Common use of Overtime Procedure Clause in Contracts

Overtime Procedure. The College will establish an overtime rotation list (the “List”) based on seniority. The list will include the names of all Custodians I & II (which includes the Shuttle Bus Driver) and Custodial Group Leaders that wish to be considered for overtime. Prior to the creation of the List, all employees covered by this Agreement will be given the opportunity to inform the College of whether or not they wish to be considered for scheduled overtime. Employees that indicate that they wish to be considered for scheduled overtime will be included on the List. AFSCME will be provided with a copy of the initial list. Employees will be offered overtime from the List based off of seniority of length of service within the College. When new employees are hired, the College will ask the new employee if they wish to be considered for scheduled overtime, upon which time (depending on the response) the List will be updated. Employees are free to change their designation at any time, and the List will be updated. Should an employee refuse or be unavailable for the scheduled overtime, the next most senior person shall be offered overtime. Once the labor needs have been satisfied for a scheduled overtime, the last employee selected for overtime shall be placed at the bottom of the List for purposes of future eligibility. A refusal to work offered overtime or being unavailable for the offered overtime shall be counted as acceptance of the assignment for purposes of determining future eligibility. These provisions will not apply to situations where special qualifications of an individual preclude the use of the List, including but not limited to licensing and/or special training or experience requirements in the sole opinion of the Manager of Custodial Operations or designee. Scheduled overtime will be that which is pre-determined and posted on the periodically prepared work schedule. Scheduled overtime does not include emergency, early call-in or hold-over situations. Damages in any grievance related to this article will be awarded with future scheduled assigned overtime only for the number of hours not properly scheduled. For purposes of this provision only, “designee” shall not include any member of the College of DuPage AFSCME bargaining unit.

Overtime Procedure. The College will establish Sheriff's Office shall maintain an overtime rotation list (seniority list. Overtime shall be distributed on the “List”) based on senioritybasis of highest seniority with lowest overtime worked. The list will include the names of all Custodians I & II (which includes the Shuttle Bus Driver) and Custodial Group Leaders that wish to Only overtime worked shall be considered charged. Forced overtime, if for overtime. Prior eight hours or more, shall be charged to the creation Employees Equalization of Overtime list. It is understood that if an employee has regular days off (including pass days) immediately adjacent to vacation, personal leave or compensatory time off, they may be called and offered overtime during their regular days off, but the List, all employees covered by this Agreement overtime will not be given the opportunity to inform the College of whether or not they wish to be considered for scheduled overtime. Employees forced. A. It is agreed upon that indicate that they wish to be considered for scheduled overtime Road and Corrections Sergeants will be included on in the Call in Equalized Overtime List. AFSCME They will be provided with a copy of treated the initial list. Employees will be offered overtime from the List based off of seniority of length of service within the College. When new employees are hired, the College will ask the new employee if they wish to be considered for scheduled overtime, upon which time (depending on the response) the List will be updated. Employees are free to change their designation at any time, same as Road and the List will be updated. Should an employee refuse or be unavailable Correction Deputies for the scheduled overtime, the next most senior person shall be offered overtime. Once the labor needs have been satisfied for a scheduled overtime, the last employee selected for overtime shall be placed at the bottom purpose of the List for purposes of future eligibility. A refusal to work offered overtime or being unavailable for the offered overtime shall be counted as acceptance of the assignment for purposes of determining future eligibility. These provisions will not apply to situations where special qualifications of an individual preclude the use of the List, including but not limited to licensing and/or special training or experience requirements in the sole opinion of the Manager of Custodial Operations or designee. Scheduled overtime will be that which is pre-determined and posted on the periodically prepared work schedule. Scheduled overtime does not include emergency, early call-in equalized overtime. B. If all attempts to cover the call-in overtime have been exhausted a Lieutenant or hold-over situations. Damages in any grievance related to this article will Det/Sgt may be awarded with future scheduled assigned overtime only for the number of hours offered, however, they cannot properly scheduled. be forced. C. For purposes of this provision onlyfilling posted or sign-up overtime, “designee” should no employee elect to take the overtime, a Command Staff member may sign up or volunteer. Sign-up or posted overtime amongst Command Staff shall be equalized based on Seniority and overtime taken. The Command Staff shall be responsible for maintaining their Equalized overtime hours. D. It is agreed upon that two (2) or more employees in the same job classification can't work at the same time if they are on light duty. (light duty would be post- surgery, pregnancy, workers’ compensation or other ailments that may need light duty on a temporary basis). There must also be a position within the employee's job classification that can accommodate light duty and not include any member affect the day-to-day operations of the College Sheriff's Office. E. Only one employee on light duty can be scheduled to work a shift or overlapping shift at a time. If someone requests to go on light duty status, they must have a medical slip from a medical professional detailing the need to be on light duty. Once light duty is assigned, the Sheriff has the right to place the employee where they are needed, irrespective of DuPage AFSCME bargaining unitshift bid. Seniority will have choice of their shift preference in current shift bid cycle if one (1) or more people are on light duty. Section 9 will still apply.

Overtime Procedure. The College will establish an overtime rotation list (Both the “List”) based on seniorityVillage and the Union understand the necessity for proper staffing. The list will include Village therefore shall have the names of all Custodians I & II (which includes the Shuttle Bus Driver) right to require overtime work and Custodial Group Leaders that wish to be considered for overtimeunion members may not refuse overtime assignments. Prior to the creation of the List, all employees covered by this Agreement will be given the opportunity to inform the College of whether or not they wish to be considered for scheduled overtime. Employees that indicate that they wish to be considered for scheduled overtime will be included on the List. AFSCME will be provided with To assist in establishing a copy of the initial list. Employees will be offered overtime from the List based off of seniority of length of service within the College. When new employees are hired, the College will ask the new employee if they wish to be considered for scheduled overtime, upon which time (depending on the response) the List will be updated. Employees are free to change their designation at any time, fair and the List will be updated. Should an employee refuse or be unavailable equitable manner for the scheduled distribution of overtime, the next most senior person shall following procedure will be offered overtimefollowed to the extent reasonably possible in instances except where immediate action is necessary under Section 5.9, for work that is assigned under Section 5.7, or personnel resources are unavailable or unreachable. Once There will be three lists comprised of union members only. After newly hired union members are assigned to shift and granted temporary ALS privileges from the labor needs have been satisfied for a scheduled overtimeResource EMS Hospital, the last employee selected for overtime shall they will be placed at the bottom of the list according to seniority. List A will be for purposes of future eligibilitymore than twelve (12) hour shifts. A refusal to work offered overtime List B will be used for twelve (12) hours or being unavailable less. List C is for the offered overtime shall be counted as acceptance of the assignment for purposes of determining future eligibilityspecial events. These provisions will not apply to situations where special qualifications of an individual preclude the use of the List, including but not limited to licensing and/or special training or experience requirements in the sole opinion of the Manager of Custodial Operations or designee. Scheduled Special event overtime will be that which is prethe only overtime employees may sign up for in advance. Union members who have worked forty-determined and posted eight (48) hours continuously shall not be eligible to work a hireback, force back, hold over for hire back, or special events except as exempted by other language. Those union members shall retain their position on the periodically prepared list and have at least twelve (12) hours off duty before being required to work a hire back, force back, hold over for hire back, or special duty. Union members shall also have twelve (12) hours off duty prior to forty-eight (48) hours continuous duty. Any union member enrolled in a department approved or sponsored class/school or other schooling related to the fire service position shall not be eligible for force back, hold over or special duty. Union members in class or school shall retain their position on the hire back lists. Union members are required to submit a class schedule upon their receipt of schedule or approval to any class/school/semester under which the above clause may be exercised prior to the commencement of such schedule. Scheduled There shall be no more than the authorized number of lieutenants on duty, unless one additional lieutenant is in the Acting Captain position. Union members from one rank cannot be used to fill another rank below their rank for hire back basis, except when an unusual emergency condition exists per the Fire Chief or his Designee. When staffing requires overtime does not include emergencyin advance, early call-in the shift commander or hold-over situationshis designee shall initiate an automated call out for union members (when the paging system is available) on the appropriate list four (4) days prior. Damages in any grievance related to this article Whenever there is new overtime the shift commander or his designee shall start at the top of the list and work his way down unless using the automated call system. When overtime arises with less than four (4) days notification, the hire back process will be awarded with future scheduled assigned overtime only for the number of hours not properly scheduledstarted as soon as reasonably possible. For purposes of this provision onlyIn all cases, “designee” shall not include any member on duty union members will be notified of the College overtime so they are also aware of DuPage AFSCME bargaining unitit. Automated call system process: All union members will be loaded into the system with their preferred choice of communication – email (must be an email that they would receive off duty and receive notification of its arrival), text message phone number, or phone number for voice message (should have voice mail or answering machine). A page will be set up indicating 1) the date and time of the overtime, 2) type of personnel needed & 3) length of overtime (which list is being used). Those union members wishing to take the OT must call station 1 – at the designated extension within 20 minutes. The officer conducting the hire back will notify the person highest on the list at the 20 minute mark as soon as reasonable. Do not call in to refuse overtime. Only personnel that are on shift and higher than the person receiving the OT on the list can refuse OT and be moved. If no one calls within the 20 minutes, the hire back or potential force back will occur from on shift personnel. Should a union member refuse overtime, the shift commander or his designee will place the union member at the bottom of the list. If a union member is not personally contacted, he shall remain in their same position. When a union member takes a hire back, he will be placed at the bottom of the list also. Once an individual takes a hireback off any list, his/her name will be placed on the bottom of that list. Once an individual is awarded overtime off any list, his/her name will be placed at the bottom of that list. If the overtime is canceled, that member shall be placed on the second chance list. They will remain on the second chance list for a maximum of 45 days. After 45 days, or if the member is awarded or forced back for overtime from the same list within 45 days, the member will be removed from the second chance list and remain in their current position on the list. Hours needed for hireback personnel will not be broken down into smaller increments. Procedural notes: A union member will not be forced back for more than one Village recognized Holiday in a 366 day period as outlined in Article 5.8, Section 1. Union members with verifiable vacation plans that would be adversely impacted by a force back will be passed over.