Non-Standard Workweek Premium Sample Clauses

The Non-Standard Workweek Premium clause establishes additional compensation for employees who work hours outside the traditional Monday-to-Friday, 9-to-5 schedule. Typically, this clause applies to shifts scheduled during evenings, nights, weekends, or holidays, and it specifies the rate or percentage premium paid for such hours. Its core function is to incentivize employees to accept less desirable work schedules and to fairly compensate them for the inconvenience or disruption associated with non-standard work times.
Non-Standard Workweek Premium. Shift Differentials
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Non-Standard Workweek Premium. A. Classifications determined by the Bureau of Human Resources to meet the following criteria shall be designated as non-standard: (1) Positions in a classification have been determined by the Bureau of Human Resources to be exempt for overtime compensation from the Fair Labor Standards Act; (2) Employees are required by working conditions to work a variable workweek in excess of hours specified for non- exempt employees; and (3) Employees’ workweek are irregular and work hours cannot be scheduled or determined except by the employee. B. Employees in a classification which is designated as non-standard shall be compensated at a rate of sixteen percent (16%) above the basic rates in their salary grades, except that any position that is found by the Bureau of Human Resources not to be exempt from the Fair Labor Standards Act for overtime compensation purposes shall not be designated non- standard. C. In the event that the exempt status of any employee in any position designated by the Bureau of Human Resources to be non-standard is subsequently found to be incorrect by the U.S. Department of Labor or a court of competent jurisdiction, the parties agree that the State may: (1) Put the member on the standard work schedule consistent with other bargaining unit employees who are covered by the FLSA; or (2) Readjust the employee’s duties to meet FLSA exemption requirements.
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Non-Standard Workweek Premium. A. Classifications determined by the Bureau of Human Resources to meet the following criteria shall be designated as non-standard: (1) Positions in a classification have been determined by the Bureau of Human Resources to be exempt for overtime compensation from the Fair Labor Standards Act; (2) Employees are required by working conditions to work a variable workweek in excess of hours specified for non- exempt employees; and (3) Employees’ workweek are irregular and work hours cannot be scheduled or determined except by the employee. B. Employees in a classification which is designated as non-standard shall be compensated at a rate of sixteen percent (16%) above the basic rates in their salary grades, except that any position that is C. In the event that the exempt status of any employee in any position designated by the Bureau of Human Resources to be non-standard is subsequently found to be incorrect by the U.S. Department of Labor or a court of competent jurisdiction, the parties agree that the State may: (1) Put the member on the standard work schedule consistent with other bargaining unit employees who are covered by the FLSA; or (2) Readjust the employee’s duties to meet FLSA exemption requirements.
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Related to Non-Standard Workweek Premium

  • Standard Work Week (a) Except as provided below, the standard work week for Full-time Employees shall normally consist of 35 hours per week, which shall normally consist of 5 equal Shifts of 7 hours. (b) The standard work week for certain Full-time Employees, including but not limited to, technical Employees, shall normally consist of 37.5 hours per week, which shall normally consist of 5 equal Shifts of 7.5 hours.

  • Weekend Work (1) All ordinary hours of work performed between midnight on Friday and midnight on Sunday shall be paid for at the rate of time and one-half.

  • Work Day and Work Week The normal work day shall consist of up to 8 hours of work within a 24-hour period. The normal work week shall consist of up to 40 hours of work within a 7-day period. The Employer may define the work week on an individual, department, shift or facility basis in accordance with Federal and State law.

  • Work Week and Work Day (a) (Applicable to full-time employees only) The normal or standard work week shall be an average of thirty-seven and one-half (37½) hours, with a normal or standard work day of seven and one-half (7½) hours except in those Hospitals where agreements already provide a standard or normal work week of less than thirty-seven and one-half (37½) hours per week and seven and one-half (7½) hours per day. (Those Hospitals with the lesser required hours shall reflect in the salary rates a pro-rata lesser amount compared with salaries for other Hospitals based on the ratio that the standard or normal hours of work at the Hospital concerned are to thirty-seven and one-half (37½) hours and shall appropriately reflect such hours in this Article). The length of time over which the hours of work per week are to be averaged shall be determined locally and shall be set out in the Local Provisions Appendix. (b) (applicable to part-time employees only) The normal or standard work day shall be seven and one-half (7½) hours per day and the normal or standard full- time work week shall be an average of thirty-seven and one- half (37½) hours per week except in those hospitals where agreements already provide a normal or standard work day of less than seven and one-half hours and a normal or standard full-time work week of less than thirty-seven and one-half (37½) hours. (Those Hospitals with the lesser required hours shall reflect in the salary rates a pro-rata lesser amount compared with salaries for other Hospitals based on the ratio that the standard or normal hours work at the Hospital concerned are to thirty-seven and one-half (37½) hours and shall appropriately reflect such hours in this article.) Part-time employees shall be entitled to overtime pay at the rate of time and one-half their regular straight time hourly rate for all hours worked in excess of the normal or standard work day or in excess of the normal or standard full-time work week. The length of time over which the hours of work per week are to be averaged shall be determined locally and shall be set out in the Local Provisions Appendix. (c) Where the Hospital and the Union agree, subject to the approval of the Ministry of Labour, other arrangements regarding hours of work may be entered into between parties on a local level with respect to tours beyond the normal or standard work day in accordance with the provisions set out in Article 25.01 of the collective agreement.

  • Early and Safe Return to Work The Hospital and the Union are committed to a consistent, fair approach to meeting the needs of disabled workers, to restoring them to work which is meaningful for them and valuable to the Hospital, and to meeting the parties’ responsibilities under the law. To that end, the Hospital and the Union agree to cooperate in facilitating the return to work of disabled employees. The Employer and the Union agree that ongoing and timely communication by all participants in this process is essential to the success of the process. (a) At the regular HAC meeting or at least bi-monthly the Employer will provide an updated list of information to the bargaining unit president including the following: i) Nurses absent from work because of disability who are in receipt of Workplace Safety and Insurance Board benefits; ii) Nurses absent from work because of disability who are in receipt of Long Term Disability benefits including the last day worked; iii) Nurses who have been absent from work because of disability for more than twenty-four (24) months; iv) Nurses who are currently on a temporary modified work program; v) Nurses who are currently permanently accommodated in the workplace; vi) Nurses awaiting temporary modified work; vii) Nurses awaiting permanent accommodation in the workplace. (b) A disabled nurse returning to work from a disability including WSIB to a modified/light/alternative work program, will have a joint Return to Work Team (RTW) attend a return to work meeting. The RTW team will be comprised of the Bargaining Unit President or designate, the Occupational Health representative, the manager and Human Resources. If the Bargaining Unit President or designate attends RTW meetings on her day off, she / he will receive pay at straight time or time in lieu where possible for hours spent in RTW meetings. Such hours are invisible for the purposes of determining premium. L-2 The nurse will advise her manager and Occupational Health Services that she wishes to return to work. A disabled nurse who is ready to return to work will provide the Occupational Health Service with medical verification of her ability to return to work including information regarding any restrictions.