Forced Overtime Clause Samples
A Forced Overtime clause establishes the conditions under which an employer can require employees to work beyond their regular hours, even if the employees have not volunteered for the extra time. Typically, this clause outlines the circumstances that justify mandatory overtime, such as urgent business needs or unexpected staff shortages, and may specify limits on the number of hours or the notice required. Its core practical function is to provide employers with the flexibility to meet operational demands while clarifying employees' obligations and rights regarding overtime work.
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Forced Overtime. Forced overtime shall be defined as any time an Employee is forced to work other than the employee’s normal scheduled work hours and said shall be considered forced if the employee is not relieved within fifteen (15) minutes after start of the overtime. The Union will maintain the forced overtime list. When forced overtime is required, Command Staff will obtain the name(s) from the forced overtime list based on who is on duty. If there are questions or concerns about who gets credit for being forced or the order in which names are placed on the list, the Union will determine the appropriate resolution. When an employee works a forced overtime assignment, the Employer will provide notification by email to the Union. In lieu of being forced, Officers may find volunteers to work in their place and have the incident count toward their force as long as the volunteer does not count it as their force as well. If an Officer who is about to be forced has voluntarily worked at least 4 continuous hours of overtime within the past two weeks (14 calendar days excluding holidays as defined in your labor agreement), may ask that it be counted toward their force incident and will not be forced again until the next round. Individuals assigned to the Bullpen or External Transport will not be subject to forced overtime while assigned to those units.
Forced Overtime. Any dispatch shift that goes unfilled can be filled with forced overtime, four (4) hours maximum, at the rate of double (2) time of pay. The dispatcher working the shift prior to the unfilled shift can be forced to stay four (4) hours after his/her scheduled shift; the dispatcher coming on duty after the unfilled shift can be required to come in four (4) hours early prior to his/her scheduled shift. The Police Dept. and the Dispatch Center are 24-hour operations and the desk and phones must be manned at all times. This practice is only done when every measure to cover the shift has been exhausted.
Forced Overtime. The parties agree that forced overtime on an employee’s scheduled day of rest which is in excess of six (6) hours overtime during an employee’s work period (work period defined as an employee’s complete period of days starting with his first scheduled work day and concluding at the end of the first occurring rest days) shall be paid at double time. U.S.W., LOCAL 9346 ELKVIEW OPERATIONS ▇▇▇▇▇ Nand ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇ Will ▇▇▇▇ Eldaun ▇▇▇▇ ▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ April 2, 2011
Forced Overtime. All employees who are forced to work overtime will be expected to work that overtime. If an employee calls out sick, they will be required to provide a physicians’ statement that releases them back to work. If no physician’s statement is provided, the time missed will result in a miss- out, unpaid leave and, if over two (2) hours, an occasion. The employee will be allowed ten (10) hours off before being required to return to work. The ten (10) hours off starts when the shift is over at Metro Transit. When an employee who is being forced to work arrived at thirteen (13) hours for the day they are to be relieved. No employee shall be forced to work after they have worked fifty-five (55) hours for the week. Voluntary overtime worked by an employee counts toward the limit hours. This applies to both the daily and weekly totals.
Forced Overtime. When an employee is on preplanned time off (scheduled at least 72 hours in advance), including vacation time, compensatory time, sick time, military time, personal leave, jury duty, bereavement leave, worker’s comp, approved unpaid leave, FMLA leave, pregnancy and parental leave, or is attending training, overtime will first be offered and filled on a volunteer basis. When necessary, if no one volunteers to fill the shift of an employee taking preplanned time off as listed above, or is attending training, the City will exercise its authority to force in the least senior regularly scheduled employee(s) on the prior shift to stay and the least senior regularly scheduled employee(s) on the following shift to report early, or if none is available, another employee by inverse order of seniority shall be forced. An employee will not be forced in for overtime coverage when an employee is on a vacation day, compensatory day, personal day, or regularly scheduled day off, except in an emergency or other situation requiring additional staffing, as determined by the Chief. A patrol officer will be forced before a sergeant. In order to ensure the safety of employees, employees should not be forced to work longer than twelve (12) consecutive hours. Employees who are scheduled to work for twelve (12) consecutive hours should be given eight (8) consecutive hours off prior to the twelve (12) shift and (8) consecutive hours off prior to their next shift, after working a twelve (12) shift, whenever practicable. In the case of a short notice call-off (less than 72 hours), if no one volunteers to fill the shift, the least senior regularly scheduled employee(s) on the prior shift will be forced to cover the shift of the employee who called off, or if none is available, another employee by inverse order of seniority shall be forced. An employee will not be forced in for overtime coverage when an employee is on a vacation day, compensatory day, personal day, or regularly scheduled day off, except in an emergency or other situation requiring additional staffing, as determined by the Chief. A patrol officer will be forced before a sergeant. In order to ensure the safety of employees, employees should not be forced to work longer than twelve (12) consecutive hours. Employees who are scheduled to work for twelve (12) consecutive hours should be given eight (8) consecutive hours off prior to the twelve (12) shift and (8) consecutive hours off prior to their next shift, after working...
Forced Overtime. 1. On occasions where overtime is not filled voluntarily and an employee is ordered in to work the following apply:
a) If the overtime opportunity occurs within eight hours (8) of the next shift, then the overtime opportunity will be given to the employees on duty when that overtime opportunity occurs, while utilizing the aforementioned seniority list. If no employee on duty wants the overtime then the sheriff or designee will call down the seniority list to fill the position in the same classification as the overtime opportunity.
b) If the overtime opportunity is not filled by the on duty personnel or by utilizing the seniority list, then the sheriff ( or designee) will call the seniority list in reverse order, in which the less senior employee will fill the overtime opportunity.
c) Once the forced overtime position is filled that employee will move to the top of the seniority list for any subsequent forced overtime opportunities which may arise.
d) The reverse seniority list will start over on January 1st of every calendar year, unless within the calendar year everyone has been mandated in for overtime.
Forced Overtime. RTC’s cannot be forced to work in excess of 48 hours in a work week. An RTC already having performed 8 hours of overtime cannot be forced to accept more overtime. When an RTC has worked or has committed to work 8 hours of overtime (forced or voluntary) in his or her workweek, the next junior RTC will be forced to cover the ad-hoc vacancy. Note: An assigned RTC’s work week begins the first rest day of their assignment. Unassigned RTC’s (Permanent-Unassigned, Temporary Unassigned or Spare) work week starts on a Friday and ends the following Thursday. RTC’s who have worked 16 of the last 24 hours (I.E. Short changes) cannot be forced. If this occurs the next junior RTC will be forced. RTC’s who accept to work overtime on an assigned rest day cannot be forced to work additional overtime should a subsequent vacancy occur that day. If this occurs, the next junior RTC will be forced. RTC’s who accept an overtime call on a specific desk will not be forced (re-assigned) to work another assignment other than the one they were originally called for.
Forced Overtime. As provided in the classification specifications covered by this agreement, forced overtime is an essential function of the job. Supervisors will give advance notice whenever possible. Except as provided in Article 7.9, employees may be subject to discipline for failure to work forced overtime. Employees who provide coverage for their forced overtime hours will not be subject to discipline.
7.6.1 Forced overtime shall be scheduled in up to two (2) hour blocks except under the following circumstances:
(A) The City shall avoid situations which require forcing an employee to work more than two (2) hours past their scheduled shift or more than twelve (12) consecutive hours, unless a critical situation of major proportions is in progress. The employee shall be compensated at the rate of two (2) times the established rate for the hours worked in excess of sixteen hours (16) hours.
(B) Unless a critical situation of major proportions is in progress, the City shall not require an employee to work forced overtime more than two (2) hours beyond their scheduled shift and subsequently require the employee to work forced overtime more than two (2) hours early for the beginning of their next shift if the result is that the employee does not have twelve (12) hours’ rest between the shifts.
Forced Overtime. If the EMS Chief, or designee, is unable to fill the vacant shift through the above procedure, forced overtime will be assigned to the least senior paramedic of the crews that are on their three shift work rotation, according to a rotating reverse seniority list, provided the shift would not result in more than a forty-eight (48) hour tour. This may require the ordering of two paramedics, each working twelve (12) hour shift to avoid hours worked in excess of forty-eight (48). The EMS Chief will make every effort to assign forced overtime to paramedics on the two shifts that are in duty rotation and avoiding, if at all possible, assigning forced overtime to a paramedic on their four day off work rotation. Compensation for forced overtime shall be at one and one-half (1 ½) times the hourly rate. The intent of this procedure is to equalize forced overtime among employees, as much as possible.
Forced Overtime. In recognition of the ongoing issue of forced overtime at certain state-run corrections facilities, the parties agree to establish a Task Force composed of not more than four (4) bargaining unit employees to be appointed by the unions representing those bargaining unit employees and six (6) persons appointed by the Employer, at least four (4) of whom shall not be employees of the Department of Corrections. The Task Force shall meet quarterly or as otherwise agreed to by the parties. The purpose of the Task Force is to recommend strategies that accelerate the recruitment process. The recommendation shall be made to the Governor and the Commissioner of the Department of Corrections no later than July 1, 2016.