Flextime Scheduling Clause Samples

Flextime Scheduling. The Appointing Authority and the Local Union may mutually agree to a flextime scheduling plan. Existing flextime scheduling plans shall remain in effect unless the Local Union notifies the Appointing Authority of its intent to terminate the plan.
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Flextime Scheduling. The Appointing Authority and the Local Union may mutually agree to a flextime schedule provided the schedule does not require the payment of overtime. Any flextime schedule agreed to by the Appointing Authority and the Local Union may be cancelled by either party with a thirty (30) day written notice. An employee may appeal the decision of the immediate supervisor to deny, modify, or cancel a flextime schedule to the second level supervisor. The decision of the supervisor is final and may not be grieved.
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Flextime Scheduling. If the Board decides to schedule full-time special area teachers (e.g., licensed Library Information Specialist staff, social workers, etc.) at times other than the normal school day where services to students may be provided before and/or after the normal work day, any such flextime assignments shall be (1) voluntary; (2) not exceed the total number of hours scheduled in the regular school day; and (3) scheduled in one contiguous block of time, unless otherwise agreed. This paragraph shall not be applicable to regular classroom teachers. If a regular full-time classroom teacher wishes to initiate a flextime schedule for a limited period of time to provide services to students, he/she may submit a request to his/her building principal who will review the request and decide whether it should be granted. Any such limited flextime schedule shall not exceed the total number of hours scheduled in the regular school day and shall be scheduled in one contiguous block of time, unless otherwise agreed. Prior to the initial implementation of a flextime assignment for a full-time teacher pursuant to either of the above paragraphs, the administration will give the PREA reasonable notification of any planned flextime assignment(s) and, if the PREA requests, meet and confer with respect to the matter.
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Flextime Scheduling. Flextime schedules may be implemented where feasible upon approval of management contingent on the following: A. Does not impair service to the public. B. Does not result in the need for additional personnel. C. Does not create overtime. D. Starting and quitting times may vary as long as the employee works the number of hours regularly scheduled for the week.
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Flextime Scheduling. Depending on clients’ needs and the operational needs of the Employer, certain non-residential Employees may be allowed to work flextime. Flexible work schedules, popularly called flextime, refer to a variety of arrangements in which fixed times of arrival and departure are replaced by a working day composed of two different types of time – core time and flexible time. Core time is the designated time period during which all staff members must be present. Flexible time is designated as that part of the scheduled working hours within which staff may choose their time of arrival to, and departure from, their work site. The major staff responsibility under this system is that Employees must furnish their programs with a set number of hours of work during each work week (i.e., normally 37.5 hours). Because each YWCA program has different staffing needs and coverage requirements, staff members must obtain prior approval for their proposed flextime schedule from their Program Supervisor and the Executive Director. Flex-time will not be arbitrarily denied to Employees who work in non-residential positions that have been determined to have a flexible time component.
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Related to Flextime Scheduling

  • Overtime Scheduling Overtime for Facility Security Officers and Control Room Technicians will be emailed via county email by Tuesday morning (i.e. beginning the next Monday) for each shift by a shift supervisor. Email responses must be received within twenty-four (24) hours of the posting email and must include the number of overtime hours worked by the member the previous calendar month (i.e. all January sign-ups will look back to the number of overtime hours worked in December). Overtime will be awarded to the member with the fewest number of overtime hours in the prior month. If more than one member has the same number of hours, the overtime will be awarded according to the order of the email response. Except in extenuating circumstances, the list of volunteers for overtime shall be used until exhausted regardless of if the overtime is prescheduled or non-prescheduled. Thereafter, the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime in accordance with the provisions of this section based on the number of hours worked as specified by a member in an email response shall not be subject to discipline or grievable, regardless of whether the number provided by the member was accurate. Should the Employer make a determination that a member misrepresented the number of overtime hours worked; the member shall be unable to sign up for overtime for a period of sixty (60) calendar days. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime resulting from a lack of volunteers shall be filled through reverse seniority. Once the employee works a mandatory overtime assignment, they will move to the bottom of the list and not be required to work mandatory overtime until the list is exhausted. Inability to work a pre- scheduled overtime assignment due to illness or death in the family will not require the employee be charged such absence against sick leave. In no event shall any employee be mandated to work overtime on a shift which is different from their regular shift, except that an employee may be mandated to work up to four (4) hours before the start of their regular shift or four (4) hours after the end of their regular shift.

  • Self Scheduling The Home and the Union may agree to implement a self-scheduling process. Self-scheduling is the mechanism by which employees in a Home create their own work schedules. The purpose of self scheduling is to improve job satisfaction and quality of work life for the participating employees. Self scheduling requires a collaboration of employees and management to ensure proper coverage of the Home and to meet the provisions of the Collective Agreement. It is agreed that self scheduling will be negotiated locally by the Home and the Union and will include a trial period. Each Home must have the majority agreement of the full-time and part-time employees who vote on the issue to agree on a trial period of up to six months. Once the trial period is complete, each Home must have a minimum of 66⅔% agreement of the full-time and part-time employees who vote on the issue to continue with the new schedule on a permanent basis.