Common use of Overtime Scheduling Clause in Contracts

Overtime Scheduling. Overtime for Facility Security Officers and Control Room Technicians will be emailed via county email by Tuesday morning (i.e. beginning the next Monday) for each shift by a shift supervisor. Email responses must be received within twenty-four (24) hours of the posting email and must include the number of overtime hours worked by the member the previous calendar month (i.e. all January sign-ups will look back to the number of overtime hours worked in December). Overtime will be awarded to the member with the fewest number of overtime hours in the prior month. If more than one member has the same number of hours, the overtime will be awarded according to the order of the email response. Except in extenuating circumstances, the list of volunteers for overtime shall be used until exhausted regardless of if the overtime is prescheduled or non-prescheduled. Thereafter, the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime in accordance with the provisions of this section based on the number of hours worked as specified by a member in an email response shall not be subject to discipline or grievable, regardless of whether the number provided by the member was accurate. Should the Employer make a determination that a member misrepresented the number of overtime hours worked; the member shall be unable to sign up for overtime for a period of sixty (60) calendar days. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime resulting from a lack of volunteers shall be filled through reverse seniority. Once the employee works a mandatory overtime assignment, they will move to the bottom of the list and not be required to work mandatory overtime until the list is exhausted. Inability to work a pre- scheduled overtime assignment due to illness or death in the family will not require the employee be charged such absence against sick leave. In no event shall any employee be mandated to work overtime on a shift which is different from their regular shift, except that an employee may be mandated to work up to four (4) hours before the start of their regular shift or four (4) hours after the end of their regular shift.

Overtime Scheduling. Overtime A. The departments recognize and understand the importance of reducing mandatory overtime to Registered Nurses. To this end, the Departments will make every effort to schedule staff in a manner that will reduce the need for Facility Security Officers mandatory overtime. B. Upon request, and Control Room Technicians where practicable, the State shall, upon consultation with the Union, establish a system to request and utilize qualified volunteers to perform overtime work from within the appropriate work area(s). Through the establishment of such a system, the State will endeavor to reduce the amount of mandatory overtime and number of mandatory holdovers, distribute overtime fairly insofar as circumstances of health and safety permit, and provide employees notice of possible or actual overtime assignments. The State shall also consider the use of intermittents, registries, or float pools. C. The State agrees to make reasonable efforts to utilize this overtime scheduling system prior to requiring mandatory overtime. D. Upon Union request, each department with Unit 17 employees shall meet, either at the department or the facility level, to discuss conflicts that have arisen from their current overtime scheduling policies in an effort to resolve all outstanding issues. E. In the Department of Mental Health and the Department of Developmental Services, before an employee is required to work involuntary overtime, a reasonable effort will be emailed via county email by Tuesday morning made to find on acceptable volunteer within the program where the employee works. Overtime shall first be offered level-of-care employees for level-of-care overtime assignments before allowing other classifications to work overtime. 1. Except in cases of emergency, or planned program activity, employees shall not be required to: 1) work more than six (i.e. beginning the next Monday6) for each shift by a shift supervisor. Email responses must be received within twenty-four involuntary overtime shifts of at least two (242) hours of the posting email and must include the number duration in a month, or 2) work in excess of sixteen (16) hours continuously in a forty-eight (48) hour period, or 3) work in excess of two overtime hours worked by the member the previous calendar month shifts per week. 2. Upon request of an employee who has been on duty continuously for sixteen (i.e. all January sign-ups will look back to the number of overtime hours worked in December). Overtime will be awarded to the member with the fewest number of overtime hours in the prior month. If more than one member has the same number of 16) hours, the overtime will be awarded according employer shall have the option to the order of the email response. Except in extenuating circumstances, the list of volunteers for overtime shall be used until exhausted regardless of if the overtime is prescheduled or non-prescheduled. Thereafter, the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime in accordance with the provisions of this section based on the number of hours worked as specified by a member in an email response shall not be subject to discipline or grievable, regardless of whether the number provided by the member was accurate. Should the Employer make a determination that a member misrepresented the number of overtime hours worked; the member shall be unable to sign up for overtime for a period of sixty (60) calendar days. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime resulting from a lack of volunteers shall be filled through reverse seniority. Once : a. Allow the employee works to take the next shift off on vacation, CTO, or Holiday credit of staffing permits. b. Adjust the employee’s shift starting time to provide a mandatory overtime assignment, they will move to the bottom of the list and not be required to work mandatory overtime until the list is exhausted. Inability to work a pre- scheduled overtime assignment due to illness or death in the family will not require ten (10) hour break between shifts. c. Allow the employee be charged such absence against sick leave. In no event shall any employee be mandated to work overtime on a shift which is different from their regular shift, except that an employee may be mandated to work up to four take two (42) hours before off without pay at the start of their regular the next shift or four to provide a ten (410) hours after hour break. Management will take into account the end employee’s preference. F. The Department of their regular shiftVeterans Affairs -Yountville agrees to meet with the Union regarding the mandatory overtime policy for the Veteran’s Home.

Overtime Scheduling. Overtime for Facility Security Officers (i) The Employer and Control Room Technicians the Union recognize that overtime is a normal part of the Employer operation. However, the Employer agrees, wherever possible, that overtime will be emailed via county email kept to a minimum and if overtime is required, the Employer agrees to advise the employee(s) concerned by Tuesday morning (i.e. beginning the next Monday) for each shift by a shift supervisor. Email responses must be received within twenty-four (24) hours midshift of the posting email same day, or earlier if possible and must practical. Any employee who volunteers for or otherwise accepts an overtime assignment will be obliged to report for and complete the hours agreed upon. (ii) In the event of emergency overtime beyond the control of the Employer, the Union agrees that employees who are capable of performing the required work will perform such work unless they have bona fide reasons for not doing so. Bona fide reasons shall include the number such things as: doctors’ or dentists’ appointments; prior personal commitments or matter of overtime hours worked by the member the previous calendar month a similar nature. (i.e. all January sign-ups will look back to the number of overtime hours worked in December). iii) Overtime will be awarded to the member with the fewest number of overtime hours in the prior month. If more than one member has the same number of hours, the overtime will be awarded according to the order of the email response. Except in extenuating circumstances, the list of volunteers for overtime shall be used until exhausted regardless of if the overtime is prescheduled or non-prescheduled. Thereafter, the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime offered and worked in accordance with the provisions following: 1. Overtime shall be offered to full-time employees, who have the necessary ability and qualifications to perform the work required, in order of seniority within the classification that the overtime is required. Classification shall be considered the position the employee is currently posted into. If these employees do not wish to accept the overtime work then; 2. The overtime shall be offered to full-time employees, in order of seniority, who have the necessary ability and qualifications to perform the work required. If these employees do not wish to accept the overtime work then; 3. The overtime shall be offered to part-time employees, in order of seniority, who have the necessary ability and qualifications to perform the work required. If these employees do not wish to accept the overtime work then; 4. The overtime shall be assigned in reverse seniority and worked by the least senior part-time employee(s) who has the necessary ability and qualifications to perform the work required. Then the least senior full-time employee(s) who has the ability and qualifications. 5. The allocation of overtime work as described above will be made on the basis that employees who are at work when a determination is made that overtime is required may agree to return to work outside their normal scheduled hours to work the overtime available. Employees who have left work prior to the assignment of overtime will not be solicited. 6. An employee who chooses to return to work, to work assigned overtime will not be covered by Article 4.3(b) or Article 4. 7. Where overtime is required for duties which fall outside any classification of this section based Collective Agreement (i.e. clean up for inspection), overtime shall be offered to the senior employee on a plant wide basis. (iv) In order to establish an orderly system for the number allocation of hours worked as specified by a member in an email response shall not be subject to discipline or grievableovertime, regardless of whether the number provided by the member was accurate. Should the Employer make and the Union agree that: 1. If there are not sufficient volunteers who have indicated their willingness to perform overtime work on that day, then the Employer shall have the right to require overtime to be worked by employees who are capable of performing such work, up to a determination maximum of two (2) hours per week. 2. If there are not sufficient volunteers who have indicated their willingness to perform overtime work on that a member misrepresented the number of overtime hours worked; the member shall be unable to sign up for overtime for a period of sixty (60) calendar days. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime resulting from a lack of volunteers shall be filled through reverse seniority. Once the employee works a mandatory overtime assignment, they will move to the bottom day and all of the list capable employees have worked the two (2) hours’ maximum, then the Department Manager and not be the Shop ▇▇▇▇▇▇▇ shall canvass all of the employees capable of performing the required work to work mandatory overtime until attempt to secure additional volunteers; if no such volunteers are available, then the list is exhausted. Inability Employer shall have the right to work a pre- scheduled overtime assignment due to illness or death in the family will not require the employee be charged such absence against sick leave. In no event shall any employee be mandated to work schedule overtime on a shift which is different from their regular shiftseparate rotating list, except beginning with the least senior employees, subject to the exceptions provided in (ii) above. 3. Should there be an emergency, caused by the unscheduled absence of employees, major breakdown of equipment, fire, flood or items of a similar nature, the Union agrees that an employee may the employees shall perform overtime work, notwithstanding the above, subject to the exceptions provided in (ii) above. 4. The Employer agrees that the minimum of employees required to perform the overtime work will be mandated scheduled on a daily basis. If there are any differences of opinion or disputes over the application of Article 4.3, then these matters will be referred to work up the J.L.M. Committee for discussion and resolution, if possible, prior to four (4) hours before the start of their regular shift or four (4) hours after the end of their regular shiftgrievance procedure being implemented.

Overtime Scheduling. Those employees having a preference for extra work on their unit are responsible for indicating such interest to their supervisor. Overtime is the last option exercised when extra hours are required to care for Facility Security Officers patients. When it is necessary to schedule overtime, the Hospital will incorporate these stated preferences into such plans and Control Room Technicians offer overtime based on bargaining unit seniority within the unit. Exceptions to bargaining unit seniority may be necessary only to maintain appropriate staffing on impacted shifts or when the unit’s needs can only be met by a specific skill set. A nurse who has transferred into the unit shall be considered least senior for the purposes of the granting of overtime until successful completion of the orientation period. If employees on the home unit decline the overtime, it will be emailed via county email by Tuesday morning (i.e. beginning granted to staff, having indicated a prior interest, outside the next Monday) for each home unit on the basis of bargaining unit seniority. When it is necessary to assign overtime, Nursing Management will assign the overtime as equitably as possible using reverse bargaining unit seniority, considering previous overtime exposure and length of shift by a shift supervisoralready worked. Email responses must be received within twenty-four (24) hours of Recognizing that the posting email and must include the number Hospital’s assignment of overtime hours worked by the member the previous calendar month (i.e. all January sign-ups will look back to the number of overtime hours worked in December). Overtime may under certain circumstances conflict with an employee’s personal plans or schedule, such conflicts will be awarded considered and unit staff assistance will be sought in determining who will work the overtime. However, if no volunteers are elicited to work the member with the fewest number of overtime hours in the prior month. If more than one member has the same number of hoursovertime, the it will be mandated based on reverse seniority; staff refusing to work mandated overtime will be awarded according subject to disciplinary action. Mandatory overtime means an employee is required to work following the order end of their scheduled shift and has not been relieved of direct patient care responsibilities. For OR, PACU, and Digestive Health, mandatory overtime does not include work following the email responseend of their scheduled shift necessary to complete the employee’s assigned case, not to exceed two (2) hours following the end of their scheduled shift and no more than once in a pay period. Except For Surgical Short Stay, AM Admit, and HVSSU mandatory overtime does not include work following the end of their scheduled shift necessary to complete the employee’s currently assigned patient care, not to exceed two (2) hours following the end of their scheduled shift and no more than once in extenuating circumstancesa pay period. Incidental overtime means an employee works following the end of their scheduled shift, generally less than one hour, and has been relieved of direct patient care responsibilities. (Charting is not considered a direct patient care responsibility.) The Employer agrees to not use mandatory overtime as a staffing option, except in emergency circumstances as hereinafter defined. Emergency circumstances are defined for purposes of this Section as: A. An unforeseeable circumstance that causes a large influx of patients consistent with the list of volunteers Hospital’s external disaster plan. B. An unforeseeable circumstance that creates a need for overtime shall be used until exhausted regardless of if staff to remain past their scheduled shift consistent with the overtime is prescheduled or non-prescheduled. ThereafterHospital’s emergency response plan, limited to those circumstances directly affecting patient care. C. Hazardous weather conditions where the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime in accordance with the provisions of this section based on the number of hours worked excuses staff for absenteeism or tardiness. D. A significant epidemic (e.g., communicable disease) as specified by a member in an email response shall not be subject to discipline or grievable, regardless of whether the number provided determined by the member was accurate. Should Medical Director of Infection Control and Employee Health, causing an unforeseeable significant census fluctuation and/or employee illness affecting multiple staff or multiple units within the Employer make a determination that a member misrepresented the number hospital, or an unforeseen situation of overtime hours worked; the member shall such significance which would cause multiple staff across multiple units to be unable to sign up for overtime for work. Under these circumstances the NAC will confer with a period Director of sixty (60) calendar daysNursing, the Chief Nursing Officer or the Administrator on Call prior to the assignment of any mandatory overtime. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime resulting from a lack of volunteers shall be filled through reverse seniority. Once the employee works a A nurse being assigned mandatory overtime assignmentunder these circumstances who feels an emergency does not exist may request to speak with the Director of Nursing, they the Chief Nursing Officer or the Administrator on Call regarding her concerns. The nurse will move continue to the bottom work until having had this conversation. This definition of emergency applies only to this section of the list and collective bargaining agreement. Staff will not be required to work mandatory overtime until the list is exhausted. Inability to work a pre- scheduled overtime assignment due to illness or death in the family will not require the employee be charged such absence against sick leave. In no event shall any employee be mandated to work overtime on a shift which is different from their regular shift, except that an employee may be mandated to work up to four of more than one (41) hours before the start of their regular eight-hour shift or four more than two (42) partial shifts totaling eight hours after or less, exclusive of incidental overtime in any seven (7) day period. Under these circumstances mandatory overtime will be assigned to the end nurse on the affected unit using inverse seniority with consideration given for prior overtime exposure with the goal of their regular shiftminimizing the impact on any single bargaining unit member.

Overtime Scheduling. Overtime It is agreed that the Union will continue responsibility for Facility Security Officers the distribution and Control Room Technicians assignment of overtime in accordance with qualifications required by the District. A Union official will be emailed via county email by Tuesday morning (i.e. beginning provided access to a telephone to obtain the next Monday) for each shift by a shift supervisorneeded overtime commitment. Email responses must be received within The District reserves the right to offer overtime schedules in increments of less than twenty-four (24) hours of the posting email and must hours. Such administration will include the number District's ability to require and enforce overtime schedules in the following manner: Using the current overtime system, should a refusal of overtime hours worked be made by the member the previous calendar month (i.e. all January sign-ups will look back to the number of overtime hours worked in December). Overtime will be awarded to the member with the fewest number of overtime hours employee who appears first in the prior month. If more than one member has roster, and upon contact by the same number of hoursDistrict, no other employee in progression accepts said overtime, the overtime employee initially contacted will be awarded according to the order of the email response. Except in extenuating circumstances, the list of volunteers for overtime shall be used until exhausted regardless of if the overtime is prescheduled or non-prescheduled. Thereafter, the Employer may offer overtime to any qualified bargaining unit member. The awarding of overtime in accordance with the provisions of this section based on the number of hours worked as specified by a member in an email response shall not be subject to discipline or grievable, regardless of whether the number provided by the member was accurate. Should the Employer make a determination that a member misrepresented the number of overtime hours worked; the member shall be unable to sign up for overtime for a period of sixty (60) calendar days. Neither the determination of misrepresentation nor the determination of inability to sign up for overtime is grievable. Employees must send their own email. Should the overtime be canceled, no bumping rights will exist based on seniority. Mandatory overtime resulting from a lack of volunteers shall be filled through reverse seniority. Once the employee works a mandatory overtime assignment, they will move to the bottom of the list and not be required to work mandatory overtime until the overtime. The Union will supply the District with a list is exhaustedof the names of personnel assigned as Overtime Stewards. Inability It will be the responsibility of the Union to work maintain and notify the District of any changes to this list. From this list, the Union will designate an Overtime ▇▇▇▇▇▇▇ on at least a pre- scheduled overtime assignment due quarterly basis to illness or death in be responsible for the family filling of event and any prescheduled overtime. The District will not require the employee be charged such absence against sick leave. In no event shall any employee be mandated to work overtime on a shift which is different from their regular shift, except that an employee may be mandated to work allot up to four one hundred eighty (4180) hours before annually for the start designated Overtime ▇▇▇▇▇▇▇, at one and one-half (1 ½ ) times the employee's normal rate of their regular shift or four pay in thirty (430) hours after minute increments, to fill event and prescheduled overtime when off-duty. The designated Overtime ▇▇▇▇▇▇▇ and/or the end Union must receive approval from the designated Chief prior to performing this task. Upon completion of their regular shiftthe overtime hiring, the Overtime ▇▇▇▇▇▇▇ must properly document his/her time and must notify the designated Chief that the assignment is complete. The designated Chief will make every effort to give prompt notification once the need for special event/prescheduled overtime is identified. All other requests for overtime will be handled by an assigned Overtime ▇▇▇▇▇▇▇ while on duty.