classification needed and is capable of performing the work, regardless of the Shop or Crew list they may be on. 191 The parties recognize that in a Shop there can be Project Teams, Service Routes, and Crews. When these exist and there is scheduled overtime available, it shall be offered in the case of the Project Teams and Crews in the manner set forth in Paragraph 190. In the case of Service Routes it will be offered to the employee or employees assigned to the route first and then in the manner set forth in Paragraph 190. 192 On July 1 each year, the amount of overtime hours credited to accrued by each employee on the OTE lists will be reduced equal to zero. The order of employees as they ended up on the June 30th OTE list will remain in that order for the start of the next accrual year. 193 New employees shall assume the highest number of overtime hours, plus one on the OTE list that they are assigned to. Employees that move to a different Shop or Crew shall have their existing hours carried with them to the amount new shop or crew OTE list. 194 The Employer will continue the practice of balancing the work between any multi- craft shop or crew and Electrical, Mechanical, Plumbing and Structural shops. 195 Shops or Crews agree to provide a structured means to accomplish answering a call- in situation to meet the needs of the University. This can be done by setting up an OTE list, a rotational or standby type arrangement, or some other means on an annual basis (July 1 to June 30 of the following year). 1. Shops and Crews shall select or renew call-in method prior to July 1st of every year. The method chosen will be determined by a majority vote. 2. Employees who are in any multi-craft shop or crew may volunteer to be included in the call-in method previously chosen by the shops with their respective classification. 3. If the Employer or the Union disagrees with the proposed call-in method, a Special Conference will be held between the Employer and the Union to resolve the issue. 4. If the issue is not resolved by July 1st of a given year or the parties cannot reach agreement, the method of equalizing overtime specified in Paragraph 190 shall be followed with all of those employees voting being placed on a call-in OTE list. If the issue is settled after July 1st, the agreement reached in the Special Conference shall take affect and continue for the remainder of the annual year; (July 1st to June 30th of the following year). 196 In the event of an emergency call-in, all employees called and all of those who reported will be charged a minimum of 3 hours. If a dispute arises over attempted calls, a phone log, written or electronic, shall be considered sufficient proof of the call unless produced phone records prove otherwise. 197 Employees responding in a call-in situation will be generally expected to report within one (1) hour or less, if possible. 198 Special event overtime will be offered to employees by the classification needed in a seniority rotational order. The employee must be able to perform the work. Any hours credited worked will be recorded on the OTE lists. The list shall not be reset at any time; it will retain its rotational order from year to the employee year. New hires shall be placed at the bottom of the overtime list and only the excess overtime hours for each employee shall be carried forward. -215 An employee who has changed classifications will be charged with the highest number of overtime hours that exist in the new classification on the day he/she was reclassified. -216 When an employee terminates his/her term as Chief ▇▇▇▇▇▇▇, President, ▇▇▇▇▇▇▇, or Alternate ▇▇▇▇▇▇▇, his/her overtime hours shall be disregarded and he/she shall assume the average number of hours in his/her classification in his/her district, unless he/she is currently charged with less than average hours. ARTICLE 44 - LONGEVITY PAY -217 All regular employees of the Employer hired prior to August 19, 1996 shall be entitled to receive longevity pay for length of continuous service with the Employer according to the following rules and schedule of payment. -218 LONGEVITY YEAR The longevity year is defined as the twelve (12) month period beginning October 1 of each year and ending September 30. For longevity payment purposes only, a year of continuous full-time service is defined as any longevity year in which the employee is actively employed for at least 39 calendar weeks (273 calendar days). -219 Longevity pay shall be computed as a percentage of the employee's regular annual base wage. Base wage shall be that wage which an employee is being paid on September 1, 1988, of the calendar year in which the longevity payment is due. The annual base wage shall be equal to the employee's hourly rate times 2080 hours as of the first pay period in September. If an employee is not on the payroll at that time, the hourly rate to be used will be the hourly rate upon his/her return. Base wage shall not include overtime or premium pay. -220 INITIAL ELIGIBILITY The last date of hire as a regular employee will be used as the normal longevity date. To qualify for the first longevity payment, an employee must have completed six (6) years of continuous service as of October 1 of any year. To qualify for initial eligibility, the employee must have been on active employment for at least 39 calendar weeks (273 calendar days) for six (6) consecutive years and an employee on October 1 of that year to receive the longevity payment. Periods of active employment of less than 39 calendar weeks will be counted toward the employee's years of continuous service. -221 CONTINUING ELIGIBILITY After establishing initial eligibility, employees must be actively employed for 39 calendar weeks (273 calendar days) during the longevity year and an employee as of October 1 to receive the longevity payment on December 1. Periods of active employment of less than 39 calendar weeks, while not qualifying the employee for payment of longevity, shall be counted toward the employee's years of continuous service. -222 Payments to employees who they are eligible each October 1 will be paid on December 1. No longevity payment as shown in the schedule below shall be made for that portion of an employee's regular wage which is in excess of $9,500. -223 Employees terminating prior to October 1 will receive a prorated longevity payment. -224 All regular employees, as of the date of the ratification of the Successor Agreement, shall be ?grandfathered? under the current Longevity Pay program. Employees who hire into the bargaining unit after the date of the ratification of the Successor Agreement will be, and shall remain, ineligible for the Longevity Pay program. -225 Longevity Pay Schedule Continuous Service Annual Percentage 6 or more and less than 10 years 2% 10 or more and less than 14 years 3% 14 or more and less than 18 years 4% 18 or more and less than 22 years 5% 22 or more and less than 26 years 6% 26 or more years 8%hired.