Common use of Involuntary Overtime Distribution Rules Clause in Contracts

Involuntary Overtime Distribution Rules. All employees of each correctional unit will be placed on that unit’s involuntary overtime list. An involuntary overtime list shall be limited to employees of that unit. Any involuntary overtime assignments in the specialized units shall utilize a simple rotational overtime list from least classification senior employee to most classification senior employee. (a) In the event that no one wants to voluntarily accept the overtime assignment in any of the scenarios described above, the least senior employee on the appropriate involuntary overtime list will be assigned the overtime. Once an employee has been assigned and actually worked overtime the employee’s name shall be moved to the bottom of the rotation of names on the appropriate involuntary overtime list. (b) For employees assigned to operations shifts, the Employer will utilize the on duty Operations shift’s involuntary overtime list to determine which on duty employee is the next one eligible to be assigned involuntary overtime. Each operations shift supervisor will announce any necessary involuntary overtime for the next shift as soon as possible on the shift. (c) The Employer will also notify the on duty employees next in line to be ordered to work overtime by referring to each one as being “on deck” for involuntary overtime and listing the top three (3) on deck officers on the run sheet. (Example: The first shift supervisor will announce during first shift briefing which 1st shift on duty employee is “first on deck,” which 1st shift on duty employee is “second on deck,” and which 1st shift on duty employee is “third on deck” for 2nd shift involuntary overtime during each day’s first shift briefing.) If an officer has a concern with the on deck order on the run sheet, the officer will contact the supervisor immediately after the briefing to clear up the concern. If the supervisor discovers an error, he/she will notify the correct employee(s) on deck as soon as possible. (d) An employee shall not be forced to work overtime, on a non-emergency involuntary basis if the employee has worked at least four (4) hours of overtime or has been ordered and worked any portion of the shift the day before, the day of, or is scheduled for at least four (4) hours of overtime the day after. An employee working voluntary overtime shall be exempt from involuntary overtime for the subsequent shift. (Example: An employee that is regularly assigned to 2nd shift and is on duty because he/she is voluntarily working overtime on his/her normal day off cannot be forced to work involuntary overtime on the 3rd shift on that day.) An employee who has worked forty- eight (48) hours of overtime in the current payroll week shall be exempt from involuntary overtime. (e) An employee who has been ordered to work overtime may locate another employee who is willing to work overtime in his/her place, as long as the other employee is not restricted from overtime for another reason. Whenever possible, supervisors shall provide an on-duty employee who has been ordered to work with an adequate amount of time to attempt to locate a replacement, but no longer than thirty (30)

Involuntary Overtime Distribution Rules. All employees of each correctional unit will be placed on that unit’s involuntary overtime list. An involuntary overtime list shall be limited to employees of that unit. Any involuntary overtime assignments in the specialized units shall utilize a simple rotational overtime list from least classification senior employee to most classification senior employee. (a) In the event that no one wants to voluntarily accept the overtime assignment in any of the scenarios described above, the least senior employee on the appropriate involuntary overtime list will be assigned the overtime. Once an employee has been assigned and actually worked overtime the employee’s name shall be moved to the bottom of the rotation of names on the appropriate involuntary overtime list. (b) For employees assigned to operations shifts, the Employer will utilize the on duty Operations shift’s involuntary overtime list to determine which on duty employee is the next one eligible to be assigned involuntary overtime. Each operations shift supervisor will announce any necessary involuntary overtime for the next shift as soon as possible on the shift. (c) The Employer will also notify the on duty employees next in line to be ordered to work overtime by referring to each one as being “on deck” for involuntary overtime and listing the top three (3) on deck officers on the run sheet. (Example: The first shift supervisor will announce during first shift briefing which 1st shift on duty employee is “first on deck,” which 1st shift on duty employee is “second on deck,” and which 1st shift on duty employee is “third on deck” for 2nd shift involuntary overtime during each day’s first shift briefing.) If an officer has a concern with the on deck order on the run sheet, the officer will contact the supervisor immediately after the briefing to clear up the concern. If the supervisor discovers an error, he/she will notify the correct employee(s) on deck as soon as possible. (d) An employee shall not be forced to work overtime, on a non-emergency involuntary basis if the employee has worked at least four (4) hours of overtime or has been ordered and worked any portion of the shift the day before, the day of, or is scheduled for at least four (4) hours of overtime the day after. An employee working voluntary overtime shall be exempt from involuntary overtime for the subsequent shift. (Example: An employee that is regularly assigned to 2nd shift and is on duty because he/she is voluntarily working overtime on his/her normal day off cannot be forced to work involuntary overtime on the 3rd shift on that day.) An employee who has worked forty- forty-eight (48) hours of overtime in the current payroll week shall be exempt from involuntary overtime. (e) An employee who has been ordered to work overtime may locate another employee who is willing to work overtime in his/her place, as long as the other employee is not restricted from overtime for another reason. Whenever possible, supervisors shall provide an on-duty employee who has been ordered to work with an adequate amount of time to attempt to locate a replacement, but no longer than thirty (30)thirty