EQUALIZATION PROCESS Sample Clauses

EQUALIZATION PROCESS a) A separate overtime sheet will be kept for off-shift overtime. b) The Company will equalize overtime to a maximum difference of forty (40) hours among employees by group and classification on the shift in which overtime occurs. In emergency situations where the maximum difference of forty (40) hours must be exceeded temporarily, the Company agrees to correct the excess variance at the earliest opportunity. On-shift overtime hours greater than forty (40) shall be paid hour for hour when the annual adjustment is made effective on the annual Collective Agreement anniversary date. c) When employees are contacted for overtime opportunities, the Human Resources representative (or designate) will do so in the presence of a CAW Union Rep. I. For production shift schedules outside of the norm (i.e. Saturdays, Sundays and holidays) the overtime work list will be posted by noon each Thursday (or one day earlier where applicable) allowing all shifts to identify any errors and come forward to the Human Resources representative (or designate) and correct the error. II. When the Human Resources representative (or designate) is notified of an error, he/she will make the necessary correction. The Human Resources representative (or designate) will contact both the employee identified incorrectly and the employee who came forward who should work, in the presence of a Union Rep. Any employee missed in error who advises the Company prior to overtime commencing will be allowed to work or paid in lieu of. Errors identified after the overtime opportunity has been worked, will not be considered. d) An employee is entitled to claim overtime equalization for overtime which occurs on the shift and in the group the employee normally works. An employee is not entitled to claim hours of work on a different shift or group than that normally worked by the employee. e) The Company will maintain and post records weekly of all overtime worked and charged. All overtime hours recorded will be turned back to zero (0) on the ratification anniversary date each year. The equalization sheet of the previous week will be utilized as the benchmark until an equalization sheet is generated reflecting the hours for the week containing the ratification anniversary date. f) Overtime hours recorded shall be shown as “paid hours” (i.e. one hour at time and a half shall be shown as 1.5 hours, one hour at double time rate shall be shown as 2 hours) g) A new employee shall be credited with the average number...
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EQUALIZATION PROCESS. A separate overtime sheet will be kept for off-shift overtime. The Company will equalize overtime to a maximum difference of forty (40) hours among employees by group and classification on the shift in which overtime occurs. In emergency situations where the maximum difference of forty (40) hours must be exceeded temporarily, the Company agrees to correct the excess variance at the earliest opportunity. overtime hours greater than forty
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EQUALIZATION PROCESS. (i) The Company will endeavour to equitably distribute overtime between all employees on the applicable overtime group by shift. (ii) Overtime will be distributed to a maximum of thirty (30) hours among all employees on a shift capable of performing the work. (iii) Overtime hours greater than thirty (30) hours will be paid hour for hour prior to the zeroing out of hours on January 1st of each year. (iv) An overtime report for each employee by shift will be published and posted weekly and a copy given to the chairperson. (v) If employees are absent for any reason for eligible overtimes, they will be credited with the applicable hours. All hours worked or declined shall also be credited. (i.e.8 hours x 1.5 equals 12 hour charge). (vi) An employee acquiring seniority or upon entering a group shall be credited with the average overtime hours. (vii) The Company shall post in a designated area a daily voluntary overtime sign up sheet. Employees will receive a ten (10) minute break at the end of their regular shift if the overtime is projected to be two (2) hours or more.
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EQUALIZATION PROCESS. The parties agreed the Union representative will play the lead role in terms of conducting the canvass for the necessary hours as defined by management to maintain equalization as described below: a) The Company will equalize overtime to a maximum difference of thirty (30) hours among employees by group and classification on the shift in which overtime occurs. b) An employee is entitled to claim overtime equalization for overtime which occurs on the shift and in the group the employee normally works. An employee is not entitled to claim hours of work on a different shift or group than that normally worked by the employee. c) The Company will maintain and post records weekly of all overtime worked and charged. All overtime hours recorded will be turned back to zero (0) on July 31 of each year. The equalization sheet of the previous week will be utilized as the benchmark until an equalization sheet is generated reflecting the hours for the week containing July 31. d) Overtime hours greater than thirty (30) shall be paid hour for hour when the annual adjustment is made effective on the annual collective agreement anniversary date. e) A new employee shall be credited with the average number of hours in the classification and group to which he/she is assigned. An employee who changes classifications and/or groups shall be credited with the average number of hours in the classification and group to which he/she transfers provided that he his/her hours are below the average of the classification/group he/she is transferring to. An employee who has hours greater than the average hours but less than the highest hours will carry his/her hours into the classification/group to which he/she is transferring. An employee with hours that are higher than the highest hours in the group shall assume those highest hours upon transferring into the classification/group. f) An employee absent from work for any reason, and who was scheduled or volunteered and would have been eligible for overtime, will be charged for any overtime hours as if they had been at work. g) An employee absent from work for any reason for a period greater than 30 days will return to the equalization group with the higher of his/her individual hours or the average hours. h) An employee who fails to work the hours agreed upon will be charged double the hours for equalization purposes. An employee will be charged for hours in the event an effort has been made by both the Company and the Union to reach the e...
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EQUALIZATION PROCESS. (a) The Company will distribute voluntary overtime equally between all employees on the applicable shift within their pool. (b) In order to be eligible for overtime all employees must sign the daily overtime sheet for their pool. (c) All hours worked or offered but declined shall be charged. (i.e. 4 hours x 1.5 = 6 hour charge). An employee who signs-up for OT, is offered work within their classification, but declines will be charged. (d) If there are an insufficient number of volunteers to accept overtime within a pool, the available overtime will be offered outside the pool by lowest hours and giving consideration to skill and ability. (e) An overtime report to include all accumulated overtime hours for each employee in a pool by shift will be published and posted daily in a conspicuous designated area, and a copy provided to the union plant committee. (f) As it becomes necessary to notify the confirmation of such overtime to employees by telephone, the company will strive to do so in the presence of a union committee member or their designee in which the time, date and telephone number will be recorded along with the signature of the present union member. A copy will be provided to the union plant committee. (g) An employee acquiring seniority or returning from an absence for greater than thirty (30) days upon entering into a pool shall be charged with the average overtime hours. (h) Employees will receive a fifteen (15) minute break at the end of their regular shift if the overtime is projected to be two (2) hours or more. (i) All present hours will be zeroed out upon implementation of their pool reordering and annually each January 1st and July 1st for the life of this Agreement. (j) An employee acquiring seniority will be charged with highest overtime hours upon entering into a pool.
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Related to EQUALIZATION PROCESS

  • Escalation Process If Customer believes in good faith that Customer has not received quality or timely assistance in response to a support request or that Customer urgently need to communicate important support related business issues to Service Provider’s management, Customer may escalate the support request by contacting Service Provider and requesting that the support request be escalated to work with Customer to develop an action plan.

  • Selection Process The Mortgage Loans were selected from among the outstanding one- to four-family mortgage loans in the Seller's portfolio at the related Closing Date as to which the representations and warranties set forth in Subsection 9.02 could be made and such selection was not made in a manner so as to affect adversely the interests of the Purchaser;

  • Application Process The employees wishing to enter into a job share arrangement will apply in writing to the Employer and forward a copy to the Union outlining the proposed commencement date of the job share, how the hours and days of work will be shared and how communication and continuity of work will be maintained. The Employer shall communicate a decision on a job share request in writing to the applicants. Applications to Job Sharing shall not be unreasonably denied.

  • Mediation Process A. Mediation is a form of Alternative Dispute Resolution (ADR) that may be requested by the City or the PBA. It is an alternative, not a substitute for the formal arbitration process contained in Section 19.8 above. Mediation is an informal process in which a neutral third party assists the opposing parties in reaching a voluntary, negotiated resolution of a charge of discipline. The decision to mediate is completely voluntary for the PBA and the City. Mediation gives the parties the opportunity to discuss the issues raised in the charging document, clear up misunderstandings, determine the underlying interests or concerns, find areas of agreement and, ultimately, incorporate those areas of agreement into solutions. A mediator does not resolve the charge or impose a decision on the parties. Instead, the mediator helps the parties to agree on a mutually acceptable resolution. The mediation process is strictly confidential. Information disclosed during mediation will not be revealed to anyone. B. If both parties agree, a mediation session conducted by a trained and experienced mediator shall be scheduled at a mutually convenient date and time. Either party may choose to have an attorney represent them during mediation. Persons attending the mediation session shall have the authority to resolve the dispute. If mediation is unsuccessful, the parties may proceed to follow the provisions for Arbitration. Information disclosed during mediation will not be revealed to anyone. C. The parties and, if they desire, their representatives and/or attorneys, are invited to attend a mediation session. No one else may attend without the permission of the parties and the consent of the mediator(s). D. The mediator(s) will not function as the representative of either party. However, the mediator(s) may assist the parties in understanding their rights and the terms of any proposed settlement agreement. Each party acknowledges being advised to seek independent legal review prior to signing any settlement agreement. E. The parties acknowledge that the mediator(s) possesses the discretion to terminate the mediation at any time of any impasse occurs or either party or the mediator deems the case inappropriate for mediation. F. Prior to mediation, both the City and the PBA (or Employee, only in disciplinary matters) shall enter into a confidentiality agreement, as follows: 1. This is an agreement by the parties to participate in a mediation involving the City against the above named employee. The parties understand that mediation is a voluntary process, which may be terminated at any time. 2. The parties agree to participate voluntarily in mediation in an effort to resolve the charge(s) filed by the City. 3. The parties agree that all matters discussed during the mediation are confidential, unless otherwise discoverable, and cannot be used as evidence in any subsequent administrative or judicial proceeding. Confidentiality, however, will not extend to threats of imminent physical harm or incidents of actual violence that occur during the mediation. 4. Any communications between the mediator(s) and/or the parties are considered dispute resolution communications with a neutral and will be kept confidential. 5. The parties agree not to subpoena the mediator(s) or compel the mediator(s) to produce any documents provided by a party in any pending or future administrative or judicial proceeding. The mediator(s) will not voluntarily testify on behalf of a party in any pending or future administrative or judicial proceeding. The parties further agree that the mediator(s) will be held harmless for any claim arising from the mediation process. 6. The parties recognize and agree that the City is subject to Chapter 119, Fla. Stat., relating to public documents. Therefore, all information including all notes, records, or documents generated during the course of the mediation shall be subject to the exemption contained in Section 119.071 (d)(1), Fla. Stats., until the settlement of the matter, or the conclusion of the arbitration, if any, with the exception of the personal notes of the mediator. 7. If a settlement is reached by all the parties, the agreement shall be reduced to writing and when signed shall be binding upon all parties to the agreement, unless the agreement requires City Commission approval, in which case the agreement will not become binding until publicly approved by the City Commission. Said agreement shall be subject to the provisions of Chapter 119, Fla. Stats. If the charge(s) is not resolved through mediation, the parties may proceed to follow the provisions for arbitration.

  • Sick Leave Verification Process a. The new school district shall provide the employee with the necessary verification form at the time the employee receives confirmation of employment in the school district. b. An employee must initiate the sick leave verification process and forward the necessary verification forms to the previous school district(s) within ninety (90) days of commencing employment with the new school district. c. The previous school district(s) shall make every reasonable effort to retrieve and verify the sick leave credits which the employee seeks to port.