Common use of Exclusive Bargaining Representative Clause in Contracts

Exclusive Bargaining Representative. The County recognizes County Employees Management Association (CEMA) as exclusive bargaining representative for all classified and unclassified employees in coded classifications within the Supervisory-Administrative bargaining unit. For the purposes of this Agreement, an employee shall be defined as a person employed in a coded classification in the bargaining unit covered by this Agreement. These employees are considered management employees and are expected to perform the duties and responsibilities required to accomplish their job. Premium pay and other special compensation are inapplicable to CEMA represented employees (except for cash overtime or compensatory time off for those classifications designated by the County as non-exempt under the Fair Labor Standards Act (FLSA), and except for bilingual pay, uniform allowance, night shift differential, pest advisory differential and vacation add-back as provided in this Agreement). Employees who are designated as exempt from overtime premium pay under FLSA in this Unit are considered salaried. The rates of pay shown in the Appendices reflect the appropriate salary which is due to the level of responsibility and the inapplicability of the various forms of premium pay and special compensations. The County has designated the following classifications to be non-exempt under the provisions of the FLSA: B1R Associate Management Analyst J30 Credentials Specialist B9C Health Care Financial Analyst Associate B5Y Health Care Program Analyst I B5Z Health Care Program Analyst Associate B18 Human Relations Coordinator I B1W Management Aide X20 Supervising Probation Counselor T29 Park Ranger Supervisor Employees in the above classifications shall receive overtime pay in accordance with FLSA. For non-exempt employees who do not meet the FLSA criteria for different work periods, overtime is defined as time worked beyond forty (40) hours in any seven (7) consecutive day work period or eight (8) hours in any one-day (twenty-four hours) period. Non-exempt employees assigned under FLSA to work periods other than seven (7) or fourteen (14) consecutive day work periods, shall have work periods and daily overtime defined according to their assigned work period. As allowed by the 7k exemption for law enforcement employees, the County has designated a fourteen-(14)day work period. Overtime for these employees is defined as time worked beyond eighty (80) hours in a fourteen consecutive day work period or a regular scheduled shift duration in any workday. Time for which pay is received but not worked, such as holiday, STO, sick leave, and authorized compensatory time off, is counted towards the base period. Employees shall not be assigned irregular work hours to avoid the payment of overtime. The County Executive shall determine by administrative order those classes and positions which shall be eligible for overtime work and for cash payment. When overtime is assigned and is authorized by an appointing authority to be worked, compensation for such time worked by non-exempt employees shall be provided as time off with pay computed at the rate of one and one-half (1 1/2) hours off for every hour of overtime worked, except that such overtime work shall be paid at the rate of one and one-half (1 1/2) times the regular hourly rate when specifically authorized by administrative order of the County Executive. Compensatory time off accruals/balance shall be limited to a maximum of two hundred and forty (240) hours. All compensatory time off must be taken within twelve (12) months of the date the overtime was worked. Any balance remaining after twelve (12) months shall be paid to the employee at the employee’s regular rate. Compensatory time balances shall be paid out on separation. An employee may elect in advance to receive compensatory time off credit in lieu of cash compensation for overtime where compensatory time off is allowed, if the appointing authority agrees.

Exclusive Bargaining Representative. The County recognizes County Employees Management Association (CEMA) as exclusive bargaining representative for all classified and unclassified employees in coded classifications within the Supervisory-Administrative bargaining unit. For the purposes of this Agreement, an employee shall be defined as a person employed in a coded classification in the bargaining unit covered by this Agreement. These employees are considered management employees and are expected to perform the duties and responsibilities required to accomplish their job. Premium pay and other special compensation are inapplicable to CEMA represented employees (except for cash overtime or compensatory time off for those classifications designated by the County as non-exempt under the Fair Labor Standards Act (FLSA)Act, and except for bilingual pay, uniform allowance, night shift differential, pest advisory differential and vacation add-back as provided in this Agreement). Employees who are designated as exempt from overtime premium pay under FLSA in this Unit are considered salaried. The rates of pay shown in the Appendices reflect the appropriate salary which is due to the level of responsibility and the inapplicability of the various forms of premium pay and special compensations. The County has designated the following classifications to be non-exempt under the provisions of the FLSAFair Labor Standards Act: B1T Associate Management Analyst A B1R Associate Management Analyst B J30 Credentials Specialist B9C Health Care Financial Analyst Associate B5Y Health Care Program Analyst I B5Z Health Care Program Analyst Associate B18 Human Relations Coordinator I B95 Liability Claims Adjuster I B1W Management Aide X20 Supervising Probation Counselor T29 Park Ranger Supervisor Employees in the above classifications shall receive overtime pay in accordance with FLSA. For non-exempt employees who do not meet the FLSA criteria for different work periods, overtime is defined as time worked beyond forty (40) hours in any seven (7) consecutive day work period or eight (8) hours in any one-one day (twenty-four hours) period. Non-exempt employees assigned under FLSA to work periods other than seven (7) or fourteen (14) consecutive day work periods, shall have work periods and daily overtime defined according to their assigned work periodaccordingly. As allowed by the 7k exemption for law enforcement employees, the County has designated a fourteen-(14)day fourteen day work period. Overtime for these employees is defined as time worked beyond eighty (80) hours in a fourteen consecutive day work period or a regular scheduled shift duration in any workday. Time for which pay is received but not worked, such as holiday, STO, sick leave, and authorized compensatory time off, is counted towards the base period. Employees shall not be assigned irregular work hours to avoid the payment of overtime. The County Executive shall determine by administrative order those classes and positions which shall be eligible for overtime work and for cash payment. When overtime work is assigned and is authorized by an appointing authority to be worked, compensation for such time worked by non-exempt employees shall be provided as time off with pay computed at the rate of one and one-half (1 1/2) hours off for every hour of overtime worked, except that such overtime work shall be paid in cash at the rate of one and one-half (1 1/2) times the regular hourly rate when specifically authorized by administrative order of the County Executive. Compensatory time off accruals/balance shall be limited to a maximum of two hundred and forty (240) hours. All compensatory time off must be taken within twelve (12) months of the date the overtime was worked. Any balance remaining after twelve (12) months shall be paid to the employee in cash at the employee’s regular rate. Compensatory time balances shall be paid out in cash on separation. An employee may elect in advance to receive compensatory time off credit in lieu of cash compensation for overtime where compensatory time off is allowed, if the appointing authority agrees.

Exclusive Bargaining Representative. The County recognizes County Employees Management Association (CEMA) as exclusive bargaining representative for all classified and unclassified employees in coded classifications within the Supervisory-Administrative bargaining unit. For the purposes of this Agreement, an employee shall be defined as a person employed in a coded classification in the bargaining unit covered by this Agreement. These employees are considered management employees and are expected to perform the duties and responsibilities required to accomplish their job. Premium pay and other special compensation are inapplicable to CEMA represented employees (except for cash overtime or compensatory time off for those classifications designated by the County as non-exempt under the Fair Labor Standards Act (FLSA)Act, and except for bilingual pay, uniform allowance, night shift differential, pest advisory differential and vacation add-back as provided in this Agreement). Employees who are designated as exempt from overtime premium pay under FLSA in this Unit are considered salaried. The rates of pay shown in the Appendices reflect the appropriate salary which is due to the level of responsibility and the inapplicability of the various forms of premium pay and special compensations. The County has designated the following classifications to be non-exempt under the provisions of the FLSAFair Labor Standards Act: B1T Associate Management Analyst A B1R Associate Management Analyst B J30 Credentials Specialist B9C Health Care Financial Analyst Associate B5Y Health Care Program Analyst I B5Z Health Care Program Analyst Associate B18 Human Relations Coordinator I B95 Liability Claims Adjuster I B1W Management Aide X20 Supervising Probation Counselor T29 Park Ranger Supervisor Employees in the above classifications shall receive overtime pay in accordance with FLSA. For non-exempt employees who do not meet the FLSA criteria for different work periods, overtime is defined as time worked beyond forty (40) hours in any seven (7) consecutive day work period or eight (8) hours in any one-one day (twenty-four hours) period. Non-exempt employees assigned under FLSA to work periods other than seven (7) or fourteen (14) consecutive day work periods, shall have work periods and daily overtime defined according to their assigned work periodaccordingly. As allowed by the 7k exemption for law enforcement employees, the County has designated a fourteen-(14)day fourteen day work period. Overtime for these employees is defined as time worked beyond eighty (80) hours in a fourteen consecutive day work period or a regular scheduled shift duration in any workday. Time for which pay is received but not worked, such as holiday, STO, sick leave, and authorized compensatory time off, is counted towards the base period. Employees shall not be assigned irregular work hours to avoid the payment of overtime. The County Executive shall determine by administrative order those classes and positions which shall be eligible for overtime work and for cash payment. When overtime work is assigned and is authorized by an appointing authority to be worked, compensation for such time worked by non-exempt employees shall be provided as time off with pay computed at the rate of one and one-half (1 1/2) hours off for every hour of overtime worked, except that such overtime work shall be paid in cash at the rate of one and one-half (1 1/2) times the regular hourly rate when specifically authorized by administrative order of the County Executive. Compensatory time off accruals/balance shall be limited to a maximum of two hundred and forty (240) hours. All compensatory time off must be taken within twelve (12) months of the date the overtime was worked. Any balance remaining after twelve (12) months shall be paid to the employee in cash at the employee’s regular rate. Compensatory time balances shall be paid out in cash on separation. An employee may elect in advance to receive compensatory time off credit in lieu of cash compensation for overtime where compensatory time off is allowed, if the appointing authority agrees.