Common use of On-Call Assignments Clause in Contracts

On-Call Assignments. In full and final resolution of the claims raised in the prohibited practice complaint (Case No. SPP-25,543) and in order to specify the basic terms for future on-call assignments pursuant to the prior negotiation provision of Article 55 Section Six, the State and the Union agree as follows: 1. An agency or facility (hereinafter referred to as “agency”) which determines a need for Maintenance (NP-2) employees to be placed on “standby” or “on-call” while off-duty (hereinafter simply “on-call”) will identify in writing the job classification and function for the on-call assignment and the number of employees needed. 2. The agency may have one primary on-call individual (generally a supervisory employee) with a secondary employee(s) designated on- call during the primary’s vacations or other absences. Alternatively, the agency may have the on-call responsibility shared by two or more employees who rotate the assignment on a weekly or biweekly basis. If an agency has determined a need for on-call assignments in several classifications or functions (e.g. electrical and plumbing Qualified Craft Workers; residential maintenance and wastewater treatment plant), the on-call assignments will be separately determined and handled. 3. The agency will solicit volunteers in writing within the designated classification(s) prior to assigning employees involuntarily. If there are insufficient volunteers, the agency will make the on-call assignment in the designated classification(s) and function based on inverse seniority. If more employees volunteer than initially requested, the agency may increase the number in the on-call rotation or with secondary assignment and/or the agency will select based upon seniority from among employees in the same classification who have permanent status in the classification. 4. The agency shall provide three (3) weeks advance written notice of a new on-call program to the Union and the affected employees. 5. While on-call, the employee will be provided with a response device as defined in Article 55, Section Six(e) (e.g. cell phone, beeper, pager, etc.) and will be expected to reply by telephone to a page or call within 15 minutes. The employee will be compensated for the on-call assignment as provided in Article 55, Section Six (d). If the situation requires a worker to report to the facility, the on-call employee would be expected to assess the situation and then report to the facility or contact another employee or employees to report to the facility to handle the situation. 6. An employee who is issued a response device for purposes of on- duty contact will not be considered as having an off-duty on-call assignment unless the employee is notified of the on-call requirement in writing. The fact that an employee is not required to turn in the response device at the end of the workday does not mean that the employee will be considered on-call. These provisions, however do not change the employee’s responsibility to report for work in the case of emergencies, weather extremes, or other reasons if contacted via his/her personal phone number(s). 7. On-call employees who are required to report to work and those who are not on-call but who are required to work under paragraph 6 shall be compensated in accordance with Article 18, Section Sixteen (c). 8. An employee who volunteers for the on-call assignment and who fails to reply or to report when contacted without reasonable justification may be removed from the assignment. Employees will be notified of this provision either in the solicitation for volunteers or the notice of the on-call assignment or otherwise in writing prior to the instance which results in his/her removal from the assignment. After six months, the employee may apply to be reinstated to the on- call assignment. The decision to cancel or to not reinstate the employee’s on-call status shall not be grievable or arbitrable. 9. An employee who is assigned the on-call requirement and who fails to reply or to report when contacted without reasonable justification may be subject to progressive discipline up to and including dismissal, which will be subject to appeal as provided in the NP-2 contract. 10. The decision to institute an on-call program and the designation of the number of employees, job classification(s) and function(s) to be assigned shall be the prerogative of the agency. 11. If an agency determines that the institution of its on-call program would require different terms than those described in this agreement, the agency will notify the Office of Labor Relations, which shall seek voluntary discussions with the Union. If no agreement is reached upon a different agreement or different terms, the agency’s on-call program will follow the terms of this agreement. 12. These on-call procedures shall not apply to the Department of Transportation employees with voluntary beepers as described in Article 55, Section Six (c) or the Department of Public Safety employees issued beepers pursuant to Article 55, Section Six(a) and (b). 13. These on-call procedures shall not apply to any previously established on-call arrangements and procedures in the Department of Developmental Services, the Department of Mental Health and Addiction Services, or the University of Connecticut or to the expansion of those arrangements to other employees in those Departments, unless Department or UConn chooses to use these procedures for its on-call programs.

On-Call Assignments. In full and final resolution of the claims raised in the prohibited practice complaint (Case No. SPP-25,543) and in order to specify the basic terms for future on-call assignments pursuant to the prior negotiation provision of Article 55 Section Six, the State and the Union agree as follows: 1. An agency or facility (hereinafter referred to as “"agency”") which determines a need for Maintenance (NP-2) employees to be placed on “"standby” " or “"on-call” " while off-duty (hereinafter simply “"on-call”") will identify in writing the job classification and function for the on-call assignment and the number of employees needed. 2. The agency may have one primary on-call individual (generally a supervisory employee) with a secondary employee(s) designated on- on• call during the primary’s 's vacations or other absences. Alternatively, the agency may have the on-call responsibility shared by two or more employees who rotate the assignment on a weekly or biweekly basis. If an agency has determined a need for on-call assignments in several classifications or functions (e.g. electrical and plumbing Qualified Craft Workers; residential maintenance and wastewater treatment plant), the on-call assignments will be separately determined and handled. 3. The agency will solicit volunteers in writing within the designated classification(s) prior to assigning employees involuntarily. If there are insufficient volunteers, the agency will make the on-call assignment in the designated classification(s) and function based on inverse seniority. If more employees volunteer than initially requested, the agency may increase the number in the on-call rotation or with secondary assignment and/or the agency will select based upon seniority from among employees in the same classification who have permanent status in the classification. 4. The agency shall provide three (3) weeks advance written notice of a new on-call program to the Union and the affected affec.▇▇▇ employees. 5. While on-call, the employee will be provided with a response device as defined in Article 55, Section Six(e) (e.g. cell phone, beeper, pager, etc.) and will be expected to reply by telephone to a page or call within 15 minutes. The employee will be compensated for the on-call assignment as provided in Article 55, Section Six (d). If the situation requires a worker to report to the facility, the on-call employee would be expected to assess the situation and then report to the facility or contact another employee or employees to report to the facility to handle the situation. 6. An employee who is issued a response device for purposes of on- on-duty contact will not be considered as having an off-duty on-call assignment unless the employee is notified of the on-call requirement in writing. The fact that an employee is not required to turn in the response device at the end of the workday does not mean that the employee will be considered on-call. These provisions, however do not change the employee’s 's responsibility to report for work in the case of emergencies, weather extremes, or other reasons if contacted via his/her personal phone number(s). 7. On-call employees who are required to report to work and those who are not on-call but who are required to work under paragraph 6 shall be compensated in accordance with Article 18, Section Sixteen (c). 8. An employee who volunteers for the on-call assignment and who fails to reply or to report when contacted without reasonable justification may be removed from the assignment. Employees will be notified of this provision either in the solicitation for volunteers or the notice of the on-call assignment or otherwise in writing prior to the instance which results in his/her removal from the assignment. After six months, the employee may apply to be reinstated to the on- on-call assignment. The decision to cancel or to not reinstate the employee’s 's on-call status shall not be grievable or arbitrable. 9. An employee who is assigned the on-call requirement and who fails to reply or to report when contacted without reasonable justification may be subject to progressive discipline up to and including dismissal, which will be subject to appeal as provided in the NP-2 contract. 10. The decision to institute an on-call program and the designation of the number of employees, job classification(s) and function(s) to be assigned shall be the prerogative of the agency. 11. If an agency determines that the institution of its on-call program would require different terms than those described in this agreement, the agency will notify the Office of Labor Relations, which shall seek voluntary discussions with the Union. If no agreement is reached upon a different agreement or different terms, the agency’s 's on-call program will follow the terms of this agreement. 12. These on-call procedures shall not apply to the Department of Transportation employees with voluntary beepers as described in Article 55, Section Six (c) or the Department of Public Safety employees issued beepers pursuant to Article 55, Section Six(a) and (b). 13. These on-call procedures shall not apply to any previously established on-call arrangements and procedures in the Department of Developmental Services, the Department of Mental Health and Addiction Services, or the University of Connecticut or to the expansion of those arrangements to other employees in those Departments, unless Department or UConn chooses to use these procedures for its on-call programs.